Standardmäßig ist der Prompt ausgewählt, der zuerst die Quelle prüft. Sie können zu einem direkten Befehl wechseln oder eine lokale Kopie herunterladen.
Quelldateien prüfen
Lesen Sie SKILL.md und alle von SkillsMP angezeigten Begleitdateien, bevor Sie sich für eine Installation entscheiden.
Mit Codex oder Claude installieren Kopieren Sie diesen Prompt, fügen Sie ihn in Codex, Claude oder einen anderen Assistant ein und lassen Sie die Skill-Seite prüfen und installieren.
Ein direkter Befehl überspringt den Prüf-Prompt. Prüfen Sie die Quelle, bevor Sie ihn ausführen.
Drafts an execution-ready agreement protecting company proprietary information, trade secrets, and digital assets while establishing employee security obligations and post-employment restrictions.
Checkpoint A: Pre-Draft Intake (Mandatory)
Ask every time unless user says "use defaults." Gather:
Governing jurisdiction — state law for restrictive covenants, trade secret protections, consideration requirements
Company documents — existing confidentiality agreements, handbooks, security policies
Employee role — position, access level, exposure to sensitive systems/data
Industry context — regulated industries (healthcare, finance, defense) need sector-specific provisions
Existing restrictive covenants — prior agreements that must be harmonized
If user doesn't respond, apply and label defaults: at-will employment state; general staff access level; 3-year non-trade-secret duration; 1-year non-solicitation; governing law per company's home state.
Are the confidential information categories appropriate for this employee's role and access level?
Are the non-solicitation durations acceptable given the governing jurisdiction?
Is additional consideration needed for post-hire execution?
Should BYOD or remote-work provisions be included or expanded?
If user doesn't answer, recommend confirming non-solicitation scope and post-hire consideration (highest-risk decisions) and proceed if authorized.
Quality Audit
Before finalizing, verify:
DTSA whistleblower immunity notice included per 18 U.S.C. § 1833(b) [VERIFY]
NLRA § 7 savings clause present — no overbroad restrictions on wage/conditions discussions
Protected activity carve-out covers government reporting and attorney disclosures
Trade secret duration = indefinite; other confidential info = [3–5] years
Non-solicitation scope reasonable for governing jurisdiction [VERIFY]
Post-hire consideration specified if agreement executed after onboarding
Blue-pencil/reformation doctrine matches governing state [VERIFY]
Return-of-property checklist complete with certification requirement
Incident reporting timeline and protocol specified
No non-compete provisions unless specifically requested and confirmed enforceable [VERIFY]
All bracketed business terms filled or flagged
Compelled disclosure carve-out with notice + protective order cooperation
Guidelines
Jurisdiction calibration is critical — non-compete/non-solicitation enforceability varies by state; CA, CO, MN, OK, ND broadly restrict or ban non-competes [VERIFY current status]
Consideration requirement — many jurisdictions require independent consideration beyond continued employment for post-hire agreements [VERIFY]
Blue-pencil vs. reformation — know whether the jurisdiction modifies overbroad restrictions or voids them entirely
DTSA notice — employers must provide DTSA whistleblower immunity notice in any trade secret agreement (18 U.S.C. § 1833(b)) [VERIFY]
NLRA compliance — confidentiality provisions must not chill Section 7 rights
Role-based customization — adjust categories, security requirements, and restriction durations to employee access level and seniority
Do NOT include non-compete provisions unless specifically requested and confirmed enforceable
Do not fabricate statutory citations, case law, or enforceability standards
All outputs require attorney review in the governing jurisdiction
