---
name: assess-job-offer
description: Comprehensive analysis of employment offer packages including compensation, contract terms, and legal review
disable-model-invocation: true
---

## Configuration

Read `.jobops/config.json`. If missing, stop with:

> JOBOPS NOT CONFIGURED
> Run /jobops:setup to initialize your workspace.

Use `config.directories.<key>` for all file paths in this skill.
Use `config.preferences.cultural_profile` if this skill generates resume-style content.
Use `config.preferences.default_jurisdiction` if this skill has jurisdiction-sensitive logic (crisis/legal skills accept `--jurisdiction=<ISO-3166-2>` to override).

## Jurisdiction Selection

**Default**: Ontario, Canada (ON)

**Supported Jurisdictions**:
- **Canadian Provinces**: ON, BC, AB, QC, MB, SK, NS, NB, NL, PE, NT, NU, YT
- **United States**: US or specific state codes (CA, NY, TX, WA, etc.)

Parse `--jurisdiction=XX` argument or detect from offer document's work location.

---

## Important Disclaimers

**CRITICAL**: Read these disclaimers ALOUD to the user at session start:

1. **Not Legal Advice**: This analysis is informational, not legal advice. For complex contract terms, restrictive covenants, or unusual provisions, recommend consultation with an employment lawyer.
2. **Jurisdiction Matters**: Analysis adapts to specified jurisdiction. Verify the correct jurisdiction is selected.
3. **Negotiation is Normal**: Most employment offers are negotiable. This analysis identifies negotiation opportunities.
4. **Time Sensitivity**: Offers often have deadlines. Factor in time for review and negotiation.
5. **Verify All Claims**: Employer representations should be verified; this analysis cannot confirm accuracy of stated benefits, equity values, or promises.

---

## Modes of Operation

Parse arguments:
- `$1`: Employment offer document (required)
- `$2`: Original job posting for comparison (optional)
- `--jurisdiction=XX`: Override default jurisdiction (province/state code)
- `--counter-offer`: Generate specific counter-proposal language and negotiation strategy

---

## Canadian Provincial Employment Standards Reference

### ONTARIO (ON) - Default
| Standard | Requirement |
|----------|-------------|
| **Governing Legislation** | Employment Standards Act, 2000 (ESA) |
| **Minimum Wage (2024)** | $16.55/hr (general), $15.60/hr (students) |
| **Overtime** | 1.5x after 44 hrs/week |
| **Vacation (Year 1-4)** | 2 weeks (4% pay) |
| **Vacation (5+ years)** | 3 weeks (6% pay) |
| **Public Holidays** | 9 days |
| **Termination Notice** | 1-8 weeks based on tenure |
| **Severance Pay** | 1 week/year (5+ years, payroll >=$2.5M) |
| **Probation Maximum** | 3 months (ESA notice exempt) |
| **Non-Compete** | **VOID for non-executives** (Bill 27, Oct 2021) |
| **Health Insurance** | OHIP (provincial); extended benefits employer-provided |

### BRITISH COLUMBIA (BC)
| Standard | Requirement |
|----------|-------------|
| **Governing Legislation** | Employment Standards Act (BC) |
| **Minimum Wage (2024)** | $17.40/hr |
| **Overtime** | 1.5x after 8 hrs/day or 40 hrs/week; 2x after 12 hrs/day |
| **Vacation (Year 1-4)** | 2 weeks (4% pay) |
| **Vacation (5+ years)** | 3 weeks (6% pay) |
| **Public Holidays** | 10 days |
| **Termination Notice** | 1-8 weeks based on tenure |
| **Severance Pay** | No statutory severance (common law applies) |
| **Probation Maximum** | 3 months |
| **Non-Compete** | Enforceable if reasonable (courts scrutinize) |
| **Health Insurance** | MSP (provincial); extended benefits employer-provided |

### ALBERTA (AB)
| Standard | Requirement |
|----------|-------------|
| **Governing Legislation** | Employment Standards Code |
| **Minimum Wage (2024)** | $15.00/hr |
| **Overtime** | 1.5x after 8 hrs/day or 44 hrs/week |
| **Vacation (Year 1-4)** | 2 weeks (4% pay) |
| **Vacation (5+ years)** | 3 weeks (6% pay) |
| **Public Holidays** | 9 days |
| **Termination Notice** | 1-8 weeks based on tenure |
| **Severance Pay** | No statutory severance |
| **Probation Maximum** | 3 months |
| **Non-Compete** | Enforceable if reasonable |
| **Health Insurance** | Alberta Health Care; extended benefits employer-provided |

### QUEBEC (QC)
| Standard | Requirement |
|----------|-------------|
| **Governing Legislation** | Act Respecting Labour Standards (LSA) |
| **Minimum Wage (2024)** | $15.75/hr |
| **Overtime** | 1.5x after 40 hrs/week |
| **Vacation (Year 1)** | 2 weeks (4% pay) |
| **Vacation (1-3 years)** | 2 weeks (4% pay) |
| **Vacation (3+ years)** | 3 weeks (6% pay) |
| **Public Holidays** | 8 days (National Holiday + 7 statutory) |
| **Termination Notice** | 1-8 weeks based on tenure |
| **Severance Pay** | No statutory severance |
| **Probation Maximum** | No statutory limit (3 months common) |
| **Non-Compete** | Enforceable if reasonable; Civil Code Article 2089 |
| **Health Insurance** | RAMQ (provincial); extended benefits employer-provided |
| **Language Requirements** | French required in workplace (Bill 96) |

