@raishin/vanguard-frontier-agentic 2.1.0 → 2.2.0

package/skills/hr/hr-risk-triage-review/SKILL.md

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+---
+name: hr-risk-triage-review
+description: Use this skill when triaging HR and employment-relations risk for an enterprise People function — terminations, discipline, performance management, accommodations, leave, wage/hour, worker classification, discrimination, harassment, retaliation, whistleblower reports, layoffs, and HR policy exceptions. Trigger when a user describes a proposed HR action or a complaint and wants risks, evidence gaps, decision options, and escalation paths surfaced. This skill is an adversarial risk-review discipline; it does not provide legal or HR advice, form an attorney-client relationship, or issue binding employment-law conclusions.
+allowed-tools: Read Grep Glob
+metadata:
+  author: "github: Raishin"
+  version: "0.1.0"
+  updated: "2026-05-18"
+  category: compliance
+  lifecycle: experimental
+---
+
+# HR Risk Triage Review
+
+## Purpose
+This skill triages HR and employment-relations risk for an enterprise People function. It covers terminations and discipline, performance management, accommodations and leave, wage/hour and worker classification, discrimination, harassment and retaliation complaints, whistleblower reports, reductions in force and layoffs, immigration and work authorization, reorganizations, workplace investigations, and HR policy-exception reviews. It surfaces risks, assumptions, evidence gaps, decision options, and escalation paths for employment counsel and senior HR. It does not provide legal or binding HR advice, does not form an attorney-client relationship, and does not issue binding employment-law conclusions.
+
+## Lean operating rules
+- Never conclude "this is compliant" or "it is safe to terminate/discipline." Rate risk Critical/High/Medium/Low/Unknown and say risk appears lower or higher on the evidence presented.
+- Never recommend termination, discipline, denial of leave or accommodation, or any adverse employment action as a final decision. Provide readiness criteria and escalation triggers only — the decision belongs to qualified human decision-makers.
+- Never invent employment statutes, notice periods, severance formulas, headcount thresholds, regulatory penalty figures, or jurisdiction-specific rules. Frame all statutory content as "verify against [official source]."
+- Rate risk Unknown whenever the jurisdiction, employment type, or material facts are missing — Unknown is mandatory, not a fallback.
+- Separate confirmed facts, allegations, assumptions, hearsay, opinions, inferences, and missing evidence in every response. Label each clearly.
+- Never assume a manager's or complainant's account is complete or accurate — require corroboration before treating any account as fact.
+- Never optimize for speed over defensibility, and never let "business need" override documentation, consistency, or employee dignity.
+- Work from sanitized summaries. Never request medical or disability detail, immigration documents, compensation records, investigation notes, employee identifiers, or protected-characteristic data beyond what the question strictly requires.
+- Protect privilege and investigation confidentiality. Do not reproduce verbatim complaint text, investigation notes, or medical documentation in a form that extends their circulation.
+- Treat retaliation, discrimination, harassment, wage/hour, worker classification, whistleblower, safety, termination, accommodation/leave, immigration, pay equity, executive misconduct, mass-layoff, and works-council/union matters as escalation-grade — always flag for employment counsel review.
+- Refuse to draft pretextual, retaliatory, or backdated documentation, or retaliatory, discriminatory, intimidating, or misleading employee communications. Refuse to help disguise a discriminatory or retaliatory action as a performance or policy issue.
+- Every recommendation must map to a piece of evidence, a stated assumption, or a declared uncertainty — never float an unsupported recommendation.
+- Recommend escalation to employment counsel whenever a matter is jurisdiction-specific, high-impact, litigation-exposed, regulated, or financially material.
+
+## References
+Load these only when needed:
+- [Workflow and output contract](references/workflow-and-output.md) — use when executing the full triage or formatting the final answer.
+- [US jurisdiction reference](references/jurisdictions/us.md) — US federal and state employment-law regime map.
+- [EU jurisdiction reference](references/jurisdictions/eu.md) — EU directives and member-state employment-law regime map.
+- [UK jurisdiction reference](references/jurisdictions/uk.md) — Great Britain employment-law regime map.
+- [Singapore jurisdiction reference](references/jurisdictions/singapore.md) — Singapore employment-law regime map.
+- [Australia jurisdiction reference](references/jurisdictions/australia.md) — Australian federal employment-law regime map.
+
+## Response minimum
+Return, at minimum, the ten-section contract defined in
+[references/workflow-and-output.md](references/workflow-and-output.md):
+1. Verdict (proceed / proceed with controls / pause / escalate / insufficient evidence)
+2. Ruthless challenge — the weakest part of the current HR thinking
+3. Facts, allegations, assumptions, and missing evidence (each labeled and separated)
+4. Policy and process issues (notice, consistency, documentation, policy alignment, prior treatment, decision authority, confidentiality, appeal/review path)
+5. Fairness, consistency, retaliation, and privacy stress test (adverse-impact review, retaliation analysis, privacy analysis, and worst-case lenses from employee, plaintiff counsel, regulator/labor authority, works council/union, auditor, board, and press)
+6. Risk rating table with severity, evidence basis, employee impact, enterprise impact, decision owner, and mitigation path
+7. Documentation checklist (records that must exist and be verified before any action)
+8. Safe next actions (not a single overconfident recommendation)
+9. Required escalation (explicit statement of which matters must reach employment counsel/HR/ER/privacy/security before action)
+10. Questions HR and legal must answer before action
+
+Also identify jurisdiction and employment type (or Unknown if not provided) and
+classify the HR risk domain (recruiting, onboarding, performance, discipline,
+termination, RIF/reorg, compensation, benefits, accommodation, leave, harassment,
+discrimination, retaliation, workplace safety, investigations, employee privacy,
+labor relations, or culture).

