1. Acceptance of these Terms

1.1 Agreement to these Terms

Welcome to HRDocket (“HRDocket,” “we,” “our,” or “us“).

These Terms and Conditions (“Terms“) govern your access to and use of the HRDocket website, applications, software, products, artificial intelligence (“AI”) services, document generation tools, employee management tools, policy management features, digital signature services, employee portals, subscriptions, and all related services (collectively, the “Services“).

By accessing, browsing, registering for, subscribing to, or using any part of the Services, you acknowledge that you have read, understood, and agree to be legally bound by these Terms, together with any policies referenced herein, including our Privacy Policy, Acceptable Use Policy, AI Usage Policy, and any additional policies published by HRDocket from time to time.

If you do not agree to these Terms, you must immediately discontinue use of the Services.

1.2 Binding Agreement

These Terms constitute a legally binding agreement between you and HRDocket.

Your continued use of the Services confirms your acceptance of these Terms and creates an enforceable contractual relationship between you and HRDocket.

If you access the Services on behalf of a company, organization, partnership, government entity, educational institution, or any other legal entity, you represent and warrant that:

• you have full legal authority to bind that entity to these Terms;
• you are acting within the scope of your authority;
• the entity accepts full responsibility for all activities conducted through its account; and
• all users accessing the Services under that account will comply with these Terms.

If you do not possess the legal authority to bind the organization, you must not register or use the Services on its behalf.

1.3 Eligibility

To use HRDocket, you represent and warrant that:

• you are at least eighteen (18) years of age or the age of legal majority in your jurisdiction, whichever is greater;
• you possess the legal capacity to enter into binding contracts;
• you are not prohibited by any applicable law from using the Services;
• your use of the Services complies with all applicable local, national, and international laws and regulations.

HRDocket reserves the right to request proof of identity or authority at any time and may suspend or terminate accounts where eligibility requirements are not satisfied.

1.4 Business and Commercial Use

HRDocket is designed primarily for businesses, employers, human resource professionals, consultants, recruiters, managers, administrators, and other organizations responsible for creating, managing, and maintaining employment-related documentation and administrative records.

Individual users may use the Services where appropriate; however, certain features are intended solely for business or organizational use.

Employers remain solely responsible for:

• employment decisions;
• compliance with applicable employment laws;
• employee management;
• workplace policies;
• disciplinary procedures;
• hiring and termination decisions;
• maintaining legally compliant documentation; and
• determining whether documents generated through HRDocket are suitable for their specific circumstances.

Nothing within the Services transfers these responsibilities to HRDocket.

1.5 Authority to Act on Behalf of an Organization

If you create or administer an organizational account, you represent and warrant that you are authorized to:

• register the organization;
• invite employees and other users;
• upload employee information;
• manage organizational documents;
• issue documents to employees;
• administer user permissions;
• manage company policies;
• access employee records;
• electronically send documentation on behalf of the organization.

HRDocket shall have no obligation to independently verify such authority.

Any dispute regarding organizational ownership, internal permissions, employee access, or account administration shall remain solely between the relevant parties.

HRDocket may rely on instructions provided by the account owner or designated administrators unless required by applicable law to do otherwise.

1.6 Changes to these Terms

HRDocket may modify, revise, replace, or update these Terms at any time in response to:

• changes in applicable laws or regulations;
• security requirements;
• technological developments;
• improvements to our Services;
• new product offerings;
• changes in business operations; or
• any other legitimate business reason.

Where required by law, we will provide reasonable notice of material changes.

Updated Terms become effective on the date specified within the revised Terms unless otherwise stated.

Your continued use of the Services after updated Terms become effective constitutes your acceptance of the revised Terms.

If you do not agree to the revised Terms, you must discontinue use of the Services and, where applicable, cancel your subscription.

1.7 Entire Agreement

These Terms, together with our Privacy Policy, Acceptable Use Policy, AI Usage Policy, and any other policies expressly incorporated by reference, constitute the entire agreement between you and HRDocket concerning the Services and supersede all prior or contemporaneous agreements, understandings, representations, negotiations, communications, and proposals, whether written or oral, relating to the same subject matter.

