style: format all files with prettier

2026-03-18 09:37:15 +00:00 · 2026-01-19 17:07:03 -05:00
parent 8d37048deb
commit 56848874a2
355 changed files with 15215 additions and 10241 deletions
--- a/plugins/hr-legal-compliance/agents/hr-pro.md
+++ b/plugins/hr-legal-compliance/agents/hr-pro.md
@@ -7,11 +7,13 @@ model: sonnet
 You are **HR-Pro**, a professional, employee-centered and compliance-aware Human Resources subagent for Claude Code.

 ## IMPORTANT LEGAL DISCLAIMER
+
 - **NOT LEGAL ADVICE.** HR-Pro provides general HR information and templates only and does not create an attorney–client relationship.
 - **Consult qualified local legal counsel** before implementing policies or taking actions that have legal effect (e.g., hiring, termination, disciplinary actions, leave determinations, compensation changes, works council/union matters).
 - This is **especially critical for international operations** (cross-border hiring, immigration, benefits, data transfers, working time rules). When in doubt, **escalate to counsel**.

 ## Scope & Mission
+
 - Provide practical, lawful, and ethical HR deliverables across:
  - Hiring & recruiting (job descriptions, structured interview kits, rubrics, scorecards)
  - Onboarding & offboarding (checklists, comms, 30/60/90 plans)
@@ -22,6 +24,7 @@ You are **HR-Pro**, a professional, employee-centered and compliance-aware Human
 - Balance company goals and employee well-being. Never recommend practices that infringe lawful rights.

 ## Operating Principles
+
 1. **Compliance-first**: Follow applicable labor and privacy laws. If jurisdiction is unknown, ask for it and provide jurisdiction-neutral guidance with jurisdiction-specific notes. **For multi-country or international scenarios, advise engaging local counsel in each jurisdiction and avoid conflicting guidance; default to the most protective applicable standard until counsel confirms.**
 2. **Evidence-based**: Use structured interviews, job-related criteria, and objective rubrics. Avoid prohibited or discriminatory questions.
 3. **Privacy & data minimization**: Only request or process the minimum personal data needed. Avoid sensitive data unless strictly necessary.
@@ -30,22 +33,26 @@ You are **HR-Pro**, a professional, employee-centered and compliance-aware Human
 6. **Guardrails**: Not legal advice; flag uncertainty and **prompt escalation to qualified counsel**, particularly on high-risk actions (terminations, medical data, protected leave, union/works council issues, cross-border employment).

 ## Information to Collect (ask up to 3 targeted questions max before proceeding)
+
 - **Jurisdiction** (country/state/region), union presence, and any internal policy constraints
 - **Company profile**: size, industry, org structure (IC vs. managers), remote/hybrid/on-site
 - **Employment types**: full-time, part-time, contractors; standard working hours; holiday calendar

 ## Deliverable Format (always follow)
+
 Output a single Markdown package with:
-1) **Summary** (what you produced and why)  
-2) **Inputs & assumptions** (jurisdiction, company size, constraints)  
-3) **Final artifacts** (policies, JD, interview kits, rubrics, matrices, templates) with placeholders like `{{CompanyName}}`, `{{Jurisdiction}}`, `{{RoleTitle}}`, `{{ManagerName}}`, `{{StartDate}}`  
-4) **Implementation checklist** (steps, owners, timeline)  
-5) **Communication draft** (email/Slack announcement)  
-6) **Metrics** (e.g., time-to-fill, pass-through rates, eNPS, review cycle adherence)
+
+1. **Summary** (what you produced and why)
+2. **Inputs & assumptions** (jurisdiction, company size, constraints)
+3. **Final artifacts** (policies, JD, interview kits, rubrics, matrices, templates) with placeholders like `{{CompanyName}}`, `{{Jurisdiction}}`, `{{RoleTitle}}`, `{{ManagerName}}`, `{{StartDate}}`
+4. **Implementation checklist** (steps, owners, timeline)
+5. **Communication draft** (email/Slack announcement)
+6. **Metrics** (e.g., time-to-fill, pass-through rates, eNPS, review cycle adherence)

 ## Core Playbooks

 ### 1) Hiring (role design → JD → interview → decision)
+
 - **Job Description (JD)**: mission, outcomes in the first 90 days, core competencies, must-haves vs. nice-to-haves, pay band (if available), and inclusive EOE statement.
 - **Structured Interview Kit**:
  - 8–12 job-related questions: a mix of behavioral, situational, and technical
@@ -55,32 +62,38 @@ Output a single Markdown package with:
 - **Candidate Communications**: outreach templates, scheduling notes, rejection templates that give respectful, job-related feedback.

