Agent-Skills.md

Agent Skills: Legal HR

Use when HR work involves legal risk, employment policy, PIPs, termination, accommodations, compensation, leave, investigations, employee relations, jurisdiction constraints, or legal-review preparation.

UncategorizedID: clous-ai/agents/legal-hr

Repository

clous-ai/agents
clous-aiLicense: NOASSERTION

Install this agent skill to your local

pnpm dlx add-skill https://github.com/clous-ai/plugins/tree/HEAD/clous-hr/skills/legal-hr

Skill Files

Browse the full folder contents for legal-hr.

Download Skill

Loading file tree…

clous-hr/skills/legal-hr/SKILL.md

Skill Metadata

Name
legal-hr
Description
Use when HR work involves legal risk, employment policy, PIPs, termination, accommodations, compensation, leave, investigations, employee relations, jurisdiction constraints, or legal-review preparation.

Legal HR

Prepare legally safer HR artifacts and escalation packets. This skill is not legal advice.

When to Use

  • PIP, termination, discipline, investigation, accommodation, leave, compensation, or policy questions.
  • Drafting HR/legal review packets.
  • Reviewing language for bias, retaliation risk, protected-class risk, or vague performance claims.
  • Multi-jurisdiction employee decisions.

Inputs

  • Jurisdiction, employment status, role, timeline, policy documents, prior feedback, and evidence.
  • Desired action and alternatives already considered.
  • HR/legal stakeholders and review deadline.

Outputs

  • HR/legal review packet using templates/legal-review-packet.md.
  • Risk flags and missing evidence list.
  • Safer language edits for employee-facing documentation.
  • Escalation recommendation.

Process

  1. Identify jurisdiction, employment relationship, protected context, and policy constraints.
  2. Separate facts from conclusions and opinions.
  3. Build a chronology with dates, evidence, prior notice, support offered, and employee response.
  4. Flag legal-risk categories: discrimination, retaliation, leave/accommodation, wage/hour, works council/union, privacy, immigration, contract.
  5. Draft neutral, observable, specific language.
  6. Recommend HR/legal review before action.

Guardrails

  • Always include a not-legal-advice caveat.
  • Do not invent missing evidence or policy authority.
  • Do not recommend termination, pay action, or discipline without HR/legal review.