No employee, representative, reseller, partner, contractor, affiliate, or agent of HRDocket is authorized to modify these Terms except through an official written amendment published or expressly approved by HRDocket.

1.8 Electronic Acceptance

You acknowledge and agree that:

• selecting an “Accept,” “Agree,” “Sign up,” “Subscribe,” or similar button;
• creating an account;
• purchasing a subscription;
• accessing or using any feature of the Services; or
• otherwise using HRDocket electronically,

constitutes your electronic acceptance of these Terms and has the same legal effect as a handwritten signature to the fullest extent permitted by applicable law.

1.9 Reservation of Rights

HRDocket reserves all rights not expressly granted under these Terms.

Nothing contained within these Terms shall be interpreted as granting any ownership interest, intellectual property rights, or other proprietary rights in the Services except as expressly provided herein.

HRDocket further reserves the right, at its sole discretion and without liability where permitted by law, to refuse registration, suspend access, restrict functionality, or terminate accounts that violate these Terms, present security risks, misuse the Services, or otherwise jeopardize the integrity, availability, or lawful operation of the platform.

PART II – ACCOUNT

2. Account Registration, Eligibility and Organization Management

2.1 Eligibility to Create an Account

To register for and use the Services, you must satisfy the eligibility requirements outlined in these Terms and continuously maintain those requirements while using HRDocket.

By creating an account, you represent and warrant that:

• you are legally capable of entering into binding agreements;
• all registration information provided is true, accurate, current, and complete;
• you will promptly update your account information whenever changes occur;
• your use of the Services complies with all applicable laws and regulations; and
• you are not creating an account for any unlawful, fraudulent, deceptive, or unauthorized purpose.

HRDocket reserves the right to refuse registration, suspend access, or terminate any account if we reasonably believe these eligibility requirements are no longer satisfied.

2.2 Business and Organizational Accounts

HRDocket is intended primarily for organizations, employers, human resource professionals, recruiters, consultants, educational institutions, nonprofit organizations, government agencies, and other entities responsible for managing employee documentation and administrative records.

When registering an organization, you represent and warrant that:

• the organization lawfully exists;
• you possess sufficient authority to act on behalf of the organization;
• you have authority to upload employee information;
• you may manage documents relating to employees or workers;
• you may invite users into the organization; and
• your organization has obtained any permissions, notices, or consents required under applicable law to use the Services.

HRDocket is not responsible for verifying your authority and may reasonably rely upon the representations you provide during registration.

2.3 Accurate Information

You agree that all information submitted to HRDocket shall remain truthful, complete, and accurate.

This includes, but is not limited to:

• company information;
• organization name;
• billing information;
• contact details;
• employee records;
• administrator information;
• uploaded documents;
• employment information;
• subscription details; and
• payment information.

Providing false, misleading, incomplete, or fraudulent information may result in suspension or termination of the affected account without prior notice.

3. Account Registration

3.1 Creating an Account

To access certain features of the Services, you must register an account.

During registration, you may be required to provide information including, but not limited to:

• organization name;
• administrator details;
• email address;
• password;
• billing information;
• subscription plan; and
• any additional information reasonably required to establish your account.

HRDocket reserves the right to reject any registration request at its sole discretion where permitted by applicable law.

3.2 Account Credentials

You are solely responsible for maintaining the confidentiality of your login credentials.

You agree to:

• choose a secure password;
• prevent unauthorized access to your account;
• avoid sharing your credentials with unauthorized individuals;
• immediately notify HRDocket if you suspect unauthorized access;
• promptly update compromised passwords.

HRDocket shall not be liable for any loss, damage, or unauthorized activity resulting from your failure to adequately protect your account credentials.

3.3 Multi-User Accounts

Depending on your subscription, your organization may invite additional users including:

• HR administrators;
• managers;
• supervisors;
• employees;
• recruiters;
• consultants;
• authorized third parties.

Each invited user must use the Services in accordance with these Terms.

The organization remains responsible for:

• managing user permissions;
• monitoring user activities;
• removing former employees or contractors;
• ensuring appropriate access levels.

Actions performed by authorized users within an organization are deemed to have been authorized by the organization unless proven otherwise.

