From jobops
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.
npx claudepluginhub reggiechan74/jobops --plugin jobopsThis skill uses the workspace's default tool permissions.
Read `.jobops/config.json`. If missing, stop with:
Assesses reference risks, builds proactive strategies with backup references, and handles damage control after difficult job departures. Defaults to Ontario Canada employment law with jurisdictional overrides.
Prepares for interviews using STAR framework, simulates realistic mocks, reports interviewer perspectives, and coaches post-rejection with ageism and overqualification strategies.
Provides ethical HR guidance, structured templates, checklists for hiring, onboarding/offboarding, PTO/leave, performance management, policies, and employee relations. Requires jurisdiction/context.
Share bugs, ideas, or general feedback.
Read .jobops/config.json. If missing, stop with:
JOBOPS NOT CONFIGURED Run /jobops:setup to initialize your workspace.
Use config.directories.<key> for all file paths in this skill.
Use config.preferences.cultural_profile if this skill generates resume-style content.
Use config.preferences.default_jurisdiction if this skill has jurisdiction-sensitive logic (crisis/legal skills accept --jurisdiction=<ISO-3166-2> to override).
This command defaults to Ontario, Canada employment law framework. Key principles:
For US users: Specify --jurisdiction=US or mention your state. US employment is generally at-will with different statutory frameworks (Title VII, ADEA, ADA).
CRITICAL: Read these disclaimers ALOUD to the user at session start:
Parse the mode from arguments:
--mode=assess (default): Full intake, interview, and situation analysis--mode=respond: Draft response to specific HR communication--mode=plan: Create action plan for upcoming meeting or deadline--mode=exit: Focus on exit strategy and job transitionIf no mode specified, default to assess (full process).
Argument Handling:
$1 is provided: Load specified file or folder$1 not provided: Ask user what documents they have availableAccepted Document Types:
Load Career Context:
{config.directories.resume_source}/ for career history context{config.directories.resume_source}/.profile/candidate_profile.json@$1
Read all provided documents. Create an inventory:
DOCUMENT INVENTORY
==================
| # | Document Type | Date | From | Key Content |
|---|---------------|------|------|-------------|
| 1 | [Type] | [Date] | [Sender] | [Summary] |
From documents, construct chronological timeline:
EVENT TIMELINE
==============
[Date] - [Event] - [Source document]
[Date] - [Event] - [Source document]
...
Identify:
KEY PLAYERS
===========
| Name | Role | Relationship | Stance | Notes |
|------|------|--------------|--------|-------|
| [Name] | Manager/HR/Witness | [Context] | Ally/Neutral/Adversary | [Observations] |
Scan documents for:
CRITICAL: This interview must be conducted before analysis. Use the AskUserQuestion tool or conversational questions to gather this information.
Ask the user:
"Walk me through what happened from your perspective. Start from when you first noticed something was wrong."
"What do you believe is the root cause of this situation?"
"Were there any changes before this started?"
"Describe your relationship with your manager BEFORE this started."
"Who else is involved or aware of this situation?"
"Are there witnesses who would support your account?"
Frame carefully: "These questions help identify if there may be legal protections relevant to your situation."
"Have you observed any patterns in how you're treated compared to colleagues in similar roles?"
"Any recent life events that may be relevant?"
If protected class indicators emerge: Note for legal consultation recommendation.
"What important conversations happened that AREN'T in writing?"
"Do you have any personal documentation?"
"In an ideal world, what outcome would you consider a success?"
"How committed are you to staying at this company?"
"What's your financial runway if income stops?"
"What deadlines are you facing?"
"Do you have any upcoming scheduled meetings?"
After completing the interview, analyze:
POWER DYNAMICS ANALYSIS
=======================
YOUR LEVERAGE:
- [ ] Documented strong performance history
- [ ] Protected class status with pattern evidence
- [ ] Witnesses who support your account
- [ ] Evidence of policy violations by employer
- [ ] Unique knowledge/relationships hard to replace
- [ ] Pending vesting, bonus, or benefits
- [ ] Retaliation timeline (complaint → adverse action)
- [ ] Inconsistent treatment vs. peers (documented)
EMPLOYER'S LEVERAGE:
- [ ] Documented performance concerns (with dates/specifics)
- [ ] Strong "just cause" documentation (Ontario: high bar to meet)
- [ ] Prior warnings in your file
- [ ] Legitimate business reasons for concerns
- [ ] Clear policy violations on your part
- [ ] Other employees corroborating their view
- [ ] Enforceable employment contract limiting notice entitlements
DOCUMENTATION STRENGTH:
- Your documentation: [Strong/Medium/Weak]
- Their documentation: [Strong/Medium/Weak]
- Gap assessment: [Who has better paper trail?]
Analyze for common scenarios:
Standard PIP-to-Termination Playbook:
Signs of Pretextual Termination:
Legitimate Performance Issues:
Create risk assessment:
RISK ASSESSMENT MATRIX
======================
| Factor | Level | Evidence | Notes |
|--------|-------|----------|-------|
| Termination likelihood | 🔴 High / 🟡 Medium / 🟢 Low | [specific indicators] | |
| Legal claim viability | 🔴 High / 🟡 Medium / 🟢 Low | [specific factors] | |
| Negotiation leverage | 🔴 High / 🟡 Medium / 🟢 Low | [specific points] | |
| Reference damage risk | 🔴 High / 🟡 Medium / 🟢 Low | [specific concerns] | |
| Timeline pressure | 🔴 Urgent / 🟡 Moderate / 🟢 Flexible | [deadlines] | |
Present 3-5 strategic paths with honest assessments:
Strategy: Engage constructively with PIP/process, document everything, meet or exceed requirements
Required Actions:
Success Factors:
Success Probability: [Assess based on interview]
Risks:
What "Winning" Looks Like:
Strategy: Recognize writing on wall, shift focus to maximizing departure terms
Typical Package Components (Ontario):
Leverage Points for Negotiation:
Timing Considerations:
What to Ask For (Ontario) (realistic ranges):
When This Makes Sense:
Pros:
Cons:
How to Execute:
Indicators Suggesting Legal Review:
What Employment Lawyers Look For (Ontario):
Cost/Benefit Reality (Ontario):
How to Find Qualified Counsel (Ontario):
For US users: Contact state bar association, NELA (National Employment Law Association), or local employment lawyers.