### MANITOBA (MB)
| Standard | Requirement |
|----------|-------------|
| **Governing Legislation** | Employment Standards Code |
| **Minimum Wage (2024)** | $15.30/hr |
| **Overtime** | 1.5x after 8 hrs/day or 40 hrs/week |
| **Vacation (Year 1-4)** | 2 weeks (4% pay) |
| **Vacation (5+ years)** | 3 weeks (6% pay) |
| **Public Holidays** | 8 days |
| **Termination Notice** | 1-8 weeks based on tenure |
| **Severance Pay** | No statutory severance |
| **Probation Maximum** | 30 days |
| **Non-Compete** | Enforceable if reasonable |
| **Health Insurance** | Manitoba Health; extended benefits employer-provided |

### SASKATCHEWAN (SK)
| Standard | Requirement |
|----------|-------------|
| **Governing Legislation** | Saskatchewan Employment Act |
| **Minimum Wage (2024)** | $14.00/hr |
| **Overtime** | 1.5x after 8 hrs/day or 40 hrs/week |
| **Vacation (Year 1-9)** | 3 weeks (3/52 pay) |
| **Vacation (10+ years)** | 4 weeks (4/52 pay) |
| **Public Holidays** | 10 days |
| **Termination Notice** | 1-8 weeks based on tenure |
| **Severance Pay** | No statutory severance |
| **Probation Maximum** | No statutory limit |
| **Non-Compete** | Enforceable if reasonable |
| **Health Insurance** | Saskatchewan Health; extended benefits employer-provided |

### NOVA SCOTIA (NS)
| Standard | Requirement |
|----------|-------------|
| **Governing Legislation** | Labour Standards Code |
| **Minimum Wage (2024)** | $15.20/hr |
| **Overtime** | 1.5x after 48 hrs/week |
| **Vacation (Year 1-7)** | 2 weeks (4% pay) |
| **Vacation (8+ years)** | 3 weeks (6% pay) |
| **Public Holidays** | 6 days |
| **Termination Notice** | 1-8 weeks based on tenure |
| **Severance Pay** | No statutory severance |
| **Probation Maximum** | No statutory limit |
| **Non-Compete** | Enforceable if reasonable |
| **Health Insurance** | MSI (provincial); extended benefits employer-provided |

### NEW BRUNSWICK (NB)
| Standard | Requirement |
|----------|-------------|
| **Governing Legislation** | Employment Standards Act |
| **Minimum Wage (2024)** | $15.30/hr |
| **Overtime** | 1.5x after 44 hrs/week |
| **Vacation (Year 1-7)** | 2 weeks (4% pay) |
| **Vacation (8+ years)** | 3 weeks (6% pay) |
| **Public Holidays** | 8 days |
| **Termination Notice** | 2-4 weeks based on tenure |
| **Severance Pay** | No statutory severance |
| **Probation Maximum** | 6 months |
| **Non-Compete** | Enforceable if reasonable |
| **Health Insurance** | Medicare (provincial); extended benefits employer-provided |

### NEWFOUNDLAND & LABRADOR (NL)
| Standard | Requirement |
|----------|-------------|
| **Governing Legislation** | Labour Standards Act |
| **Minimum Wage (2024)** | $15.60/hr |
| **Overtime** | 1.5x after 40 hrs/week |
| **Vacation (Year 1-14)** | 2 weeks (4% pay) |
| **Vacation (15+ years)** | 3 weeks (6% pay) |
| **Public Holidays** | 6 days |
| **Termination Notice** | 1-2 weeks based on tenure |
| **Severance Pay** | No statutory severance |
| **Probation Maximum** | 3 months |
| **Non-Compete** | Enforceable if reasonable |
| **Health Insurance** | MCP (provincial); extended benefits employer-provided |

### PRINCE EDWARD ISLAND (PE)
| Standard | Requirement |
|----------|-------------|
| **Governing Legislation** | Employment Standards Act |
| **Minimum Wage (2024)** | $15.40/hr |
| **Overtime** | 1.5x after 48 hrs/week |
| **Vacation (Year 1-7)** | 2 weeks (4% pay) |
| **Vacation (8+ years)** | 3 weeks (6% pay) |
| **Public Holidays** | 6 days |
| **Termination Notice** | 2-8 weeks based on tenure |
| **Severance Pay** | No statutory severance |
| **Probation Maximum** | 6 months |
| **Non-Compete** | Enforceable if reasonable |
| **Health Insurance** | PEI Health; extended benefits employer-provided |

