labor dispute check

Check common labor law issues and calculate employee rights for disputes. Use when the user asks about 劳动纠纷、被辞退赔偿、加班费计算、试用期规定、劳动合同、经济补偿, or wants to understa...

Security Scan

The skill's code, tests, and runtime instructions align with its stated purpose (a Chinese labor-law informational/calculation helper) and request no credentials or installs.

Purpose & Capability

Name, description, SKILL.md, and the included scripts (labor-checker.js and example/test harness) all implement labor-issue checks (termination, overtime, probation) and simple calculations. There are no requests for unrelated credentials, binaries, or system access. Minor note: SKILL.md references two reference files (references/labor-law-basics.md and references/compensation-calculator.md) that are not present; the repo contains references/api_reference.md instead.

Instruction Scope

SKILL.md specifies a bounded workflow (gather facts, apply rules, compute estimates, recommend actions) and does not instruct reading system files, env vars, or sending data to external endpoints. The included JS code performs only local calculations and returns structured results.

Install Mechanism

No install specification is provided (instruction-only skill). Code files are bundled in the skill, but there are no download URLs, package installs, or extract steps that would write/execute remote code. package.json exists but installing is optional and standard (local Node test script).

Credentials

The skill declares no required environment variables, credentials, or config paths. The SKILL.md privacy note states no data is transmitted; the code contains no network or credential operations.

Persistence & Privilege

always is false and the skill does not request persistent elevated privileges or modifications to other skills or system-wide config. Autonomous invocation remains allowed (platform default) but is not combined with broad access.

Assessment

This skill appears coherent and implements the stated labor-law checks locally without requesting credentials or network access. Before installing: (1) remember it provides informational estimates, not legal advice — consult a licensed attorney for disputes; (2) if you will run the bundled code locally, review the JS files yourself (they are small and only perform arithmetic and checks); (3) verify the source/trustworthiness since the repository/homepage fields are generic; (4) note the SKILL.md references some missing reference documents — confirm that the formulas/assumptions match your local rules and edge cases (e.g., caps, rounding, local variations) before relying on outputs.

Overview

This skill helps employees and employers check common labor law issues, calculate rights and obligations, and understand dispute resolution options. It provides quick assessments of labor situations based on Chinese labor law provisions.

⚠️ Important Disclaimer: This tool provides informational assistance only. It does not constitute legal advice, nor does it guarantee any particular outcome. Always consult a qualified labor attorney or the local labor bureau for specific disputes.

When to Use This Skill

• Checking if termination was lawful
• Calculating severance/economic compensation
• Understanding overtime pay entitlements
• Verifying probation period rules
• Reviewing labor contract terms
• Assessing labor dispute options

Limitations

• Based on general Chinese labor law principles
• May not reflect local regulations or specific circumstances
• Cannot assess case merits or predict outcomes
• Not a substitute for professional legal advice
• Calculations are estimates only

Workflow

1. Identify issue type — Determine the labor concern
2. Gather facts — Collect relevant dates, amounts, terms
3. Check rules — Apply labor law provisions
4. Calculate rights — Compute entitlements if applicable
5. Suggest options — Recommend next steps

Common Labor Issues

1. Termination & Severance

• Lawful termination: Employee fault, mutual agreement, operational reasons
• Unlawful termination: No valid reason, improper procedure
• Economic compensation: N+1 or 2N depending on circumstances
• Notice period: 30 days or payment in lieu

2. Overtime Pay

• Standard overtime: 150% of hourly rate
• Rest day overtime: 200% (or time off)
• Holiday overtime: 300%
• Monthly cap: 36 hours maximum

3. Probation Period

• 3-month contract: Max 1 month probation
• 1-year contract: Max 2 months probation
• 3-year+ contract: Max 6 months probation
• Same position: Only one probation period allowed

4. Labor Contract

• Required elements: Parties, position, compensation, term
• Written contract: Required within 1 month of start
• Fixed term: Can renew but watch for indefinite term rules
• Indefinite term: After 2 consecutive fixed terms or 10 years

Usage

Basic Check

"被辞退怎么赔偿"
"加班费怎么算"
"试用期规定"
"劳动纠纷咨询"

With Context

"工作3年被辞退，赔偿多少"
"试用期6个月合法吗"
"加班没有加班费怎么办"

Output Format

For each inquiry:

• Issue summary: What law applies
• Rights calculation: Estimated entitlements
• Key deadlines: Statute of limitations
• Suggested actions: Next steps
• Disclaimer: Consult professional advice

References

For detailed labor law guidance:

• references/labor-law-basics.md — Labor law fundamentals
• references/compensation-calculator.md — Compensation calculation guide

Privacy Note

Employment information is processed for assessment only. No data is stored or transmitted to third parties.

Important Reminders

• Time limits: Labor arbitration must be filed within 1 year
• Evidence: Keep contracts, pay slips, termination notices
• Arbitration: Required before court for labor disputes
• Local rules: Some cities have additional protections