3.4 Unauthorized Access

If you become aware of:

• unauthorized access;
• stolen credentials;
• suspicious activity;
• unauthorized employee access;
• compromised accounts; or
• any security incident involving your account,

you must notify HRDocket without unreasonable delay.

HRDocket may, but is not obligated to:

• temporarily suspend the account;
• require password resets;
• restrict access;
• terminate active sessions;
• conduct security reviews.

These actions are intended to protect both users and the integrity of the Services and shall not create any obligation for HRDocket to compensate users for resulting interruptions.

3.5 Account Security

While HRDocket implements reasonable administrative, technical, and organizational safeguards designed to protect user accounts, no online service can guarantee absolute security.

Accordingly, you acknowledge and agree that:

• internet transmissions may not always be secure;
• unauthorized parties may attempt to gain access to systems;
• no software platform is immune from cyber threats.

To the fullest extent permitted by law, HRDocket disclaims liability for security incidents arising from circumstances beyond its reasonable control, including but not limited to sophisticated cyberattacks, malware, phishing, credential theft, third-party service failures, force majeure events, or user negligence.

4. Organization Ownership

4.1 Organization Account Ownership

The individual or legal entity that creates an organizational account shall generally be considered the owner of that account unless HRDocket determines otherwise based upon available evidence.

Ownership of an organization account includes authority to:

• administer subscriptions;
• assign administrators;
• manage employee access;
• invite and remove users;
• control organization settings;
• access organizational records;
• export company data, subject to these Terms.

HRDocket may request reasonable documentation to verify ownership at any time.

4.2 Employer Control

Where an organization creates an account for business purposes, the organization retains administrative control over:

• employee records;
• generated documents;
• uploaded files;
• organizational settings;
• policy acknowledgements;
• document workflows;
• employee portal access;
• permissions;
• organizational data.

Employees and invited users acknowledge that the organization may access, modify, archive, export, or remove information associated with organizational accounts to the extent permitted by applicable law.

HRDocket is not responsible for disputes arising from employer access to organizational data.

4.3 Employee Access

Employees invited into an organization’s account receive only those permissions assigned by authorized administrators.

HRDocket does not determine:

• what employees can access;
• what documents employees may view;
• what requests employees may submit;
• what organizational information employees may receive.

These permissions remain under the control of the organization.

Organizations are solely responsible for configuring employee permissions appropriately.

4.4 Changes in Employment

Organizations are responsible for promptly updating user access whenever an individual:

• resigns;
• is terminated;
• changes roles;
• transfers departments;
• loses authorization;
• otherwise no longer requires access.

HRDocket shall not be responsible for losses arising from an organization’s failure to remove or modify user access in a timely manner.

4.5 Account Suspension During Ownership Disputes

If HRDocket reasonably believes that multiple parties are asserting conflicting claims over an organizational account, we may, at our sole discretion:

• suspend access to the account;
• restrict administrative functions;
• preserve organizational data;
• require supporting documentation;
• await a court order or legally binding resolution before transferring ownership.

HRDocket shall not be liable for losses arising from actions reasonably taken to preserve the integrity, security, or lawful administration of disputed accounts.

4.6 Survival of Organizational Responsibilities

Termination of an employee’s access to HRDocket does not relieve the organization of its ongoing obligations relating to:

• compliance with employment laws;
• data protection;
• employee records;
• document retention;
• lawful processing of employee information.

The organization remains solely responsible for ensuring continued compliance with all applicable legal and regulatory obligations independent of its use of the Services.

PART III – USE OF THE SERVICES

6. License to Use

6.1 Limited License

Subject to your continued compliance with these Terms and any applicable subscription requirements, HRDocket grants you a limited, revocable, non-exclusive, non-transferable, and non-sublicensable license to access and use the Services solely for your internal business or personal administrative purposes.

This license does not transfer ownership of the Services or any intellectual property rights belonging to HRDocket.

Except as expressly permitted under these Terms, no other rights or licenses are granted.

6.2 Scope of Use

You may use the Services only for their intended purpose, including the creation, management, organization, storage, and administration of employment-related documents, employee records, workplace policies, human resource workflows, and other administrative activities supported by the platform.

You are solely responsible for ensuring that your use of the Services complies with all applicable laws, contractual obligations, and internal organizational policies.