### TERRITORIES (NT, NU, YT)
| Standard | NT | NU | YT |
|----------|----|----|-----|
| **Minimum Wage (2024)** | $16.05/hr | $19.00/hr | $17.59/hr |
| **Overtime** | 1.5x after 8 hrs/day | 1.5x after 8 hrs/day | 1.5x after 8 hrs/day |
| **Vacation** | 2 weeks (4%) | 2 weeks (4%) | 2 weeks (4%) |
| **Termination** | 2 weeks after 90 days | 2 weeks after 90 days | 1-2 weeks |
| **Non-Compete** | Enforceable if reasonable | Enforceable if reasonable | Enforceable if reasonable |

---

## United States Employment Law Reference

### Federal Baseline (US)
| Standard | Requirement |
|----------|-------------|
| **At-Will Employment** | Default in all states except Montana; can terminate for any legal reason |
| **Minimum Wage (Federal)** | $7.25/hr (many states higher) |
| **Overtime (FLSA)** | 1.5x after 40 hrs/week for non-exempt |
| **Vacation** | No federal requirement |
| **Termination Notice** | None required (except WARN Act for mass layoffs) |
| **Non-Compete** | State-specific (see below) |
| **Health Insurance** | No universal coverage; employer-provided or ACA marketplace |

### State Non-Compete Status (Key States)

**NON-COMPETES BANNED/SEVERELY RESTRICTED:**
| State | Status |
|-------|--------|
| **California (CA)** | **BANNED** - Void and unenforceable (Business & Professions Code S16600) |
| **Minnesota (MN)** | **BANNED** - As of July 2023 |
| **North Dakota (ND)** | **BANNED** - Generally void |
| **Oklahoma (OK)** | **BANNED** - Generally void (limited exceptions) |
| **Colorado (CO)** | **BANNED for most workers** - Only for highly compensated (>$123K) |
| **Washington (WA)** | **BANNED for workers <$116K** - Restricted duration |
| **Oregon (OR)** | **BANNED for workers <$113K** - Max 18 months |
| **Illinois (IL)** | **BANNED for workers <$75K** |
| **Maine (ME)** | **BANNED for workers <$54K** |
| **Maryland (MD)** | **BANNED for workers <$15/hr or $31K** |
| **New Hampshire (NH)** | **BANNED for workers <2x minimum wage** |
| **Rhode Island (RI)** | **BANNED for various low-wage workers** |
| **Virginia (VA)** | **BANNED for low-wage workers** |
| **Washington DC** | **BANNED** - As of October 2022 |

**NON-COMPETES ENFORCEABLE (with scrutiny):**
| State | Notes |
|-------|-------|
| **Texas (TX)** | Enforceable if reasonable; consideration required |
| **New York (NY)** | Enforceable; courts apply reasonableness test |
| **Florida (FL)** | Enforceable; employer-friendly state |
| **Georgia (GA)** | Enforceable with restrictions |
| **Massachusetts (MA)** | Enforceable with garden leave or consideration requirements |
| **Pennsylvania (PA)** | Enforceable if reasonable |

### State-Specific Considerations

**CALIFORNIA (CA):**
- Non-competes completely void
- Strong employee protections
- WARN Act: 60 days notice for mass layoffs (100+ employees)
- Meal/rest break requirements strictly enforced
- Expense reimbursement required

**NEW YORK (NY):**
- Non-competes enforceable but scrutinized
- NYC specific: salary history ban, predictive scheduling (some industries)
- Strong whistleblower protections
- No non-compete for broadcast employees

**TEXAS (TX):**
- Non-competes enforceable if reasonable
- At-will employment strongly enforced
- Consideration/confidential info access required for enforceability
- No state income tax (affects compensation comparison)

**WASHINGTON (WA):**
- Non-competes banned for employees earning <$116,593 (2024)
- Maximum duration: 18 months
- Garden leave may be required
- Employer must disclose non-compete before acceptance

**MASSACHUSETTS (MA):**
- Non-competes enforceable but restricted
- Garden leave or mutually agreed consideration required
- Max 12 months duration
- Must be provided with initial offer or 10 days before start

---

## Input Documents

**Primary Document** (`$1`):
- Formal offer letter
- Employment agreement/contract
- Offer package summary
- Term sheet

**Optional Comparison Document** (`$2`):
- Original job posting
- Job description provided during interviews
- Recruiter communications about role

**Automatically Load**:
- `{config.directories.resume_source}/Identity/CurrentRole.md` and `{config.directories.resume_source}/WorkHistory/*.md` for career context (tenure, current role, scope)
- `{config.directories.resume_source}/Preferences/Vision.md` for personal goals/constraints
- `{config.directories.resume_source}/Preferences/Anti-Vision.md` for deal-breakers

Do NOT load `candidate_profile.json` — that artifact is removed in v2.2.0. If required source files are missing, prompt the user to run `/jobops:audit-source`.

