labor-dispute-check

# Labor Dispute Check ## Overview This skill helps employees and employers check common labor law issues, calculate rights and obligations, and understand dispute resolution options. It provides quick assessments of labor situations based on Chinese labor law provisions. **⚠️ Important Disclaimer**: This tool provides informational assistance only. It does not constitute legal advice, nor does it guarantee any particular outcome. Always consult a qualified labor attorney or the local labor bureau for specific disputes. ## When to Use This Skill - Checking if termination was lawful - Calculating severance/economic compensation - Understanding overtime pay entitlements - Verifying probation period rules - Reviewing labor contract terms - Assessing labor dispute options ## Limitations - Based on general Chinese labor law principles - May not reflect local regulations or specific circumstances - Cannot assess case merits or predict outcomes - Not a substitute for professional legal advice - Calculations are estimates only ## Workflow 1. **Identify issue type** — Determine the labor concern 2. **Gather facts** — Collect relevant dates, amounts, terms 3. **Check rules** — Apply labor law provisions 4. **Calculate rights** — Compute entitlements if applicable 5. **Suggest options** — Recommend next steps ## Common Labor Issues ### 1. Termination & Severance - **Lawful termination**: Employee fault, mutual agreement, operational reasons - **Unlawful termination**: No valid reason, improper procedure - **Economic compensation**: N+1 or 2N depending on circumstances - **Notice period**: 30 days or payment in lieu ### 2. Overtime Pay - **Standard overtime**: 150% of hourly rate - **Rest day overtime**: 200% (or time off) - **Holiday overtime**: 300% - **Monthly cap**: 36 hours maximum ### 3. Probation Period - **3-month contract**: Max 1 month probation - **1-year contract**: Max 2 months probation - **3-year+ contract**: Max 6 months probation - **Same position**: Only one probation period allowed ### 4. Labor Contract - **Required elements**: Parties, position, compensation, term - **Written contract**: Required within 1 month of start - **Fixed term**: Can renew but watch for indefinite term rules - **Indefinite term**: After 2 consecutive fixed terms or 10 years ## Usage ### Basic Check ``` "被辞退怎么赔偿" "加班费怎么算" "试用期规定" "劳动纠纷咨询" ``` ### With Context ``` "工作3年被辞退，赔偿多少" "试用期6个月合法吗" "加班没有加班费怎么办" ``` ## Output Format For each inquiry: - **Issue summary**: What law applies - **Rights calculation**: Estimated entitlements - **Key deadlines**: Statute of limitations - **Suggested actions**: Next steps - **Disclaimer**: Consult professional advice ## References For detailed labor law guidance: - [references/labor-law-basics.md](references/labor-law-basics.md) — Labor law fundamentals - [references/compensation-calculator.md](references/compensation-calculator.md) — Compensation calculation guide ## Privacy Note Employment information is processed for assessment only. No data is stored or transmitted to third parties. ## Important Reminders - **Time limits**: Labor arbitration must be filed within 1 year - **Evidence**: Keep contracts, pay slips, termination notices - **Arbitration**: Required before court for labor disputes - **Local rules**: Some cities have additional protections