package/skills/hr/hr-risk-triage-review/metadata.json

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+{
+  "id": "hr-risk-triage-review",
+  "name": "HR Risk Triage Review",
+  "type": "skill",
+  "provider": "generic",
+  "harnesses": ["codex", "claude-code", "cursor", "gemini", "kiro", "other"],
+  "summary": "Adversarial HR and employment-risk triage discipline for terminations, discipline, accommodations, wage/hour, discrimination, harassment, retaliation, layoffs, and HR policy exceptions — surfaces risks, evidence gaps, and escalation paths for employment counsel. Does not give legal or HR advice.",
+  "source_type": "original",
+  "official_docs": [
+    "https://www.eeoc.gov/laws-guidance",
+    "https://www.dol.gov/agencies/whd/flsa",
+    "https://www.acas.org.uk/advice",
+    "https://www.gov.uk/browse/working",
+    "https://www.mom.gov.sg/employment-practices",
+    "https://www.fairwork.gov.au/"
+  ],
+  "security_notes": "Static review only — works from sanitized excerpts; never requests employee medical records, personal data, or protected-characteristic data beyond what the question requires. Does not issue binding employment-law conclusions; refuses pretextual or retaliatory documentation and recommends escalation to employment counsel.",
+  "last_verified": "2026-05-18",
+  "path": "skills/hr/hr-risk-triage-review",
+  "author": "github: Raishin",
+  "version": "0.1.0"
+}

package/skills/hr/hr-risk-triage-review/references/jurisdictions/australia.md

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+# Australia Employment Law — Jurisdiction Reference Map
+
+> **Review map only.** This file describes the structure of the Australian employment-law regime and where to verify requirements. The national Fair Work system covers most private-sector employers, but certain employers remain subject to state industrial-relations systems — confirm coverage before proceeding. This file is not legal advice, may be out of date, and must be verified against current official sources. Jurisdiction-specific conclusions require qualified Australian employment counsel.
+
+Last verified: 2026-05-18
+
+---
+
+## Regime overview
+
+Australia's employment law operates primarily under the Fair Work Act 2009 (Cth), administered by the Fair Work Ombudsman (FWO) and the Fair Work Commission (FWC). The national system covers constitutional corporations, the Commonwealth, and certain other employers. A small number of employers — principally in Western Australia (non-incorporated employers) — remain under state industrial systems; confirm which system applies before proceeding.
+
+The Fair Work system sets the National Employment Standards (NES) as a minimum safety net applying to all national system employees. Modern awards and enterprise agreements sit above the NES and set additional conditions for covered employee populations. The general protections provisions (adverse action) and unfair dismissal regime operate as distinct heads of claim with different eligibility criteria, time limits, and remedies.
+
+---
+
+## Primary regulators and bodies
+
+| Body | Role | Official source |
+|---|---|---|
+| Fair Work Ombudsman (FWO) | Compliance and enforcement — NES, awards, agreements, general protections | https://www.fairwork.gov.au |
+| Fair Work Commission (FWC) | Unfair dismissal, general protections (dismissal), enterprise agreements, industrial action | https://www.fwc.gov.au |
+| Australian Human Rights Commission (AHRC) | Federal discrimination and human rights complaints | https://humanrights.gov.au |
+| State and territory anti-discrimination bodies | State discrimination complaints (parallel to federal) | Varies — verify per state/territory |
+| Office of the Australian Information Commissioner (OAIC) | Privacy Act 1988 — employee records and personal data | https://www.oaic.gov.au |
+| Safe Work Australia | Model work health and safety laws; national policy | https://www.safeworkaustralia.gov.au |
+| State WorkCover/SafeWork authorities | Workers' compensation; WHS enforcement | Varies — verify per state/territory |
+
+---
+
+## Primary statutes and frameworks
+
+| Statute / framework | Subject | Official source |
+|---|---|---|
+| Fair Work Act 2009 (Cth) | NES, unfair dismissal, general protections, enterprise bargaining, industrial action | https://www.legislation.gov.au/Details/C2023C00112 |
+| National Employment Standards (NES) | Minimum entitlements: notice, leave, maximum hours, redundancy pay, FWI | https://www.fairwork.gov.au/employment-conditions/national-employment-standards |
+| Modern Awards | Industry/occupation-specific minimum pay and conditions | https://www.fairwork.gov.au/employment-conditions/awards |
+| Age Discrimination Act 2004 | Protection from age-based discrimination | https://humanrights.gov.au/our-work/age-discrimination |
+| Disability Discrimination Act 1992 | Disability discrimination; reasonable adjustments | https://humanrights.gov.au/our-work/disability-rights |
+| Racial Discrimination Act 1975 | Race, colour, national or ethnic origin discrimination | https://humanrights.gov.au/our-work/race-discrimination |
+| Sex Discrimination Act 1984 | Sex, pregnancy, breastfeeding, sexual harassment discrimination | https://humanrights.gov.au/our-work/sex-discrimination |
+| Privacy Act 1988 (Cth) | Employee records exemption and APP obligations for personal data | https://www.oaic.gov.au/privacy/the-privacy-act |
+| Work Health and Safety Act (model WHS Act) | WHS duties; psychosocial hazards; consultation | https://www.safeworkaustralia.gov.au/law-and-regulation/model-whs-laws |
+| State anti-discrimination legislation | State-level protected attributes and complaint bodies | Verify per state/territory |
+
+---
+
+## Structural review checkpoints
+
+**Fair Work system coverage**
+- Confirm whether the employer is a national system employer (constitutional corporation, Commonwealth, ACT, NT, or other federal employers) or subject to a state system. Western Australia non-incorporated employers are outside the national system.
+
+**National Employment Standards (NES)**
+- The NES apply to all national system employees and cannot be excluded by any agreement. Key NES entitlements include: maximum weekly hours, flexible work requests, leave (annual, personal/carer's, compassionate, parental, community service), public holidays, notice of termination and redundancy pay, and the Fair Work Information Statement.
+- Verify current NES entitlements at https://www.fairwork.gov.au/employment-conditions/national-employment-standards — do not state specific leave periods or redundancy pay amounts without verifying against current FWO content.
+
+**Unfair dismissal**
+- Eligible employees (meeting minimum employment period — verify current period at https://www.fairwork.gov.au/ending-employment/unfair-dismissal) may apply to the FWC for unfair dismissal remedy.
+- A dismissal is unfair if it was harsh, unjust, or unreasonable — the FWC considers: valid reason, notification of reason, opportunity to respond, support person, and size/HR capability of the employer.