---

## Phase 1: Document Parsing & Term Extraction

### 1.1 Determine Jurisdiction

1. Check for `--jurisdiction=XX` argument
2. If not specified, detect from offer document's work location
3. Default to Ontario (ON) if unable to determine

```
JURISDICTION DETERMINATION
==========================
| Source | Value |
|--------|-------|
| Argument | [--jurisdiction value or N/A] |
| Work Location | [City, Province/State from offer] |
| Selected Jurisdiction | [Final jurisdiction code] |
| Governing Law Clause | [If specified in contract] |
```

### 1.2 Load and Parse Offer

@$1

Extract document metadata:

```
OFFER METADATA
==============
| Field | Value |
|-------|-------|
| Company | [Employer name] |
| Position | [Job title] |
| Department | [If specified] |
| Reporting To | [Manager title/name] |
| Location | [Work location] |
| Start Date | [Proposed start] |
| Offer Date | [When presented] |
| Expiration | [Response deadline] |
| Document Type | [Offer letter/Employment contract/Both] |
| Jurisdiction | [Province/State] |
```

### 1.3 Extract Compensation Terms

```
COMPENSATION PACKAGE
====================

BASE COMPENSATION:
| Component | Value | Notes |
|-----------|-------|-------|
| Base Salary | $XXX,XXX | [Annual/Monthly] |
| Pay Frequency | [Bi-weekly/Semi-monthly/Monthly] | |
| Currency | [CAD/USD] | |

VARIABLE COMPENSATION:
| Component | Target | Range | Timing | Notes |
|-----------|--------|-------|--------|-------|
| Annual Bonus | X% of base | X-Y% | [When paid] | [Discretionary/Formulaic] |
| Signing Bonus | $XXX | | [Payment schedule] | [Clawback terms] |
| Commission | $XXX target | | [Structure] | |
| Profit Sharing | X% | | [Eligibility] | |

EQUITY COMPENSATION:
| Component | Value/Shares | Vesting | Notes |
|-----------|--------------|---------|-------|
| Stock Options | XXX shares | [Schedule] | [Strike price, type] |
| RSUs | XXX shares | [Schedule] | [Grant date, refresh] |
| ESPP | X% discount | [Purchase period] | [Contribution limit] |
| Phantom Stock | $XXX | [Vesting] | |

TOTAL COMPENSATION (Year 1 Estimate):
| Component | Value |
|-----------|-------|
| Base Salary | $XXX,XXX |
| Target Bonus | $XXX,XXX |
| Signing Bonus | $XXX,XXX |
| Equity (Year 1 Value) | $XXX,XXX |
| TOTAL YEAR 1 | $XXX,XXX |
```

### 1.4 Extract Benefits Package

```
BENEFITS PACKAGE
================

HEALTH & INSURANCE:
| Benefit | Coverage | Employee Cost | Notes |
|---------|----------|---------------|-------|
| Medical/Health | [Plan type] | $X/month | [Waiting period] |
| Dental | [Plan type] | $X/month | |
| Vision | [Plan type] | $X/month | |
| Life Insurance | Xx salary | [Included/Cost] | |
| AD&D | Xx salary | [Included/Cost] | |
| Short-Term Disability | X% salary | [Included/Cost] | [Waiting period] |
| Long-Term Disability | X% salary | [Included/Cost] | |
| HSA/FSA (US) or HSA/WSA (Canada) | $X/year | | |

RETIREMENT:
| Benefit | Employer Contribution | Employee Contribution | Notes |
|---------|----------------------|----------------------|-------|
| RRSP/401(k) Matching | X% up to Y% of salary | [Voluntary] | [Vesting] |
| DPSP/Profit Sharing | X% of salary | N/A | [Vesting] |
| Pension Plan | [Defined benefit/contribution] | [Employee %] | [Details] |

TIME OFF:
| Benefit | Amount | Jurisdiction Minimum | Notes |
|---------|--------|---------------------|-------|
| Vacation | X weeks/days | [Per jurisdiction table] | [Accrual method] |
| Personal Days | X days | | |
| Sick Leave | X days | [If statutory] | [Carryover policy] |
| Public/Statutory Holidays | X days | [Per jurisdiction] | |
| Parental Leave Top-Up | X weeks at Y% | [EI/FMLA top-up] | |
| Bereavement | X days | | |

OTHER PERKS:
| Perk | Value | Notes |
|------|-------|-------|
| Remote Work | [Policy] | [X days/week, full remote] |
| Professional Development | $X/year | |
| Tuition Reimbursement | $X/year | [Conditions] |
| Phone/Internet Allowance | $X/month | |
| Parking/Transit | $X/month | |
| Gym/Wellness | $X/month or membership | |
| Equipment | [Laptop, monitors, etc.] | |
```

### 1.5 Extract Employment Terms

```
EMPLOYMENT TERMS
================

ROLE DEFINITION:
| Element | Terms |
|---------|-------|
| Job Title | [Title] |
| Employment Type | [Full-time/Part-time/Contract] |
| Classification | [Employee/Contractor] |
| Exempt Status | [Overtime eligible/exempt] |
| Work Hours | [X hours/week, schedule] |
| Location | [Office/Remote/Hybrid] |
| Travel | [X% expected travel] |
| Reports To | [Title] |

PROBATION & REVIEW:
| Element | Contract Terms | Jurisdiction Maximum | Notes |
|---------|---------------|---------------------|-------|
| Probationary Period | X months | [Per jurisdiction] | |
| Performance Review | [Frequency] | | |
| Salary Review | [Frequency] | | |

START CONDITIONS:
| Element | Requirement | Status |
|---------|-------------|--------|
| Background Check | [Yes/No] | [Type] |
| Reference Check | [Yes/No] | |
| Drug Screening | [Yes/No] | |
| Work Authorization | [Citizen/PR/Work Permit/Visa] | |
| Start Date | [Date] | [Flexibility] |
```