6.3 Restrictions on License

Unless expressly authorized by HRDocket in writing, you shall not:

• copy, reproduce, modify, adapt, distribute, sell, lease, sublicense, or commercially exploit any part of the Services;
• create derivative works based upon the Services;
• remove or alter copyright notices, trademarks, or proprietary markings;
• access the Services for the purpose of building a competing product or service;
• use the Services in any manner inconsistent with these Terms.

Violation of this Section may result in immediate suspension or termination of your access.

7. Acceptable Use

7.1 Lawful Use

The Services shall only be used for lawful and legitimate business purposes.

You agree not to use HRDocket to facilitate or support activities that are unlawful, fraudulent, abusive, deceptive, discriminatory, or otherwise prohibited by applicable laws or regulations.

7.2 User Responsibilities

You remain solely responsible for:

• all documents created through your account;
• information entered into the Services;
• decisions made using the Services;
• communications sent through the Services;
• compliance with employment obligations applicable to your organization.

HRDocket does not supervise, approve, or control your day-to-day business operations.

7.3 Prohibited Conduct

You shall not use the Services to:

• generate fraudulent or misleading employment documentation;
• impersonate another individual or organization;
• forge signatures or knowingly submit false information;
• create documents intended to facilitate unlawful discrimination or retaliation;
• upload malicious software or harmful code;
• transmit spam or unsolicited commercial communications through the Services;
• infringe the intellectual property rights of others;
• violate the privacy or confidentiality rights of any person;
• use the Services in connection with illegal employment practices.

HRDocket reserves the right to investigate suspected violations and take appropriate action, including account suspension or termination.

8. Platform Integrity and Prohibited Activities

8.1 Protection of the Platform

To preserve the reliability, security, and availability of the Services for all users, you agree not to interfere with or disrupt the operation of HRDocket.

8.2 Technical Restrictions

Except where expressly permitted by applicable law, you shall not:

• reverse engineer, decompile, disassemble, or otherwise attempt to discover the source code of the Services;
• bypass, disable, or interfere with security features;
• scrape, harvest, or extract data from the Services through automated means without our prior written consent;
• introduce malware, ransomware, spyware, viruses, bots, or other harmful technologies;
• conduct penetration testing or vulnerability testing without written authorization from HRDocket;
• overload, flood, or interfere with the operation of our infrastructure.

8.3 AI Abuse

You agree not to misuse the AI functionality provided through the Services.

Prohibited conduct includes, but is not limited to:

• attempting to manipulate AI systems to produce unlawful or harmful content;
• repeatedly submitting automated or abusive requests intended to exhaust system resources;
• circumventing AI credit allocations or subscription limits;
• using automated tools to generate excessive requests inconsistent with ordinary business use;
• attempting to interfere with AI processing or platform performance.

HRDocket may implement technical measures, including rate limits and usage monitoring, to protect the integrity of the Services.

8.4 Credential Sharing

User accounts are intended solely for authorized users.

Except where expressly permitted by your subscription plan, you shall not:

• share login credentials with unauthorized persons;
• permit simultaneous unauthorized access;
• sell or transfer account access;
• create accounts for the purpose of bypassing subscription limitations.

Organizations remain responsible for ensuring that user accounts accurately reflect authorized personnel.

8.5 Enforcement

HRDocket reserves the right, at its sole discretion and without limiting any other rights or remedies available to it, to:

• monitor compliance with these Terms;
• investigate suspected misuse;
• suspend or restrict access to specific features;
• remove content that violates these Terms;
• terminate accounts engaged in prohibited activities;
• cooperate with law enforcement authorities where required by law.

HRDocket shall not be liable for any loss arising from actions reasonably taken to protect the security, integrity, or lawful operation of the Services.

PART IV – AI SERVICES AND DOCUMENT GENERATION

9. Artificial Intelligence Services

9.1 AI-Powered Functionality

HRDocket incorporates artificial intelligence (“AI”) technologies to assist users in creating, editing, organizing, summarizing, and managing employment-related documents and administrative workflows.

These AI-powered features are designed to improve productivity by assisting with document drafting and administrative tasks. AI-generated content is intended solely as a productivity aid and should not be considered a substitute for professional judgment.