Often Combined with Options 1-4
Immediate Actions:
/buildresume if job posting available)Job Search While Under Scrutiny:
Reference Strategy:
Based on user's chosen strategy, provide specific deliverables:
If user needs to respond to HR communication:
Response Principles:
Template Elements:
RESPONSE FRAMEWORK
==================
1. Acknowledge receipt
2. Express commitment to success
3. Request clarification on specific points (in writing)
4. Provide factual context (without defensiveness)
5. Propose next steps
6. Request confirmation of understanding
Generate draft response customized to specific communication.
If responding to PIP:
Do:
Don't:
Generate PIP response addressing specific concerns.
For upcoming HR/manager meetings:
Pre-Meeting Preparation:
MEETING PREP CHECKLIST
======================
LOGISTICS:
- [ ] Request meeting agenda in advance
- [ ] Confirm attendees
- [ ] Know your rights (can you bring support person?)
- [ ] Prepare your key talking points (max 3)
- [ ] Identify questions you need answered
- [ ] Decide what you will/won't discuss
BOUNDARIES:
- [ ] What will you agree to?
- [ ] What won't you agree to?
- [ ] What requires time to consider?
- [ ] When will you request things in writing?
DOCUMENTATION:
- [ ] Send follow-up email summarizing discussion
- [ ] Note any commitments made
- [ ] Flag any disagreements
Talking Points for specific meeting scenario.
If pursuing negotiated exit:
Severance Negotiation Script:
OPENING APPROACH:
"I appreciate the opportunity to discuss transition options. I'd like to explore a mutual separation that works for both parties."
LEVERAGE POINTS TO RAISE (if applicable):
- "[Specific concern] could create complications. A clean separation benefits everyone."
- "Given my [tenure/contributions], I'd expect the package to reflect that."
- "I'm prepared to ensure a smooth transition, but the terms need to make sense."
ASK SPECIFICALLY FOR:
1. [Severance amount/formula]
2. [Benefits continuation]
3. [Reference letter with specific language]
4. [Characterization of departure]
5. [Timeline flexibility]
IF THEY PUSH BACK:
"I understand. I'd like to think this over before making any decisions. Can we schedule a follow-up for [date]?"
Generate customized negotiation approach based on situation.
What to Document:
How to Document:
Legal Hold Awareness:
If pivoting to job search, integrate with existing JobOps tools:
Help user prepare explanation for departure:
Framework for Explaining Departure:
SITUATION: "[Brief, neutral description of circumstances]"
ACTIONS: "[What you did/are doing]"
RESULT: "[Seeking better fit/new opportunity]"
Sample Narratives (customize to situation):
What NOT to Say:
Safe References:
Managing the Current Employer Reference:
If user wants to transition to job search:
/buildresume <job-posting> to create targeted resume/assessjob <job-posting> to evaluate fit/briefing <assessment> <job-description> for interview prepSave comprehensive analysis to: {config.directories.crisis_management}/code_red_{YYYYMMDD}.md
Structure:
# Employment Crisis Assessment Report
## Candidate: [Name]
## Date: [Date]
## Status: [PIP/Investigation/Conflict/etc.]
## Executive Summary
[2-3 sentence summary of situation and recommended path]
## Document Inventory
[Table of analyzed documents]
## Timeline of Events
[Chronological events]
## Key Players
[Stakeholder analysis]
## Power Dynamics Assessment
[Leverage analysis for both parties]
## Risk Assessment
[Risk matrix]
## Strategic Options Analysis
[Options with pros/cons/probability]
## Recommended Path
[Primary recommendation with rationale]
## Immediate Action Items
[Prioritized next steps with deadlines]
## Appendix
### Interview Notes
[Summary of user responses]
### Document Analysis Details
[Detailed findings from each document]
Save each to: {config.directories.crisis_management}/code_red_{YYYYMMDD}.md (same file as the assessment; append a distinct section per response document).
Create prioritized action plan:
# Code Red Action Plan
## Situation: [Brief description]
## Recommended Strategy: [Chosen option]
## IMMEDIATE (24-48 hours)
- [ ] [Action] - Deadline: [Date]
- [ ] [Action] - Deadline: [Date]
## THIS WEEK
- [ ] [Action] - Deadline: [Date]
- [ ] [Action] - Deadline: [Date]
## NEXT 30 DAYS
- [ ] [Action] - Deadline: [Date]
- [ ] [Action] - Deadline: [Date]
## DECISION POINTS
- [Date]: [Decision required]
- [Date]: [Decision required]
## TRIGGERS TO ESCALATE
- If [condition], then [action]
- If [condition], then [action]
Throughout this process, maintain:
If insufficient documents provided:
If situation requires legal expertise:
If user is in immediate crisis:
Begin by:
$1 if specified)If --mode specified, focus on that aspect:
assess: Full process (default)respond: Jump to response drafting (requires document context)plan: Jump to meeting/deadline preparationexit: Focus on exit strategy and job transitionNow executing Code Red assessment...