 ### 2) Onboarding
+
 - **30/60/90 plan** with outcomes, learning goals, and stakeholder map
 - **Checklists** for IT access, payroll/HRIS, compliance training, and first-week schedule
 - **Buddy program** outline and feedback loops at days 7, 30, and 90

 ### 3) PTO & Leave
+
 - **Policy style**: accrual or grant; eligibility; request/approval workflow; blackout periods (if any); carryover limits; sick/family leave integration
 - **Accrual formula examples** and a table with pro-rating rules
 - **Coverage plan** template and minimum staffing rules that respect local law

 ### 4) Performance Management
+
 - **Competency matrix** by level (IC/Manager)
 - **Goal setting** (SMART) and check-in cadence
 - **Review packet**: peer/manager/self forms; calibration guidance
 - **PIP (Performance Improvement Plan)** template focused on coaching, with objective evidence standards

 ### 5) Employee Relations
+
 - **Issue intake** template, **investigation plan**, interview notes format, and **findings memo** skeleton
 - **Documentation standards**: factual, time-stamped, job-related; avoid medical or protected-class speculation
 - **Conflict resolution** scripts (nonviolent communication; focus on behaviors and impact)

 ### 6) Offboarding
+
 - **Checklist** (access, equipment, payroll, benefits)
 - **Separation options** (voluntary/involuntary) with jurisdiction prompts and legal-counsel escalation points
 - **Exit interview** guide and trend-tracking sheet

 ## Inter-Agent Collaboration (Claude Code)
+
 - For company handbooks or long-form policy docs → call `docs-architect`
 - For legal language or website policies → consult `legal-advisor`
 - For security/privacy sections → consult `security-auditor`
@@ -88,18 +101,21 @@ Output a single Markdown package with:
 - For hiring content and job ads → consult `content-marketer`

 ## Style & Output Conventions
+
 - Use clear, respectful tone; expand acronyms on first use (e.g., **PTO = Paid Time Off**; **FLSA = Fair Labor Standards Act**; **GDPR = General Data Protection Regulation**; **EEOC = Equal Employment Opportunity Commission**).
 - Prefer tables, numbered steps, and checklists; include copy-ready snippets.
 - Include a short “Legal & Privacy Notes” block with jurisdiction prompts and links placeholders.
 - Never include discriminatory guidance or illegal questions. If the user suggests noncompliant actions, refuse and propose lawful alternatives.

 ## Examples of Explicit Invocation
+
 - “Create a structured interview kit and scorecard for {{RoleTitle}} in {{Jurisdiction}} at {{CompanyName}}”
 - “Draft an accrual-based PTO policy for a 50-person company in {{Jurisdiction}} with carryover capped at 5 days”
 - “Generate a 30/60/90 onboarding plan for a remote {{RoleTitle}} in {{Department}}”
 - “Provide a PIP template for a {{RoleTitle}} with coaching steps and objective measures”

 ## Guardrails
+
 - **Not a substitute for licensed legal advice**; **consult local counsel** on high-risk or jurisdiction-specific matters (terminations, protected leaves, immigration, works councils/unions, international data transfers).
 - Avoid collecting or storing sensitive personal data; request only what is necessary.
 - If jurisdiction-specific rules are unclear, ask before proceeding and provide a neutral draft plus a checklist of local checks.
--- a/plugins/hr-legal-compliance/agents/legal-advisor.md
+++ b/plugins/hr-legal-compliance/agents/legal-advisor.md
@@ -7,6 +7,7 @@ model: sonnet
 You are a legal advisor specializing in technology law, privacy regulations, and compliance documentation.

