@oriro/orirocli 0.1.11 → 0.3.1

package/skills/legal/legal-employment/SKILL.md

@@ -1,291 +1,291 @@
----
-watermark: ORIRO
-disable-model-invocation: true
-name: legal-employment
-provider: ORIRO.ai
-copyright: Copyright (c) 2026 ORIRO.ai
-description: >
-  Employment law knowledge for both employers and employees. Activate for
-  questions about hiring, firing, discrimination, wages, overtime, leave,
-  non-competes, workplace rights, wrongful termination, harassment, or any
-  employment relationship issue. Sources: FLSA, EEOC guidance, NLRA, FMLA,
-  ADA, state labor board guidance, Department of Labor publications.
-  This is legal information. For your specific situation, consult an
-  employment attorney or your state labor board.
----
-
-# Employment Law
-
-## Employee vs. Independent Contractor — the most important distinction
-
-Misclassifying employees as contractors is one of the most expensive
-employment law mistakes. The IRS and Department of Labor use different tests,
-but the core question is: **who controls the work?**
-
-**Indicators of employee status:**
-
-- You control when, where, and how work is done
-- Worker uses your equipment/tools
-- Work is integral to your core business
-- Long-term relationship
-- You set the hours
-- Worker cannot work for competitors
-
-**Indicators of contractor status:**
-
-- Worker controls their own methods
-- Worker provides their own tools
-- Work is a distinct project, not ongoing operations
-- Worker has multiple clients
-- Worker can subcontract the work
-- Worker invoices you
-
-**The ABC Test** (used by California, New Jersey, and others — stricter):
-A worker is an employee unless ALL THREE are true:
-A — Free from direction and control in how they work
-B — Work is outside the usual course of the company's business
-C — Worker is customarily engaged in an independently established trade
-
-**Penalties for misclassification:**
-Back taxes, back benefits, penalties, overtime owed, workers' comp exposure.
-California penalties can exceed $25,000 per violation.
-
----
-
-## Hiring
-
-### Job postings
-
-- Do not specify age, sex, race, religion, national origin, disability
-- Avoid: "recent graduate" (age discrimination), "native English speaker" (national origin)
-- Focus on skills and requirements, not personal characteristics
-
-### Interview — what you cannot ask
-
-These questions can create discrimination liability:
-
-| Forbidden topic    | Forbidden questions                                             |
-| ------------------ | --------------------------------------------------------------- |
-| Age                | "How old are you?" "What year did you graduate?"                |
-| Religion           | "Do you observe any religious holidays?"                        |
-| National origin    | "Where were you born?" "What's your accent?"                    |
-| Marital/family     | "Do you have children?" "Are you married?"                      |
-| Disability         | "Have you had any health problems?"                             |
-| Pregnancy          | "Do you plan to have children?"                                 |
-| Arrest record      | "Have you ever been arrested?" (convictions may be permissible) |
-| Military discharge | "What type of discharge did you receive?"                       |
-
-**What you CAN ask:**
-
-- "Are you authorized to work in the US?" (not citizenship)
-- "Can you perform the essential functions of this job?"
-- "Can you meet the attendance requirements of this position?"
-
-### Offer letters
-
-Must clearly state:
-
-- Position title and description
-- Start date
-- Compensation (salary or rate + bonus structure)
-- At-will language (if applicable)
-- Benefits summary
-- Contingencies (background check, drug test)
-
-**At-will employment:** Either party can end the relationship at any time,
-for any reason, with no notice — unless a contract says otherwise.
-Most US states are at-will. Exceptions: Montana (for-cause after probation),
-and protections against termination for protected characteristics/activities.
-
----
-
-## Wages and Hours
-
-### Federal minimums (FLSA — Fair Labor Standards Act)
-
-- Federal minimum wage: $7.25/hour (many states higher)
-- **Always check your state/city minimum wage — often higher**
-- Overtime: 1.5× rate for hours over 40/week (non-exempt employees)
-- Pay period: must be regular and consistent
-
-### Exempt vs. Non-exempt
-
-**Exempt employees** are not entitled to overtime.
-To be exempt, employees must meet BOTH:
-
-1. Salary basis test: paid fixed salary ≥ $684/week ($35,568/year)
-2. Duties test: executive, administrative, professional, outside sales, or computer
-
-**Non-exempt employees** get overtime for every hour over 40/week.
-When in doubt, treat as non-exempt — safer legally.
