1. Purpose

This Acceptable Use Policy (“AUP”) establishes the standards governing how HRDocket may be accessed and used by customers, administrators, employees, contractors, and other authorized users.

HRDocket provides technology designed to support HR documentation, employee records management, workplace compliance, employee self-service, digital signatures, policy management, document generation, and related HR activities.

The purpose of this AUP is to help ensure that HRDocket is used responsibly, lawfully, securely, and for legitimate business and human resources purposes.

This AUP should be read together with the HRDocket Terms and Conditions, which remain the primary contractual terms governing the use of the HRDocket platform.

For information about how HRDocket handles personal information, see the HRDocket Privacy Policy.

For requirements specifically concerning HRDocket’s artificial intelligence features, see the HRDocket AI Usage Policy.

For information about cookies and similar technologies, see the HRDocket Cookie Policy.

2. Scope

This AUP applies to anyone who accesses or uses HRDocket through a customer account or other authorized means, including:

• Account owners;
• Administrators;
• HR professionals;
• Managers;
• Employees;
• Contractors;
• Consultants;
• Authorized representatives; and
• Other users authorized by a customer.

The customer is responsible for ensuring that its authorized users understand and comply with this AUP.

Where a customer permits another person to access HRDocket through its account, the customer’s responsibility for appropriate use extends to that person’s activities within the platform.

3. Relationship to the Terms and Conditions

This AUP forms part of the rules governing acceptable use of HRDocket.

It does not replace the HRDocket Terms and Conditions. Matters such as account terms, subscriptions, fees, intellectual property, warranties, limitations of liability, dispute resolution, termination, and other contractual matters remain governed by the Terms and Conditions.

If a provision of this AUP addresses acceptable use specifically, that provision applies to the use of HRDocket in addition to the applicable provisions of the Terms and Conditions.

Nothing in this AUP is intended to grant a customer or user rights that are not otherwise provided under the Terms and Conditions.

4. Acceptable Use of HRDocket

HRDocket may be used for legitimate human resources and business administration activities.

Subject to the Terms and Conditions and this AUP, customers and authorized users may use HRDocket to:

4.1 Create and Manage HR Documentation

Create, generate, customize, review, approve, sign, distribute, organize, and store employment-related documentation.

This may include documentation relating to:

• Recruitment and hiring;
• Job descriptions;
• Offer letters;
• Employment contracts;
• Employee onboarding;
• Employee handbooks;
• Workplace policies;
• Non-disclosure agreements;
• Performance management;
• Performance improvement;
• Probation;
• Employee relations;
• Workplace incidents;
• Disciplinary processes;
• Compensation changes;
• Promotions;
• Leave;
• Resignations;
• Employment transitions;
• Employment verification; and
• Other legitimate employment documentation.

4.2 Maintain Employee Records

Create and maintain employee profiles and organize employment documents and related information within centralized employee records.

HRDocket is designed to connect employment documentation to the employee throughout the employment lifecycle. Customers may therefore use the platform to maintain an organized history of employment-related documentation and activities.

Customers remain responsible for ensuring that information added to employee records is accurate, appropriate, and lawfully obtained.

4.3 Manage Workplace Policies

Create, upload, distribute, update, and manage workplace policies and related documentation.

Customers may also use HRDocket to request and track employee acknowledgements of applicable policies and maintain acknowledgement records.

4.4 Support Employee Self-Service

Customers may use HRDocket’s Employee Portal and related functionality to provide authorized employees with access to permitted employment information and documentation.

Depending on the functionality available to the customer, this may include:

• Viewing employment documents;
• Signing documents;
• Acknowledging workplace policies;
• Submitting HR requests; and
• Accessing other authorized employment information.

Customers are responsible for configuring employee access appropriately.

4.5 Use Digital Signatures

Customers may use HRDocket’s digital signature functionality to obtain electronic signatures or acknowledgements for appropriate HR documents.

Customers must ensure that individuals asked to sign or acknowledge documents are authorized to do so and that the customer’s signing process is appropriate for its intended purpose.

4.6 Support Workplace Compliance Activities

Customers may use HRDocket’s compliance-related functionality to support their HR documentation and administrative processes.

This may include:

• AI-assisted document checks;
• Policy acknowledgement tracking;
• Expiration alerts;
• Document monitoring; and
• Related compliance documentation activities.