### 1.6 Extract Restrictive Covenants & Legal Terms

```
RESTRICTIVE COVENANTS
=====================

NON-COMPETE:
| Element | Terms | Jurisdiction Assessment |
|---------|-------|------------------------|
| Present | [Yes/No] | |
| Duration | [X months/years] | [Enforceable status per jurisdiction] |
| Geographic Scope | [Description] | |
| Industry Scope | [Description] | |
| Exceptions | [If any] | |
| Consideration | [What employee receives] | |

NON-COMPETE ENFORCEABILITY (Per Selected Jurisdiction):
[Insert jurisdiction-specific analysis from reference tables above]

NON-SOLICITATION:
| Element | Terms | Assessment |
|---------|-------|------------|
| Employee Non-Solicit | [Duration, scope] | [Reasonable/Excessive] |
| Customer Non-Solicit | [Duration, scope] | [Reasonable/Excessive] |
| Scope Definition | [Who is covered] | |

Note: Non-solicitation clauses are generally more enforceable than non-competes across jurisdictions.

CONFIDENTIALITY/NDA:
| Element | Terms | Assessment |
|---------|-------|------------|
| Duration | [X years/Perpetual] | |
| Scope | [Definition of confidential info] | |
| Exceptions | [Standard carve-outs] | |
| Return of Materials | [Requirements] | |

INTELLECTUAL PROPERTY:
| Element | Terms | Concern Level |
|---------|-------|---------------|
| Work Product Assignment | [Scope] | |
| Prior Inventions | [Exclusion process] | |
| Moral Rights Waiver | [Yes/No] | [Standard in Canada; N/A in US] |
| Personal Projects | [Policy] | |
| Open Source | [Policy] | |
| Side Work | [Permitted/Prohibited/Approval] | |
```

### 1.7 Extract Termination Provisions

```
TERMINATION PROVISIONS
======================

| Provision | Contract Terms | Statutory Minimum | Common Law/At-Will | Assessment |
|-----------|---------------|-------------------|-------------------|------------|
| Probation Termination | [Terms] | [Per jurisdiction] | [If applicable] | [Compliant/Risk] |
| Without Cause Notice | [X weeks/months] | [Per jurisdiction table] | [Estimate] | [Compliant/Risk] |
| Severance Pay | [Terms] | [Per jurisdiction] | N/A | [Compliant/Risk] |
| Benefits on Termination | [Terms] | [Through notice] | [Reasonable period] | [Compliant/Risk] |
| Just Cause Definition | [Terms] | [Standard] | [Common law standard] | [Compliant/Risk] |

JURISDICTION-SPECIFIC TERMINATION ANALYSIS:
[Insert termination notice table for selected jurisdiction]

TERMINATION CLAUSE VALIDITY CHECK:
```

**For Canadian Jurisdictions:**
Courts strictly scrutinize termination clauses. A clause may be VOID if it:
- [ ] Provides less than statutory minimums in ANY scenario
- [ ] Fails to reference employment standards legislation
- [ ] Uses ambiguous language ("will provide" vs "may provide")
- [ ] Attempts to contract out of severance pay (where applicable)
- [ ] Defines "cause" broader than statutory standard
- [ ] Fails to continue benefits through notice period
- [ ] Was presented after employment began without fresh consideration

If termination clause is void -> Employee entitled to common law reasonable notice (typically 1 month/year, up to 24 months based on Bardal factors)

**For US Jurisdictions:**
- At-will employment is default - employer can terminate for any legal reason
- Exceptions: implied contract, public policy violations, discrimination
- WARN Act: 60-day notice for mass layoffs (100+ employees)
- Some states have additional protections (Montana: just cause after probation)

---

## Phase 2: Market Research & Compensation Analysis

### 2.1 Conduct Compensation Research

Use web search to research:
- Salary ranges for position + location + experience level
- Industry-specific compensation data
- Company-specific salary data (Glassdoor, Levels.fyi, Blind)
- Total compensation benchmarks including equity and benefits
- Signing bonus norms for role/level
- Bonus target percentages for similar positions
- Cost of living adjustments for location

```
COMPENSATION MARKET ANALYSIS
============================

SALARY BENCHMARKING:
| Source | Range | Median | Your Offer | Percentile |
|--------|-------|--------|------------|------------|
| Glassdoor | $X - $Y | $Z | $XXX | Xth |
| LinkedIn Salary | $X - $Y | $Z | $XXX | Xth |
| Levels.fyi | $X - $Y | $Z | $XXX | Xth |
| Payscale | $X - $Y | $Z | $XXX | Xth |
| Industry Report | $X - $Y | $Z | $XXX | Xth |

TOTAL COMPENSATION COMPARISON:
| Component | Market Median | Your Offer | Delta |
|-----------|---------------|------------|-------|
| Base Salary | $XXX | $XXX | +/-X% |
| Target Bonus | $XXX | $XXX | +/-X% |
| Equity (Annual) | $XXX | $XXX | +/-X% |
| TOTAL COMP | $XXX | $XXX | +/-X% |

MARKET ASSESSMENT:
- Base Salary: [Below/At/Above Market] - [Xth percentile]
- Total Compensation: [Below/At/Above Market] - [Xth percentile]
- Benefits Package: [Below/At/Above Market]
- Equity: [Below/At/Above Market for stage/size]

COST OF LIVING ADJUSTMENT:
- Location: [City, Province/State]
- COL Index vs. National Average: [X%]
- Adjusted Market Rate: $XXX

TAX JURISDICTION IMPACT (if relevant):
- Provincial/State Income Tax Rate: [X%]
- After-Tax Equivalent: $XXX
```

