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Review an offer letter and any restrictive covenants — jurisdiction check included. Substantive rules (covenant enforceability, pay-transparency, salary-history limits, exemption criteria) are researched per hire, not stored. Use when the user says "review this offer", "can we use a non-compete here", "check this offer letter", "hiring in [state]", or attaches an offer.
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请帮我安装 askskill 上的 "hiring-review" 技能： 1. 下载 https://raw.githubusercontent.com/anthropics/claude-for-legal/main/employment-legal/skills/hiring-review/SKILL.md 2. 保存为 ~/.claude/skills/hiring-review/SKILL.md 3. 装好后重载技能，告诉我可以用了
~/.claude/plugins/config/claude-for-legal/employment-legal/CLAUDE.md → jurisdictional footprint, hiring review triggers, restrictive covenant policy.Matter context. Check ## Matter workspaces in the practice-level CLAUDE.md. If Enabled is ✗ (the default for in-house users), skip the rest of this paragraph — skills use practice-level context and the matter machinery is invisible. If enabled and there is no active matter, ask: "Which matter is this for? Run /employment-legal:matter-workspace switch <slug> or say practice-level." Load the active matter's matter.md for matter-specific context and overrides. Write outputs to the matter folder at ~/.claude/plugins/config/claude-for-legal/employment-legal/matters/<matter-slug>/. Never read another matter's files unless Cross-matter context is on.
Offer letters are mostly boilerplate until they're not. The jurisdiction check and the restrictive-covenant check are where this skill earns its keep. The skill does not state the law — every jurisdiction-specific rule is researched and cited at the time of review.
~/.claude/plugins/config/claude-for-legal/employment-legal/CLAUDE.md → jurisdictional footprint, hiring review triggers, restrictive
covenant policy, offer letter template location.
Prepend the work-product header from ~/.claude/plugins/config/claude-for-legal/employment-legal/CLAUDE.md → ## Outputs (it differs by user role — see ## Who's using this).
Where will this person work? Not where HQ is — where they are.
If remote: their home state/country governs. If hybrid: usually their home state, but check the offer letter's choice-of-law clause (may or may not hold up).
Check the jurisdiction table in ~/.claude/plugins/config/claude-for-legal/employment-legal/CLAUDE.md for this state/country. If it's
not in the table — new jurisdiction — flag that: "First hire in [state]. The
jurisdiction table doesn't cover this. Research needed before offer goes out."
Exempt or non-exempt? The offer should say, and the role should support it.
| Test | Check |
|---|---|
| Salary basis | Paid a fixed salary regardless of hours? |
| Salary level | Above the applicable federal and state thresholds? |
| Duties test | Does the role actually involve the exempt duties? |
Research before calling exemption. Identify the currently operative salary thresholds (federal and state — several states index annually and several have tiered thresholds by employer size) and the applicable duties test(s) for the role. Cite primary sources. Verify currency.
If the offer says exempt but the role description does not support the exempt duties — flag it. Misclassification is expensive.
If the offer includes a non-compete, customer non-solicit, employee non-solicit, or confidentiality/IP assignment:
Research enforceability before advising. For the employee's jurisdiction, identify the currently operative rules on each restrictive covenant in the offer. Non-compete enforceability in particular has shifted in multiple states in recent years through legislation, agency action, and litigation — do not rely on prior memory of which states permit non-competes. Note:
- The specific type of covenant (non-compete, customer non-solicit, employee non-solicit, confidentiality/trade-secret, IP assignment) — each has its own rules.
- Any salary or income threshold that conditions enforceability.
- Any notice, consideration, or garden-leave requirements.
- Any industry-specific carve-outs (e.g., healthcare, broadcasting).
…
Manage matter workspaces — create, list, switch, close, or detach the active matter. Use in multi-client private practice to keep one client's context separate from another, or when a substantive skill needs to know which matter it's working in.
Draft a DMCA takedown notice, triage one you received, or draft a §512(g) counter-notice. Use when asserting copyright through a §512(c)(3) takedown with the fair-use and perjury gates, when an incoming takedown needs triage into comply / counter / engage / ignore options, or when drafting a §512(g)(3) counter-notice with the consent-to-federal-jurisdiction gate.
Search watched registries for community legal skills, showing matches with descriptions and offering to show the full SKILL.md before install. Use when the user says "browse", "search skills", "find a skill for", "what's out there for", or wants to add a new registry to the watchlist.
Case status summary by audience — client-facing (plain language), internal (for the professor), or court-ready (formal caption format per local rules). Same facts, different framing and depth. Use when a student needs to update the client, brief the professor, or prepare a court status report.
Draft a brief section in house style, consistent with the case theory — every fact cited, every case checked, every argument tied to the theory. Use when the user says "draft the [section]", "write the statement of facts", "argument section on [issue]", or needs a first draft of a brief section.
Brief a case in your preferred format. In drill-me mode, makes the student state the holding first. Use when the user says "brief [case]", "what's the holding in", "case brief", or pastes a case.