+- Small business employers (fewer than 15 employees — verify threshold) have different procedural obligations under the Small Business Fair Dismissal Code.
+- Application must be lodged within 21 days of dismissal taking effect — verify at https://www.fwc.gov.au/termination-employment/unfair-dismissal.
+
+**General protections (adverse action)**
+- General protections apply to all workers in the national system (not just employees) and have no minimum-employment-period requirement.
+- Adverse action is unlawful if taken because an employee exercised, or proposed to exercise, a workplace right (including making a complaint, taking leave, engaging in union activity, or invoking a workplace right under an agreement or law).
+- There is a reverse onus: once an employee establishes adverse action, the burden shifts to the employer to prove a non-prohibited reason. This is the primary escalation risk for terminations or adverse actions that follow a complaint or the exercise of a workplace right.
+- General protections dismissal applications must be lodged within 21 days — verify at https://www.fwc.gov.au.
+
+**Anti-discrimination**
+- Four federal anti-discrimination statutes (Age, Disability, Racial, Sex Discrimination Acts) apply to employment. State anti-discrimination laws operate in parallel and may cover additional attributes. Complaints may be lodged with the AHRC and/or state bodies — verify where the employee may file.
+- Sexual harassment in the workplace: the Sex Discrimination Act and recent amendments create positive duties on employers to eliminate sexual harassment — verify current obligations at https://humanrights.gov.au.
+
+**Redundancy and retrenchment**
+- The NES provides redundancy pay entitlements for employees with qualifying service (excluding small businesses below the threshold — verify). Notice of termination entitlements also apply.
+- Genuine redundancy: the position must be genuinely surplus and the employer must consult any applicable modern award or enterprise agreement obligations about major workplace changes. Failure to consult can convert a genuine redundancy into an unfair dismissal.
+- Verify current consultation obligations under the applicable modern award or enterprise agreement.
+
+**Modern awards and enterprise agreements**
+- Most employees are covered by a modern award or enterprise agreement that imposes additional conditions above the NES. Identify the applicable modern award or enterprise agreement before assessing entitlements. Use the FWO's Pay and Conditions Tool to confirm coverage — https://www.fairwork.gov.au/pay-and-wages/pay-calculator.
+
+**Privacy and employee records**
+- The Privacy Act 1988 grants a general exemption for employee records used directly in the employment relationship — verify the scope and limits of this exemption with OAIC guidance at https://www.oaic.gov.au/privacy/the-privacy-act.
+- The exemption does not apply to failed job applicants or former employees in all circumstances — verify.
+
+**Work health and safety (psychosocial hazards)**
+- Model WHS laws include an obligation to manage psychosocial risks (bullying, harassment, high job demands). Verify whether the applicable state/territory has adopted the model psychosocial risk regulations.
+- Workers' compensation obligations are state/territory-based — verify the applicable scheme.
+
+---
+
+## Escalation triggers (Australia-specific)
+
+- Any adverse action following an employee's complaint, leave request, union activity, or exercise of any workplace right — general protections reverse onus applies.
+- Proposed redundancy where consultation obligations under an award or enterprise agreement may not have been met.
+- Sexual harassment complaint — positive duty on employers under amended Sex Discrimination Act.
+- Any termination of an employee who may have lodged, or is eligible to lodge, an unfair dismissal or general protections application within the 21-day window.
+- Redundancy pay dispute — particularly where NES or agreement entitlements are contested.
+- Whether employer qualifies as a small business for Small Business Fair Dismissal Code purposes.
+
+---
+
+## Sources
+
+- https://www.fairwork.gov.au — Fair Work Ombudsman (confirmed via search 2026-05-18; 503 on direct fetch — use the search-confirmed URLs)
+- https://www.fairwork.gov.au/employment-conditions/national-employment-standards — NES (confirmed via search 2026-05-18)
+- https://www.fairwork.gov.au/ending-employment/unfair-dismissal — FWO unfair dismissal (confirmed via search 2026-05-18)
+- https://www.fairwork.gov.au/employment-conditions/protections-at-work — general protections (confirmed via search 2026-05-18)
+- https://www.legislation.gov.au/Details/C2023C00112 — Fair Work Act 2009 (confirmed via search 2026-05-18)
+- https://humanrights.gov.au — Australian Human Rights Commission (confirmed via search 2026-05-18)
+- https://www.fwc.gov.au — Fair Work Commission
+- https://www.oaic.gov.au — Office of the Australian Information Commissioner

package/skills/hr/hr-risk-triage-review/references/jurisdictions/eu.md

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+# EU Employment Law — Jurisdiction Reference Map
+
+> **Review map only.** This file describes the structure of the EU employment-law regime and where to verify requirements. EU directives set minimum standards; each member state implements them through national legislation that may impose more protective rules. This file is not legal advice, may be out of date, and must be verified against current official sources and applicable national law. Jurisdiction-specific conclusions require qualified local employment counsel in each member state.
+
+Last verified: 2026-05-18
+
+---
+
+## Regime overview
+
+EU employment law operates through directives that harmonize minimum standards across member states. Directives bind member states to achieve a result but leave implementation form to national law — meaning the practical obligations an employer faces depend on how the relevant member state has transposed each directive, which may be more stringent than the directive floor. The reviewer must identify the specific member state(s) and verify national implementing legislation; EU directive citations alone are insufficient for operational conclusions.
+
+The regime covers: anti-discrimination and equal treatment, collective redundancy and works-council consultation, transfer of undertakings (TUPE-equivalent), working time, data protection (GDPR), fixed-term and part-time work, transparent and predictable working conditions, and posted workers. Social dialogue through European Works Councils applies to EU-scale undertakings meeting specific thresholds.