### 2.2 Role Alignment Analysis

If job posting provided (`$2`), compare:

@$2

```
ROLE ALIGNMENT ANALYSIS
=======================

TITLE COMPARISON:
| Element | Posted | Offered | Match |
|---------|--------|---------|-------|
| Job Title | [Posted title] | [Offered title] | [Yes/No/Different] |
| Level/Seniority | [Posted] | [Offered] | [Yes/No] |
| Department | [Posted] | [Offered] | [Yes/No] |

RESPONSIBILITIES COMPARISON:
| Posted Responsibility | In Offer/Contract | Notes |
|----------------------|-------------------|-------|
| [Responsibility 1] | [Yes/No/Modified] | [Differences] |
| [Responsibility 2] | [Yes/No/Modified] | [Differences] |
| [Responsibility 3] | [Yes/No/Modified] | [Differences] |

SCOPE CHANGES:
| Element | Posted | Offered | Concern |
|---------|--------|---------|---------|
| Team Size | [X] | [Y] | [Larger/Smaller/Same] |
| Budget | [X] | [Y] | [Larger/Smaller/Same] |
| Scope | [Description] | [Description] | [Expanded/Reduced/Same] |

BAIT-AND-SWITCH INDICATORS:
[ ] Title downgrade from posted position
[ ] Reduced scope/responsibility from interview discussions
[ ] Lower level than discussed
[ ] Different department or reporting structure
[ ] Commission/bonus structure differs from verbal discussion
[ ] Remote work policy differs from job posting
```

---

## Phase 3: Personal Alignment Analysis

### 3.1 Load Personal Preferences

Check for and load:
- `{config.directories.resume_source}/Preferences/Vision.md`
- `{config.directories.resume_source}/Preferences/Anti-Vision.md`
- `{config.directories.resume_source}/Identity/CurrentRole.md` and most-recent `{config.directories.resume_source}/WorkHistory/*.md` for career-context inputs (do NOT load `candidate_profile.json` — removed in v2.2.0)

```
PERSONAL ALIGNMENT ANALYSIS
===========================

VISION ALIGNMENT (from Vision.md):
| Preference | Your Vision | This Offer | Alignment |
|------------|-------------|------------|-----------|
| Target Role | [Your ideal] | [Offered] | [Y/N/Partial] |
| Industry | [Target] | [Company industry] | [Y/N/Partial] |
| Company Size | [Preference] | [Actual] | [Y/N/Partial] |
| Work Arrangement | [Preference] | [Offered] | [Y/N/Partial] |
| Travel | [Tolerance] | [Required] | [Y/N/Partial] |
| Compensation Target | [Your target] | [Offered] | [Y/N/Partial] |
| Growth Opportunity | [Goals] | [Assessment] | [Y/N/Partial] |

ANTI-VISION CHECK (Deal-Breakers from Anti-Vision.md):
| Deal-Breaker | This Offer | Status |
|--------------|------------|--------|
| [Deal-breaker 1] | [Present/Absent] | [ALERT / Clear] |
| [Deal-breaker 2] | [Present/Absent] | [ALERT / Clear] |
| [Deal-breaker 3] | [Present/Absent] | [ALERT / Clear] |

COMPENSATION VS. TARGETS (from preferences):
| Target | Your Requirement | Offered | Status |
|--------|-----------------|---------|--------|
| Minimum Salary | $XXX | $XXX | [Met/Unmet] |
| Target Salary | $XXX | $XXX | [Met/Unmet] |
| Ideal Salary | $XXX | $XXX | [Met/Unmet] |
| Minimum Vacation | X weeks | X weeks | [Met/Unmet] |
| Benefits (Required) | [List] | [Offered] | [Met/Unmet] |
```