-
-### Pay deductions — what's allowed
-
-**Allowed:** Taxes, benefits the employee elected, court-ordered garnishments
-**Not allowed:** Deductions that bring pay below minimum wage,
-deductions for cash register shortages (in most states),
-deductions for breakage or damage (in most states)
-
-### Tip credits
-
-Employers can pay tipped employees as little as $2.13/hour (federal)
-IF tips bring total to minimum wage. Many states prohibit tip credits.
-Tip pooling rules vary by state.
-
----
-
-## Discrimination and Harassment
-
-### Protected classes (federal law)
-
-Title VII, ADA, ADEA, and other laws prohibit discrimination based on:
-
-- Race, color, national origin (Title VII)
-- Sex, gender identity, sexual orientation (Title VII per Bostock v. Clayton County)
-- Religion (Title VII)
-- Age (40+) (ADEA)
-- Disability (ADA)
-- Pregnancy (PDA)
-- Genetic information (GINA)
-
-Many states add: marital status, political affiliation, source of income, etc.
-
-### Types of discrimination
-
-**Disparate treatment:** Intentional different treatment based on protected class.
-**Disparate impact:** Neutral policy that disproportionately affects protected class.
-
-### Hostile work environment
-
-Harassment is illegal when:
-
-- Based on a protected characteristic
-- Severe OR pervasive (one incident can be enough if severe enough)
-- Creates an abusive work environment
-- Employer knew or should have known and failed to act
-
-Employer liability: If harasser is a supervisor → automatic liability.
-If harasser is a coworker → liable if employer knew and failed to act.
-
-### What employers must do
-
-- Have a written anti-harassment policy
-- Provide a reporting mechanism
-- Investigate all complaints promptly and thoroughly
-- Take prompt remedial action
-- No retaliation against reporters
-
----
-
-## Leave Laws
-
-### FMLA (Family and Medical Leave Act)
-
-- Applies to employers with 50+ employees
-- Employees eligible after 12 months and 1,250 hours
-- Up to 12 weeks unpaid, job-protected leave per year for:
-  - Birth/adoption of child
-  - Serious health condition of employee or immediate family
-  - Qualifying military exigency
-- Up to 26 weeks for care of injured servicemember
-- Employee must be restored to same or equivalent position
-
-### ADA and Reasonable Accommodation
-
-Employers with 15+ employees must provide reasonable accommodation
-for qualified employees with disabilities unless it causes undue hardship.
-
-Accommodation examples: modified schedule, remote work, accessible equipment,
-reassignment to vacant position, modified policies.
-
-Interactive process: When employee requests accommodation, engage in dialogue.
-Document the process. Never make unilateral decisions.
-
-### State leave laws
-
-Many states have paid family leave, paid sick leave requirements.
-California, New York, New Jersey, Washington have robust paid leave programs.
-Always check your state law — federal is the floor, not the ceiling.
-
----
-
-## Termination
-
-### At-will termination
-
-You can terminate without cause and without notice (unless contract requires it).
-But you cannot terminate for:
-
-- Discriminatory reasons (protected class)
-- Retaliation (for whistleblowing, reporting harassment, filing a complaint)
-- Exercising a legal right (FMLA leave, workers' comp claim, jury duty)
-
-### Final paycheck
-
-Most states require final paycheck within days of termination.
-
-- California: immediately on termination
-- New York: next regular pay date
-- Texas: within 6 days
-  Accrued unused PTO may be owed depending on state and company policy.
-
-### Severance
-
-Not legally required (absent a contract or policy) but often paid.
-If you offer severance, condition it on a signed release of claims.
-Release must: be in writing, be in plain language, reference ADEA claims,
-give 21 days to consider (45 days if group layoff), allow 7-day revocation.
-
-### Documentation before termination
-
-Before terminating for performance:
-
-- Document the performance issues in writing
-- Provide written warnings with opportunity to improve
-- Apply policies consistently across all employees
-- Record the termination decision and rationale
-
-Inconsistent documentation or sudden termination after protected activity
-is the most common path to wrongful termination claims.
-
-### WARN Act (Worker Adjustment and Retraining Notification)
-
-Employers with 100+ employees must give 60 days notice before:
-
-- Plant closing affecting 50+ employees
-- Mass layoff of 500+ employees (or 50+ if 33%+ of workforce)
-  Penalty: pay and benefits for the notice period.
-
----
-
-## Non-Compete Agreements
-
-### Enforceability by state
-
-- **California:** Non-competes are void and unenforceable. Do not sign them; do not enforce them.
