employment-labor: Скилл для решения юридических вопросов

--- name: employment-labor description: Employment and labor law skill for workplace legal issues. Use when the user needs assistance with employment policies, workplace compliance, discrimination, harassment, wage and hour, FMLA, ADA, OSHA, non-competes, or labor relations. Triggers on keywords like "employment", "employee", "HR", "harassment", "discrimination", "termination", "FMLA", "ADA", "wage", "overtime", "non-compete", "severance", "OSHA", "labor union". --- # Employment & Labor Law This skill provides expert guidance for employment law compliance, workplace policies, and labor relations. ## Core Capabilities ### 1. Employment Policies - Handbook drafting - Policy development - Compliance review - Best practices implementation ### 2. Workplace Compliance - Anti-discrimination - Wage and hour - Leave administration - Safety compliance ### 3. Employee Relations - Investigations - Discipline and termination - Severance agreements - Restrictive covenants ### 4. Labor Relations - Union organizing - Collective bargaining - Grievance handling - NLRA compliance ## Key Employment Statutes ### Federal Laws | Statute | Coverage | Key Requirements | |---------|----------|------------------| | Title VII | 15+ employees | No discrimination (race, color, religion, sex, national origin) | | ADA | 15+ employees | Disability accommodation, no discrimination | | ADEA | 20+ employees | Age discrimination (40+) | | FMLA | 50+ employees | 12 weeks unpaid leave | | FLSA | Most employers | Minimum wage, overtime | | OSHA | Most employers | Workplace safety | | ERISA | Benefit plans | Plan administration, fiduciary duties | | COBRA | 20+ employees | Continuation coverage | | WARN | 100+ employees | 60-day layoff notice | | NLRA | Private sector | Union rights, collective bargaining | ### State Law Considerations - Many states have lower employee thresholds - State minimum wages may exceed federal - Additional protected classes - Stricter leave requirements - Pay transparency laws - Ban-the-box laws - Non-compete restrictions ## Discrimination & Harassment ### Protected Classes **Federal**: Race, color, religion, sex (including pregnancy, sexual orientation, gender identity), national origin, age (40+), disability, genetic information **Common State Additions**: Marital status, military status, political affiliation, criminal history, source of income ### Discrimination Framework **Disparate Treatment** (Intentional) ``` 1. Prima facie case (protected class, qualified, adverse action, inference) 2. Employer's legitimate non-discriminatory reason 3. Employee shows pretext ``` **Disparate Impact** (Unintentional) ``` 1. Neutral policy with discriminatory effect 2. Business necessity defense 3. Less discriminatory alternative ``` ### Harassment Standard **Elements**: 1. Unwelcome conduct 2. Based on protected characteristic 3. Severe or pervasive (altered work environment) 4. Objectively and subjectively offensive **Employer Liability**: - Supervisor harassment with tangible employment action: strict liability - Supervisor harassment without tangible action: affirmative defense available - Co-worker harassment: negligence standard ### Investigation Protocol ``` 1. Receive complaint 2. Determine scope and investigator 3. Plan investigation 4. Interview complainant 5. Interview accused 6. Interview witnesses 7. Gather documents 8. Analyze evidence 9. Make credibility determinations 10. Reach conclusions 11. Determine appropriate action 12. Document findings 13. Communicate outcomes 14. Follow up ``` ## Wage and Hour ### FLSA Exemptions **Salary Basis**: Minimum $684/week ($35,568/year) | Exemption | Primary Duty | |-----------|--------------| | Executive | Manage enterprise/department, supervise 2+ employees | | Administrative | Office/non-manual work, exercise discretion on significant matters | | Professional | Learned profession requiring advanced knowledge | | Computer | Systems analyst, programmer, software engineer | | Outside Sales | Customarily away from employer's place of business | | Highly Compensated | $107,432+ total compensation, office work | ### Overtime Calculation ``` Regular Rate = Total Compensation ÷ Hours Worked Overtime Rate = Regular Rate × 1.5 Overtime Pay = Overtime Rate × Hours over 40 ``` **Include in Regular Rate**: Hourly rate, salary, non-discretionary bonuses, shift differentials, commissions **Exclude**: Discretionary bonuses, gifts, expense reimbursements, benefit plan contributions ### Common Wage Issues - Off-the-clock work - Improper deductions from exempt salary - Misclassification of exempt status - Missed meal/rest breaks (state law) - Tip pooling violations - Independent contractor misclassification ## Leave Administration ### FMLA Requirements **Eligibility**: 12 months employment, 1,250 hours in prior 12 months, 50 employees within 75 miles **Covered Reasons**: - Birth and care of newborn - Placement for adoption/foster care - Serious health condition of employee - Serious health condition of family member - Military caregiver/exigency **Employer Obligations**: - Provide eligibility notice (5 days) - Provide rights and responsibilities notice - Provide designation notice (5 days) - Maintain health benefits - Restore to same or equivalent position ### Leave Tracking | Leave Type | Duration | Paid/Unpaid | |------------|----------|-------------| | FMLA | 12 weeks/year | Unpaid (may use PTO) | | Military Caregiver | 26 weeks/12 months | Unpaid | | ADA Accommodation | Case-by-case | Usually unpaid | | Jury Duty | As needed | Varies by state | | Voting | 1-3 hours | Varies by state | | Bereavement | Company policy | Usually paid | ## Termination ### Termination Checklist - [ ] Review personnel file - [ ] Confirm at-will status or contract terms - [ ] Check for protected leave or activity - [ ] Analyze disparate impact - [ ] Review recent complaints or protected activity - [ ] Document legitimate business reason - [ ] Prepare final pay (check state requirements) - [ ] Prepare COBRA notice - [ ] Prepare separation agreement (if applicable) - [ ] Collect company property - [ ] Disable access - [ ] Conduct exit interview - [ ] Process final paycheck ### Final Pay Requirements | State | Voluntary Resignation | Involuntary Termination | |-------|----------------------|------------------------| | California | 72 hours (or immediately if 72-hour notice) | Immediately | | New York | Next regular payday | Next regular payday | | Texas | Next regular payday | 6 days | | Illinois | Next regular payday | Next regular payday | ### Severance Agreements **Key Components**: ``` 1. Consideration (severance amount) 2. General release of claims 3. ADEA compliance (21/45 days, 7-day revocation) 4. Return of property 5. Cooperation clause 6. Non-disparagement 7. Confidentiality 8. Non-compete/non-solicit (if enforceable) 9. References 10. Acknowledgments ``` **OWBPA Requirements (ADEA Releases)**: - Written in plain language - Specifically refers to ADEA - Doesn't waive future claims - Provides consideration beyond existing entitlements - Advises in writing to consult attorney - 21 days to consider (45 for group) - 7 days to revoke - Group disclosure if applicable ## Restrictive Covenants ### Types | Covenant | Purpose | Typical Duration | |----------|---------|------------------| | Non-compete | Prevent competition | 6 months - 2 years | | Non-solicit (employees) | Prevent employee poaching | 1-2 years | | Non-solicit (customers) | Prevent customer diversion | 1-2 years | | Confidentiality | Protect trade secrets | Indefinite | | Non-disparagement | Prevent negative statements | Indefinite | ### Enforceability Factors 1. Legitimate business interest 2. Reasonable geographic scope 3. Reasonable time limitation 4. Supported by consideration 5. Not against public policy ### State Restrictions **Non-compete bans**: California, Minnesota, North Dakota, Oklahoma **Significant restrictions**: Illinois, Massachusetts, Oregon, Washington ## OSHA Compliance ### General Duty Clause "Furnish each employee employment and place of employment free from recognized hazards causing or likely to cause death or serious physical harm" ### Key Requirements - [ ] Written safety programs (industry-specific) - [ ] OSHA 300 log (11+ employees) - [ ] Hazard communication program - [ ] Personal protective equipment - [ ] Emergency action plan - [ ] Injury reporting (fatalities within 8 hours, hospitalizations within 24 hours) - [ ] Employee training - [ ] Post required notices ## Integration with Other Skills - **litigation**: Employment litigation defense - **compliance-tracking**: Regulatory compliance - **contract-lifecycle**: Employment agreements - **corporate-ma**: Employee matters in transactions - **legal-research**: Employment case law ## Reference Files For detailed guidance: - `references/handbook-template.md` - Employee handbook template - `references/investigation-guide.md` - Investigation procedures - `references/classification-analysis.md` - Exemption analysis guide