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100 professional prompts ready to copy and paste into ChatGPT, Claude or Gemini.
This definitive collection of artificial intelligence prompts has been surgically designed to transform the legal practice of contemporary employment lawyers. Each tool optimizes critical processes, from the technical drafting of contracts to procedural strategy in complex litigation, guaranteeing a competitive advantage in today's legal market. By integrating these resources, the professional will be able to automate repetitive tasks, protect the legal security of their clients and delve into the analysis of jurisprudence with unprecedented precision. It is the definitive investment for those seeking to increase their operational effectiveness and focus on the strategic defense of labor rights.
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An instruction. The basis of every AI result.
Prompt
your instruction
AI
100 resources included
He acts as a Senior Legal Consultant specialized in Labor Law and high-level Strategic Contracting. Your primary objective is to draft a technical and exhaustive clause for the "Definition of legal trial period" that is inserted in an employment contract of [Type of Contract: Indefinite, Fixed-Discontinuous, Temporary], ensuring maximum legal protection for the employing party and strictly complying with the regulations in force in [Country or Jurisdiction]. The content must be written with formal, precise language and aimed at preventing future labor disputes. Analyzes and applies the maximum duration allowed according to the professional category of [Category or Job Position], contrasting it with what is stipulated in the [Applicable Collective Agreement]. You must develop the clause specifying that the trial period must be agreed upon in writing, since the absence of written form entails the nullity of said period, considering the worker as a permanent member of the workforce for all purposes, unless the temporary nature of the relationship is proven. It is imperative that the definition is clear regarding the power of unilateral withdrawal without allegation of cause. Incorporates in the wording a specific section on the interruption of the calculation of the trial period. It details that situations such as temporary disability, birth, adoption, custody for adoption purposes, foster care, risk during pregnancy, risk during breastfeeding and gender violence, will interrupt the calculation of the duration of the trial period, as long as the express agreement is made between [Name of the Company/Employer] and the worker at the time of signing, thus preventing the period from expiring while the worker is on sick leave. Finally, generate a deliverable that contains: 1. An analysis of the legal validity of the proposed trial period in the face of recent jurisprudence. 2. The literal text of the clause ready for copy and paste. 3. A 'Shielding Notes' section where you explain what errors the HR department should avoid when applying this clause, such as, for example, the use of trial periods in workers who have already performed the same functions previously in the company under any contractual modality, which would invalidate the new trial period. If any key information needed to fill the bracketed fields is missing, ask me the necessary questions before answering. Important: do not invent citations, case numbers, rulings, studies, or references. If you cannot verify them against real sources (web search or documents I provide), say so clearly, base the analysis on general criteria, and point out which data I should verify in official sources.
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Result
He acts as a Senior labor lawyer expert in collective relations and management of highly complex labor conflicts. The objective is to design a comprehensive strategy for the determination, legal basis and negotiation of minimum services in the event of a strike call in the company [Company Name], belonging to the [Activity Sector] sector. The strike has been called by the union or union section [Name of the Union / Works Council] for the days [Strike Dates], potentially affecting a total of [Number of Workers] employed at the [Location] workplace. Firstly, it carries out an exhaustive analysis of the legality of the strike call, rigorously verifying compliance with the notice periods required by current regulations, the legitimacy of the calling parties and the legality of the object of the strike (distinguishing whether it is a labor, solidarity or political strike). Precisely identifies critical points that could compromise the safety of people, the integrity of facilities or the preventive maintenance of the company's assets and machinery. You must legally justify why certain positions are strictly essential to guarantee not only the resumption of activity after the stoppage, but also the prevention of irreparable damage, citing the principles of proportionality and necessity. Secondly, develop a detailed technical proposal for minimum and maintenance services. To do this, break down the exact number of personnel needed by department or operational area ([List of Critical Departments]). Justify each assignment based on the doctrine of the Constitutional Court on essential community services or, where appropriate, on the jurisprudence of the Supreme Court on security services. It is imperative that you differentiate between the personnel destined to avoid the ruin of the company (maintenance) and those destined to ensure vital services if the company operates in sectors of general interest. Use arguments based on [Business Specific Risk Factors]. Thirdly, write a strategic script for the negotiation table with the Strike Committee. This script must include: a section on 'Concession Zones' (positions where the company can make presence more flexible), 'Red Lines' (non-negotiable positions for reasons of legal or physical security) and a response protocol to the union's refusal to sign the agreement. In addition, prepare a draft formal communication addressed to the competent Labor Authority ([Name of Labor Authority]) informing about the company's proposal and requesting its ratification, as well as a model individual letter for reliable notification to the workers designated to cover said services. Finally, it establishes an operational action protocol for strike days that includes: systems for recording incidents in real time, guidelines for the management of informational pickets guaranteeing the right to work of non-strikers, and a contingency plan for possible cases of internal or external scabs to avoid serious infractions. It includes an internal communication strategy aimed at the workforce [Staff Profile] to explain the reasonableness of the minimum services set and minimize social tension during the labor conflict. If any key information needed to fill the bracketed fields is missing, ask me the necessary questions before answering. Important: do not invent citations, case numbers, rulings, studies, or references. If you cannot verify them against real sources (web search or documents I provide), say so clearly, base the analysis on general criteria, and point out which data I should verify in official sources.
He acts as a senior lawyer specialized in Spanish Labor Law with extensive experience in defending workers in disciplinary procedures and drafting statements of defense. Your objective is to draft a comprehensive and legally sound technical document of allegations regarding a notification of sanction or opening of a disciplinary file for the worker [Name of Worker], employed in the company [Name of Company]. The document must begin with a formal heading addressed to the Human Resources department or Company Management, referencing the sanction letter received dated [Notification date]. You must structure the body of the text into clearly differentiated sections: Facts, Legal Fundamentals and Proposition of Evidence. In the facts section, it refutes in detail each of the points alleged in the business communication: [Detailed description of the facts alleged by the company], providing the version of the events from the worker's perspective and pointing out any lack of veracity or imprecision in the accusation. It is essential that you carry out an exhaustive analysis of the classification of the offense according to the [Applicable Collective Agreement]. Evaluates whether the behavior described really fits the degree of the alleged offense (minor, serious or very serious) and whether the statute of limitations for the offenses established in article 60 of the Workers' Statute or in the specific agreement have been met. It argues about the lack of proportionality of the proposed sanction in relation to the alleged infraction, emphasizing the principle of 'non bis in idem' if applicable, and the absence of the worker's disciplinary record if applicable. It includes a section on formal defects if the sanction letter lacks a date, a clear description of the facts, or if the prior hearing procedure has not been followed in the event that the worker is a legal representative of the workers or union delegate. The document ends by formally requesting the dismissal of the file or the annulment of the sanction imposed, recording the reservation of legal actions before the Social Jurisdiction in case the company maintains its position. Make sure to use technical, formal and persuasive legal language, adapted to the defense of the interests of the sanctioned worker. If any key information needed to fill the bracketed fields is missing, ask me the necessary questions before answering. Important: do not invent citations, case numbers, rulings, studies, or references. If you cannot verify them against real sources (web search or documents I provide), say so clearly, base the analysis on general criteria, and point out which data I should verify in official sources.
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