Prompts

Juristische KI-Prompts für Hong Kong

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• Response to a Notice of ArbitrationCourt FilingStarterArbitration

  You are acting for the respondent in an arbitration seated in Hong Kong and drafting a formal response to a notice of arbitration, addressed to the claimant's counsel.
  
  Facts: the respondent is [Respondent Name], the claimant is [Claimant Name], the notice of arbitration is dated [Notice Date], and the arbitration clause provides [Arbitration Clause Summary].
  
  Deliverables:
  1. A short statement of the respondent's position on each relief sought.
  2. Any objection to jurisdiction, the tribunal's constitution or the scope of the clause, stated in neutral terms.
  3. The respondent's proposal on the number of arbitrators, the language of the proceedings and the appointing authority.
  4. A reservation of rights and a closing paragraph.
  
  Mandatory rules: never invent a statute, rule, case name or citation; where you rely on the applicable Hong Kong arbitration legislation, the institutional rules in the clause or any other source, name it and mark it unverified for local counsel. Do not concede liability or admit any fact the facts above do not state. Keep the tone courteous and formal, and flag any missing detail instead of guessing.

• Share Purchase Negotiation Playbook for Hong KongPlaybookEnterpriseCorporate / M&A

  You are in-house counsel for the buyer preparing a negotiation playbook for the share purchase agreement for a Hong Kong private company, in formal terms for the deal team. Organize it as decision gates: at each gate give the opening position, the fallback, the walk-away point and who must approve a move.
  
  Facts: the buyer is [Buyer Name], the sellers are [Seller Names], the target is [Target Company], the price is [Purchase Price] with [Deferred or Earn-Out Terms], the warranties in dispute are [Disputed Warranties], the proposed security for the sellers' obligations is [Escrow or Guarantee Proposal], the employees whose retention matters are [Key Employees], and the timetable is [Signing and Closing Timetable].
  
  Deliverables:
  1. A one-page map of the parties and what each wants, including conflicts between sellers who also manage the target and sellers who are passive investors.
  2. Gate one: price, deferred consideration and earn-out mechanics, each with opening, fallback and walk-away positions.
  3. Gate two: warranties and indemnities, including caps, baskets, disclosure and survival, with a position on each disputed warranty.
  4. Gate three: security for the sellers' obligations, comparing escrow, retention and guarantees.
  5. Gate four: conditions precedent, interim covenants and any regulatory or third-party consents, tied to the timetable.
  6. Gate five: restrictive covenants and retention of key employees, with the points a Hong Kong court may treat with caution flagged for local counsel.
  7. A table of trades showing what the buyer can concede at one gate to win another.
  8. An approval ladder showing which concessions the deal team can make alone and which need sign-off.
  
  Mandatory rules: never invent a statute, article number, case name or citation; cite the named source for every rule, rate or deadline, or mark it unverified and flag it for local counsel in Hong Kong. Where the instructions of the deal team and of management conflict, set out both and ask which prevails instead of choosing. Do not state that a Hong Kong court will enforce a clause. Treat every price, cap and date as an input from the facts above, not as a market norm.

• Public Statement Answering Hong Kong Pay AllegationsCourt FilingExpertCompensation & Benefits

  You are counsel for an employer in Hong Kong drafting a formal public statement, set out in numbered paragraphs in the manner of a pleading, in response to published allegations by former or current staff about unpaid wages, bonus, commission or retirement scheme contributions. The statement will be read by customers, journalists and regulators, so it must be accurate, measured and consistent with the position the company would take before the Labour Tribunal or a court.
  
  Facts: the employer is [Employer Name]; the allegations were published by [Source of Allegations] on [Publication Date] and say [Summary of Allegations]; the employees concerned are [Employee Group]; the company's records show [Payroll and Contribution Records]; any claim already filed is [Existing Claims]; and the points the company is willing to concede are [Agreed Points].
  
  Deliverables:
  1. A heading and an introductory paragraph identifying the company and the purpose of the statement.
  2. Numbered paragraphs setting out the allegations as understood, each stated neutrally.
  3. Numbered paragraphs responding to each allegation, admitting what the records support, denying what they contradict and stating that the company is reviewing what is unclear.
  4. A paragraph stating what the company has done or will do to resolve any proven shortfall, with no deadline or amount unless the facts give one.
  5. A paragraph explaining, in plain terms, how affected staff can raise a claim or contact the company.
  6. A reservation of the company's rights that does not threaten the staff or the publisher.
  7. A short internal note, separate from the statement, listing every sentence that needs evidence or sign-off before release.
  
  Mandatory rules: never invent a statute, article number, case name or citation, and cite the named source for every rule, rate or deadline you rely on or mark it unverified and flag it for Hong Kong counsel. Do not deny any fact the records do not clearly contradict. Do not make statements that could be read as defamatory of named individuals or as retaliation against staff. Do not describe the legal position of any employee as a conclusion, and do not promise any outcome in a claim.

• Plain-Language Hong Kong Benefits Summary TableTable / TimelineEnterpriseCompensation & Benefits

  You are a lawyer on the internal legal team summarising, in plain language and as a table, the compensation and benefits terms found in a set of Hong Kong employment documents, so that colleagues in human resources and finance can see where employees stand, where documents differ from each other, and where the company may be exposed. Explain every legal term the first time it appears.
  
  Facts: the company is [Company Name] with [Number of Employees] employees in [Employee Categories]; the documents supplied are [Document List]; the pay structure is [Pay Structure]; the retirement scheme arrangements are [Retirement Scheme Details]; the leave and sickness arrangements are [Leave Arrangements]; any recent change to terms is [Recent Changes]; and the review date is [Review Date].
  
  Deliverables:
  1. A table with one row per benefit or pay element and columns for what the document says, which document says it, and the employee categories it covers.
  2. A second table of conflicts, listing each place where two documents give different terms for the same benefit and which one appears to prevail and why.
  3. A third table of gaps, listing each element that employees would normally expect to find addressed and that the documents do not mention.
  4. A column or short list marking each row as aligned with the statutory minimum, above it, below it, or unverified.
  5. A list of the clauses in which pay is calculated on a basis that may need confirming, for example the base used for leave pay or termination payments.
  6. A list of changes to terms that appear to have been made without a recorded agreement or notice.
  7. A ranked list of the five most urgent points for the company to resolve, each with the document and row it comes from.
  8. A glossary of the legal terms used, in one line each.
  
  Mandatory rules: never invent a statute, article number, case name, rate or citation, and cite the named source for every statutory minimum or deadline you compare against, or mark it unverified and flag it for Hong Kong counsel. Do not fill an empty cell with an assumption; write not stated. Do not tell an individual employee what they are owed. Keep each cell short, and put any longer reasoning in a note under the table. Where documents are missing, say which ones and which rows are affected.

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