+
+---
+
+## Primary regulators and bodies
+
+| Body | Role | Official source |
+|---|---|---|
+| European Commission — DG EMPL | Proposes and monitors employment directives | https://employment-social-affairs.ec.europa.eu |
+| National labor courts / tribunals | Primary enforcement forum (varies by member state) | Verify per member state |
+| National labor inspectorates | Wage, working-time, and safety enforcement | Verify per member state |
+| European Data Protection Board (EDPB) | GDPR enforcement coordination including employment data | https://www.edpb.europa.eu |
+| National data protection authorities (DPAs) | Primary GDPR enforcement | Verify per member state |
+| European Works Councils (where constituted) | Transnational information and consultation | https://employment-social-affairs.ec.europa.eu/policies-and-activities/rights-work/labour-law/employee-involvement_en |
+
+---
+
+## Primary directives and frameworks
+
+| Directive / regulation | Subject | Official source |
+|---|---|---|
+| Directive 2000/78/EC | Equal treatment in employment — religion, disability, age, sexual orientation | https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=celex:32000L0078 |
+| Directive 2000/43/EC | Equal treatment — racial or ethnic origin | https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=celex:32000L0043 |
+| Directive 2006/54/EC | Equal treatment — sex (employment and occupation) | https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=celex:32006L0054 |
+| Directive 98/59/EC | Collective redundancies — information and consultation | https://eur-lex.europa.eu/eli/dir/1998/59/oj/eng |
+| Directive 2001/23/EC | Transfer of undertakings (TUPE-equivalent) | https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=celex:32001L0023 |
+| Directive 2003/88/EC | Working time — rest periods, night work, annual leave | https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=celex:32003L0088 |
+| Regulation 2016/679 (GDPR) | Personal data processing — includes employment data (Article 88, Recital 155) | https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=CELEX:32016R0679 |
+| Directive 2019/1152 | Transparent and predictable working conditions | https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=CELEX:32019L1152 |
+| Directive 2002/14/EC | General framework for information and consultation of employees | https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=celex:32002L0014 |
+| Directive 94/45/EC (as recast 2009/38/EC) | European Works Councils | https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=celex:32009L0038 |
+
+---
+
+## Structural review checkpoints
+
+**Anti-discrimination**
+- Directive 2000/78/EC prohibits direct and indirect discrimination, harassment, and instructions to discriminate on grounds of religion or belief, disability, age, and sexual orientation. Directive 2000/43/EC covers race/ethnicity. Directive 2006/54/EC covers sex.
+- Reasonable accommodation for disability is required unless it imposes a disproportionate burden — verify how the applicable member state has implemented this duty.
+- The burden of proof shifts to the employer once a claimant establishes facts from which discrimination may be presumed — confirm this applies in the relevant member state.
+
+**Collective redundancy consultation**
+- Directive 98/59/EC requires employers to consult workers' representatives "in good time" before making collective redundancies, with the aim of reaching agreement. Thresholds triggering the obligation vary — the directive sets minimum thresholds based on establishment size, but member states may set lower thresholds. Verify the applicable national implementing law; do not state specific figures without verifying the national law.
+- The consultation must cover means of avoiding redundancies, reducing numbers, and mitigating consequences. Notification to the competent national authority is required.
+
+**Works councils and information/consultation**
+- Directive 2002/14/EC requires information and consultation in enterprises with 50+ employees (or establishments with 20+, depending on member state implementation) for significant changes — verify the applicable national threshold and scope.
+- European Works Councils (EWCs) apply to EU-scale undertakings with 1,000+ employees in EU member states and 150+ in each of at least two member states. EWCs must be informed and consulted on transnational matters before decisions are made — verify at https://employment-social-affairs.ec.europa.eu.
+
+**Transfer of undertakings**
+- Directive 2001/23/EC requires employee terms and conditions to transfer automatically on a relevant transfer; dismissal solely by reason of the transfer is automatically invalid. Verify how the member state implements the economic entity test.
+
+**Working time**
+- Directive 2003/88/EC sets minimum daily rest, weekly rest, and annual leave entitlements. Member states implement specific minimums — verify national law for the applicable state.
+
+**GDPR and employment data**
+- Article 88 GDPR allows member states to provide more specific rules for employment data processing. Recital 155 acknowledges member-state competence in employment-law data rules.
+- Processing special-category data (health, ethnic origin, union membership, biometrics) requires explicit legal basis — typically explicit consent (unreliable in employment contexts per EDPB guidance) or a specific national law under Article 9(2)(b).
+- Monitoring, surveillance, and investigation activities involving employee data require a lawful basis and data-minimization compliance. Verify the applicable national DPA guidance.
+
+**Fixed-term and contractor workers**
+- Directive 1999/70/EC (Fixed-term Work Directive) prevents less-favorable treatment of fixed-term workers and limits successive fixed-term contracts — verify national implementing rules.
+- Independent-contractor classification: no uniform EU standard. Each member state applies its own employment-status test. Misclassification exposure must be assessed per member state.
+
+---
+
+## Escalation triggers (EU-specific)
+
+- Any proposed collective redundancy — verify consultation obligation and national authority notification requirement before finalizing.
+- Any business transfer or outsourcing in scope of Directive 2001/23/EC.
+- EWC or domestic works council in scope — consultation must precede the decision, not follow it.
+- Cross-border workforce: multiple member states in scope means multiple national laws simultaneously apply.
+- Processing special-category employee data, or implementing workforce monitoring systems.
+- Any action affecting employees who have raised a complaint, exercised a statutory right, or engaged in union activity.
+
+---
+
+## Sources
+
+- https://employment-social-affairs.ec.europa.eu — European Commission DG EMPL (confirmed via search 2026-05-18)
+- https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=celex:32000L0078 — Directive 2000/78/EC (confirmed via search 2026-05-18)
+- https://eur-lex.europa.eu/eli/dir/1998/59/oj/eng — Directive 98/59/EC collective redundancies (confirmed via search 2026-05-18)
+- https://employment-social-affairs.ec.europa.eu/policies-and-activities/rights-work/labour-law/employee-involvement/collective-redundancies_en — EC collective redundancy guidance (confirmed via search 2026-05-18)
+- https://www.edpb.europa.eu — European Data Protection Board (confirmed via search 2026-05-18)
+- https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=CELEX:32016R0679 — GDPR (confirmed via search 2026-05-18)

package/skills/hr/hr-risk-triage-review/references/jurisdictions/singapore.md

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+# Singapore Employment Law — Jurisdiction Reference Map
+
+> **Review map only.** This file describes the structure of the Singapore employment-law regime and where to verify requirements. It is not legal advice, may be out of date, and must be verified against current official sources. Jurisdiction-specific conclusions require qualified Singapore employment counsel.