These tools are intended to assist customers with HR administration. They do not transfer responsibility for the customer’s legal or employment obligations to HRDocket.

5. Lawful and Responsible Use

HRDocket must be used for legitimate purposes and in accordance with applicable laws, regulations, contractual obligations, and organizational requirements.

Customers and authorized users must use reasonable care when creating, reviewing, approving, signing, distributing, or storing HR documentation.

Users should not rely on an HRDocket document simply because it has been generated by the platform. Documents should be reviewed for accuracy, completeness, suitability, and the circumstances in which they will be used.

Where a matter requires legal, employment, financial, tax, or other professional judgment, the customer should obtain appropriate professional advice.

6. Customer Responsibility for HR Activities

HRDocket provides technology and AI-assisted tools. It does not become the employer, manager, decision-maker, or legal representative of a customer merely because the customer uses HRDocket to perform HR activities.

The customer remains responsible for:

• Its employment practices;
• Its employment decisions;
• Information supplied to HRDocket;
• Documents created or uploaded to the platform;
• Documents approved or distributed through the platform;
• Policies adopted by the organization;
• Employee communications;
• Employee records maintained through the platform;
• Reviewing AI-assisted output;
• Determining whether a document is appropriate for its intended use; and
• Complying with applicable requirements governing its workforce.

HRDocket does not independently determine whether a customer’s employment decision, policy, document, or HR practice is lawful or appropriate.

7. Authorized Access

Access to HRDocket should be provided only to individuals authorized by the customer.

Customers are responsible for managing user access according to their organizational needs and should take appropriate steps when an individual’s authorization changes or ends.

Users must not use HRDocket credentials or permissions to access information that they are not authorized to access.

8. Accuracy and Integrity of Information

Customers and authorized users are responsible for the accuracy of information they provide to HRDocket.

Information used to generate or manage HR documentation should be reviewed before the resulting document is relied upon, signed, distributed, or added to an employee’s official record.

Users must not knowingly provide false or misleading information for the purpose of creating, modifying, or managing HR documentation.

Where a legitimate error exists, customers should use appropriate procedures to correct the information or documentation rather than intentionally creating a misleading employment record.

9. Responsible Use of AI-Assisted Features

HRDocket may use artificial intelligence to assist customers with document generation, drafting, review, and other supported HR activities.

AI-assisted output should be treated as assistance, not as an automatic determination of fact, law, compliance, or employment outcome.

Customers are responsible for reviewing AI-generated or AI-assisted content before using it in an employment context.

Specific requirements and limitations concerning AI use are addressed in the HRDocket AI Usage Policy.

10. Other HRDocket Policies

Customers and authorized users should review HRDocket’s other applicable policies when using the platform:

• Terms and Conditions
• Privacy Policy
• AI Usage Policy
• Cookie Policy

The HRDocket Contact page is available for general questions or other communications concerning the platform and its policies.

Prohibited Uses & User Responsibilities

11. Prohibited Uses

HRDocket must not be used for unlawful, fraudulent, deceptive, abusive, unauthorized, or harmful activities.

Customers and authorized users must not use HRDocket to engage in, facilitate, encourage, or assist with activities prohibited by this AUP or applicable law.

12. Illegal Activities

Users must not use HRDocket to:

• Violate applicable laws or regulations;
• Facilitate unlawful activity;
• Create documentation intended to support unlawful conduct;
• Assist another person or organization in violating applicable law;
• Circumvent legal or regulatory requirements; or
• Use HRDocket for a purpose that is otherwise unlawful.

Customers remain responsible for determining the legal requirements applicable to their organization, workforce, and use of HRDocket.

13. Fraudulent or Deceptive Documentation

HRDocket must not be used to knowingly create, modify, or distribute fraudulent or materially deceptive employment documentation.

Prohibited activities include:

• Fabricating employee records;
• Creating false employment histories;
• Falsifying employee information;
• Creating fraudulent employment verification documents;
• Creating false reference letters;
• Falsifying signatures or acknowledgements;
• Impersonating an employee, employer, manager, or other person;
• Deliberately altering documentation to misrepresent an employment event;
• Creating documentation intended to conceal material facts; or
• Creating documentation intended to deceive an employee, applicant, business, regulator, court, or other third party.

Customers remain responsible for ensuring that employment documentation accurately reflects the underlying facts and circumstances.

14. Unlawful Discrimination and Abusive Employment Practices

HRDocket must not be used to facilitate unlawful discrimination or abusive employment practices.

