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Prepares for unemployment/EI claims and employer contest defense using ROE codes, eligibility rules, and jurisdiction settings. Defaults to Canadian EI.
npx claudepluginhub reggiechan74/jobops --plugin jobopsThis skill uses the workspace's default tool permissions.
Read `.jobops/config.json`. If missing, stop with:
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.
Drafts French Conseil de prud'hommes requests contesting gross misconduct dismissals. Collects employee/employer details, contract info, procedure facts, and computes indemnities.
Prepares for interviews using STAR framework, simulates realistic mocks, reports interviewer perspectives, and coaches post-rejection with ageism and overqualification strategies.
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 Canadian Employment Insurance (EI) which is a federal program.
Program Structure:
Eligibility Requirements:
Benefit Calculation:
ROE Codes (Critical for Eligibility):
EI Filing:
For US users: Specify --jurisdiction=CA (California), --jurisdiction=TX (Texas), etc. US unemployment is state-administered with varying rules.
CRITICAL: Read these disclaimers ALOUD to the user at session start:
Not Legal Advice: EI/UI rules are complex and change. This guidance is strategic preparation, not legal counsel. For complex cases (discrimination-based termination, wage claims, appeals), consult an employment lawyer.
Jurisdiction-Specific: This defaults to Canadian EI. US users should specify their state as rules differ dramatically.
Fact-Specific Outcomes: EI/UI determinations depend heavily on specific facts, documentation, and how information is presented.
Time-Sensitive: Deadlines are strict. Missing deadlines typically forfeits rights with no exceptions.
Employer Motivation: Employers may contest ROE coding or provide unfavorable information to avoid EI premium increases.
Parse arguments:
--jurisdiction=XX: Jurisdiction code for specific guidance
--jurisdiction=CA, --jurisdiction=TX, etc.--appeal: Focus on appeal preparation (assumes initial claim denied)$1 (or remaining args): Path to termination documents folder or fileMode Detection:
--appeal present: Appeal preparation mode--jurisdiction=XX present (US state): Include US state-specific guidanceAccepted Document Types:
Load if Available:
{config.directories.crisis_management}/code_red_*.md{config.directories.resume_source}/.profile/candidate_profile.jsonEI Eligibility Requirements:
| Requirement | Description | Standard |
|---|---|---|
| Insurable Hours | Minimum hours worked in qualifying period | 420-700 hours in last 52 weeks (varies by regional unemployment rate) |
| Qualifying Period | Work period for eligibility | Last 52 weeks OR since last EI claim |
| Separation Type | How employment ended | Lost job through no fault OR quit with "just cause" |
| Ready and Available | Able to work | Must be capable and available for work |
| Actively Seeking | Looking for work | Must demonstrate job search efforts |
EI Benefit Details:
CANADIAN EI OVERVIEW
====================
ELIGIBILITY:
- Insurable hours needed: 420-700 (check your region at Service Canada)
- Qualifying period: Last 52 weeks or since last claim
- ROE must show eligible separation code (M, A preferred)
BENEFIT CALCULATION:
- Rate: 55% of average insurable weekly earnings
- Maximum weekly benefit (2024): $668
- Maximum insurable earnings: $63,200/year
- Duration: 14-45 weeks (based on hours and regional rate)
- Waiting period: 1 week unpaid
KEY DEADLINES:
- File within 4 weeks of last day worked (benefits backdated max 4 weeks)
- Appeal deadline: 30 days from decision
- Bi-weekly reports required
ROE CODES (Critical):
- Code M (Dismissal): Usually eligible
- Code A (Shortage of Work): Usually eligible
- Code E (Quit): Must prove just cause
- Code K (Other): Requires explanation
RESOURCES:
- Service Canada EI: canada.ca/ei
- Apply online: servicecanada.gc.ca
- EI regional offices: Service Canada Centres
If --jurisdiction=XX provided (US state), use WebSearch to research:
Search Queries:
Extract and Present:
US STATE: [State Name]
======================
MONETARY ELIGIBILITY:
- Minimum base period wages: $[Amount]
- Minimum highest quarter wages: $[Amount]
- Alternative base period available: [Yes/No]
BENEFIT CALCULATION:
- Weekly Benefit Amount (WBA): [Formula]
- Maximum weekly benefit: $[Amount]
- Duration: [Weeks] (standard)
- Waiting week required: [Yes/No]
KEY DEADLINES:
- Filing deadline after last day worked: [Days]
- Appeal deadline after denial: [Days]
- Weekly certification due: [Day/Time]
Critical Determination: The single most important factor is HOW and WHY employment ended.
