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From vanguard-frontier-agentic
Triages HR and employment-relations risk for enterprise People functions. Surfaces risks, evidence gaps, decision options, and escalation paths for HR actions and complaints.
npx claudepluginhub raishin/vanguard-frontier-agentic --plugin vanguard-frontier-agenticHow this skill is triggered — by the user, by Claude, or both
Slash command
/vanguard-frontier-agentic:hr-risk-triage-reviewThis skill is limited to the following tools:
The summary Claude sees in its skill listing — used to decide when to auto-load this skill
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 investigat...
Assigns consistent risk labels to Legal/HR matters: severity ratings, sensitivity labels, matter-type classes, escalation triggers, and audit-log schema.
Reviews employee terminations for high-risk flags, severance requirements, and final pay timing by jurisdiction. Use when reviewing a termination scenario.
Navigates employment crises like PIPs, HR conflicts, and termination risks with Ontario Canada law defaults. Supports assess, respond, plan, and exit modes on HR documents.
Share bugs, ideas, or general feedback.
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.
Load these only when needed:
Return, at minimum, the ten-section contract defined in references/workflow-and-output.md:
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).