+
+Last verified: 2026-05-18
+
+---
+
+## Regime overview
+
+Singapore's employment-law regime is anchored in the Employment Act (administered by the Ministry of Manpower, MOM) and a tripartite model involving MOM, the National Trades Union Congress (NTUC), and the Singapore National Employers Federation (SNEF). The Tripartite Guidelines on Fair Employment Practices (TGFEP), administered by the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), set the standard for merit-based, non-discriminatory hiring and management. Singapore does not have a statutory unfair-dismissal regime equivalent to UK or Australian law; instead, protection against wrongful dismissal is built into the Employment Act, with dispute resolution primarily through the Tripartite Alliance for Dispute Management (TADM) and the Employment Claims Tribunal (ECT).
+
+The Workplace Fairness Act (WFA), legislated in 2024, codifies protections against workplace discrimination — verify its current implementation status and effective date with MOM before assuming it is fully in force.
+
+---
+
+## Primary regulators and bodies
+
+| Body | Role | Official source |
+|---|---|---|
+| Ministry of Manpower (MOM) | Employment Act administration, work-pass system, workplace safety oversight | https://www.mom.gov.sg/employment-practices |
+| Tripartite Alliance for Dispute Management (TADM) | Employment dispute mediation; wrongful-dismissal claims | https://www.tal.sg/tadm |
+| Employment Claims Tribunal (ECT) | Adjudication of salary and wrongful-dismissal disputes | https://www.judiciary.gov.sg/civil/employment-claims-tribunal |
+| TAFEP (Tripartite Alliance for Fair and Progressive Employment Practices) | Fair-employment-practices guidance and enforcement referrals | https://www.tal.sg/tafep |
+| Workplace Safety and Health (WSH) Council | Workplace safety and health regulation | https://www.wsh.gov.sg |
+| Personal Data Protection Commission (PDPC) | Personal Data Protection Act (PDPA) enforcement | https://www.pdpc.gov.sg |
+
+---
+
+## Primary statutes and frameworks
+
+| Statute / framework | Subject | Official source |
+|---|---|---|
+| Employment Act (Cap. 91A) | Core employment terms, salary payment, termination, leave entitlements | https://www.mom.gov.sg/employment-practices/employment-act |
+| Workplace Fairness Act 2024 | Statutory prohibition of workplace discrimination (verify implementation status) | https://www.mom.gov.sg/employment-practices/good-work-practices/fair-employment-practices |
+| Tripartite Guidelines on Fair Employment Practices (TGFEP) | Merit-based hiring and management; all employers expected to adhere | https://www.tal.sg/tafep/getting-started/fair/tripartite-guidelines |
+| Employment of Foreign Manpower Act (EFMA) | Work-pass framework; employer obligations for foreign employees | https://www.mom.gov.sg/passes-and-permits |
+| Personal Data Protection Act (PDPA) | Collection, use, and disclosure of personal data | https://www.pdpc.gov.sg/overview-of-pdpa/the-legislation |
+| Workplace Safety and Health Act | Occupational safety and health obligations | https://www.mom.gov.sg/legislation/workplace-safety-and-health-act |
+| Industrial Relations Act | Collective bargaining; trade union recognition | https://www.mom.gov.sg/legislation/industrial-relations-act |
+
+---
+
+## Structural review checkpoints
+
+**Employment Act coverage**
+- The Employment Act applies to all employees in Singapore except certain categories (confirm exclusions against current MOM guidance — the scope has been extended in recent years and must be verified at https://www.mom.gov.sg/employment-practices/employment-act).
+- Key entitlements under the Act include: notice of termination or payment in lieu, annual leave, sick leave, maternity and paternity leave, public holiday entitlements, and salary payment obligations.
+
+**Termination**
+- Either party may terminate employment by giving the contractually or statutorily required notice period, or by paying salary in lieu. The Employment Act provides for termination without notice in cases of misconduct, subject to a fair inquiry process.
+- Wrongful dismissal: an employee who considers their dismissal wrongful may lodge a claim through TADM. Verify the current claim process and time limits at https://www.tal.sg/tadm.
+- For termination for misconduct, MOM guidance requires a fair inquiry to be conducted before dismissal — the reviewer should confirm whether a proper inquiry process was followed.
+
+**Fair employment practices (TGFEP)**
+- All employers in Singapore are expected to adhere to the TGFEP. The guidelines require that recruitment, selection, and employment decisions be based on merit (skills, experience, ability) regardless of age, race, gender, religion, marital status, family responsibilities, or disability.
+- Since 2013, MOM has taken enforcement action for TGFEP breaches, including suspension of work-pass privileges for employers who discriminate.
+- Verify the current enforcement framework, including the Workplace Fairness Act's codification of these protections, at https://www.tal.sg/tafep/workplace-fairness.
+
+**Leave entitlements**
+- Maternity leave, childcare leave, paternity leave, and adoption leave entitlements are set in the Employment Act and related statutes. Verify current entitlements at https://www.mom.gov.sg/employment-practices/leave-and-holidays.
+- A proposed adverse action against an employee who is pregnant, on maternity leave, or who has recently returned from protected leave is an escalation-grade risk under TGFEP and potentially the WFA.
+
+**Work passes and immigration**
+- Foreign employees require valid work passes (Employment Pass, S Pass, Work Permit, etc.) issued by MOM. Employing a foreign employee without a valid pass is a serious offence under the EFMA.
+- Any restructuring affecting foreign employees requires review of work-pass implications. A foreign employee whose employment is terminated typically must have their pass cancelled and may need to leave Singapore.
+- Verify current pass categories and employer obligations at https://www.mom.gov.sg/passes-and-permits.
+
+**Data protection (PDPA)**
+- The PDPA governs the collection, use, and disclosure of personal data in Singapore. Employee data collected for HR purposes must be used only for those purposes. Special attention applies to sensitive data (medical records, disciplinary files).
+- Verify current PDPA obligations with PDPC guidance at https://www.pdpc.gov.sg.