Separation Categories:
Status: Generally ELIGIBLE
Status: ELIGIBLE (in most states)
Status: CONTESTED - Employer will likely challenge
Status: May be ELIGIBLE if documented properly
Status: Generally NOT ELIGIBLE (or reduced benefits)
Ask the user these questions to assess eligibility:
"What was your official last day of employment?"
"How did your employment end?"
"If fired, what reason did the employer give?"
"If you resigned, why?"
"Were there any performance improvement plans (PIPs) or written warnings?"
"Were there witnesses to the events leading to separation?"
"Did you sign any documents at termination?"
"Have you applied for UI yet?"
DOCUMENTATION CHECKLIST
=======================
REQUIRED FOR FILING:
[ ] Last day of work (exact date)
[ ] Employer name, address, phone
[ ] Employer UI account number (if known)
[ ] Reason for separation (your version)
[ ] Last 18 months of employment history
[ ] Social Security Number
[ ] Driver's license/state ID
[ ] Direct deposit information
SUPPORTING EVIDENCE:
[ ] Termination letter or email
[ ] Final paystub(s)
[ ] Offer letter showing start date/wage
[ ] Performance reviews (especially positive ones)
[ ] Written warnings (to prepare rebuttals)
[ ] PIP documentation
[ ] Emails about separation circumstances
[ ] Witness names and contact information
[ ] Employee handbook (relevant sections)
[ ] Company policies allegedly violated
FOR MISCONDUCT DEFENSE:
[ ] Evidence of good faith effort to comply
[ ] Proof of unclear or changing standards
[ ] Comparator treatment (others treated differently)
[ ] Lack of prior warnings
[ ] Extenuating circumstances documentation
FOR GOOD CAUSE QUIT:
[ ] Documentation of intolerable conditions
[ ] HR complaints filed (and responses)
[ ] Medical documentation (if applicable)
[ ] Evidence employer was notified of problem
[ ] Proof employer failed to remedy situation
Base Period Calculation: Most states use the first 4 of the last 5 completed calendar quarters before you filed.
Example (filing January 2024):
Standard Base Period:
- Q4 2022 (Oct-Dec 2022)
- Q1 2023 (Jan-Mar 2023)
- Q2 2023 (Apr-Jun 2023)
- Q3 2023 (Jul-Sep 2023)
Alternative Base Period (if needed):
- Q1 2023 through Q4 2023
Gather:
Create your written narrative covering:
# Separation Narrative
## Employment Summary
- Employer: [Company Name]
- Start Date: [Date]
- End Date: [Date]
- Position: [Title]
- Final Wage: $[Amount] per [hour/year]
## Separation Circumstances
[Write a clear, factual, chronological account of what happened]
### Key Dates
- [Date]: [Event]
- [Date]: [Event]
- [Date]: Final day of work
### My Position
[Your version of why employment ended - be truthful but strategic]
### Evidence Supporting My Account
1. [Evidence item and what it proves]
2. [Evidence item and what it proves]
### Witnesses
- [Name, relationship, what they can attest to]
Financial Motivation:
Common Contest Patterns:
| Employer Claim | Your Counter-Strategy |
|---|---|
| "Misconduct" | Distinguish policy violation from disqualifying misconduct |
| "Voluntary quit" | Prove it was actually termination or constructive discharge |
| "Insubordination" | Show reasonable refusal or miscommunication |
| "Attendance issues" | Document legitimate absences, medical issues, unclear policy |
| "Policy violation" | Show policy was unclear, unenforced, or you made good faith effort |
| "Performance issues" | Clarify this is NOT misconduct (inability vs. unwillingness) |
| "Job abandonment" | Prove you were told not to return or were terminated |
Expect them to provide:
What they often DON'T have:
Key Principle: "Misconduct" for UI purposes is a LEGAL TERM with specific meaning.
