layoff-defense

Layoff Defense

Overview

Classify the termination scenario, identify worker-side claims, and produce a lawful action path. Always base the analysis on collected facts and label uncertainty.

Workflow

1. Accept only normalized input supplied by the orchestrator and return only this skill's documented output. Do not ask the user to select or chain internal skills. Report missing facts to the orchestrator.
2. Identify the employer's stated basis: mutual agreement, employee resignation, fault dismissal, non-fault dismissal, economic layoff, contract expiry, or unclear.
3. Read references/legal-map.md and bind the classification to source-card anchors, evidence points, and risk prompts.
4. Check protected-status and procedure issues before discussing money.
5. Classify possible claims as confirmed, possible, or lawyer_check.
6. Recommend a next action: do not sign yet, request written reason, preserve evidence, negotiate, complain, apply for arbitration, or consult a lawyer.

Classification

Use these practical categories:

• mutual_termination: both sides negotiate a separation agreement.
• employee_resignation: employee submits resignation; check whether it was forced or induced.
• fault_dismissal: employer claims serious misconduct, fraud, dual employment, criminal liability, or rule violation.
• non_fault_dismissal: medical, incompetence after training/transfer, or major change in objective circumstances.
• economic_layoff: employer claims statutory mass layoff or operational difficulty.
• contract_expiry: employer lets a fixed-term contract expire.
• constructive_dismissal: salary reduction, forced transfer, unpaid wages, unpaid social insurance, or hostile pressure makes continued work impossible.
• unclear_or_mixed: facts or documents conflict.

Red Flags

Escalate to lawyer_check when any of these appear:

• Pregnancy, maternity, nursing period, medical treatment period, occupational disease exposure, suspected work injury.
• Non-compete, confidentiality, stock options, executive status, foreign worker, labor dispatch, outsourcing, platform work.
• Company asks the employee to sign resignation, broad waiver, confidentiality penalty, or "all disputes settled" language.
• Employer refuses to provide written reason or asks for immediate departure without documents.
• High claimed amount, group layoff, public-sector employer, or cross-city employment.