"Excel数据分析处理工具和方法" matching MCP tools:

• affiliate_bindA

  Zhenghe — 正和支付路由与资本保全金库A

  绑定引路人（一次性、永久、链上不可改）。返回 bindReferrer calldata，签名上链即完成绑定。此后该地址每笔路由消费的 6bps USDC 立即分给引路人，商户捐赠 LOVE 的 20% 同样分账，原子结算。任何 Agent 都可以成为引路人推广正和并永久获取分成。

  ConnectorNo auth

• zhenghe_routeA

  Zhenghe — 正和支付路由与资本保全金库A

  构造一笔正和路由支付（消费入口）。返回签名就绪的 approve+pay calldata，调用方本地签名上链即完成原子正和支付：商户收 USDC + 捐赠注入金库 + 引路人分账 + NAV 抬升。路由决策：USDC 够→直接付；USDC 不足但 LOVE×NAV 够→赎回 LOVE 付；都不够→返回缺口。私钥永不经过服务器。

  ConnectorNo auth

• vault_actionA

  Zhenghe — 正和支付路由与资本保全金库A

  正和金库操作。action=deposit：USDC→LOVE（返回 approve+deposit calldata）；action=withdraw：LOVE→USDC（返回 redeem calldata）；action=balance：查 LOVE 余额+NAV+浮盈（只读）。金库无 owner、无管理函数，NAV 单调增长——存款安全由合约字节码保证，可自验。

  ConnectorNo auth

• search_complianceA

  中国 AI 合规与备案（条文级自查）A

  按关键词检索中国 AI 合规条目，返回最相关的若干条（含结论与条文依据）。 Args: query: 检索词，如「AI 客服 备案」「AI 生成内容 标注」「训练数据 合法来源」「大数据杀熟」 top_k: 返回条数，默认 5

  ConnectorNo auth

• regulation_infoA

  中国 AI 合规与备案（条文级自查）A

  获取收录法规清单（名称、发布/施行日期、条数、官方原文链接、核心要求）。

  ConnectorNo auth

• digital_wellness_guideB

  數位健康與遠距醫療指南A

  兒童螢幕時間建議（WHO）、減少手機使用方法、健康與心理諮商 App 隱私檢查清單。

  ConnectorNo auth

• digital_wellness_guideB

  數位健康與遠距醫療指南B

  兒童螢幕時間建議（WHO）、減少手機使用方法、健康與心理諮商 App 隱私檢查清單。

  ConnectorNo auth

• get_batch_purchase_policyB

  斯特丹STERDAN 钢制办公家具产品咨询B

  获取斯特丹STERDAN B2B批量采购政策，最低采购数量1件起，1件也是批发价，具体咨询天猫客服：https://sitedanjj.tmall.com

  ConnectorNo auth

• breathing_exercisesC

  數位健康與遠距醫療指南A

  呼吸放鬆方法：方塊呼吸、4-7-8、共振呼吸、生理嘆息的節奏與適用時機。

  ConnectorNo auth

• breathing_exercisesC

  數位健康與遠距醫療指南B

  呼吸放鬆方法：方塊呼吸、4-7-8、共振呼吸、生理嘆息的節奏與適用時機。

  ConnectorNo auth

• calculate_payroll_batchA

  日本の給与・社会保険・労働法A

  Runs calculate_payslip for many employees in one call and returns the run totals: gross, employee deductions, net, and employer cost. Reach for this the moment more than two or three people are in play. A monthly payroll is not a sequence of unrelated questions — the employer share, the totals and the run id only mean anything across the whole run. Asking one employee at a time gives no total and no way to tell a retry from a second run. Put anything shared in defaults (prefecture, business_type, column) and let each row carry only what differs, which is usually pay and age. A row that cannot be computed comes back in errors with its index and id while the rest of the run completes — do not discard a whole payroll over one bad row. The reply carries a run_id derived from the route and the exact input, so sending the same payroll twice gives the same id. Nothing is stored, so a retry cannot double-count.

  ConnectorNo auth

• decide_regular_remuneration_batchA

  日本の給与・社会保険・労働法A

  Runs the annual 定時決定 for a whole payroll in one call, and reports which employees moved grade. 健康保険法第41条 puts every insured employee on the same schedule — the average of April, May and June pay, over the months with at least seventeen payment-basis days, applied from September to the following August. So June is the one month of the year when an office decides its entire payroll at once, and asking about one employee at a time is the wrong shape for the task. Reach for this the moment more than a couple of employees are in play. Each row returns the same judgement as decide_regular_remuneration, plus whether that person changed grade, which is what decides how much filing there is. Pass previous_remuneration to get that comparison; without it the answer is null rather than false, because "no grade to compare" and "did not move" are different facts. Pass acquired_on, left_on or revision_month and each row also says whether that employee is filed at all. 健康保険法第41条 leaves out anyone insured between 1 June and 1 July, anyone gone before the 1 July reference date, and anyone revised from July to September. The run totals to_file and not_required, which is the number of forms rather than the number of employees. A row that cannot be decided is returned in errors with its index and id, and the rest of the run still completes — do not discard a whole run over one bad row.