NOT Misconduct (should NOT disqualify you):
IS Misconduct (may disqualify you):
For Each Alleged Violation, Address:
MISCONDUCT DEFENSE FRAMEWORK
============================
ALLEGATION: [What employer claims]
ELEMENT 1: Was there a clear rule?
- [ ] Rule was vague or ambiguous
- [ ] Rule was unwritten
- [ ] Rule was not consistently communicated
- [ ] I did not receive policy/handbook
- [ ] Policy changed without notice
ELEMENT 2: Did I know and understand the rule?
- [ ] Never trained on this policy
- [ ] Policy was contradicted by practice
- [ ] Different managers gave different guidance
- [ ] Language barrier or misunderstanding
ELEMENT 3: Was the violation willful?
- [ ] This was an honest mistake
- [ ] I was trying to do my job correctly
- [ ] Extenuating circumstances existed
- [ ] Equipment failure or third-party issue
- [ ] Medical condition affected performance
ELEMENT 4: Was enforcement consistent?
- [ ] Others did same thing without consequence
- [ ] Similar violations treated differently
- [ ] First time this was enforced
- [ ] Applied differently to me than coworkers
ELEMENT 5: Were there prior warnings?
- [ ] No prior warnings for this issue
- [ ] Warnings were verbal only (no documentation)
- [ ] I was never told this would lead to termination
- [ ] Progressive discipline not followed
MY DEFENSE SUMMARY:
[2-3 sentences explaining why this does not meet legal definition of misconduct]
Defense Points:
Strong Defenses (Canada):
US Note: US employees may have FMLA and ADA protections.
Defense Points:
Strong Defenses:
Defense Points:
Strong Defenses:
For each defense argument, collect:
General Principle: You quit because a reasonable person in your situation would have had no choice but to leave.
Four Elements to Prove:
Must Show:
Documentation Needed:
Must Show:
Documentation Needed:
Must Show (typical thresholds):
Documentation Needed:
Must Show:
Documentation Needed:
Must Show:
Documentation Needed:
Must Show:
Evidence of Intent:
FILE IMMEDIATELY after last day of work:
Exception: If receiving severance
Personal Information (Canada):
Employment Information (Canada):
Banking Information:
US Users - Required Information:
CRITICAL: How you characterize the separation affects your claim.
If Laid Off/RIF:
If Fired (Not for Misconduct):
If Fired (Disputed Misconduct):
If Quit for Good Cause:
AVOID:
When It Happens:
What to Expect:
About the Job:
About the Separation:
If Misconduct Alleged:
If You Quit:
DO:
DON'T:
During the interview, have accessible:
CRITICAL: Appeal deadlines are SHORT and STRICT
| State Example | Appeal Deadline |
|---|---|
| Typical range | 10-30 days from denial |
| California | 20 days |
| Texas | 14 days |
| New York | 30 days |
| Florida | 20 days |
If --state=XX provided: Research exact deadline
RULE: If in doubt, appeal immediately. You can always withdraw.
