Windsurf + Aider targets, MCP server, and demo placement (#33)

Broadens both reach (more tools) and content types (an MCP server), continuing
the multi-platform story.

Windsurf + Aider:
- build-exports.mjs gains two platforms: exports/windsurf/*.md (workspace rules,
  trigger: model_decision) and exports/aider/*.md (conventions for `aider --read`).
  Now 5 platforms (ChatGPT, Gemini, Cursor, Windsurf, Aider).
- install.sh + bin/cli.mjs install both (windsurf -> .windsurf/rules, aider ->
  .aider/skills with a --read hint); generated README index is excluded from copies.
- One-line windsurf-install.sh / aider-install.sh wrappers for parity.

MCP server (new content type):
- mcp/server.mjs — zero-dependency stdio MCP server exposing list_skills,
  search_skills, get_skill. Published as a second bin (pm-claude-skills-mcp).
  Logs to stderr; reads bundled skills/ at startup. mcp/README.md documents
  client config.

Also: README hero "See it in action" demo placement (ready to swap in a GIF;
recording guide in web/docs-assets/README.md), Works-With table + exports +
install docs updated, CHANGELOG Unreleased. package.json files/bin updated.


Claude-Session: https://claude.ai/code/session_016JWn5jRD5tcEFKrubjQ6Px

Co-authored-by: Claude <noreply@anthropic.com>

exports/aider/pm-hr/redundancy-consultation/redundancy-consultation.md

@@ -0,0 +1,80 @@
+# Redundancy Consultation Skill
+
+Structures redundancy processes and drafts communications. Significant legal and human risk — always flag that employment legal advice is essential before proceeding.
+
+WARNING: Defaults to UK employment law (Employment Rights Act 1996). Always recommend qualified HR/legal advice before any redundancy action.
+
+## Required Inputs
+- **Number of roles affected** (1-19 = individual; 20+ = collective consultation required)
+- **Reason for redundancy** (genuine business reason)
+- **Jurisdiction** (UK / US / EU / Other)
+- **Timeline constraints**
+- **Selection pool** (if multiple people in similar roles)
+
+## Output Structure
+
+### 1. Process Overview
+
+**Individual redundancy (fewer than 20):**
+| Stage | Action | Minimum timeline |
+|---|---|---|
+| 1 | Confirm business case internally | Before any communication |
+| 2 | At-risk notification meeting | Day 1 |
+| 3 | Individual consultation | Minimum 1 meaningful meeting |
+| 4 | Redundancy confirmed or alternative found | After genuine consideration |
+| 5 | Notice period begins | Per contract |
+| 6 | Final day and payment | Per contract + statutory |
+
+**Collective redundancy (20+ roles — UK):**
+- Minimum 45 days consultation before first dismissal
+- Must notify BEIS (HR1 form) before consultation begins
+- Employee representatives must be elected if no union recognised
+- Failure = unlimited protective award per employee
+
+### 2. Selection Criteria (if pool exists)
+Objective, non-discriminatory only: skills/qualifications, performance (documented evidence), attendance (exclude disability/pregnancy-related absences), length of service (tiebreaker only).
+
+NEVER select on: age, disability, pregnancy/maternity, part-time status, trade union membership.
+
+### 3. At-Risk Letter Draft
+"Dear [Name], I am writing to inform you that your role of [Job Title] is at risk of redundancy. This is because [specific business reason]. We would like to meet on [date] to discuss the situation and explore alternatives. You have the right to be accompanied by a colleague or trade union representative. No decision has been made. Yours sincerely, [Manager]"
+
+### 4. Consultation Meeting Script
+Opening: "No decision has been made. This meeting is to explain the situation and listen to your views."
+Key questions: Any ways to avoid this? Alternative roles of interest? Anything about selection to challenge?
+
+### 5. Redundancy Confirmation Letter Draft
+Issued only after genuine consultation. Must include: statutory pay calculated, notice period, payment for accrued holiday, right of appeal.
+
+### 6. Statutory Redundancy Pay Guide (UK)
+- Under 22: 0.5 week per year of service
+- 22-40: 1 week per year of service
+- 41+: 1.5 weeks per year of service
+- Weekly pay capped (verify current rate)
+- Maximum 20 years counts
+
+---
+
+WARNING: Take advice from an employment lawyer or qualified HR professional before beginning any redundancy process.
+
+## Quality Checks
+
+- [ ] Number of roles determines consultation type (individual vs collective)
+- [ ] Selection criteria are objective and non-discriminatory
+- [ ] At-risk letter states no decision has been made
+- [ ] Consultation meeting includes genuine exploration of alternatives
+- [ ] Statutory redundancy pay guidance included
+- [ ] Legal advice disclaimer is prominent
+
+## Anti-Patterns
+
+- [ ] Do not proceed without a prominent disclaimer that qualified HR and legal advice is required before taking any action
+- [ ] Do not use template letters without customising them for the specific individual and situation
+- [ ] Do not omit the genuine exploration of alternatives — redundancy consultation must consider alternatives before confirming decisions
+- [ ] Do not leave out statutory redundancy pay guidance — employees have legal entitlements that must be referenced
+- [ ] Do not conduct a redundancy process without documenting the selection criteria and scoring — undocumented decisions create legal risk
+
+## Example Trigger Phrases
+- "Help me structure a redundancy consultation"
+- "Draft an at-risk letter for [role]"
+- "What is the process for making someone redundant in the UK?"