Customers and authorized users must not use HRDocket to create or implement employment practices that unlawfully discriminate against applicants or employees.

This includes using the platform to facilitate unlawful discrimination in connection with:

• Recruitment;
• Hiring;
• Compensation;
• Promotion;
• Performance management;
• Discipline;
• Suspension;
• Termination;
• Employment benefits; or
• Other employment-related decisions.

Users must not use HRDocket to create content intended to unlawfully harass, threaten, intimidate, retaliate against, or target an employee, applicant, or other person.

15. Improper Use of Employee Information

Customers and authorized users must not use HRDocket to collect, store, process, disclose, or otherwise use employee information without appropriate authorization or for purposes that are unlawful or inconsistent with the customer’s legitimate HR activities.

Customers are responsible for ensuring that they have the necessary authority to provide employee information to HRDocket and to use that information for the intended purpose.

Customers should limit information submitted to HRDocket to information reasonably necessary for the relevant HR or business activity.

Additional requirements concerning personal information and employee data are addressed in the HRDocket Privacy Policy and Part 4 of this AUP.

16. Unauthorized Access

Users must not:

• Access another customer’s account without authorization;
• Access employee records without appropriate authorization;
• Use another person’s credentials;
• Share credentials in a manner that compromises account security;
• Attempt to bypass authentication controls;
• Attempt to obtain unauthorized administrative privileges;
• Access areas or information they are not authorized to access; or
• Use HRDocket to obtain information belonging to another customer or user.

Customers are responsible for appropriately managing access to their own accounts and users.

17. Security Abuse

Users must not use HRDocket to introduce, transmit, distribute, or facilitate malicious software or activity.

Prohibited activity includes:

• Malware;
• Viruses;
• Ransomware;
• Worms;
• Trojan horses;
• Malicious scripts;
• Credential theft;
• Phishing;
• Account takeover attempts;
• Denial-of-service attacks;
• Attempts to compromise HRDocket systems;
• Attempts to exploit security vulnerabilities without authorization; or
• Other activity intended to compromise the security, availability, or integrity of HRDocket, its infrastructure, or its users.

Nothing in this section authorizes security testing against HRDocket. Any security testing must be expressly authorized by HRDocket.

18. Platform Abuse and Interference

Users must not interfere with or attempt to impair the operation, availability, performance, or integrity of HRDocket.

Prohibited activity includes:

• Deliberately overloading the platform;
• Circumventing technical limitations;
• Abusing automated requests;
• Scraping restricted information;
• Circumventing rate limits;
• Using automated methods to access restricted functionality;
• Attempting to disrupt service availability; or
• Conducting unauthorized security testing.

Users must not use technical means to interfere with another customer’s use of HRDocket.

19. Circumvention of Account and Service Restrictions

Customers and users must not attempt to circumvent restrictions applicable to their HRDocket account, subscription, or use of the platform.

This includes attempting to bypass:

• Account limitations;
• Usage limits;
• AI credit limits;
• Feature restrictions;
• Access controls;
• Rate limits;
• Security controls;
• Suspension measures; or
• Other technical or contractual restrictions.

Creating additional accounts or using technical methods for the purpose of avoiding an applicable restriction is prohibited.

20. Intellectual Property and Third-Party Rights

Customers and users must not knowingly use HRDocket to infringe or facilitate infringement of another person’s or organization’s intellectual property or other legal rights.

Customers are responsible for ensuring that they have the necessary rights, permissions, or authorization to upload, process, generate, or distribute content through HRDocket.

This may include:

• Documents;
• Templates;
• Policies;
• Images;
• Written materials;
• Proprietary information; and
• Other customer-supplied content.

21. Misuse of Digital Signatures

Where HRDocket provides digital signature functionality, users must not:

• Sign on behalf of another person without authorization;
• Use another person’s credentials to sign a document;
• Falsify a signature;
• Falsify an acknowledgement;
• Misrepresent who signed a document;
• Manipulate a signed document to misrepresent its contents; or
• Circumvent HRDocket’s signature or authentication controls.

Customers remain responsible for ensuring that their signing processes are properly authorized and appropriate for their intended use.

22. Misuse of Policy Acknowledgements

HRDocket must not be used to create false or misleading policy acknowledgement records.

