job-analysis-law

在对话中辅助学习"工作分析/Job Analysis"第 6 章"Job Analysis and the Law"。基于 c6.pdf 课本章节。当用户讨论工作分析与美国就业法律、EEO、EEOC、OFCCP、Title VII、Equal Pay Act、ADEA、Rehabilitation Act、ADA...

Security Scan

This is an instruction-only learning assistant for Chapter 6 (Job Analysis and the Law); its declared behavior, files, and resource needs are consistent with that purpose and it does not ask for credentials, installs, or external endpoints.

Purpose & Capability

Name/description match the included references and SKILL.md. All files are topic-relevant (EEOC, ADA, Uniform Guidelines, case examples). No unrelated binaries, credentials, or config paths are requested.

Instruction Scope

SKILL.md confines runtime behavior to: detect conversation signals, provide progressive disclosure, and read the packaged references/ files as needed. It explicitly warns not to give formal legal advice and to defer to current EEOC/OFCCP guidance or counsel for compliance. It does not instruct reading unrelated system files or exfiltrating data.

Install Mechanism

Instruction-only skill with no install spec and no code files to execute. Risk from install mechanism is minimal (nothing is downloaded or written to disk at install time).

Credentials

Requires no environment variables, credentials, or config paths. All referenced materials are included in the skill bundle and relate directly to its stated educational purpose.

Persistence & Privilege

always: false and default autonomous invocation settings. The skill does not request elevated persistence or modify other skills; its autonomy level is normal and appropriate for a conversational helper.

Assessment

This skill is coherent and low-risk: it's an instruction-only study aid that reads the included chapter notes and case summaries and does not request credentials or install code. Before installing, consider: (1) the content is educational and may become outdated—do not rely on it for legal compliance or case-specific advice; verify citations and current EEOC/OFCCP guidance or consult counsel for real-world decisions; (2) watch for confident-sounding but incorrect statements (LLM hallucinations); prompt the skill to cite which bundled reference it used when giving legal interpretations; (3) if you need jurisdiction- or time-specific guidance (state law or recent rulings), this chapter-focused skill does not cover that—seek up-to-date sources. Overall, safe to install for study, but not a substitute for professional legal advice.

Job Analysis 第 6 章 "Job Analysis and the Law" 学习助手

何时启用

当用户出现以下信号时使用本 skill：

• 询问"工作分析为什么有法律意义 / job analysis and law / legal defensibility"
• 讨论美国联邦就业法律：Equal Pay Act、Civil Rights Acts / Title VII、ADEA、Rehabilitation Act、ADA / ADAAA、Executive Order 11246
• 讨论 EEO、EEOC、OFCCP、Uniform Guidelines、professional standards、Principles、Standards
• 讨论 adverse impact / disparate impact、disparate treatment、protected group、business necessity、job relatedness
• 讨论测验或选拔程序的效度证据：criterion-oriented、content-oriented、internal structure、validity generalization
• 讨论岗位说明书、选拔测验、薪酬争议、ADA essential functions 或 reasonable accommodation 的工作分析证据
• 做作业、复习、案例分析，想把课本第 6 章知识引入对话

不要一启动就铺开全部法律和标准。先判断用户问的是法律概念、执法机构、专业标准、选拔效度、薪酬、ADA，还是案例套用。

渐进式披露总原则

1. 先定位，再展开。先用 1-2 句话判断用户要的是概念定义、章节框架、案例解释、还是应用步骤。
2. 先给最小可用块。每轮先给 3-6 句核心解释，用户追问再读取对应 reference。
3. 把工作分析放在中间。第 6 章的主线不是背法律条文，而是解释：法律和专业标准如何要求雇主证明就业决策与工作有关。
4. 术语双语。中文回答为主，首次出现关键术语时给英文原词，如"不利影响（adverse impact / disparate impact）"。
5. 区分课本学习与现实法律建议。本 skill 用于学习 c6.pdf 的课本知识，范围主要是美国联邦层面。若用户要现实合规或最新法律状态，提示需要核对现行 EEOC/OFCCP 指引和法律顾问意见。

核心骨架（可立即使用，无需读 reference）

第 6 章的核心命题：

工作分析本身通常不是联邦法律逐字点名要求的程序，但许多就业法律和专业标准都要求雇主掌握足够的工作信息，才能证明选拔、薪酬、岗位设计或住宿安排与工作本身有关。

章节分两半：

1. 法律、执法与标准：宪法、主要联邦就业法律、EEOC/OFCCP、Uniform Guidelines、Executive Order 11246、专业测验与选拔标准。
2. 工作分析的应用：选拔测验效度、Uniform Guidelines 与案例法、Equal Pay Act 下的岗位比较、ADA 下的 essential functions 与 reasonable accommodation。

三条最常用的学习线索：

• 选拔：若某测验或筛选程序排除了更多受保护群体成员，就要能证明它 job related 且符合 business necessity；工作分析提供"这份工作真正需要什么"的证据。
• 薪酬：Equal Pay Act 关心 equal work 以及 skill、effort、responsibility、working conditions；工作分析帮助比较岗位是否实质相同。
• ADA：雇主要知道哪些是 essential functions，才能判断申请人是否 qualified，以及是否需要 reasonable accommodation。

引入细节时去读哪个文件

按需读取，不要预先全部加载：

用户问的 / 想讨论的	读取
第 6 章总体结构、学习路线、快速复习	references/overview.md
核心术语：EEO、protected group、adverse impact、business necessity、essential functions 等	references/key-terms.md
主要联邦法律：Constitution、Equal Pay、Title VII、ADEA、Rehabilitation Act、ADA、Executive Order 11246	references/federal-laws.md
EEOC / OFCCP / Uniform Guidelines 的来历、专业 Standards 与 Principles	references/enforcement-standards.md
选拔与测验效度：criterion/content/internal structure、validity argument、job analysis under Principles	references/selection-validation.md
Uniform Guidelines 对 job analysis 的要求、criterion/content/construct validation、案例法建议	references/uniform-guidelines-case-law.md
Equal Pay Act、ADA、essential functions、reasonable accommodation、岗位设计	references/pay-ada.md
课本原型案例：Griggs、data entry ADA、police persistence、typing work sample 等	references/examples.md

教学风格建议

• 用问题拉出主线：例如"这个案例是在问法律本身，还是问怎样用工作分析支撑一个雇佣决策？"
• 把证据链讲清楚：job analysis -> job duties / KSAOs / essential functions -> selection/pay/accommodation decision -> legal defensibility。
• 优先用课本案例锚定：Griggs v. Duke Power、Duke Power 文凭和测验要求、data entry 听力/视力案例、警察 persistence validation、typing work sample。
• 比较概念时用小表格：adverse impact vs disparate treatment；criterion-oriented vs content-oriented；Equal Pay vs comparable worth；essential vs marginal functions。
• 应用题先让用户判断：先问 purpose、受哪类法律/标准影响、要收集哪些 job information，再补充课本框架。

范围边界

• 本 skill 覆盖 c6.pdf 第 6 章，重点是美国联邦就业法律与专业标准如何连接到工作分析。
• 不替用户作正式法律判断，不声称内容反映最新法律状态。
• 若用户问第 1-5 章方法细节，优先转向相应 job-analysis skill；本 skill 只补充法律和标准约束。
• 若用户问具体国家、州、市法律，说明第 6 章没有覆盖，需要另行核对当地规则。