---

## Phase 4: Jurisdiction-Specific Legal Analysis

### 4.1 Employment Standards Compliance

Apply the appropriate jurisdiction's employment standards from the reference tables above:

```
EMPLOYMENT STANDARDS COMPLIANCE CHECK
=====================================
Jurisdiction: [Selected Province/State]
Governing Legislation: [Name of Act]

MINIMUM STANDARDS VERIFICATION:
| Standard | Statutory Minimum | Contract Terms | Compliant |
|----------|-------------------|----------------|-----------|
| Minimum Wage | $X.XX/hr | [Implied from salary] | [Yes/N/A] |
| Hours of Work | [Per jurisdiction] | [Contract terms] | [Yes/No/Exempt] |
| Overtime | [Per jurisdiction] | [Contract terms] | [Yes/No/Exempt] |
| Vacation | [Per jurisdiction] | [Offered] | [Yes/No] |
| Public Holidays | [Per jurisdiction] | [Contract terms] | [Yes/No] |
| Termination Notice | [Per jurisdiction] | [Contract terms] | [Verify] |
| Severance | [Per jurisdiction] | [Contract terms] | [Verify] |

OVERTIME EXEMPTION CHECK (if applicable):
[Jurisdiction-specific exemption criteria]
```

### 4.2 Non-Compete Analysis (Jurisdiction-Specific)

```
NON-COMPETE ENFORCEABILITY ANALYSIS
===================================
Jurisdiction: [Selected Province/State]

STATUS IN THIS JURISDICTION:
[Pull from reference tables - BANNED/RESTRICTED/ENFORCEABLE]

ANALYSIS:
[Detailed jurisdiction-specific analysis]

YOUR SITUATION:
[ ] NO non-compete in offer - Not applicable
[ ] Non-compete present - [Enforceability assessment per jurisdiction]
[ ] Recommend removal/modification - [If in restricted jurisdiction]
[ ] Enforceable - review scope for reasonableness [If in enforcing jurisdiction]

IF EMPLOYER INSISTS ON NON-COMPETE IN RESTRICTED JURISDICTION:
1. Point out applicable law
2. Request removal from agreement
3. If they refuse, consider employer's legal sophistication
4. May indicate problematic employer behavior
```

### 4.3 IP Assignment Analysis

```
INTELLECTUAL PROPERTY ANALYSIS
==============================

ASSIGNMENT SCOPE:
| Element | Contract Terms | Assessment |
|---------|----------------|------------|
| Work Product | [Scope of assignment] | [Standard/Broad/Excessive] |
| Prior Inventions | [Disclosure/Exclusion process] | [Clear/Unclear] |
| Future Inventions | [Scope] | [Related work only/All inventions] |
| Personal Time Work | [Included/Excluded] | [Concern if included] |
| Open Source Contributions | [Policy] | [Permitted/Restricted/Silent] |
| Moral Rights | [Waiver requested] | [Standard in Canada; N/A US] |

CONCERN AREAS:
[ ] Assigns ALL inventions (not just work-related)
[ ] Includes work done on personal time/equipment
[ ] No process to exclude prior inventions
[ ] Overly broad "related to business" language
[ ] Restricts participation in open source
[ ] Affects personal projects or side work
[ ] Perpetual assignment beyond employment

RECOMMENDATIONS:
[Specific suggestions for narrowing scope if needed]
```

---

## Phase 5: Red Flag Assessment

```
RED FLAG SUMMARY
================

CRITICAL RED FLAGS (Potential Deal-Breakers):
| Issue | Details | Recommendation |
|-------|---------|----------------|
| [Issue] | [Specifics] | [Action] |

SIGNIFICANT CONCERNS (Strong Negotiation Points):
| Issue | Details | Recommendation |
|-------|---------|----------------|
| [Issue] | [Specifics] | [Action] |

MINOR ISSUES (Worth Addressing):
| Issue | Details | Recommendation |
|-------|---------|----------------|
| [Issue] | [Specifics] | [Action] |

POSITIVE ELEMENTS:
| Element | Details |
|---------|---------|
| [Positive] | [Why this is good] |
```

---

## Phase 6: Counter-Offer Strategy (--counter-offer mode)

### 6.1 Negotiation Priorities

```
NEGOTIATION PRIORITY MATRIX
===========================

HIGH PRIORITY (Significant Impact):
| Element | Current | Target | Rationale | Strategy |
|---------|---------|--------|-----------|----------|
| Base Salary | $XXX | $XXX | [Market data] | [Approach] |
| [Element 2] | [Current] | [Target] | [Rationale] | [Approach] |

MEDIUM PRIORITY (Worth Asking):
| Element | Current | Target | Rationale | Strategy |
|---------|---------|--------|-----------|----------|
| [Element] | [Current] | [Target] | [Rationale] | [Approach] |

LOW PRIORITY (Nice to Have):
| Element | Current | Target | Rationale |
|---------|---------|--------|-----------|
| [Element] | [Current] | [Target] | [Rationale] |
```