Users must not:

• Acknowledge a policy on behalf of another employee without authorization;
• Falsify acknowledgement dates;
• Falsify acknowledgement status;
• Manipulate acknowledgement records; or
• Misrepresent whether an employee received or acknowledged a policy.

Policy acknowledgement records should accurately reflect the underlying employee interaction.

23. Employee Record Integrity

HRDocket is designed to help organizations maintain connected employment records. Users must not deliberately compromise the accuracy or integrity of those records.

Users must not:

• Fabricate employee records;
• Falsify employment history;
• Create misleading employee timelines;
• Falsify performance history;
• Fabricate disciplinary events;
• Create false employment events;
• Alter records to deliberately misrepresent an employee’s history; or
• Use HRDocket to conceal fraudulent or unlawful conduct.

Legitimate corrections to employee information should be made through appropriate organizational procedures.

24. Harassment, Threats, and Abuse

HRDocket must not be used to create, transmit, or distribute content intended to:

• Threaten another person;
• Harass another person;
• Intimidate another person;
• Blackmail another person;
• Encourage violence;
• Facilitate retaliation;
• Facilitate unlawful workplace harassment; or
• Otherwise abuse the platform to cause harm.

This applies to HR documents, employee records, communications, requests, uploaded content, and other material processed through HRDocket.

25. Unauthorized Surveillance or Monitoring

Customers and users must not use HRDocket to conduct unauthorized surveillance or monitoring of employees, applicants, customers, or other individuals.

Customers are responsible for ensuring that any monitoring or related HR activity conducted through HRDocket has an appropriate purpose, authorization, and legal basis where required.

26. Customer Responsibility for Authorized Users

Customers are responsible for the conduct of individuals who access HRDocket through their accounts.

Customers should:

• Provide access only to authorized individuals;
• Assign appropriate permissions;
• Protect account credentials;
• Review user access periodically;
• Remove access when authorization ends;
• Establish appropriate internal procedures for platform use; and
• Take reasonable steps to prevent misuse of employee information.

A customer’s failure to properly manage its users does not make otherwise prohibited use acceptable.

27. Responsibility for Customer Content

Customers remain responsible for content and information they submit, upload, generate, approve, sign, or distribute through HRDocket.

This includes responsibility for:

• Accuracy;
• Completeness;
• Lawful use;
• Appropriate authorization;
• Confidentiality;
• Employee privacy;
• Appropriate distribution; and
• The consequences of relying on or distributing the content.

HRDocket provides tools to assist customers with HR documentation. It does not independently verify every customer-supplied fact, instruction, document, or employment decision.

28. Reporting Suspected Misuse

Customers and users are encouraged to report suspected misuse of HRDocket, unauthorized access, fraudulent activity, security concerns, or material violations of this AUP.

Reports may be submitted through the HRDocket Contact Form or by email at .

Where possible, reports should include sufficient information to help HRDocket understand and investigate the reported activity.

HRDocket may request additional information where reasonably necessary to assess a reported violation.

AI Use, HR Documentation & Employment Decisions

29. AI-Assisted Features

HRDocket may provide artificial intelligence features to assist customers with HR documentation and related administrative activities.

These features may assist with tasks such as:

• Generating HR documents;
• Drafting and refining HR content;
• Customizing documents;
• Reviewing HR documentation;
• Identifying potential documentation issues;
• Supporting workplace policy documentation; and
• Other AI-assisted functionality made available through HRDocket.

AI features are intended to assist users, not to replace appropriate human review, organizational authority, or professional judgment.

Use of HRDocket’s AI features is also subject to the HRDocket AI Usage Policy.

30. Human Review and Oversight

Customers must maintain appropriate human oversight when using AI-generated or AI-assisted content for employment-related purposes.

Before an AI-generated document is issued, signed, distributed, or relied upon, the customer should review the content for:

• Accuracy;
• Completeness;
• Relevance;
• Consistency with the employee’s circumstances;
• Consistency with company policies;
• Appropriate employment terms;
• Applicable jurisdictional requirements; and
• Any other information relevant to the intended use.

The customer is responsible for determining whether the final document is appropriate for its intended purpose.

31. AI-Generated Content

AI-generated content may contain errors, omissions, inaccuracies, or information that does not fully reflect the customer’s circumstances.

Accordingly, customers must not assume that an AI-generated document is automatically:

• Accurate;
• Complete;
• Current;
• Appropriate for every employee;
• Consistent with every company policy;
• Legally sufficient; or
• Compliant with every applicable requirement.

