clous-ai/legal-hr
clous-hr/skills/legal-hr/SKILL.md
Use when HR work involves legal risk, employment policy, PIPs, termination, accommodations, compensation, leave, investigations, employee relations, jurisdiction constraints, or legal-review preparation.
data-ai
Updated May 11, 2026
$ install --global
skillsauthnpx skillsauth add clous-ai/agents legal-hrInstall this skill globally with one command. Works with Claude Code, Cursor, and Windsurf.
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TrivyContainer and dependency vulnerability scanner
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Last scanned: May 11, 2026, 2:28 AM39.8s4 files scanned
SKILL.md
- 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
- Identify jurisdiction, employment relationship, protected context, and policy constraints.
- Separate facts from conclusions and opinions.
- Build a chronology with dates, evidence, prior notice, support offered, and employee response.
- Flag legal-risk categories: discrimination, retaliation, leave/accommodation, wage/hour, works council/union, privacy, immigration, contract.
- Draft neutral, observable, specific language.
- 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.
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