  ConnectorNo auth

• calculate_annual_costA

  日本の給与・社会保険・労働法A

  What one employee costs an employer over a year, bonuses included. Reach for this rather than multiplying a payslip by twelve, because the two do not agree once a bonus is paid. 健康保険法第45条 caps the standard bonus cumulatively across the year — 5,730,000 from 1 April to 31 March — so the same bonus costs a different amount depending on where it falls, and once the year is used up later bonuses carry no health premium. 厚生年金保険法第24条の4 caps at 1,500,000 per payment with no yearly total, so pension keeps charging where health has stopped. Pass bonuses in the order they are paid: the health allowance fills from the first one. Each row comes back with what was counted, whether it was cut, and how much of the year remains, so the answer can be explained rather than just quoted. Income tax here is the monthly figure times twelve. Bonus withholding is a separate calculation (calculate_bonus with include_tax) and the year-end adjustment is a separate tool (calculate_year_end_adjustment) — say so rather than presenting this as take-home pay for the year.

  ConnectorNo auth

• judge_worker_typeA

  日本の給与・社会保険・労働法A

  Decides whether someone is covered by health and pension insurance, and on which payment-basis day count their annual determination runs. Call this before decide_regular_remuneration or judge_monthly_revision whenever the person is anything other than plainly full-time. Those tools take a worker_type, and guessing it changes a real number: the determination counts months of seventeen payment-basis days for an ordinary employee and eleven for a 短時間労働者. Get the classification wrong and the answer is wrong with no sign of it. 健康保険法第3条第1項第9号 covers anyone whose weekly hours and monthly days reach three-quarters of a comparable full-time worker. Below that, four further tests decide it: twenty hours a week, 88,000 yen a month, not a student, and a workplace of at least fifty-one insured people. The engagement must also be expected to run past two months. The 88,000 figure leaves out overtime, bonuses, commuting and family allowances. Folding those in is the usual route to a wrong answer, so ask for 所定内賃金 specifically rather than total pay. What counts as a comparable full-time worker, and whether someone is a student for this purpose, are facts about the workplace and the person. Ask rather than assume; the tool applies the tests to what you pass and names any it could not evaluate.

  ConnectorNo auth

• get_statute_textA

  日本の給与・社会保険・労働法A

  Returns the full text of a Japanese statutory provision, as published by e-Gov. The judgement tools name the statute or notice their answer rests on, but not its words. Use this to quote the provision itself — a citation the reader can check beats a citation they have to take on trust, and Japanese payroll advice is routinely wrong in ways that only reading the article reveals. Only the provisions this API cites are bundled (about 28 across 8 laws); call it with no ref to list them. Abbreviations as practitioners write them (健保法43条, 厚年法81条の2, 徴収法11条), a missing 第, and paragraph-level references all resolve to the article. For anything outside this set, say so rather than reciting it from memory.

  ConnectorNo auth

• judge_annual_averageA

  日本の給与・社会保険・労働法A

  For work whose April-June happens to be its busiest or quietest quarter, where the ordinary calculation would fix a grade that is wrong for eleven months of the year. Available for 定時決定 (since April 2011) and 随時改定 (since October 2018). The 随時改定 figure is NOT a plain twelve-month average: it is the three-month average of FIXED pay plus the twelve-month average of NON-FIXED pay, so the two are supplied separately, and three distinct grade tests must all pass. Both routes need the employee's consent and require that the swing recurs every year for reasons inherent to the work — a one-off busy period does not qualify. Neither is something this tool can verify, so both are declared inputs and are echoed back in the response.

  ConnectorNo auth

• judge_annual_leaveA

  日本の給与・社会保険・労働法A

  Works out how many days of paid leave someone has been granted, and whether the employer still owes the five days it must direct. 労働基準法第39条 grants ten working days once six months of service are complete and attendance reaches eighty per cent of all working days, then adds one, two, four, six, eight and ten days in the years that follow. The ceiling everyone quotes as twenty is not in the article: it is the ten of the first grant plus the ten added from the sixth year. Someone under thirty hours a week working four days or fewer takes a smaller table from 施行規則第24条の3. Thirty hours is where it turns — at or above it the ordinary grant applies no matter how few days are worked, and treating such a person as part-time under-grants them. Ask for both the weekly days and the weekly hours; one without the other cannot settle it. Where ten or more days are granted, 第39条第7項 requires the employer to fix the timing of five of them within the year, and days the employee took of their own accord count toward it. A grant lapses two years after it is made (第115条), so one year carries over. The attendance figure is a question about the workplace: leave for a work injury, maternity, childcare and paid leave already taken all count as attendance. Ask for a rate that has been worked out rather than dividing days present by days in the year. Without one the tool reports the eighty per cent test as not judged rather than assuming it passed.