 ## Focus Areas
+
 - Privacy policies (GDPR, CCPA, LGPD compliant)
 - Terms of service and user agreements
 - Cookie policies and consent management
@@ -19,6 +20,7 @@ You are a legal advisor specializing in technology law, privacy regulations, and
 - Age verification and children's privacy (COPPA)

 ## Approach
+
 1. Identify applicable jurisdictions and regulations
 2. Use clear, accessible language while maintaining legal precision
 3. Include all mandatory disclosures and clauses
@@ -27,6 +29,7 @@ You are a legal advisor specializing in technology law, privacy regulations, and
 6. Flag areas requiring specific legal review

 ## Key Regulations
+
 - GDPR (European Union)
 - CCPA/CPRA (California)
 - LGPD (Brazil)
@@ -37,6 +40,7 @@ You are a legal advisor specializing in technology law, privacy regulations, and
 - ePrivacy Directive (Cookies)

 ## Output
+
 - Complete legal documents with proper structure
 - Jurisdiction-specific variations where needed
 - Placeholder sections for company-specific information
@@ -46,4 +50,4 @@ You are a legal advisor specializing in technology law, privacy regulations, and

 Always include disclaimer: "This is a template for informational purposes. Consult with a qualified attorney for legal advice specific to your situation."

-Focus on comprehensiveness, clarity, and regulatory compliance while maintaining readability.
+Focus on comprehensiveness, clarity, and regulatory compliance while maintaining readability.
--- a/plugins/hr-legal-compliance/skills/employment-contract-templates/SKILL.md
+++ b/plugins/hr-legal-compliance/skills/employment-contract-templates/SKILL.md
@@ -20,13 +20,13 @@ Templates and patterns for creating legally sound employment documentation inclu

 ### 1. Employment Document Types

-| Document | Purpose | When Used |
-|----------|---------|-----------|
-| **Offer Letter** | Initial job offer | Pre-hire |
-| **Employment Contract** | Formal agreement | Hire |
-| **Employee Handbook** | Policies & procedures | Onboarding |
-| **NDA** | Confidentiality | Before access |
-| **Non-Compete** | Competition restriction | Hire/Exit |
+| Document                | Purpose                 | When Used     |
+| ----------------------- | ----------------------- | ------------- |
+| **Offer Letter**        | Initial job offer       | Pre-hire      |
+| **Employment Contract** | Formal agreement        | Hire          |
+| **Employee Handbook**   | Policies & procedures   | Onboarding    |
+| **NDA**                 | Confidentiality         | Before access |
+| **Non-Compete**         | Competition restriction | Hire/Exit     |

 ### 2. Key Legal Considerations

@@ -82,10 +82,11 @@ Not applicable]
 ## Benefits

 You will be eligible for our standard benefits package, including:
+
 - Health insurance (medical, dental, vision) effective [date]
 - 401(k) with [X]% company match
- [X] days paid time off per year
- [X] paid holidays
+- [x] days paid time off per year
+- [x] paid holidays
 - [Other benefits]

 Full details will be provided during onboarding.
@@ -93,6 +94,7 @@ Full details will be provided during onboarding.
 ## Contingencies

 This offer is contingent upon:
+
 - Successful completion of background check
 - Verification of your right to work in [Country]
 - Execution of required employment documents including:
@@ -117,7 +119,8 @@ questions, please contact [HR Contact] at [email/phone].

 Sincerely,

-_________________________
+---
+
 [Hiring Manager Name]
 [Title]
 [Company Name]
@@ -128,13 +131,13 @@ _________________________

 I accept this offer of employment and agree to the terms stated above.

-Signature: _________________________
+Signature: ************\_************

-Printed Name: _________________________
+Printed Name: ************\_************

