Acceptable Use Policy

WorkSource Global, Inc. Version 2026-06-26.

Effective June 26, 2026.

1. Purpose and Application

This Acceptable Use Policy (the "Policy") sets the rules for using the WorkSource Platform. It applies to all users, including job seekers, employers, and authorized employer users. Violating this Policy may result in content removal, feature restriction, suspension, termination, preservation of evidence, and referral to or cooperation with law enforcement, as described in the Terms of Service.

2. Prohibited Content and Conduct (All Users)

Users may not use the Platform to:

Engage in or facilitate unlawful discrimination, harassment, or retaliation, or target, exclude, discourage, or disadvantage any person based on a characteristic protected by law.

Post or transmit content that is false, misleading, fraudulent, deceptive, defamatory, abusive, threatening, obscene, or that infringes intellectual property or privacy rights.

Impersonate any person or entity, misrepresent an affiliation, or submit credentials, identity, education, or work history that are false or not the user's own.

Scrape, crawl, harvest, copy, resell, or commercially exploit Platform content or user data, or build or enrich a competing database.

Reverse engineer, probe, scan, bypass, overload, disrupt, or attempt to gain unauthorized access to the Platform, its security, or other accounts.

Distribute malware, spam, or unsolicited communications, or interfere with Platform integrity, verification, or safety controls.

3. Employer-Specific Rules

Employers may not post fake, misleading, unpaid-presented-as-paid, exploitative, multi-level-marketing, or otherwise unlawful opportunities. Employers may not enter criteria that are not job-related, that are discriminatory, or that act as proxies for protected characteristics. Employers may not use job seeker data for any purpose other than legitimate evaluation, hiring, and related employment purposes, and may not contact job seekers for unrelated purposes, sell job seeker data, or solicit outside the Platform to avoid Platform rules. Employers must use WorkSource consistent with the Employer Terms and the AI Hiring Compliance Addendum.

4. Job Seeker-Specific Rules

Job seekers may not submit false, misleading, or non-original profile, credential, identity, or work-history information, create or use multiple accounts to evade restrictions or verification outcomes, or contact employers in a harassing, abusive, deceptive, discriminatory, or non-professional manner.

5. Reporting and Enforcement

WorkSource maintains reporting pathways for users to flag discriminatory job posts, misleading opportunities, inappropriate communications, suspected fraud, verification concerns, or misuse of data. WorkSource may investigate suspected violations and may warn, restrict, suspend, remove content from, or terminate any account, and may take any other action it deems appropriate to protect users and marketplace integrity. WorkSource reserves the right, but assumes no obligation, to monitor the Platform.

6. Changes to This Policy

WorkSource may update this Policy from time to time. Material changes will be communicated through the Platform, by email, or by other reasonable means where required by law. Continued use of the Platform after an update becomes effective constitutes acceptance of the updated Policy.