Launch a workforce expansion project in a new region—collect basic information, run the workforce structure analysis of labor dispatch vs business outsourcing vs direct employment, draft a cross-functional question list, surface region-specific risk flags, and create an ongoing tracking file.
Instructions
- Load
~/.claude/plugins/config/claude-for-legal-zh/employment-legal/CLAUDE.md→ jurisdiction scope, reporting form. - Run the full workforce expansion planning process:
- Collect workforce demand information (headcount, job types, expected timeline)
- Analyze workforce structure options: direct employment vs labor dispatch vs business outsourcing
- Draft a cross-functional question list (HR, finance, administration, etc.)
- Surface region-specific flags
- Create a tracking file
- If a tracking file already exists for the region (
~/.claude/plugins/config/claude-for-legal-zh/employment-legal/expansion-[slug].yaml), flag: "A tracking file for expansion in [region] already exists. Use/employment-legal:expansion-update [地域]to update it, or confirm that you want to start over." - Upon completion, create
~/.claude/plugins/config/claude-for-legal-zh/employment-legal/expansion-[slug].yaml。
Workforce Structure Selection Framework
| Structure | Applicable scenarios | Key considerations |
|---|---|---|
| Direct employment | Core positions, long-term needs, requiring direct management | Requires a local entity or registered branch; sign a written labor contract; pay social insurance |
| Labor dispatch | Temporary, auxiliary, substitute positions | Positions must meet the three-characteristics requirement (Article 66 of the Labor Contract Law [法条原文]); the user employer bears joint and several liability; the dispatch employment ratio must not exceed 10% |
| Business outsourcing | Non-core business, results-oriented | Company-to-company arrangement; the outsourcing company is responsible for employment management; be careful to distinguish true outsourcing from fake outsourcing/disguised dispatch |
New Region Checklist
Information that must be collected before launching workforce expansion in a new region:
- Workforce demand: planned headcount, job types, expected onboarding time
- Office arrangements: whether there is a physical office, remote work policy
- Working hours system: the region's special working hours system approval requirements
- Social insurance and housing fund: the region's contribution base, rates, registration process
- Minimum wage: the region's current minimum wage standard and effective date
- Local regulations: labor and employment regulations specific to the region (such as the minimum standard for non-compete compensation, high-temperature allowance standards, etc.)
- Dispute resolution: recent adjudication tendencies of the region's labor dispute arbitration committee
Examples
/employment-legal:expansion-kickoff 成都
/employment-legal:expansion-kickoff
（技能将询问哪个地域）