Customers should review and, where necessary, edit or obtain appropriate professional review of AI-generated content before using it.

Additional requirements concerning AI-generated content are provided in the AI Usage Policy.

32. AI Compliance Checks

Where HRDocket provides AI-powered compliance checking or document review functionality, customers may use those features to assist with identifying potential issues in HR documentation.

AI compliance checks are intended to support document review. They do not constitute a legal opinion, legal determination, or guarantee that a document complies with all applicable laws or regulations.

A compliance check may not identify every issue applicable to a particular employment situation.

Customers remain responsible for reviewing flagged issues, determining whether action is required, and obtaining qualified professional advice where appropriate.

33. AI and Employment Decisions

HRDocket provides tools that may assist HR professionals in preparing documentation associated with employment decisions.

The customer remains responsible for the underlying employment decision.

Customers must not treat HRDocket’s AI output as the sole basis for consequential employment decisions where human review or other safeguards are appropriate or required.

This includes decisions concerning matters such as:

• Hiring;
• Candidate selection;
• Promotion;
• Compensation;
• Performance management;
• Discipline;
• Suspension;
• Employment continuation; or
• Employment separation.

HRDocket does not independently determine whether a person should be hired, promoted, disciplined, suspended, or separated from employment.

34. Prohibited Automated Employment Decisions

Customers must not use HRDocket’s AI functionality in a manner that unlawfully delegates consequential employment decisions to an automated system.

Customers must maintain appropriate human oversight over employment decisions and must comply with applicable requirements governing automated decision-making and employment practices.

Customers are responsible for determining whether a particular use of AI in an employment process is lawful and appropriate for their circumstances.

35. Prohibited AI Manipulation

Customers and authorized users must not intentionally use HRDocket’s AI functionality to generate content for prohibited purposes under this AUP.

This includes attempts to use AI to:

• Generate fraudulent employment records;
• Create deceptive employment documentation;
• Facilitate unlawful discrimination;
• Facilitate harassment or retaliation;
• Circumvent applicable legal requirements;
• Falsify employee information;
• Impersonate another person;
• Create misleading employment histories; or
• Circumvent HRDocket’s usage or security controls.

The use of AI does not change the customer’s responsibility for the resulting content or activity.

36. Customer Responsibility for AI-Assisted Documents

When a customer uses HRDocket to generate or modify an HR document, the customer is responsible for reviewing the resulting document before it is used.

This responsibility includes determining whether:

• The employee information is correct;
• Employment terms are correct;
• Dates and other factual information are correct;
• The document reflects the actual circumstances;
• The document is consistent with applicable company policies;
• The document is appropriate for the intended employee or employment event; and
• Additional professional review is necessary.

The customer remains responsible for the final version of any document it chooses to use.

37. Professional and Legal Review

HRDocket is a technology platform and does not provide legal, financial, tax, or other professional advice merely because it generates or reviews an HR document.

Customers should seek qualified professional advice when the circumstances require specialized legal or professional judgment.

This may be particularly appropriate for matters involving:

• Complex employment disputes;
• Significant disciplinary or termination decisions;
• Highly regulated employment situations;
• Complex jurisdictional requirements;
• Employment litigation;
• Regulatory investigations; or
• Other circumstances where professional advice is appropriate.

The availability of an employment-jurisdiction option or an AI compliance feature does not remove the customer’s responsibility to determine what requirements apply to its circumstances.

38. Employment Jurisdiction and Compliance

Where HRDocket allows a customer to select an employment jurisdiction for document generation or review, that selection is intended to help contextualize the relevant HR documentation.

Customers are responsible for selecting the appropriate jurisdiction and reviewing the resulting content.

A selected jurisdiction does not constitute a guarantee that a document satisfies every applicable legal requirement.

Employment requirements may depend on factors beyond the selected jurisdiction, including the employee’s circumstances, location, employment arrangement, applicable agreements, company policies, and changes in law.

Customers remain responsible for verifying requirements applicable to their particular circumstances.

39. No Reliance on AI as a Substitute for Human Judgment

Customers must not treat HRDocket’s AI features as a replacement for responsible HR management.

AI-generated recommendations, documents, summaries, or compliance observations should be evaluated in context before action is taken.

The use of HRDocket does not transfer responsibility for employment decisions from the customer to HRDocket.