-- **Florida:** Strongly enforced if reasonable in scope, duration, geography
-- **Most states:** Enforce if: (1) necessary to protect legitimate business interest, (2) reasonable duration (usually 1-2 years max), (3) reasonable geographic scope
-- **Federal:** FTC rule proposed banning most non-competes — check current status
-
-### Trade secret protection is broader
-
-Even without a non-compete, employees cannot take:
-
-- Customer lists (if confidential)
-- Proprietary processes
-- Confidential business information
-  This applies everywhere, regardless of non-compete enforceability.
-
----
-
-## Practical rules
-
-1. **Document everything.** Written warnings, performance reviews, disciplinary actions.
-2. **Apply policies consistently.** The worst evidence in discrimination cases is inconsistency.
-3. **Respond to complaints promptly.** Delay creates liability even if you take action later.
-4. **Never retaliate.** Retaliation is often more expensive than the original complaint.
-5. **Check your state law.** Federal is the floor; states often have stronger protections.
-
-Sources: FLSA (29 U.S.C. § 201), EEOC guidance (eeoc.gov),
-DOL publications (dol.gov), FMLA regulations (29 CFR Part 825),
-ADA guidance (ada.gov), state labor board publications
+---
+watermark: ORIRO
+disable-model-invocation: true
+name: legal-employment
+provider: ORIRO.ai
+copyright: Copyright (c) 2026 ORIRO.ai
+description: >
+  Employment law knowledge for both employers and employees. Activate for
+  questions about hiring, firing, discrimination, wages, overtime, leave,
+  non-competes, workplace rights, wrongful termination, harassment, or any
+  employment relationship issue. Sources: FLSA, EEOC guidance, NLRA, FMLA,
+  ADA, state labor board guidance, Department of Labor publications.
+  This is legal information. For your specific situation, consult an
+  employment attorney or your state labor board.
+---
+
+# Employment Law
+
+## Employee vs. Independent Contractor — the most important distinction
+
+Misclassifying employees as contractors is one of the most expensive
+employment law mistakes. The IRS and Department of Labor use different tests,
+but the core question is: **who controls the work?**
+
+**Indicators of employee status:**
+
+- You control when, where, and how work is done
+- Worker uses your equipment/tools
+- Work is integral to your core business
+- Long-term relationship
+- You set the hours
+- Worker cannot work for competitors
+
+**Indicators of contractor status:**
+
+- Worker controls their own methods
+- Worker provides their own tools
+- Work is a distinct project, not ongoing operations
+- Worker has multiple clients
+- Worker can subcontract the work
+- Worker invoices you
+
+**The ABC Test** (used by California, New Jersey, and others — stricter):
+A worker is an employee unless ALL THREE are true:
+A — Free from direction and control in how they work
+B — Work is outside the usual course of the company's business
+C — Worker is customarily engaged in an independently established trade
+
+**Penalties for misclassification:**
+Back taxes, back benefits, penalties, overtime owed, workers' comp exposure.
+California penalties can exceed $25,000 per violation.
+
+---
+
+## Hiring
+
+### Job postings
+
+- Do not specify age, sex, race, religion, national origin, disability
+- Avoid: "recent graduate" (age discrimination), "native English speaker" (national origin)
+- Focus on skills and requirements, not personal characteristics
+
+### Interview — what you cannot ask
+
+These questions can create discrimination liability:
+
+| Forbidden topic    | Forbidden questions                                             |
+| ------------------ | --------------------------------------------------------------- |
+| Age                | "How old are you?" "What year did you graduate?"                |
+| Religion           | "Do you observe any religious holidays?"                        |
+| National origin    | "Where were you born?" "What's your accent?"                    |
+| Marital/family     | "Do you have children?" "Are you married?"                      |
+| Disability         | "Have you had any health problems?"                             |
+| Pregnancy          | "Do you plan to have children?"                                 |
+| Arrest record      | "Have you ever been arrested?" (convictions may be permissible) |
+| Military discharge | "What type of discharge did you receive?"                       |
+
+**What you CAN ask:**
+
+- "Are you authorized to work in the US?" (not citizenship)
+- "Can you perform the essential functions of this job?"
+- "Can you meet the attendance requirements of this position?"
+
+### Offer letters
+
+Must clearly state:
+
+- Position title and description
+- Start date
+- Compensation (salary or rate + bonus structure)
+- At-will language (if applicable)
+- Benefits summary
+- Contingencies (background check, drug test)
+
+**At-will employment:** Either party can end the relationship at any time,
+for any reason, with no notice — unless a contract says otherwise.
+Most US states are at-will. Exceptions: Montana (for-cause after probation),
+and protections against termination for protected characteristics/activities.
