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At a glance
What it is
Draft employee handbook sections, the policies law requires at your headcount (EEO, anti-harassment, ADA accommodation, FMLA, lactation, voting and jury and military leave, pay transparency, whistleblower, at-will plus the handbook-is-not-a-contract disclaimer, NLRA §7 carve-outs) and the standard-but-optional perks.
A skill is a written procedure a bot loads when a job calls for it. This one is a single file, SKILL.md, and the whole file is on this page.
Each of these library teams gives its bots this skill. Import one and look inside first.
The whole file, exactly as it downloads. Read it before you rely on it.
SKILL.md
189 lines · 1,366 words
Templates only - not employment-law advice. Employee handbook policies are state-specific and rapidly changing - Have HR counsel review before publishing or distributing.
Generate clear, professional, legally-defensible employee handbook sections.
Draft employee handbook sections, the policies law requires at your headcount (EEO, anti-harassment, ADA accommodation, FMLA, lactation, voting and jury and military leave, pay transparency, whistleblower, at-will plus the handbook-is-not-a-contract disclaimer, NLRA §7 carve-outs) and the standard-but-optional perks.
Nothing. It ships with Murage, which is open source. Your bots run on the AI plan you already have.
Yes. Open it in Settings → Skills to read, edit or duplicate it. Skill Guard scans it again after every edit.
Download the app, connect the AI you already pay for, and tell your Chief of Staff what needs doing. Plan on about ten minutes from install to a working team.
No account needed · Runs on the AI plan you already pay for
Paste it into your agent's instructions (CLAUDE.md, AGENTS.md or a custom GPT), or add it to a bot in Murage.
Ask Ember for the bot, then switch the skill on in its settings.
Step 1
Send your Chief of Staff this message. It proposes the bot and its role first, and creates it when you say go.
Send this to Ember
“Create a bot that uses the HR - Employee Handbook skill, and show me the plan first.”
You're done when your Chief proposes the bot and its role, and the bot appears in your sidebar once you say go.
Step 2
You're done when you see the bot’s skills and the library.
Step 3
You're done when the skill shows as on for that bot.
Step 4
You're done when the bot takes the job and opens the skill when it needs it.
Prefer to do it yourself? Choose + in the sidebar, then New Bot.Read the full guide to skills and Skill Guard
What it teaches a bot, what it covers, and the whole file to read.
The principle
Generate clear, professional, **legally-defensible** employee handbook sections.
What it covers
Pre-flight
Usage
Two tables: required-by-law vs standard-but-optional
Output Format
Acknowledgment receipt template (issue at hire and on material updates)
Writing Principles
Output Path
Output footer (REQUIRED on every generated section)
Country (US handbook structure differs from UK/EU)
Total headcount (FMLA 50+, Title VII 15+, etc.)
Federal contractor status (OFCCP additional requirements)
Any cannabis/recreational-use jurisdiction (CA, CT, IL, MT, NJ, NV, NY, RI, WA + DC require off-duty protections)
/hr handbook <section topic>| Section | Why it's required / strongly recommended |
|---|---|
| EEO / Anti-Discrimination policy | Title VII / ADEA / ADA / GINA / state FEPAs; affirmative-action contractors required |
| Anti-Harassment with reporting + non-retaliation | CA FEHA explicit requirement (2 CCR §11023); Faragher/Ellerth defense in any harassment case |
| ADA reasonable-accommodation request process (interactive) | ADA + state equivalents; failure to engage = automatic loss |
| Religious accommodation | Groff v. DeJoy (2023) raised standard from "de minimis" to "substantial burden" |
| Pregnancy / PWFA accommodation | PWFA (June 2023, 15+ EE) + state PFLA-like statutes |
| Lactation accommodation | PUMP Act (2022) - federal, nearly all employers; private space + reasonable break time |
| FMLA + state PFML | FMLA at 50+ EE; state PFML thresholds vary (CA CFRA 5+, NY 1+, etc.) |
| PTO / sick leave | State paid-sick-leave laws (CA, AZ, CO, CT, IL, ME, MA, MD, MI, MN, NJ, NM, NV, NY, OR, RI, VT, WA + cities) |
| Voting / jury duty / military leave (USERRA) | State voting-leave laws; federal USERRA |
| Domestic-violence leave | CA, NY, IL, KS, RI, others |
| Pay transparency / right to discuss wages | NLRA §7 - handbooks regularly violate this with confidentiality clauses; explicit carve-out required |
| Whistleblower / SOX protection | SOX, Dodd-Frank, state whistleblower acts |
| At-will disclaimer + handbook-not-a-contract | Case-law-driven; without it, handbook may be construed as contract |
| NLRA §7 carve-outs in confidentiality, social-media, off-duty-conduct sections | Handbook policies that "chill" §7 activity are unfair labor practices |
| Social media + off-duty conduct | NLRA §7 limits employer rights; CA Lab. Code §96(k) protects off-duty lawful conduct |
| Drug & alcohol with cannabis-jurisdiction nuance | NY Lab. §201-d, NJ CREAMM, CT, NV - recreational-use protection; CA AB 2188 (2024) |
| Open-door / grievance process | Faragher/Ellerth defense |
| Records access | GDPR Art. 15 (1-month response), CA CPRA (employee data rights since Jan 1 2023) |
| Anti-retaliation | EEOC, FMLA, OSHA, NLRA, FLSA all have anti-retaliation provisions |
| Acknowledgment receipt | Legal hook for handbook enforceability + at-will reaffirmation |
| Section | Coverage |
|---|---|
| Remote work / WFH | Equipment stipend, location restrictions, tax considerations |
| Parental leave (paid) | If exceeding statutory minimum |
| Bereavement | Number of days, family definition |
| Sabbatical | Eligibility, duration, pay continuation |
| Professional development | Learning budget, conference policy, tuition |
| Wellness / EAP | Employee assistance program, wellness stipend |
| Travel | Booking, accommodations, international |
| Equipment / BYOD | Laptop policy, software requests |
| Conflicts of interest | Outside employment, vendors, investments |
| Performance management | Review cadence, ratings, PIP framework |
## [Section Title]
**Last Updated:** [Date] | **Owned By:** People / HR | **Jurisdiction:** [State, Country]
### Policy Statement
[1-2 sentence summary of what this policy covers and who it applies to]
### Details
#### [Subsection 1]
[Policy text - clear, plain language, specific where it needs to be]
#### [Subsection 2]
[Policy text]
### How It Works
[Step-by-step process if applicable - e.g., how to request PTO, how to file an expense]
### Eligibility
[Who this applies to - full-time, part-time, contractors, by tenure, etc.]