-Date: _________________________
+Date: ************\_************

-Anticipated Start Date: _________________________
+Anticipated Start Date: ************\_************
 ```

 ### Template 2: Employment Agreement (Contract Position)
@@ -158,16 +161,17 @@ the terms of this Agreement.

 1.2 **Duties.** Employee shall perform duties consistent with their position,
 including but not limited to:
+
 - [Primary duty 1]
 - [Primary duty 2]
 - [Primary duty 3]
 - Other duties as reasonably assigned

-1.3 **Best Efforts.** Employee agrees to devote their full business time,
-attention, and best efforts to the Company's business during employment.
+  1.3 **Best Efforts.** Employee agrees to devote their full business time,
+  attention, and best efforts to the Company's business during employment.

-1.4 **Location.** Employee's primary work location shall be [Location/Remote].
-[Travel requirements, if any.]
+  1.4 **Location.** Employee's primary work location shall be [Location/Remote].
+  [Travel requirements, if any.]

 ## 2. TERM

@@ -271,6 +275,7 @@ shall receive [X] weeks base salary as severance, contingent upon execution
 of a release agreement.

 7.5 **Effect of Termination.** Upon termination:
+
 - All compensation earned through termination date shall be paid
 - Unvested equity shall be forfeited
 - Benefits terminate per plan terms
@@ -302,6 +307,7 @@ to a successor.
 ## 9. ACKNOWLEDGMENTS

 Employee acknowledges:
+
 - Having read and understood this Agreement
 - Having opportunity to consult with counsel
 - Agreeing to all terms voluntarily
@@ -313,16 +319,16 @@ Effective Date.

 **[COMPANY NAME]**

-By: _________________________
+By: ************\_************
 Name: [Authorized Signatory]
 Title: [Title]
-Date: _________________________
+Date: ************\_************

 **EMPLOYEE**

-Signature: _________________________
+Signature: ************\_************
 Name: [Employee Name]
-Date: _________________________
+Date: ************\_************

 ---

@@ -330,7 +336,7 @@ Date: _________________________

 [Employee to list any prior inventions, if any, or write "None"]

-_________________________
+---
 ```

 ### Template 3: Employee Handbook Policy Section
@@ -347,6 +353,7 @@ race, color, religion, sex, sexual orientation, gender identity, national
 origin, age, disability, veteran status, or any other protected characteristic.

 This policy applies to all employment practices including:
+
 - Recruitment and hiring
 - Compensation and benefits
 - Training and development
@@ -359,6 +366,7 @@ This policy applies to all employment practices including:
 Harassment based on any protected characteristic is strictly prohibited.

 **Prohibited Conduct Includes:**
+
 - Unwelcome sexual advances or requests for sexual favors
 - Offensive comments, jokes, or slurs
 - Physical conduct such as assault or unwanted touching
@@ -366,6 +374,7 @@ Harassment based on any protected characteristic is strictly prohibited.
 - Threatening, intimidating, or hostile acts

 **Reporting Procedure:**
+
 1. Report to your manager, HR, or any member of leadership
 2. Reports may be made verbally or in writing
 3. Anonymous reports are accepted via [hotline/email]
@@ -382,20 +391,22 @@ action up to termination.
 **Flexible Work:** [Policy on remote work, flexible scheduling]

 **Attendance Expectations:**
+
 - Notify your manager as soon as possible if you will be absent
 - Excessive unexcused absences may result in disciplinary action
- [X] unexcused absences in [Y] days considered excessive
+- [x] unexcused absences in [Y] days considered excessive

 ### Paid Time Off (PTO)

 **PTO Accrual:**
 | Years of Service | Annual PTO Days |
 |------------------|-----------------|
-| 0-2 years        | 15 days         |
-| 3-5 years        | 20 days         |
-| 6+ years         | 25 days         |
+| 0-2 years | 15 days |
+| 3-5 years | 20 days |
+| 6+ years | 25 days |

 **PTO Guidelines:**
+
 - PTO accrues per pay period
 - Maximum accrual: [X] days (use it or lose it after)
 - Request PTO at least [2] weeks in advance
@@ -404,13 +415,14 @@ action up to termination.

 ### Sick Leave

- [X] days sick leave per year
+- [x] days sick leave per year
 - May be used for personal illness or family member care
 - Doctor's note required for absences exceeding [3] days

 ### Holidays

 The following paid holidays are observed:
+
 - New Year's Day
 - Martin Luther King Jr. Day
 - Presidents Day
@@ -425,6 +437,7 @@ The following paid holidays are observed:
 ### Code of Conduct

 All employees are expected to:
+
 - Act with integrity and honesty
 - Treat colleagues, customers, and partners with respect
 - Protect company confidential information
@@ -437,15 +450,18 @@ All employees are expected to:
 ### Technology and Communication

 **Acceptable Use:**
+
 - Company technology is for business purposes
 - Limited personal use is permitted if it doesn't interfere with work
 - No illegal activities or viewing inappropriate content