### 6.2 Counter-Offer Script

```
COUNTER-OFFER LANGUAGE
======================

OPENING:
"Thank you for the offer. I'm excited about the opportunity to join [Company] as [Title].
I've reviewed the offer carefully and would like to discuss a few items before accepting."

PRIORITY 1 - [ELEMENT]:
Current: [Current terms]
Request: [Your ask]
Language: "[Specific language to use]"
Justification: "[Why this is reasonable - market data, your value, etc.]"
Fallback: "[Alternative if they can't meet primary ask]"

PRIORITY 2 - [ELEMENT]:
Current: [Current terms]
Request: [Your ask]
Language: "[Specific language to use]"
Justification: "[Why this is reasonable]"
Fallback: "[Alternative]"

PRIORITY 3 - [ELEMENT]:
Current: [Current terms]
Request: [Your ask]
Language: "[Specific language to use]"
Justification: "[Why this is reasonable]"
Fallback: "[Alternative]"

NON-FINANCIAL REQUESTS:
- [Contract modification 1]: "[Specific language change]"
- [Contract modification 2]: "[Specific language change]"

CLOSING:
"I'm confident we can find terms that work for both of us. I'm committed to contributing
to [Company]'s success and look forward to your thoughts on these items."
```

### 6.3 What's Typically Negotiable

```
NEGOTIABILITY GUIDE
===================

ALMOST ALWAYS NEGOTIABLE:
- Base salary (within range)
- Signing bonus
- Start date
- Vacation days (especially for experienced hires)
- Title
- Remote work arrangement

OFTEN NEGOTIABLE:
- Equity grant size
- Bonus target percentage
- Relocation assistance
- Professional development budget
- Accelerated review timeline
- Severance terms

SOMETIMES NEGOTIABLE:
- Vesting schedule
- Non-compete scope/removal
- Restrictive covenant modifications
- IP assignment scope
- Notice period

RARELY NEGOTIABLE:
- Benefits plan design (company-wide)
- Standard contract boilerplate
- Commission structure (if standard)
- Expense policy
```

---

## Phase 7: Final Assessment & Recommendations

```
OVERALL ASSESSMENT
==================

SCORE SUMMARY:
| Category | Score | Weight | Weighted |
|----------|-------|--------|----------|
| Compensation Competitiveness | X/10 | 30% | X.X |
| Role Alignment | X/10 | 20% | X.X |
| Benefits Package | X/10 | 15% | X.X |
| Contract Terms | X/10 | 15% | X.X |
| Personal Alignment | X/10 | 10% | X.X |
| Growth Potential | X/10 | 10% | X.X |
| OVERALL SCORE | | | X.X/10 |

INTERPRETATION:
- 8.0-10.0: Excellent offer - minor negotiation only
- 6.5-7.9: Good offer - standard negotiation recommended
- 5.0-6.4: Fair offer - significant negotiation needed
- Below 5.0: Below market - reconsider or negotiate heavily

RECOMMENDATION:
[ ] ACCEPT - Strong offer aligned with goals
[ ] ACCEPT WITH NEGOTIATION - Good foundation, improve specific terms
[ ] NEGOTIATE SIGNIFICANTLY - Material gaps need addressing
[ ] PROCEED WITH CAUTION - Red flags require resolution
[ ] DECLINE - Fundamental misalignment or deal-breakers present
```

---

## Phase 8: Output Deliverables

### 8.1 Save Comprehensive Analysis

Save to: `{config.directories.crisis_management}/offer_assessment_{YYYYMMDD}_{Company}.md`

```markdown
---
offer_file: [path]
job_posting_file: [path if provided]
company: [company name]
position: [job title]
generated_by: /assess-job-offer
generated_on: [ISO8601 timestamp]
jurisdiction: [Province/State, Country]
total_compensation_year1: $XXX,XXX
overall_score: X.X/10
recommendation: [Accept/Negotiate/Decline]
---

# Employment Offer Analysis
## [Company] - [Position]
## Analysis Date: [Date]
## Jurisdiction: [Province/State]

---

## Executive Summary

[2-3 paragraph summary of offer quality, key strengths, key concerns, and recommendation]

**Overall Score**: X.X/10
**Recommendation**: [Primary recommendation]
**Key Action Items**:
1. [Action 1]
2. [Action 2]
3. [Action 3]

---

[Full analysis sections as generated above]

---

## Quick Reference Card

**Offer Deadline**: [Date]
**Total Year 1 Compensation**: $XXX,XXX
**Market Percentile**: Xth percentile
**Jurisdiction**: [Province/State]

**Top 3 Strengths**:
1. [Strength 1]
2. [Strength 2]
3. [Strength 3]

**Top 3 Negotiation Priorities**:
1. [Priority 1]: Ask for [X]
2. [Priority 2]: Ask for [X]
3. [Priority 3]: Ask for [X]

**Legal Items Requiring Attention**:
- [Item 1]
- [Item 2]

---

## Appendix: [Jurisdiction] Employment Law Quick Reference

[Insert jurisdiction-specific quick reference from tables above]
```

---

## Session Start

Begin by:
1. Determining jurisdiction from `--jurisdiction` argument or offer document
2. Reading the provided offer document (`$1`)
3. Delivering the disclaimers ALOUD
4. Loading job posting if provided (`$2`)
5. Loading personal preferences (Vision.md, Anti-Vision.md)
6. Parsing all terms and provisions
7. Conducting market research for compensation benchmarking
8. Performing jurisdiction-specific legal analysis
9. Checking personal alignment
10. Identifying red flags
11. If `--counter-offer`: Generating negotiation strategy
12. Providing overall assessment and recommendations
13. Saving comprehensive analysis report

---

Now executing Employment Offer Analysis...