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legal-hr-routing-protocol

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Original

English
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Translation

Chinese

Legal-HR Routing Protocol

Legal-HR 路由协议

Purpose

目的

This skill defines how a Legal or HR matter is classified, routed to the right specialist agent, and coordinated when it crosses both domains. It exists so agents never work in silos when risk crosses a domain boundary, and so every handoff is controlled and auditable rather than free-form. It does not give legal or HR advice; routing is a recommendation that a human owner confirms.
本 Skill 定义了法务或人力资源事务的分类方式、路由至合适 specialist Agent 的流程，以及当事务跨领域时的协调机制。制定本协议是为了确保当风险跨领域时，Agent 不会孤立工作，同时确保所有移交都可控且可审计，而非随意进行。本 Skill 不提供法务或人力资源建议；路由仅为建议，需由负责人确认。

When to use

使用场景

  • A maestro agent must classify an incoming matter and dispatch it.
  • A specialist agent finds a matter has crossed into another domain.
  • A matter triggers an escalation gate and must be paused.
  • Legal and HR agents reach conflicting recommendations.
  • Maestro Agent 需对传入事务进行分类并分派。
  • Specialist Agent 发现事务涉及其他领域。
  • 事务触发升级门槛，需暂停处理。
  • 法务与人力资源 Agent 的建议存在冲突。

Communication principles

沟通原则

  • One accountable human owner per matter. One primary agent per matter.
  • Parallel review only when the matter genuinely crosses domains.
  • No agent makes a final legal, employment, disciplinary, regulatory, settlement, disclosure, or public-communication decision.
  • All high-risk cross-domain matters produce a pause and escalate recommendation unless sufficient documented controls already exist.
  • Every handoff uses a 
    legal-hr-case-capsule
    . No free-form agent chatter.
  • Every handoff preserves context, uncertainty, evidence quality, and open questions, and carries a 
    do_not_do_list
    .
  • Every handoff labels privilege sensitivity and privacy sensitivity.
  • Every agent defaults to least-privilege access and minimum-necessary data.
  • 每个事务对应一名负责人和一名主责 Agent。
  • 仅当事务确实跨领域时才进行并行审核。
  • 任何 Agent 不得做出最终的法务、雇佣、纪律处分、监管、和解、披露或对外沟通决策。
  • 所有高风险跨领域事务均需给出暂停并升级的建议，除非已有充分的书面管控措施。
  • 所有移交均需使用 
    legal-hr-case-capsule
    ，禁止 Agent 随意交流。
  • 所有移交需保留上下文信息、不确定性、证据质量及待解决问题，并附带 
    do_not_do_list
    。
  • 所有移交需标注保密敏感性和隐私敏感性。
  • 所有 Agent 默认采用最小权限访问和最小必要数据原则。

Routing rules

路由规则

  • Contract, clause, indemnity, limitation of liability, DPA, procurement, vendor, IP, confidentiality, termination rights → Legal contract / vendor / IP specialists.
  • Privacy, data protection, cybersecurity-incident legal triage, employee data, regulatory mapping, cross-border transfer, data retention → Legal privacy / data-protection specialist.
  • Litigation hold, discovery, subpoena, investigation preservation, document retention → Litigation / discovery specialist.
  • Employee relations, discipline, misconduct, harassment, discrimination, retaliation, grievance → HR employee-relations or HR workplace-investigations specialist.
  • Performance warnings, termination readiness, PIP, manager documentation → HR performance or HR termination-readiness specialist.
  • Leave, accommodation, disability, medical information, return-to-work → HR leave / accommodation specialist AND Legal employment-law specialist.
  • Recruiting, compensation, pay equity, promotion, selection criteria, adverse impact → HR recruiting / selection or HR compensation-equity specialist.
  • Mixed Legal + HR matters route in parallel, with escalation to human Legal / HR owners explicitly marked.
  • 合同、条款、赔偿、责任限制、DPA、采购、供应商、知识产权、保密、终止权利 → 法务合同/供应商/知识产权 specialist。
  • 隐私、数据保护、网络安全事件法务分类、员工数据、监管映射、跨境传输、数据留存 → 法务隐私/数据保护 specialist。
  • 诉讼保全、证据开示、传票、调查保全、文档留存 → 诉讼/证据开示 specialist。
  • 员工关系、纪律处分、不当行为、骚扰、歧视、报复、申诉 → 人力资源员工关系或人力资源职场调查 specialist。
  • 绩效警告、离职准备、PIP、经理文档 → 人力资源绩效或人力资源离职准备 specialist。
  • 休假、 accommodation、残疾、医疗信息、复工 → 人力资源休假/accommodation specialist 及 法务雇佣法 specialist。
  • 招聘、薪酬、薪酬公平、晋升、选拔标准、不利影响 → 人力资源招聘/选拔或人力资源薪酬公平 specialist。
  • 法务+人力资源混合事务需并行路由，并明确标注升级至法务/人力资源负责人。

Overlap handoff matrix

跨领域移交矩阵

Fifteen recurring cross-domain scenarios and their agent sets are defined in references/handoff-matrix.md. Each row names the primary agent, the secondary agents, the escalation gate, and the mandatory 
do_not_do
items.
references/handoff-matrix.md 中定义了15种常见跨领域场景及其对应的Agent组。每一行列出了主责Agent、次要Agent、升级门槛以及强制的
do_not_do
事项。

Conflict-resolution protocol

冲突解决协议

When Legal and HR agents disagree, follow this order and stop at the first step that is unmet:
  1. Freeze any irreversible action.
  2. Preserve evidence; recommend a litigation hold if discovery risk exists.
  3. State the disagreement precisely — what each agent concluded and why.
  4. Separate legal risk from HR operational risk; do not collapse them.
  5. Identify the accountable human owner.
  6. Escalate to qualified Legal / HR leadership.
  7. Document unresolved assumptions and open questions.
  8. Produce options, not a single conclusion.
  9. Require human approval before any action.
  10. Log the decision path in the audit log.
当法务与人力资源 Agent 存在分歧时，按以下顺序执行，完成首个未满足的步骤后停止：
  1. 冻结任何不可逆转的行动。
  2. 保存证据；若存在证据开示风险，建议启动诉讼保全。
  3. 明确陈述分歧点——各Agent的结论及理由。
  4. 区分法务风险与人力资源运营风险，不得混淆。
  5. 确定负责人。
  6. 升级至合格的法务/人力资源领导层。
  7. 记录未解决的假设及待解决问题。
  8. 提供多种方案，而非单一结论。
  9. 任何行动需经人类批准后方可执行。
  10. 将决策路径记录在审计日志中。

References

参考资料

  • Overlap handoff matrix — the 15 scenarios, agent sets, escalation gates, and do-not-do items.
  • 跨领域移交矩阵 ——15种场景、Agent组、升级门槛及禁止事项。

Security notes

安全说明

  • Routing is a recommendation, never an authorization. The protocol never approves, denies, or directs an adverse action.
  • A matter is routed on sanitized signals. Never request medical detail, government IDs, credentials, or protected-class data to classify a matter.
  • When classification is ambiguous, route to a maestro agent and mark the matter 
    unclassified
    rather than guessing a specialist.
  • 路由仅为建议，绝非授权。本协议绝不批准、拒绝或指导任何不利行动。
  • 事务基于 sanitized signals 进行路由。分类事务时，绝不得要求提供医疗细节、政府ID、凭证或受保护类别数据。
  • 若分类存在歧义，路由至maestro Agent并标记事务为
    unclassified
    ，而非猜测分类至某一specialist。