 **Monitoring:**
+
 - Company reserves the right to monitor company systems
 - Employees should have no expectation of privacy on company devices

 **Security:**
+
 - Use strong passwords and enable 2FA
 - Report security incidents immediately
 - Lock devices when unattended
@@ -453,11 +469,13 @@ All employees are expected to:
 ### Social Media Policy

 **Personal Social Media:**
+
 - Clearly state opinions are your own, not the company's
 - Do not share confidential company information
 - Be respectful and professional

 **Company Social Media:**
+
 - Only authorized personnel may post on behalf of the company
 - Follow brand guidelines
 - Escalate negative comments to [Marketing/PR]
@@ -476,16 +494,17 @@ understand that:

 I agree to abide by the policies and procedures outlined in this handbook.

-Employee Signature: _________________________
+Employee Signature: ************\_************

-Employee Name (Print): _________________________
+Employee Name (Print): ************\_************

-Date: _________________________
+Date: ************\_************
 ```

 ## Best Practices

 ### Do's
+
 - **Consult legal counsel** - Employment law varies by jurisdiction
 - **Keep copies signed** - Document all agreements
 - **Update regularly** - Laws and policies change
@@ -493,6 +512,7 @@ Date: _________________________
 - **Train managers** - On policies and procedures

 ### Don'ts
+
 - **Don't use generic templates** - Customize for your jurisdiction
 - **Don't make promises** - That could create implied contracts
 - **Don't discriminate** - In language or application
--- a/plugins/hr-legal-compliance/skills/gdpr-data-handling/SKILL.md
+++ b/plugins/hr-legal-compliance/skills/gdpr-data-handling/SKILL.md
@@ -20,12 +20,12 @@ Practical implementation guide for GDPR-compliant data processing, consent manag

 ### 1. Personal Data Categories

-| Category | Examples | Protection Level |
-|----------|----------|------------------|
-| **Basic** | Name, email, phone | Standard |
-| **Sensitive (Art. 9)** | Health, religion, ethnicity | Explicit consent |
-| **Criminal (Art. 10)** | Convictions, offenses | Official authority |
-| **Children's** | Under 16 data | Parental consent |
+| Category               | Examples                    | Protection Level   |
+| ---------------------- | --------------------------- | ------------------ |
+| **Basic**              | Name, email, phone          | Standard           |
+| **Sensitive (Art. 9)** | Health, religion, ethnicity | Explicit consent   |
+| **Criminal (Art. 10)** | Convictions, offenses       | Official authority |
+| **Children's**         | Under 16 data               | Parental consent   |

 ### 2. Legal Bases for Processing

@@ -58,21 +58,25 @@ Right to Object (Art. 21)       ─┘
 // Consent data model
 const consentSchema = {
  userId: String,
-  consents: [{
-    purpose: String,         // 'marketing', 'analytics', etc.
-    granted: Boolean,
-    timestamp: Date,
-    source: String,          // 'web_form', 'api', etc.
-    version: String,         // Privacy policy version
-    ipAddress: String,       // For proof
-    userAgent: String        // For proof
-  }],
-  auditLog: [{
-    action: String,          // 'granted', 'withdrawn', 'updated'
-    purpose: String,
-    timestamp: Date,
-    source: String
-  }]
+  consents: [
+    {
+      purpose: String, // 'marketing', 'analytics', etc.
+      granted: Boolean,
+      timestamp: Date,
+      source: String, // 'web_form', 'api', etc.
+      version: String, // Privacy policy version
+      ipAddress: String, // For proof
+      userAgent: String, // For proof
+    },
+  ],
+  auditLog: [
+    {
+      action: String, // 'granted', 'withdrawn', 'updated'
+      purpose: String,
+      timestamp: Date,
+      source: String,
+    },
+  ],
 };

 // Consent service
@@ -85,7 +89,7 @@ class ConsentManager {
      source: metadata.source,
      version: await this.getCurrentPolicyVersion(),
      ipAddress: metadata.ipAddress,
-      userAgent: metadata.userAgent
+      userAgent: metadata.userAgent,
    };

    // Store consent
@@ -95,22 +99,22 @@ class ConsentManager {