40. Relationship to the AI Usage Policy

This Part should be read together with the HRDocket AI Usage Policy.

The AI Usage Policy contains additional terms and guidance specifically addressing the use of HRDocket’s AI functionality.

Where the AI Usage Policy addresses a matter specifically related to AI use, customers and authorized users must comply with those requirements in addition to this AUP.

The HRDocket Terms and Conditions continue to govern the broader contractual relationship between HRDocket and its customers.

Employee Data, Security & Record Integrity

41. Employee and Personal Information

HRDocket is designed to help organizations manage employment documentation and employee records. Customers may therefore submit or process personal and employment-related information through the platform as part of their legitimate HR activities.

Customers are responsible for ensuring that the information they submit to HRDocket is collected, used, and disclosed in accordance with applicable privacy and data protection requirements.

This may include information such as:

• Employee identification and contact information;
• Employment information;
• Job and department information;
• Compensation information;
• Employment documents;
• Policy acknowledgements;
• Performance documentation;
• Disciplinary documentation;
• Signature and acknowledgement records; and
• Other information the customer legitimately uses for HR administration.

Customers should only provide information that is reasonably necessary for the relevant purpose.

For additional information regarding HRDocket’s handling of personal information, refer to the HRDocket Privacy Policy.

42. Customer Authority to Process Employee Information

Customers must have the appropriate authority to provide employee information to HRDocket and to use that information through the platform.

Customers are responsible for determining:

• What employee information they are permitted to collect;
• What information they are permitted to process;
• The purposes for which the information may be used;
• Which individuals are authorized to access it; and
• What notices, consents, permissions, or other requirements may apply.

HRDocket does not relieve customers of their own privacy, employment, or data protection responsibilities.

43. Confidential and Sensitive Information

Employee records may contain confidential or sensitive information.

Customers and authorized users must use appropriate care when accessing, uploading, sharing, or otherwise processing such information through HRDocket.

Users must not intentionally expose confidential employee information to individuals who are not authorized to receive it.

Customers are responsible for establishing appropriate internal access controls and permissions for their HRDocket accounts.

44. Privacy and Data Protection Responsibilities

Customers must use HRDocket in accordance with applicable privacy and data protection requirements.

This includes taking reasonable steps to:

• Protect employee information;
• Restrict access to authorized users;
• Use information for legitimate purposes;
• Maintain appropriate internal security procedures;
• Remove or restrict access when authorization ends; and
• Address employee privacy obligations applicable to their organization.

The HRDocket Privacy Policy provides additional information about HRDocket’s handling of personal information and should be read together with this AUP.

HRDocket Privacy Policy

45. Employee Records

HRDocket allows customers to organize employment documentation around individual employee records.

Customers are responsible for ensuring that employee records maintained through the platform are accurate and appropriately managed.

Customers should establish appropriate internal procedures for:

• Creating employee records;
• Updating employee information;
• Correcting legitimate errors;
• Managing access;
• Reviewing documentation;
• Maintaining historical records; and
• Managing records when employment ends.

Users must not deliberately create or maintain false employee records.

46. Document and Record Integrity

Users must not intentionally manipulate HRDocket records or documents to misrepresent an employee’s employment history or an organizational event.

This includes intentionally:

• Falsifying employment dates;
• Fabricating employment events;
• Creating false disciplinary records;
• Creating false performance records;
• Falsifying policy acknowledgements;
• Falsifying signatures;
• Altering documentation to conceal material facts; or
• Creating misleading records for presentation to employees, applicants, regulators, courts, or other third parties.

Legitimate corrections to inaccurate information are permitted when made through appropriate organizational procedures.

47. Access Controls

Customers are responsible for configuring and maintaining appropriate access to employee information within their HRDocket accounts.

Access should be limited according to the user’s legitimate role and responsibilities.

Customers should regularly review user permissions and take appropriate action when:

• A user’s role changes;
• A user no longer requires access;
• An employee leaves the organization;
• A contractor’s engagement ends; or
• Unauthorized access is suspected.

Users must not attempt to access information beyond the permissions granted to them.

48. Account Security

Customers and authorized users are responsible for taking reasonable measures to protect their HRDocket account credentials and access information.

Users must not knowingly:

• Share credentials in an insecure manner;
• Permit unauthorized individuals to use their accounts;
• Store credentials where unauthorized persons can access them; or
• Allow another person to use their account to circumvent access restrictions.