You can appeal if:
APPEAL PREPARATION CHECKLIST
============================
TIMING:
[ ] Noted deadline: [Date]
[ ] Filed appeal before deadline: [Date]
[ ] Received hearing notice: [Date]
[ ] Hearing scheduled: [Date/Time]
DOCUMENT GATHERING:
[ ] Original claim and responses
[ ] Denial letter with stated reasons
[ ] All evidence from initial claim
[ ] NEW evidence to present
[ ] Witness contact information
[ ] Subpoena requests (if needed)
STRATEGY:
[ ] Identified why initial claim was denied
[ ] Prepared response to each denial point
[ ] Organized evidence by issue
[ ] Prepared opening statement (2-3 minutes)
[ ] Listed questions for employer witnesses
[ ] Prepared own testimony outline
[ ] Confirmed witnesses availability
LOGISTICS:
[ ] Phone/video hearing setup tested
[ ] Quiet location arranged
[ ] All documents accessible
[ ] Note-taking materials ready
Hearing Format:
What to Prepare:
Opening Statement (2-3 minutes):
Direct Testimony:
Cross-Examination Prep:
Closing Summary:
Against Misconduct Finding:
For Good Cause Quit:
Against Voluntary Quit Finding (if you were actually fired):
If Working Part-Time:
Calculation Example:
Weekly Benefit Amount (WBA): $400
Earnings Disregard: $100 (or 25% of WBA)
Part-time Earnings: $150
Calculation:
$150 - $100 = $50 (earnings above disregard)
$400 - $50 = $350 (reduced benefit)
Total income: $350 + $150 = $500
State Variations:
Research Your State:
Typical Requirements:
What Counts as a Contact:
Document Everything:
JOB SEARCH LOG
==============
Date: [Date]
Company: [Name]
Contact Method: [Online/In-person/Phone]
Position: [Title]
Result: [Applied/Interviewed/Waiting]
Don't Miss It:
Answer Truthfully:
When Regular Benefits Exhaust:
Check for:
Save comprehensive analysis to: {config.directories.crisis_management}/unemployment_prep_{YYYYMMDD}.md
Structure:
# Unemployment Insurance Claim Preparation
## Candidate: [Name]
## State: [State]
## Date: [Date]
## Mode: [Initial Claim / Appeal]
## Disclaimer
This document provides strategic preparation guidance for unemployment insurance claims.
It is not legal advice. Unemployment insurance rules vary by state and change frequently.
For complex situations, consult an employment attorney or legal aid services.
## Executive Summary
**Separation Type**: [Layoff/Termination/Quit]
**Eligibility Assessment**: [Likely Eligible / Contested / At Risk]
**Key Challenge**: [Primary obstacle to claim success]
**Recommended Strategy**: [Brief approach]
## State-Specific Information
[If --state provided, include state-specific details]
### Eligibility Requirements
[State requirements]
### Benefit Calculations
[State formula and amounts]
### Key Deadlines
[State deadlines]
## Separation Analysis
### What Happened
[Summary of circumstances]
### Employer's Likely Position
[Anticipated contest arguments]
### Your Counter-Narrative
[Strategic response]
## Documentation Checklist
### Must Have
- [ ] [Item] - Status: [Have/Need/N/A]
### Should Have
- [ ] [Item] - Status: [Have/Need/N/A]
### Nice to Have
- [ ] [Item] - Status: [Have/Need/N/A]
## Claim Strategy
### Filing Approach
[How to characterize separation]
### Anticipated Contest
[What employer will argue]
### Defense Strategy
[How to respond]
## Interview Preparation
### Key Talking Points
1. [Point]
2. [Point]
3. [Point]
### Questions to Expect
- [Question] - Answer: [Guidance]
### Facts to Emphasize
[Strategic emphasis points]
### Red Flags to Avoid
[What not to say]
## [If Appeal Mode]
## Appeal Preparation
### Why Claim Was Denied
[Analysis of denial]
### Appeal Arguments
1. [Argument with supporting evidence]
2. [Argument with supporting evidence]
### Evidence to Present
[Evidence inventory]
### Hearing Strategy
[Approach for hearing]
## Timeline and Next Steps
### Immediate (24-48 hours)
- [ ] [Action] - Deadline: [Date]
### This Week
- [ ] [Action] - Deadline: [Date]
### Before Hearing/Decision
- [ ] [Action] - Deadline: [Date]
## Quick Reference
### Key Dates
- Last day of work: [Date]
- Filing deadline: [Date]
- Appeal deadline (if denied): [Date]
### Key Contacts
- State UI office: [Phone]
- Employer HR: [Phone]
- Witnesses: [Names/phones]
### Key Documents
- [Document and location]
Generate as needed:
Before finalizing, ensure:
Throughout this process, maintain:
Begin by:
$1)--state=XX provided)If --appeal is specified:
Now executing unemployment insurance claim preparation...