        $push: {
          consents: consent,
          auditLog: {
-            action: granted ? 'granted' : 'withdrawn',
+            action: granted ? "granted" : "withdrawn",
            purpose,
            timestamp: consent.timestamp,
-            source: metadata.source
-          }
-        }
+            source: metadata.source,
+          },
+        },
      },
-      { upsert: true }
+      { upsert: true },
    );

    // Emit event for downstream systems
-    await this.eventBus.emit('consent.changed', {
+    await this.eventBus.emit("consent.changed", {
      userId,
      purpose,
      granted,
-      timestamp: consent.timestamp
+      timestamp: consent.timestamp,
    });
  }

@@ -119,7 +123,7 @@ class ConsentManager {
    if (!record) return false;

    const latestConsent = record.consents
-      .filter(c => c.purpose === purpose)
+      .filter((c) => c.purpose === purpose)
      .sort((a, b) => b.timestamp - a.timestamp)[0];

    return latestConsent?.granted === true;
@@ -137,12 +141,14 @@ class ConsentManager {
 <div class="consent-banner" role="dialog" aria-labelledby="consent-title">
  <h2 id="consent-title">Cookie Preferences</h2>

-  <p>We use cookies to improve your experience. Select your preferences below.</p>
+  <p>
+    We use cookies to improve your experience. Select your preferences below.
+  </p>

  <form id="consent-form">
    <!-- Necessary - always on, no consent needed -->
    <div class="consent-category">
-      <input type="checkbox" id="necessary" checked disabled>
+      <input type="checkbox" id="necessary" checked disabled />
      <label for="necessary">
        <strong>Necessary</strong>
        <span>Required for the website to function. Cannot be disabled.</span>
@@ -151,7 +157,7 @@ class ConsentManager {

    <!-- Analytics - requires consent -->
    <div class="consent-category">
-      <input type="checkbox" id="analytics" name="analytics">
+      <input type="checkbox" id="analytics" name="analytics" />
      <label for="analytics">
        <strong>Analytics</strong>
        <span>Help us understand how you use our site.</span>
@@ -160,7 +166,7 @@ class ConsentManager {

    <!-- Marketing - requires consent -->
    <div class="consent-category">
-      <input type="checkbox" id="marketing" name="marketing">
+      <input type="checkbox" id="marketing" name="marketing" />
      <label for="marketing">
        <strong>Marketing</strong>
        <span>Personalized ads based on your interests.</span>
@@ -560,16 +566,19 @@ class BreachNotificationHandler:
 ## GDPR Implementation Checklist

 ### Legal Basis
+
 - [ ] Documented legal basis for each processing activity
 - [ ] Consent mechanisms meet GDPR requirements
 - [ ] Legitimate interest assessments completed

 ### Transparency
+
 - [ ] Privacy policy is clear and accessible
 - [ ] Processing purposes clearly stated
 - [ ] Data retention periods documented

 ### Data Subject Rights
+
 - [ ] Access request process implemented
 - [ ] Erasure request process implemented
 - [ ] Portability export available
@@ -577,17 +586,20 @@ class BreachNotificationHandler:
 - [ ] Response within 30-day deadline

 ### Security
+
 - [ ] Encryption at rest implemented
 - [ ] Encryption in transit (TLS)
 - [ ] Access controls in place
 - [ ] Audit logging enabled

 ### Breach Response
+
 - [ ] Breach detection mechanisms
 - [ ] 72-hour notification process
 - [ ] Breach documentation system

 ### Documentation
+
 - [ ] Records of processing activities (Art. 30)
 - [ ] Data protection impact assessments
 - [ ] Data processing agreements with vendors
@@ -596,6 +608,7 @@ class BreachNotificationHandler:
 ## Best Practices

 ### Do's
+
 - **Minimize data collection** - Only collect what's needed
 - **Document everything** - Processing activities, legal bases
 - **Encrypt PII** - At rest and in transit
@@ -603,6 +616,7 @@ class BreachNotificationHandler:
 - **Regular audits** - Verify compliance continuously

 ### Don'ts
+
 - **Don't pre-check consent boxes** - Must be opt-in
 - **Don't bundle consent** - Separate purposes separately
 - **Don't retain indefinitely** - Define and enforce retention