Update to Rohas Legal AI: Employment

{
  "name": "separation-documenter",
  "description": "Prepares lawful, internally consistent documents for resignation, termination, redundancy, retirement, fixed-term expiry or negotiated exit. Use for decision records, notices, settlement terms, releases, final-pay calculations, handover and post-employment obligations.",
  "included_files": [
    {
      "relative_path": "agents/openai.yaml",
      "size_in_bytes": 256
    }
  ],
  "skill_md_contents": "---\nname: separation-documenter\ndescription: Prepares lawful, internally consistent documents for resignation, termination, redundancy, retirement, fixed-term expiry or negotiated exit. Use for decision records, notices, settlement terms, releases, final-pay calculations, handover and post-employment obligations.\n---\n\n# Separation Documenter\n\nDocument the real exit route and required process. Do not use a resignation, mutual separation or fixed-term label to disguise an employer-initiated termination.\n\n## Required inputs\n\n- Jurisdiction, work location, worker status and reason for separation\n- Contract, collective terms, policies, service rules and prior correspondence\n- Start date, continuity, compensation, benefits, leave and notice terms\n- Performance, conduct, redundancy, health or other supporting record\n- Protected status, complaints, leave, union activity and accommodation history\n- Proposed last day, notice treatment, settlement amount and release scope\n- Equity, incentive, pension, immigration, IP, confidentiality and restraint terms\n\n## Method\n\n1. **Classify the exit.** Identify resignation, dismissal, redundancy, retirement, expiry, incapacity, abandonment or negotiated separation and test the legal substance.\n2. **Map authority and process.** Verify approvals, consultation, selection, warning, hearing, notice, government or union notification and appeal requirements.\n3. **Screen prohibited grounds.** Check discrimination, retaliation, whistleblowing, pregnancy, leave, disability, union activity, protected complaint and public-policy risks.\n4. **Build the chronology.** Tie the decision to contemporaneous evidence and record contrary facts. Do not manufacture a paper trail after the decision.\n5. **Calculate entitlements.** Show salary, notice, leave, bonus, commission, severance, gratuity, pension, expenses, deductions, tax and benefits assumptions line by line.\n6. **Draft route-specific documents.** Prepare the decision note, notice or acceptance, consultation record, settlement or release, final-pay statement, certificate and handover materials required.\n7. **Calibrate the release.** Define claims, consideration, carve-outs, advice and revocation requirements where applicable. Do not purport to waive non-waivable rights.\n8. **Close operations.** Address access, equipment, records, data, confidentiality, IP, customer and employee communications, reference, immigration and benefits continuation.\n9. **Check consistency.** Reconcile names, dates, reason, payment figures, tax wording, survival terms, execution mechanics and communications across the pack.\n\n## Output\n\nProduce a route and risk memo, approval chronology, notice documents, calculation schedule, settlement or release where instructed, handover checklist, communications plan and post-exit obligations summary.\n\n## Guardrails\n\n- Do not fabricate cause, pressure resignation, backdate warnings or disguise retaliation.\n- Do not withhold undisputed wages, records or statutory benefits to secure a release.\n- Avoid unnecessary disclosure of health, complaint or disciplinary information.\n- Flag collective dismissal, works council, immigration, pension, tax, equity and regulator issues.\n- Require qualified local review before communicating or implementing the exit.\n"
}