What problem does it solve? Offer letters and restrictive covenants carry jurisdiction-specific legal risks — misclassification, unenforceable non-competes, missing pay-transparency or wage-notice requirements — that are easy to miss and expensive to fix after the offer goes out. ## Core Features & Use Cases - Jurisdiction and Classification Review: Determines the employee's actual work jurisdiction and validates exempt/non-exempt classification against researched federal and state salary thresholds and duties tests. - Restrictive Covenant Analysis: Researches current enforceability rules for non-competes, non-solicits, and IP assignments in the employee's jurisdiction, with source-tagged citations. - Jurisdiction-Specific Compliance: Checks pay-transparency, ban-the-box, salary-history limits, and required offer notices, including non-US rules where at-will language does not apply. - Use Case: A hiring manager attaches an offer letter for a remote engineer in Colorado and asks whether the non-compete is usable; the skill reviews classification, covenant enforceability, and Colorado's pay-transparency and notice requirements, then outputs an action-item checklist. ## Quick Start Attach the offer letter and ask to review this offer for a hire in the candidate's state, including whether the non-compete is enforceable there.