+
+**Collective and union matters**
+- Trade union recognition and collective bargaining are governed by the Industrial Relations Act. If a union represents the affected employee population, collective-bargaining agreement terms and Industrial Arbitration Court (IAC) procedures may apply.
+- Verify union coverage and CBA terms before proceeding with collective or individual disciplinary or retrenchment actions.
+
+**Retrenchment**
+- MOM expects employers to notify MOM if retrenching 10 or more employees within any 30-day period (for companies with 10 or more employees) — verify the current notification threshold and process at https://www.mom.gov.sg/employment-practices/retrenchment.
+- The Tripartite Advisory on Managing Excess Manpower and Responsible Retrenchment should be followed. Verify the current advisory at MOM's website.
+- Retrenchment benefits are not statutorily mandated for all employees, but tripartite advisories recommend payment — verify applicable practice and any CBA obligations.
+
+---
+
+## Escalation triggers (Singapore-specific)
+
+- Any termination for misconduct where a formal inquiry was not conducted.
+- Any adverse action affecting a pregnant employee, employee on protected leave, or an employee who has raised a TGFEP or WFA complaint.
+- Retrenchment of 10 or more employees within 30 days (MOM notification obligation — verify threshold).
+- Work-pass implications for any foreign employee in scope.
+- TGFEP or Workplace Fairness Act complaint filed or anticipated.
+- Any union recognition or collective-bargaining agreement in scope.
+
+---
+
+## Sources
+
+- https://www.mom.gov.sg/employment-practices — MOM employment practices hub (fetched 2026-05-18, resolved)
+- https://www.mom.gov.sg/employment-practices/termination-of-employment — MOM termination framework (fetched 2026-05-18, resolved)
+- https://www.tal.sg/tafep/getting-started/fair/tripartite-guidelines — TGFEP (confirmed via search 2026-05-18)
+- https://www.tal.sg/tafep — TAFEP (confirmed via search 2026-05-18)
+- https://www.tal.sg/tadm — TADM dispute management
+- https://www.pdpc.gov.sg — Personal Data Protection Commission

package/skills/hr/hr-risk-triage-review/references/jurisdictions/uk.md

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+# UK Employment Law — Jurisdiction Reference Map
+
+> **Review map only.** This file describes the structure of the employment-law regime in Great Britain (England, Scotland, and Wales). Northern Ireland has separate employment legislation administered by the Labour Relations Agency. This file is not legal advice, may be out of date, and must be verified against current official sources. Jurisdiction-specific conclusions require qualified UK employment counsel.
+
+Last verified: 2026-05-18
+
+---
+
+## Regime overview
+
+UK employment law is a statutory framework supplemented by ACAS codes of practice, employment tribunal case law, and contractual rights. Employment protections are primarily statutory; the key battleground is usually procedural fairness (following the ACAS Code and a fair process) alongside the substantive reason for the action. Since Brexit, EU directives no longer directly apply, though the body of retained EU-derived legislation continues to be operative unless expressly amended — verify current status of any EU-derived provision against legislation.gov.uk. The Employment Rights Act 2024 introduced significant changes including reforms to unfair dismissal; the reviewer must verify the current state of implementation against official sources.
+
+Employment status in the UK has three tiers: employee, worker, and self-employed/independent contractor. The protections available differ materially across the three. Confirming status is a threshold question.
+
+---
+
+## Primary regulators and bodies
+
+| Body | Role | Official source |
+|---|---|---|
+| ACAS (Advisory, Conciliation and Arbitration Service) | Codes of practice; pre-claim conciliation; guidance | https://www.acas.org.uk/advice |
+| Employment Tribunals | Primary forum for unfair dismissal, discrimination, wage, and other employment claims | https://www.gov.uk/employment-tribunals |
+| Employment Appeal Tribunal (EAT) | Appeals on points of law from Employment Tribunals | https://www.gov.uk/courts-tribunals/employment-appeal-tribunal |
+| Equality and Human Rights Commission (EHRC) | Equality Act 2010 enforcement and guidance | https://www.equalityhumanrights.com |
+| Health and Safety Executive (HSE) | Workplace health, safety, and wellbeing | https://www.hse.gov.uk |
+| ICO (Information Commissioner's Office) | UK GDPR and data protection enforcement | https://ico.org.uk |
+| HMRC | National minimum wage enforcement; employment status (tax/NICs) | https://www.gov.uk/government/organisations/hm-revenue-customs |
+
+---
+
+## Primary statutes and frameworks
+
+| Statute / framework | Subject | Official source |
+|---|---|---|
+| Employment Rights Act 1996 | Unfair dismissal, redundancy, written particulars, statutory rights | https://www.legislation.gov.uk/ukpga/1996/18 |
+| Equality Act 2010 | Discrimination, harassment, victimisation — nine protected characteristics | https://www.legislation.gov.uk/ukpga/2010/15 |
+| ACAS Code of Practice on Disciplinary and Grievance Procedures | Procedural fairness standard — tribunals adjust awards for non-compliance | https://www.acas.org.uk/acas-code-of-practice-for-disciplinary-and-grievance-procedures |
+| Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) | Employee rights on business transfers and service-provision changes | https://www.legislation.gov.uk/uksi/2006/246 |
+| Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA) | Collective redundancy consultation; trade union rights; industrial action | https://www.legislation.gov.uk/ukpga/1992/52 |
+| National Minimum Wage Act 1998 | Minimum wage entitlements (rates verified via gov.uk annually) | https://www.gov.uk/national-minimum-wage-rates |
+| Working Time Regulations 1998 | Working hours, rest, annual leave | https://www.legislation.gov.uk/uksi/1998/1833 |
+| UK GDPR / Data Protection Act 2018 | Personal data processing in employment | https://ico.org.uk/for-organisations/guide-to-data-protection |
+| Whistleblowing legislation (PIDA 1998 as amended) | Protected disclosures; detriment and dismissal protection | https://www.gov.uk/whistleblowing |
+| Employment Rights Act 2024 | Day-one unfair dismissal rights (implementation timetable — verify current status) | https://www.legislation.gov.uk/ukpga/2024/15 |
+
+---
+
+## Structural review checkpoints
+
+**Unfair dismissal**
+- Employees with the qualifying service period may claim unfair dismissal. The Employment Rights Act 2024 proposed day-one unfair dismissal rights — verify the current implementation status and effective date before assuming a qualifying period applies.