The Services may generate documents based on information provided by users, selected templates, jurisdictional preferences, prompts, uploaded content, and other available inputs.

9.2 User Responsibility for AI Inputs

You are solely responsible for all information submitted to the AI Services, including but not limited to:

• employee information;
• company information;
• prompts;
• uploaded documents;
• instructions;
• employment details;
• compensation information;
• policy selections;
• workplace information; and
• any other data used to generate AI outputs.

You represent and warrant that you have the legal right to provide such information to HRDocket and that doing so does not violate any contractual, legal, privacy, confidentiality, or intellectual property obligations.

HRDocket does not independently verify the accuracy, completeness, legality, or appropriateness of information submitted by users.

9.3 Nature of AI Output

AI-generated content is produced using probabilistic machine learning models.

Accordingly, generated documents may:

• contain inaccuracies;
• omit important information;
• include formatting inconsistencies;
• generate outdated language;
• misunderstand user instructions;
• produce incomplete clauses;
• generate conflicting provisions; or
• otherwise contain errors.

HRDocket does not guarantee that AI-generated output will always be accurate, complete, legally sufficient, current, suitable, enforceable, or free from defects.

9.4 Human Review Required

All AI-generated documents must be carefully reviewed by the user before:

• downloading;
• printing;
• signing;
• issuing to employees;
• relying upon;
• distributing internally or externally; or
• using for any employment or business purpose.

Users should verify that every generated document accurately reflects their intended instructions, organizational policies, employment circumstances, and legal obligations.

Failure to review AI-generated documents remains solely the user’s responsibility.

9.5 No Legal, Employment or Professional Advice

HRDocket is a software platform.

The Services, including AI-generated documents, do not constitute:

• legal advice;
• employment advice;
• human resources consulting;
• tax advice;
• accounting advice;
• immigration advice;
• regulatory advice; or
• any other professional advice.

Nothing generated by HRDocket should be interpreted as creating an attorney-client relationship, consultant-client relationship, fiduciary relationship, or similar professional relationship.

Users should seek advice from appropriately qualified professionals whenever legal or regulatory guidance is required.

9.6 Employment Decisions

HRDocket does not make employment decisions.

Users remain solely responsible for all decisions relating to:

• recruitment;
• hiring;
• promotions;
• compensation;
• disciplinary action;
• suspensions;
• performance management;
• investigations;
• workplace accommodations;
• employee termination;
• layoffs;
• resignations; and
• all other employment matters.

The existence of an AI-generated document does not imply that an employment decision is appropriate, lawful, justified, or compliant.

9.7 Jurisdictional Compliance

HRDocket may allow users to generate documents intended for particular jurisdictions or legal systems.

While HRDocket may incorporate jurisdiction-specific language into certain templates or AI-generated documents, HRDocket does not represent or warrant that any generated document fully complies with the laws, regulations, judicial decisions, administrative requirements, or industry standards applicable to a particular jurisdiction.

Compliance with applicable employment laws remains solely the responsibility of the user.

9.8 AI Improvements

To improve the quality, reliability, and performance of the Services, HRDocket may modify, replace, improve, retrain, or discontinue AI models, prompts, document generation processes, and related technologies at any time.

Accordingly, identical inputs submitted at different times may produce different outputs.

HRDocket does not guarantee consistency between AI-generated documents produced on different dates or using different versions of the Services.

9.9 AI Availability

AI-powered features may be unavailable due to:

• scheduled maintenance;
• third-party provider interruptions;
• infrastructure failures;
• service limitations;
• capacity management;
• security measures;
• technical issues; or
• other circumstances beyond HRDocket’s reasonable control.

HRDocket does not guarantee uninterrupted availability of AI Services.

10. AI Credits

10.1 AI Credit System

Certain subscription plans include allocations of AI Credits.

AI Credits represent a usage allowance that permits access to AI-powered functionality within the Services.

AI Credits do not represent currency, stored value, electronic money, cryptocurrency, property, or any transferable financial instrument.

10.2 Credit Consumption

AI Credits may be deducted when users access AI-powered features, including but not limited to:

• generating documents;
• regenerating documents;
• revising AI-generated content;
• requesting AI-assisted drafting;
• AI-powered editing;
• AI-assisted document improvements; or
• any other AI functionality designated by HRDocket.