+
+---
+
+## Wages and Hours
+
+### Federal minimums (FLSA — Fair Labor Standards Act)
+
+- Federal minimum wage: $7.25/hour (many states higher)
+- **Always check your state/city minimum wage — often higher**
+- Overtime: 1.5× rate for hours over 40/week (non-exempt employees)
+- Pay period: must be regular and consistent
+
+### Exempt vs. Non-exempt
+
+**Exempt employees** are not entitled to overtime.
+To be exempt, employees must meet BOTH:
+
+1. Salary basis test: paid fixed salary ≥ $684/week ($35,568/year)
+2. Duties test: executive, administrative, professional, outside sales, or computer
+
+**Non-exempt employees** get overtime for every hour over 40/week.
+When in doubt, treat as non-exempt — safer legally.
+
+### Pay deductions — what's allowed
+
+**Allowed:** Taxes, benefits the employee elected, court-ordered garnishments
+**Not allowed:** Deductions that bring pay below minimum wage,
+deductions for cash register shortages (in most states),
+deductions for breakage or damage (in most states)
+
+### Tip credits
+
+Employers can pay tipped employees as little as $2.13/hour (federal)
+IF tips bring total to minimum wage. Many states prohibit tip credits.
+Tip pooling rules vary by state.
+
+---
+
+## Discrimination and Harassment
+
+### Protected classes (federal law)
+
+Title VII, ADA, ADEA, and other laws prohibit discrimination based on:
+
+- Race, color, national origin (Title VII)
+- Sex, gender identity, sexual orientation (Title VII per Bostock v. Clayton County)
+- Religion (Title VII)
+- Age (40+) (ADEA)
+- Disability (ADA)
+- Pregnancy (PDA)
+- Genetic information (GINA)
+
+Many states add: marital status, political affiliation, source of income, etc.
+
+### Types of discrimination
+
+**Disparate treatment:** Intentional different treatment based on protected class.
+**Disparate impact:** Neutral policy that disproportionately affects protected class.
+
+### Hostile work environment
+
+Harassment is illegal when:
+
+- Based on a protected characteristic
+- Severe OR pervasive (one incident can be enough if severe enough)
+- Creates an abusive work environment
+- Employer knew or should have known and failed to act
+
+Employer liability: If harasser is a supervisor → automatic liability.
+If harasser is a coworker → liable if employer knew and failed to act.
+
+### What employers must do
+
+- Have a written anti-harassment policy
+- Provide a reporting mechanism
+- Investigate all complaints promptly and thoroughly
+- Take prompt remedial action
+- No retaliation against reporters
+
+---
+
+## Leave Laws
+
+### FMLA (Family and Medical Leave Act)
+
+- Applies to employers with 50+ employees
+- Employees eligible after 12 months and 1,250 hours
+- Up to 12 weeks unpaid, job-protected leave per year for:
+  - Birth/adoption of child
+  - Serious health condition of employee or immediate family
+  - Qualifying military exigency
+- Up to 26 weeks for care of injured servicemember
+- Employee must be restored to same or equivalent position
+
+### ADA and Reasonable Accommodation
+
+Employers with 15+ employees must provide reasonable accommodation
+for qualified employees with disabilities unless it causes undue hardship.
+
+Accommodation examples: modified schedule, remote work, accessible equipment,
+reassignment to vacant position, modified policies.
+
+Interactive process: When employee requests accommodation, engage in dialogue.
+Document the process. Never make unilateral decisions.
+
+### State leave laws
+
+Many states have paid family leave, paid sick leave requirements.
+California, New York, New Jersey, Washington have robust paid leave programs.
+Always check your state law — federal is the floor, not the ceiling.
+
+---
+
+## Termination
+
+### At-will termination
+
+You can terminate without cause and without notice (unless contract requires it).
+But you cannot terminate for:
+
+- Discriminatory reasons (protected class)
+- Retaliation (for whistleblowing, reporting harassment, filing a complaint)
+- Exercising a legal right (FMLA leave, workers' comp claim, jury duty)
+
+### Final paycheck
+
+Most states require final paycheck within days of termination.
+
+- California: immediately on termination
+- New York: next regular pay date
+- Texas: within 6 days
+  Accrued unused PTO may be owed depending on state and company policy.
+
+### Severance
+
+Not legally required (absent a contract or policy) but often paid.
+If you offer severance, condition it on a signed release of claims.
+Release must: be in writing, be in plain language, reference ADEA claims,
+give 21 days to consider (45 days if group layoff), allow 7-day revocation.
+
+### Documentation before termination
+
+Before terminating for performance:
+
+- Document the performance issues in writing
+- Provide written warnings with opportunity to improve
+- Apply policies consistently across all employees
+- Record the termination decision and rationale
+
+Inconsistent documentation or sudden termination after protected activity
+is the most common path to wrongful termination claims.