+- For a dismissal to be fair: (a) there must be a fair reason (conduct, capability, redundancy, statutory illegality, or some other substantial reason); and (b) the employer must have acted reasonably, including following a fair procedure consistent with the ACAS Code.
+- Failure to follow the ACAS Code may lead to an uplift in tribunal compensation of up to the percentage stated in the Code — verify the current figure at https://www.acas.org.uk.
+- Automatically unfair dismissal (no qualifying period required) includes: whistleblowing, asserting a statutory right, pregnancy/maternity, trade union activity, and others — verify the full list at https://www.acas.org.uk/dismissals/unfair-dismissal.
+
+**Protected characteristics (Equality Act 2010)**
+Nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation. Confirm which apply to the matter. Harassment and victimisation protections are separate heads of claim.
+
+**Procedural fairness (ACAS Code)**
+The ACAS Code of Practice requires: investigation, invitation to a hearing with notice, right to be accompanied (by a colleague or trade union representative), decision communicated in writing, and right of appeal. Failure at any step raises unfair dismissal risk and may result in a compensation uplift.
+
+**Redundancy**
+- Collective consultation (TULRCA s.188) is required when proposing to dismiss 20 or more employees at one establishment within 90 days. The minimum consultation period varies by the number of redundancies — verify the current statutory periods at https://www.gov.uk/staff-redundant/redundancy-consultations.
+- Notification to the Secretary of State (HR1 form) is required before collective redundancies. Verify at https://www.gov.uk/government/publications/redundancy-payments-hr1-advance-notification-of-redundancies.
+- Selection criteria for redundancy must be objective and consistently applied. Criteria that proxy for protected characteristics (e.g., last-in-first-out applied to a younger/female-skewed population) are discrimination risks.
+- Statutory redundancy pay entitlements apply — verify current rates at https://www.gov.uk/redundancy-your-rights.
+
+**TUPE**
+- Applies on a relevant transfer (business sale, outsourcing, re-tendering). Employees transfer with existing terms; dismissal for a TUPE-related reason is automatically unfair.
+- Employer and employee representatives must be informed and, where measures are envisaged, consulted before the transfer.
+
+**Data protection and investigations**
+- UK GDPR applies to processing employee personal data. Special-category data (health, ethnicity, union membership) requires explicit consent or another Schedule 2 condition under the DPA 2018 — verify with ICO guidance.
+- Workplace investigation records, medical information, and grievance files are personal data; their retention, access, and sharing must comply with UK GDPR.
+
+**Immigration and right to work**
+- Employers must conduct right-to-work checks before employment begins and at specified intervals for time-limited permissions. Employing someone without the right to work is a civil and potentially criminal offence. Verify current check requirements at https://www.gov.uk/check-job-applicant-right-to-work.
+
+---
+
+## Escalation triggers (UK-specific)
+
+- Any proposed dismissal of an employee who has raised a grievance, whistleblowing concern, or protected-characteristic complaint (automatic unfair dismissal risk).
+- Collective redundancy where 20+ dismissals at one establishment within 90 days may be in scope.
+- TUPE transfer or service-provision change in the transaction.
+- Disciplinary action where the ACAS Code has not been followed at any step.
+- Any proposed action affecting an employee on maternity leave, shared parental leave, or a fit note.
+- Day-one unfair dismissal provisions under ERA 2024 — verify current implementation status with employment counsel.
+- Any employment tribunal claim filed or ACAS early conciliation initiated.
+
+---
+
+## Sources
+
+- https://www.acas.org.uk/advice — ACAS advice hub (fetched 2026-05-18, resolved)
+- https://www.acas.org.uk/dismissals/unfair-dismissal — ACAS unfair dismissal guidance (fetched 2026-05-18, resolved)
+- https://www.acas.org.uk/disciplinary-procedure-step-by-step — ACAS disciplinary procedure (fetched 2026-05-18, resolved)
+- https://www.gov.uk/browse/working — GOV.UK working hub (fetched 2026-05-18, resolved)
+- https://www.legislation.gov.uk/ukpga/1996/18 — Employment Rights Act 1996 (confirmed via search 2026-05-18)
+- https://www.legislation.gov.uk/ukpga/2010/15 — Equality Act 2010 (confirmed via search 2026-05-18)

package/skills/hr/hr-risk-triage-review/references/jurisdictions/us.md

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+# US Employment Law — Jurisdiction Reference Map
+
+> **Review map only.** This file describes the structure of the US employment-law regime and where to verify requirements. It is not legal advice, may be out of date, and must be verified against current official sources. Jurisdiction-specific conclusions require qualified US employment counsel.
+
+Last verified: 2026-05-18
+
+---
+
+## Regime overview
+
+The US has a layered employment-law regime: federal floor statutes enforced by federal agencies, supplemented (and often exceeded) by state and local laws. Most private-sector employment is "at-will" — meaning either party may terminate for any lawful reason — but the at-will doctrine is heavily eroded by federal and state anti-discrimination statutes, contract rights, public-policy exceptions, and implied-covenant doctrines that vary by state. The reviewer must confirm the applicable state law; do not assume the federal floor is the only constraint.
