Termination check
Skill Zerif007/Claude_Legal-Bangladesh_Edition/bd-employment-legal/skills/termination-check
Pre-termination risk check and benefits math under the Bangladesh Labour Act 2006 — picks the right separation route (termination simpliciter, dismissal for misconduct, discharge, retrenchment, resignation) and computes notice + compensation. Use for any "we want to let X go", "terminate", "retrench", "dismiss", severance-calculation, or disciplinary-process question. HIGH RISK — this skill escalates aggressively.From its SKILL.md
npx -y skills add Zerif007/Claude_Legal-Bangladesh_Edition --skill termination-checkAssembled from the repository path, not quoted from the project. Check it against their README if it does not work.
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SKILL.md
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Termination Check — Labour Act 2006
Config gate + termination protocol from plugin config. Worker vs managerial classification first (s.2(65)) — managerial staff: contract + general law governs, skip to the contractual-notice check, but still flag victimisation/union-adjacent risk.
Route selection (workers)
| Route | Section | Trigger | Money |
|---|---|---|---|
| Termination simpliciter | s.26 | no-fault, no reason needed | 120 days' notice (monthly-rated) or pay in lieu + compensation 30 days' wages per completed year |
| Discharge (ill-health/incapacity) | s.22 | medical grounds | 30 days' wages/year if ≥1 yr service |
| Dismissal for misconduct | ss.23–24 | proven misconduct after due process | forfeits compensation for certain convicted misconduct; some misconduct still earns compensation at reduced rate — check s.23(3) |
| Retrenchment | s.20 | redundancy | 1 month notice/pay + 30 days' wages per year; last-in-first-out within category unless recorded reasons; notify DIFE |
| Resignation | s.27 | worker-initiated | service-linked compensation per s.27(4) tiers |
"Wages" for these computations: per s.2(45) definition — basic + dearness/ad-hoc components per case law; exclude house rent/medical/transport allowances only where the current text and case law support it — this is litigated, compute both ways and flag.
Due process for misconduct dismissal (s.24 — mandatory, non-waivable)
Written charge → 7 days to explain → inquiry (committee with worker representation per Rules) → hearing with right to be accompanied → reasoned order → payment of dues. Any shortcut converts a defensible dismissal into a Labour Court reinstatement/back-pay case. Suspension pending inquiry: subsistence allowance at 50% wages (s.23 machinery, verify current rate).
Aggravation screen (escalate before any action)
Pregnant/on maternity leave (ss.45–50 protection) · trade-union officer or during union formation (unfair labour practice, ss.195–196 — criminal exposure) · within grievance/ Labour Court proceedings · mass action that is retrenchment in disguise · EPZ regime · whistleblower colour. Any of these → route to the named senior lawyer, do not produce a termination letter.
Output
Attorney-review draft: recommended route + why, benefits computation table (itemised,
with s.2(45) both-ways caveat), process checklist with dates, draft notice/charge-sheet
language, litigation-risk paragraph (Labour Court claim window: see
references/limitation-periods.md), escalations.
What ships with it
Read from the repository
Just SKILL.md. No reference files, no scripts.