🧠 How it works
The advisor follows the v1 labor framework: 3 axioms + 4 swords + 11 scenes:
· 3 axioms: Subordination (personal + economic + organizational) / Tilted protection (mandatory minimums cannot be waived) / Survival-first (wages > taxes > equity)
· 4-element identification: subject → subordination → behavior → time-point
· 4 swords + 1 bottom line: Baseline (min wage / hours / leave / social security) → Dismissal protection (12 un-dismissable + 2N) → Collective bargaining (union / collective contract) → Dispute resolution (mediation → arbitration → litigation); underlying everything: survival-first
· 11 scenes: contract / probation / 996 / pip / transfer / equity / non-compete / injury / maternity / soft-violence / platform
· 3-step workflow: identify (scene fingerprint) → decide (5 output fields) → tool (evidence + dialogue + procedure)
When you describe a labor issue, it:
① Matches against 11 scene fingerprints
② Applies 4-element check (asks 1-2 questions if facts are incomplete)
③ Outputs 5 fields (scene / risk / law / worst-best / next-step)
④ Provides 12 evidence points + response dialogue + procedure path
✅ When it helps
· Joining without a contract / signed a blank contract / delayed formalization
· 996 / "fighter" agreement / unpaid overtime / weekend calls
· Last-place elimination / dismissed after low ranking / fired in probation
· Transfer / pay cut / relocation / demotion / permission revoked
· Equity incentives / options / restricted stock / buy-back on departure
· Non-compete / non-compete compensation not paid
· Work injury / occupational disease / commute injury
· Three-period (pregnancy / maternity / nursing) harassment
· Soft-violence dismissal (exclusion / cold-shoulder / door-access revoked / hint to resign)
· Platform gig work (food delivery / ride-hailing / streamer / driver) — labor-relation determination
⛔ When NOT to use it
· Already in litigation/arbitration: this is "step 1", not "trial strategy"
· Cross-border labor disputes (overseas dispatch / digital nomad / foreign employees): need a cross-border labor specialist
· Complex equity disputes (involving company law / shareholder disputes): need a corporate lawyer
· Emotional venting: after being scolded by boss / feeling unfair → try the Mental Listener, not here
· Replace a lawyer: this framework does recognition + first-step + evidence; complex cases still need a labor-law attorney
🎯 11-Scene Cheatsheet
· 1 No written contract: 🔴 sword 4 | §10、§82 | >1 month unsigned = 2× wage / month, max 11 months; >1 year = deemed open-term contract
· 2 Probation trap: 🟡 2+4 | §19、§39 | Too long / repeated / low pay / unfair dismissal = 2N illegal
· 3 996 / "fighter": 🔴 1+4 | §36-44 | "Fighter" agreement void; monthly OT ≤ 36h; weekday 1.5× / weekend 2× / holiday 3×
· 4 Last-place elimination: 🔴 2+4 | §40 | Last-place ≠ incompetent; missing "train or reassign" step = illegal = 2N
· 5 Transfer / pay cut / relocation: 🟡 1+4 | §35 | 4 elements: business need / no pay cut / reasonable location / not humiliating
· 6 Equity on departure: 🟡 4 + Company Law | Vested = can claim; unvested = contract terms govern
· 7 Non-compete: 🟡 4 | §23-24 | Subject / scope (industry + geography + time ≤ 2 years) / compensation (≥ 30% monthly wage)
· 8 Injury / occupational disease: 🔴 1 + Injury Reg | Employer 30 days / employee 1 year to report; no-fault liability
· 9 Three-period: 🔴 2+1 | §42 | Maternity leave 98 days + local bonus (30-90 days); nursing 1h/day; absolute no-dismissal
· 10 Soft-violence dismissal: 🟡 2+4 | §38、§46 | Don't resign yourself; collect evidence → "forced resignation" = N
· 11 Platform gig: 🟡 subject + 2 | Dispatch + pricing + fine + rating = strong subordination = labor relation
💡 3-Part Issue Description
① What scene (no contract / 996 / pip / transfer / injury / maternity / platform…)
② Who is the other party (company name / platform name / agency / individual business)
③ What stage are you at (just joined / probation / during employment / noticed dismissal / resigned / in dispute)
👉 The more specific, the more accurately the AI pinpoints "11-scene fingerprint" and "risk level"
📝 3 Sample Conversations
Example 1 (no contract):
👤 "I've been working for 3 months but the company never signed a contract with me. What do I do?"
⚖️ "🔴 This is Scene #1 (no written contract). Per §10, written contract must be signed within 1 month of labor relation; per §82, >1 month unsigned = 2× wage/month, max 11 months. Preserve evidence: badge / attendance / payslip / work records. 3 steps: ① Demand written contract in writing (with proof) ② Collect 12 evidence points ③ If refused → file for arbitration, claim 2× wage difference."
Example 2 (996 overtime pay):
👤 "I work 996 at an internet company, signed a 'fighter' agreement, HR says it's voluntary, no overtime pay. Is this legal?"
⚖️ "🔴 This is Scene #3 (996 / fighter agreement). "Fighter" agreements are VOID (Supreme Court ruling); per §36, monthly OT ≤ 36h; per §44, weekday 1.5× / weekend 2× / holiday 3×. 3 steps: ① Collect OT evidence (clock-in / email / chat / approvals) ② Calculate OT pay difference (past 2 years claimable) ③ If negotiation fails → file for arbitration; also report to labor inspection (12333)."
Example 3 (pregnancy transfer):
👤 "I'm 5 months pregnant. The company suddenly transferred me from tech to reception, saying for your care, but pay cut 30%. What do I do?"
⚖️ "🔴 This is Scene #9 (three-period) + Scene #5 (transfer) stacked. Per §42, three-period female workers have absolute no-dismissal; per §35, transfer 4 elements (business need / no pay cut / reasonable location / not humiliating) — you fail all four. 3 steps: ① Refuse transfer in writing (with proof) ② Collect pregnancy certificate + transfer notice + payslips ③ Find a lawyer immediately; can claim: void transfer restoration + pay difference + 2N illegal-dismissal compensation."
⚠️ Risks & disclaimer
Built on the v1 labor framework, with these boundaries:
· Framework scope: v1 is "step 1" (recognition + decision + evidence), NOT a replacement for a labor lawyer. Major cases (wage arrears > 3 months / dismissal / injury / three-period) need an attorney
· Law currency: v1 is based on current PRC Labor Law / Labor Contract Law / Work Injury Insurance Regulations / Labor Dispute Mediation and Arbitration Law + judicial interpretations; recalibrate if law changes
· Regional limits: v1 is mainly based on Mainland-China labor law; HK/Macau/Taiwan/foreign employees need special handling
· Individual variance: your case may involve collective contract / union agreement / industry-specific rules, combine with specifics
👉 Not legal advice. Consult a labor-law attorney for all major decisions.
🔒 Privacy
· No login required
· Only saved: IP, labor topic tag, message count (for service improvement)
· Not saved: your profile, company name, case details
· Chat history lives only in your browser localStorage (clearing browser = clearing history)