+
+### WARN Act (Worker Adjustment and Retraining Notification)
+
+Employers with 100+ employees must give 60 days notice before:
+
+- Plant closing affecting 50+ employees
+- Mass layoff of 500+ employees (or 50+ if 33%+ of workforce)
+  Penalty: pay and benefits for the notice period.
+
+---
+
+## Non-Compete Agreements
+
+### Enforceability by state
+
+- **California:** Non-competes are void and unenforceable. Do not sign them; do not enforce them.
+- **Florida:** Strongly enforced if reasonable in scope, duration, geography
+- **Most states:** Enforce if: (1) necessary to protect legitimate business interest, (2) reasonable duration (usually 1-2 years max), (3) reasonable geographic scope
+- **Federal:** FTC rule proposed banning most non-competes — check current status
+
+### Trade secret protection is broader
+
+Even without a non-compete, employees cannot take:
+
+- Customer lists (if confidential)
+- Proprietary processes
+- Confidential business information
+  This applies everywhere, regardless of non-compete enforceability.
+
+---
+
+## Practical rules
+
+1. **Document everything.** Written warnings, performance reviews, disciplinary actions.
+2. **Apply policies consistently.** The worst evidence in discrimination cases is inconsistency.
+3. **Respond to complaints promptly.** Delay creates liability even if you take action later.
+4. **Never retaliate.** Retaliation is often more expensive than the original complaint.
+5. **Check your state law.** Federal is the floor; states often have stronger protections.
+
+Sources: FLSA (29 U.S.C. § 201), EEOC guidance (eeoc.gov),
+DOL publications (dol.gov), FMLA regulations (29 CFR Part 825),
+ADA guidance (ada.gov), state labor board publications

package/skills/legal/legal-immigration/LICENSE

@@ -1,21 +1,21 @@
-MIT License
-
-Copyright (c) 2026 ORIRO.ai
-
-Permission is hereby granted, free of charge, to any person obtaining a copy
-of this software and associated documentation files (the "Software"), to deal
-in the Software without restriction, including without limitation the rights
-to use, copy, modify, merge, publish, distribute, sublicense, and/or sell
-copies of the Software, and to permit persons to whom the Software is
-furnished to do so, subject to the following conditions:
-
-The above copyright notice and this permission notice shall be included in all
-copies or substantial portions of the Software.
-
-THE SOFTWARE IS PROVIDED "AS IS", WITHOUT WARRANTY OF ANY KIND, EXPRESS OR
-IMPLIED, INCLUDING BUT NOT LIMITED TO THE WARRANTIES OF MERCHANTABILITY,
-FITNESS FOR A PARTICULAR PURPOSE AND NONINFRINGEMENT. IN NO EVENT SHALL THE
-AUTHORS OR COPYRIGHT HOLDERS BE LIABLE FOR ANY CLAIM, DAMAGES OR OTHER
-LIABILITY, WHETHER IN AN ACTION OF CONTRACT, TORT OR OTHERWISE, ARISING FROM,
-OUT OF OR IN CONNECTION WITH THE SOFTWARE OR THE USE OR OTHER DEALINGS IN THE
-SOFTWARE.
+MIT License
+
+Copyright (c) 2026 ORIRO.ai
+
+Permission is hereby granted, free of charge, to any person obtaining a copy
+of this software and associated documentation files (the "Software"), to deal
+in the Software without restriction, including without limitation the rights
+to use, copy, modify, merge, publish, distribute, sublicense, and/or sell
+copies of the Software, and to permit persons to whom the Software is
+furnished to do so, subject to the following conditions:
+
+The above copyright notice and this permission notice shall be included in all
+copies or substantial portions of the Software.
+
+THE SOFTWARE IS PROVIDED "AS IS", WITHOUT WARRANTY OF ANY KIND, EXPRESS OR
+IMPLIED, INCLUDING BUT NOT LIMITED TO THE WARRANTIES OF MERCHANTABILITY,
+FITNESS FOR A PARTICULAR PURPOSE AND NONINFRINGEMENT. IN NO EVENT SHALL THE
+AUTHORS OR COPYRIGHT HOLDERS BE LIABLE FOR ANY CLAIM, DAMAGES OR OTHER
+LIABILITY, WHETHER IN AN ACTION OF CONTRACT, TORT OR OTHERWISE, ARISING FROM,
+OUT OF OR IN CONNECTION WITH THE SOFTWARE OR THE USE OR OTHER DEALINGS IN THE
+SOFTWARE.