Customers should promptly address suspected unauthorized access to their accounts.

49. Security Incidents

Customers should promptly report suspected unauthorized access, account compromise, or other security concerns involving their HRDocket account.

Reports may be submitted through the HRDocket Contact Form or by email at .

Where appropriate, the customer should provide relevant information that may help HRDocket understand and investigate the reported incident.

50. Third-Party Services and Integrations

HRDocket may provide functionality that interacts with third-party services or integrations.

Where a customer chooses to connect or use a third-party service, the customer is responsible for ensuring that:

• The integration is authorized;
• The customer has the necessary rights to connect the service;
• Information transferred through the integration is appropriate for the intended purpose; and
• The customer’s use complies with applicable third-party terms and requirements.

Customers should review applicable third-party policies before connecting services that process employee or other confidential information.

51. Data Submitted Through HRDocket

Customers are responsible for information and content they submit, upload, generate, or otherwise provide through HRDocket.

Customers must ensure that they have the necessary rights and authority to submit such information for processing through the platform.

Customers should not intentionally submit information that they are prohibited from sharing or processing through HRDocket.

52. Retention and Record Management

Customers are responsible for determining appropriate retention and record-management practices for their HR documentation.

This may include determining:

• Which records should be retained;
• How long records should be retained;
• Which records may be archived;
• When records should be deleted; and
• Which records are subject to applicable legal or organizational retention requirements.

Customers should establish their own record-management procedures based on their circumstances and applicable requirements.

HRDocket’s document and employee-record functionality does not determine the retention period applicable to a customer’s records.

53. Cookies and Related Technologies

HRDocket may use cookies and similar technologies in connection with its website and services.

Information concerning HRDocket’s use of cookies and similar technologies is provided in the HRDocket Cookie Policy.

Customers and users should review that policy for information about cookies and related technologies.

54. Relationship to the HRDocket Privacy Policy

This Part should be read together with the HRDocket Privacy Policy.

The Privacy Policy addresses HRDocket’s handling of personal information and related privacy matters.

This AUP establishes rules concerning how customers and authorized users should use HRDocket and handle information through the platform.

Nothing in this AUP is intended to replace the Privacy Policy or create conflicting privacy terms.

55. Responsibility for Security and Data Practices

HRDocket provides technical functionality designed to support secure HR documentation and employee record management.

Customers remain responsible for their own organizational security practices, including:

• User access management;
• Credential management;
• Internal authorization procedures;
• Employee data handling;
• Appropriate use of the platform; and
• Training or instructions provided to their personnel.

Customers should take appropriate measures to prevent unauthorized access or misuse of information within their organization.

Enforcement, Suspension & General Provisions

56. Monitoring and Investigation of Violations

HRDocket may investigate suspected violations of this Acceptable Use Policy, the HRDocket Terms and Conditions, or other applicable HRDocket policies.

Where reasonably necessary, HRDocket may review relevant account activity, information, or materials available to HRDocket for the purpose of:

• Assessing suspected misuse;
• Protecting the security and integrity of the platform;
• Protecting customers and users;
• Preventing fraud or unauthorized activity;
• Addressing security incidents;
• Complying with legal obligations; or
• Determining whether enforcement action is appropriate.

HRDocket will use information obtained through such activities in accordance with applicable obligations and its published policies.

57. Enforcement Actions

Where HRDocket reasonably determines that a customer or authorized user has violated this AUP, HRDocket may take action appropriate to the circumstances.

Depending on the nature, severity, and circumstances of the violation, actions may include:

• Requesting that the customer stop or correct the prohibited activity;
• Issuing a warning;
• Requesting additional information;
• Restricting particular functionality;
• Restricting access to certain account features;
• Temporarily suspending access;
• Removing or restricting content where appropriate;
• Suspending an account; or
• Terminating an account in accordance with the Terms and Conditions.

HRDocket does not have to apply every enforcement measure in a particular order.

58. Temporary Restrictions

HRDocket may temporarily restrict access to an account or feature where reasonably necessary to:

• Investigate suspected misuse;
• Protect employee or customer information;
• Protect HRDocket systems;
• Prevent unauthorized access;
• Address a security concern;
• Prevent continued violation of this AUP; or
• Protect the availability or integrity of the platform.

Where appropriate, HRDocket may request that the customer take corrective action before access is restored.