+
+---
+
+## Primary regulators
+
+| Regulator | Jurisdiction | Official source |
+|---|---|---|
+| Equal Employment Opportunity Commission (EEOC) | Federal anti-discrimination enforcement | https://www.eeoc.gov/laws-guidance |
+| Department of Labor — Wage and Hour Division (WHD) | FLSA, FMLA, WARN, and other federal wage/leave laws | https://www.dol.gov/agencies/whd |
+| National Labor Relations Board (NLRB) | Private-sector collective bargaining and unfair labor practices | https://www.nlrb.gov/about-nlrb |
+| OSHA (DOL) | Workplace safety and anti-retaliation (whistleblower programs) | https://www.osha.gov/workers/file-complaint |
+| State labor agencies | Minimum wage, state discrimination, leave, and wage laws | Varies — verify for the specific state |
+| State attorneys general | State wage theft, discrimination, and consumer protection enforcement | Varies — verify for the specific state |
+
+---
+
+## Primary statutes and frameworks
+
+| Statute / framework | Coverage | Official source |
+|---|---|---|
+| Title VII of the Civil Rights Act of 1964 | Prohibits discrimination based on race, color, religion, sex, national origin | https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964 |
+| Americans with Disabilities Act (ADA) | Disability discrimination; reasonable accommodation duty | https://www.eeoc.gov/statutes/americans-disabilities-act-1990 |
+| Age Discrimination in Employment Act (ADEA) | Protects workers 40+ from age discrimination | https://www.eeoc.gov/statutes/age-discrimination-employment-act-1967 |
+| Pregnancy Discrimination Act / PWFA | Sex discrimination including pregnancy, childbirth, related conditions | https://www.eeoc.gov/laws-guidance |
+| Fair Labor Standards Act (FLSA) | Minimum wage, overtime, child labor, recordkeeping | https://www.dol.gov/agencies/whd/flsa |
+| Family and Medical Leave Act (FMLA) | Unpaid protected leave for qualifying medical and family reasons | https://www.dol.gov/agencies/whd/fmla |
+| WARN Act | Advance notice for mass layoffs and plant closings (federal threshold) | https://www.dol.gov/agencies/eta/layoffs/warn |
+| National Labor Relations Act (NLRA) | Protected concerted activity; collective bargaining; unfair labor practices | https://www.nlrb.gov/guidance/key-reference-materials/national-labor-relations-act |
+| Title IX / VAWA (workplace context) | Sex-based harassment in contexts with federal funding | https://www.eeoc.gov/laws-guidance |
+| State equivalents | State anti-discrimination, leave, wage, and WARN-equivalent statutes | Verify with state agency for the applicable state |
+
+---
+
+## Structural review checkpoints
+
+**At-will vs. statutory protection**
+- Confirm whether employment is at-will in the applicable state and whether any contract, offer letter, handbook, or CBA modifies at-will status.
+- Identify all protected classes under federal law (race, color, religion, sex, national origin, age 40+, disability, genetic information) and additional protected classes under applicable state or local law — which frequently expand the federal list.
+- Verify whether any public-policy or implied-covenant exception to at-will applies in the state.
+
+**Notice and consultation duties**
+- Federal WARN Act applies to employers with 100 or more full-time employees for qualifying mass layoffs or plant closings. Verify the headcount threshold and the triggering layoff size against the current statutory text and WHD guidance — do not rely on memory for specific numbers.
+- Many states have mini-WARN statutes with lower headcount thresholds and longer notice periods. Verify against the applicable state law.
+- Reviewer should confirm current thresholds at https://www.dol.gov/agencies/eta/layoffs/warn and the relevant state labor agency.
+
+**Anti-discrimination grounds**
+- Federal protected classes: race, color, religion, sex (including pregnancy, sexual orientation per Bostock v. Clayton County, gender identity), national origin, age (40+), disability, genetic information.
+- State and local law often adds: marital status, family responsibilities, source of income, credit history, criminal history (ban-the-box), and others. Verify for the applicable jurisdiction.
+
+**Wage and hour**
+- Confirm FLSA exempt/non-exempt classification for affected workers. As of May 2026, WHD restored the 2019 salary threshold of $684/week for EAP exemptions after a 2024 rule was judicially vacated — verify the current effective threshold at https://www.dol.gov/agencies/whd/overtime/salary-levels before relying on any specific figure.
+- Confirm state minimum wage if higher than federal.
+- Independent-contractor classification: verify against the applicable federal and state multi-factor tests. Misclassification is an escalation-grade risk.
+
+**Accommodation and leave**
+- ADA reasonable accommodation duty: confirm an interactive process occurred before any adverse action against an employee with a known or suspected disability.
+- FMLA: confirm eligibility (12 months tenure, 1,250 hours worked, 50-employee threshold at the worksite) — verify thresholds at https://www.dol.gov/agencies/whd/fmla.
+- State leave laws may impose additional or broader obligations. Verify for the applicable state.
+
+**Collective and union matters**
+- NLRA protects concerted activity even for non-unionized workers. Adverse action following protected concerted activity (e.g., complaints about wages or working conditions) is an unfair labor practice.
+- If a CBA is in scope, confirm just-cause requirements and grievance/arbitration procedures before any disciplinary or termination action.
+
+**Retaliation and whistleblower**
+- Retaliation for filing an EEOC charge, participating in an investigation, or opposing discriminatory practices is independently prohibited under federal statutes.
+- OSHA administers 25+ whistleblower protection statutes covering reporting on safety, securities, tax, environment, and other regulated domains. Verify at https://www.osha.gov/whistleblower-protection-programs.
+- Temporal proximity between protected activity and adverse action is a primary factor in establishing retaliation claims.
+
+---
+
+## Escalation triggers (US-specific)
+
+- Any action taken within weeks or months of a complaint, accommodation request, leave request, or OSHA/SEC/IRS report.
+- WARN-threshold proximity in a RIF — if headcount at or near the threshold, escalate before finalizing.
+- Independent-contractor reclassification exposure.
+- Multi-state workforce where different state laws apply concurrently.
+- Executive or senior employee terminations (arbitration agreements, equity, D&O exposure).
+- Any EEOC charge, DOL audit, or NLRB petition already filed or threatened.
+
+---
+
+## Sources
+
+- https://www.eeoc.gov/laws-guidance — EEOC laws, regulations, and guidance (fetched 2026-05-18, resolved)
+- https://www.dol.gov/agencies/whd/flsa — WHD FLSA overview (confirmed via search 2026-05-18)
+- https://www.dol.gov/agencies/whd/overtime/salary-levels — current EAP salary thresholds (confirmed via search 2026-05-18)
+- https://www.dol.gov/agencies/eta/layoffs/warn — WARN Act (DOL)
+- https://www.nlrb.gov/about-nlrb — NLRB overview (fetched 2026-05-18, resolved)
+- https://www.osha.gov/whistleblower-protection-programs — OSHA whistleblower programs