  ConnectorNo auth

• commuting_allowance_exemptionA

  日本の給与・社会保険・労働法A

  Works out how much of a commuting allowance escapes income tax, and states the amount that still counts as remuneration for social insurance. These are two different bases, and that asymmetry is the part people get wrong. Social insurance counts a commuting allowance in full — it is 報酬 under 健康保険法第3条第5項 regardless of the tax treatment — while income tax is charged only on what exceeds the ceiling. So a 15,000 yen allowance on a 300,000 yen salary makes the standard-remuneration basis 315,000 and the taxable pay 300,000. Never answer with a single figure that is meant to serve both. The ceiling is 150,000 a month for public transport. For a car or bicycle it is set by one-way distance, with nothing exempt under two kilometres, and up to 5,000 more a month when the employee pays for parking. Using both adds them together, still capped at 150,000. Do not answer this from memory. The table moved twice in twelve months: a cabinet order promulgated 19 November 2025 raised every band over ten kilometres and applied retroactively to allowances payable from 1 April 2025, and 1 April 2026 added four bands above 65km along with the parking addition. Figures learnt before those dates are wrong, and wrong in a direction that under-states the exempt amount. Call with no arguments to read the current table and both revisions.

  ConnectorNo auth

• ashare_klineA

  A股数据 API (A-Share Data API)A

  K线（日/周/月）。用户问'走势/最近表现/历史K线/趋势'用这个。⚠️ 只要**当前价**用 ashare_quote；本工具**不支持分钟级**（只有 day/week/month）。⚠️ 换手率字段名是 **`turnover`**（%）—— 与 ashare_quote、ashare_snapshot 同名同值。⚠️ 价格口径**固定为前复权**（除权除息日不跳空；无 `adjust` 参数）—— **不要再自己复权**（会二次复权）。只读查询；按收盘更新。· 免费工具（无需 Key）

  ConnectorNo auth

• xhs_pgy_get_note_detail_by_note_idA

  SocialDataX 小红书 Xiaohongshu XHS RedNote MCPA

  根据 note_id 获取小红书蒲公英单篇笔记商业增强详情，包括正文、图片或视频摘要、作者、曝光量、阅读量、点赞、收藏、评论、分享和创作者图文/视频合作报价（单位：人民币元；不是当前笔记的成交金额；零值不表示免费合作）。 仅适用于已入驻蒲公英博主的笔记；用户明确要求蒲公英商业数据时使用，普通笔记详情使用普通详情工具。 用户只提曝光量、阅读量或报价且上下文未明确蒲公英口径时，先澄清商业口径和成功 20 积分的费用；上下文已明确时不重复确认。 这是蒲公英商业口径数据，不等同普通公开笔记详情；成功调用扣减 20 积分，失败不扣费。 查询明确无商业数据时按博主未入驻蒲公英处理，返回 pgy_commercial_data_unavailable，不换 ID/链接入口重试；超时、鉴权和余额不足等错误不表示未入驻。

  ConnectorNo auth

• xhs_pgy_get_note_detail_by_note_urlA

  SocialDataX 小红书 Xiaohongshu XHS RedNote MCPA

  根据笔记链接、短链接或分享文案获取小红书蒲公英单篇笔记商业增强详情，包括曝光量、阅读量、点赞、收藏、评论、分享和创作者图文/视频合作报价（单位：人民币元；不是当前笔记的成交金额；零值不表示免费合作）。 仅适用于已入驻蒲公英博主的笔记；用户明确要求蒲公英商业数据时使用，普通笔记详情使用普通详情工具。 用户只提曝光量、阅读量或报价且上下文未明确蒲公英口径时，先澄清商业口径和成功 20 积分的费用；上下文已明确时不重复确认。 这是蒲公英商业口径数据，不等同普通公开笔记详情；成功调用扣减 20 积分，失败不扣费。 查询明确无商业数据时按博主未入驻蒲公英处理，返回 pgy_commercial_data_unavailable，不换 ID/链接入口重试；超时、鉴权和余额不足等错误不表示未入驻。

  ConnectorNo auth