59. Account Suspension

HRDocket may suspend an account where reasonably necessary because of:

• A material violation of this AUP;
• A security threat;
• Unauthorized access;
• Fraudulent activity;
• Repeated prohibited use;
• Attempts to circumvent platform restrictions;
• Conduct that creates a material risk to HRDocket or its users; or
• Other circumstances permitted under the HRDocket Terms and Conditions.

Account suspension does not eliminate obligations that accrued before the suspension.

60. Account Termination

Where circumstances warrant termination, HRDocket may terminate the customer’s account in accordance with the HRDocket Terms and Conditions.

Termination may be appropriate where a violation is serious, repeated, unlawful, fraudulent, or creates a material risk to HRDocket, its customers, employees, or other users.

The rights and obligations that survive termination are governed by the HRDocket Terms and Conditions.

61. Emergency Action

HRDocket may take immediate action without prior notice where reasonably necessary to address an urgent situation involving:

• A security threat;
• Unauthorized access;
• Fraud;
• Abuse of the platform;
• Threats to the integrity or availability of HRDocket;
• Risk of harm to customers or other users;
• Unlawful activity; or
• A legal or regulatory requirement.

Where immediate action is necessary, HRDocket may temporarily restrict access or functionality while the matter is assessed.

62. Cooperation With Lawful Requests

HRDocket may cooperate with valid legal, regulatory, or governmental requests where required or permitted by applicable law.

Nothing in this AUP requires HRDocket to provide information where doing so would violate applicable law or a legally recognized obligation.

63. Preservation of Records

Where reasonably necessary in connection with a suspected violation, security incident, legal obligation, or investigation, HRDocket may preserve relevant information in accordance with applicable law and HRDocket’s policies.

Customers remain responsible for their own employment record retention obligations.

64. Customer Responsibility Following Suspension or Termination

Customers remain responsible for their own use of HRDocket and for actions taken by authorized users before an account restriction, suspension, or termination.

Where an account is suspended or terminated, the customer should take appropriate steps to address its own employee-record, document-retention, and business-continuity requirements.

Nothing in this section changes the rights or obligations established under the HRDocket Terms and Conditions.

65. Reporting and Cooperation

Customers and users are encouraged to cooperate reasonably with HRDocket when investigating suspected misuse, unauthorized access, security incidents, or violations of this AUP.

A customer or user may report concerns through the HRDocket Contact Form or by email at .

Reports should contain sufficient information to allow HRDocket to understand the issue and, where appropriate, investigate it.

66. No Waiver

If HRDocket does not immediately enforce a provision of this AUP, that does not mean HRDocket has waived its right to enforce that provision later.

A waiver of any provision must be made in accordance with the applicable contractual requirements.

67. Severability

If any provision of this AUP is determined to be invalid or unenforceable, the remaining provisions will continue to apply to the extent permitted by applicable law.

The invalid or unenforceable provision should be interpreted or modified to the extent necessary to make it enforceable while preserving its intended purpose, where permitted by law.

68. Changes to This Acceptable Use Policy

HRDocket may update this AUP from time to time to reflect changes to the platform, its services, applicable requirements, security practices, or acceptable-use standards.

When appropriate, HRDocket may provide notice of material changes through the website, account notifications, email, or other reasonable means.

The updated AUP will become effective on the date specified in the revised policy, subject to applicable legal requirements and the HRDocket Terms and Conditions.

Customers and users should periodically review the current version of this AUP.

69. Relationship With the HRDocket Terms and Conditions

This AUP should be read together with the HRDocket Terms and Conditions.

The Terms and Conditions remain the primary contractual agreement governing the relationship between HRDocket and its customers.

If there is a conflict between this AUP and the Terms and Conditions concerning a contractual matter, the applicable provisions of the Terms and Conditions will govern, unless the Terms and Conditions expressly provide otherwise.

The separate HRDocket policies should also be reviewed where relevant:

• Privacy Policy
• AI Usage Policy
• Cookie Policy

70. Governing Law and Dispute Resolution

The governing law and dispute-resolution provisions applicable to this AUP are those established in the HRDocket Terms and Conditions.

This AUP is not intended to create a separate or conflicting governing-law or dispute-resolution framework.

71. Contact HRDocket

Questions, concerns, or reports relating to this Acceptable Use Policy may be submitted through:

Email: [email protected]

Contact Form: https://hrdocket.com/contact

72. Effective Date and Updates

Effective Date: 01-06-2026