### Anti-retaliation
Employees are protected from retaliation for reporting concerns, requesting
accommodations, taking protected leave, or participating in any investigation,
under federal and state law including [Title VII, ADA, ADEA, FMLA, OSHA, NLRA,
state FEPA]. Report retaliation to [contact].
### NLRA §7 carve-out (where relevant)
Nothing in this policy restricts employees' rights to (i) discuss wages, hours, or
terms and conditions of employment with co-workers, (ii) communicate with
government agencies (NLRB, EEOC, OSHA, SEC, DOL, state DOL), (iii) exercise
Section 7 rights under the National Labor Relations Act, or (iv) testify truthfully
under oath.
### Exceptions
[When the standard policy may not apply and how exceptions are handled]
### Questions?
Contact [HR/People team] at [contact] for questions about this policy.
---
*This policy is subject to change. Material updates will be communicated and a
new acknowledgment may be requested. This policy and the handbook in which it
appears do not constitute a contract of employment, and employment remains at-will
[except as required by Montana law / EU member-state employment law / UK ERA 1996].*EMPLOYEE HANDBOOK ACKNOWLEDGMENT
I acknowledge that I have received and read the [Company] Employee Handbook dated
[Version Date]. I understand that:
1. This Handbook describes [Company]'s policies and procedures and is not a
contract of employment, express or implied.
2. My employment is at-will [or, in MT: subject to the Wrongful Discharge from
Employment Act after probation] - meaning either party may terminate the
employment relationship at any time, with or without notice or cause, except
as prohibited by law.
3. [Company] may revise this Handbook at any time. Material changes will be
communicated.
4. I am responsible for reading and complying with the Handbook.
5. I understand that my discussions of wages, hours, and working conditions with
co-workers, my right to file charges with the EEOC/NLRB/OSHA/state agencies,
and other rights under federal and state law are NOT restricted by this
Handbook.
Employee signature: __________________________ Date: __________
Printed name: ________________________________Plain language - 8th-grade reading level. No legalese.
Specific over vague - "Up to $500/year" beats "reasonable expenses."
Show the process.
Jurisdiction awareness - flag where local law overrides (CA sick leave, NY PFL, EU GDPR, UK ERA 1996).
NLRA §7 carve-out in any policy that touches confidentiality, social media, off-duty conduct, or non-disparagement.
GDPR Art. 30 ROPA + Art. 13/14 privacy notice if any EU/UK employee data is processed.
Tone: employee-first.
Save the handbook section to a dated Markdown file in the workspace.
End every handbook section with this block, verbatim:
---
**DRAFT - REVIEW REQUIRED**
This handbook section was generated as a starting template. It has not been reviewed
by employment counsel and may not comply with applicable law in your jurisdiction.
Before publishing:
1. Verify state-specific overrides (paid sick leave, leave laws, cannabis protections,
pay transparency).
2. Verify NLRA §7 carve-out is present in any policy touching confidentiality,
social media, off-duty conduct, or non-disparagement.
3. If EU/UK employees: verify GDPR Art. 30 ROPA entry + Art. 13/14 privacy notice.
4. Re-issue acknowledgment receipt on material updates.
5. Have HR counsel licensed in your jurisdiction review the full handbook annually.
Generated by Wayland business-hr plugin. Templates only - not employment-law advice.Templates only - not employment-law advice. Have HR counsel review every handbook section before publication.
SKILL.md
189 lines · 1,366 words
The text of SKILL.md is shown as it downloads, under the Apache-2.0 license, by Ferrox Labs. The license is the one in the file's own frontmatter.
Your new bot
HR - Employee Handbook bot
Waiting in your sidebar once you say go.
No account needed · Runs on the AI plan you already pay for