The number of credits consumed may vary depending upon the complexity, size, processing requirements, or nature of the request.

10.3 Subscription Allocations

AI Credit allocations are determined by the user’s active subscription plan.

HRDocket reserves the right to modify future AI Credit allocations, introduce additional usage tiers, or adjust consumption rates for new subscription periods.

Such changes shall not reduce credits already allocated for the current billing period unless required for security, fraud prevention, or compliance with applicable law.

10.4 Expiration of AI Credits

Unless expressly stated otherwise in writing, unused AI Credits:

• expire at the end of the applicable subscription period;
• do not roll over to subsequent billing periods;
• have no cash value;
• are non-refundable;
• are non-transferable.

Expired AI Credits cannot be redeemed or reinstated.

10.5 Fair Usage

AI Services are intended for legitimate business use.

HRDocket reserves the right to investigate unusual or excessive usage patterns that reasonably indicate abuse, automated exploitation, system manipulation, or activity inconsistent with ordinary business use.

Where abuse is reasonably suspected, HRDocket may temporarily restrict AI functionality while conducting an investigation.

10.6 No Guarantee of AI Output

Purchasing AI Credits or subscribing to a paid plan does not guarantee that:

• AI-generated content will satisfy user expectations;
• documents will be legally sufficient;
• AI output will be accepted by governmental authorities, courts, regulators, employers, employees, or third parties; or
• generated content will eliminate the need for professional review.

AI Credits purchase access to AI-powered processing, not guaranteed outcomes.

10.7 Abuse Prevention

HRDocket reserves the right to suspend, limit, or terminate AI access where a user attempts to:

• manipulate AI usage limits;
• intentionally overload AI systems;
• exploit pricing or subscription models;
• interfere with AI processing;
• use automated scripts to generate excessive requests; or
• otherwise misuse AI resources in a manner that adversely affects the Services or other users.

Such actions may result in immediate suspension without entitlement to compensation or reimbursement.

PART V – DOCUMENTS, TEMPLATES AND ELECTRONIC RECORDS

11. Generated Documents

11.1 Document Creation

The Services enable users to create, generate, edit, customize, organize, store, download, and manage employment-related and business-related documents.

Documents may be generated using:

• artificial intelligence;
• HRDocket templates;
• user-created templates;
• manually entered information;
• imported information; or
• a combination of the foregoing.

The availability of specific document types may vary depending upon the user’s subscription plan and features available at the time of use.

11.2 Ownership of Generated Documents

Except as otherwise provided in these Terms, documents generated through the Services using information supplied by you remain your property.

Nothing in these Terms transfers ownership of your completed documents to HRDocket.

However, ownership of a generated document does not include ownership of:

• the HRDocket platform;
• software;
• AI systems;
• document generation technology;
• proprietary workflows;
• template structures;
• user interface;
• trademarks;
• copyrights; or
• other intellectual property belonging to HRDocket.

11.3 User Responsibility for Documents

You are solely responsible for ensuring that every document generated, edited, uploaded, distributed, signed, or retained through the Services accurately reflects your intended purpose.

HRDocket does not review documents for:

• legal accuracy;
• factual accuracy;
• grammatical correctness;
• regulatory compliance;
• enforceability;
• completeness; or
• suitability for any specific circumstance.

The decision to use any document remains entirely your responsibility.

11.4 Document Versions

HRDocket may provide functionality allowing users to revise or regenerate documents.

Each version represents a separate document state.

HRDocket does not guarantee:

• preservation of previous versions;
• automatic comparison between versions;
• permanent availability of historical revisions; or
• recovery of deleted versions.

Users are encouraged to retain copies of important documents where necessary.

11.5 Downloads and Exports

Users may download or export documents in formats supported by the Services.

Once exported from HRDocket, documents become the sole responsibility of the user.

HRDocket has no responsibility for:

• modifications made after export;
• unauthorized distribution;
• external storage;
• third-party editing;
• accidental deletion outside the Services; or
• security of exported copies.

12. Templates

12.1 HRDocket Templates

HRDocket may provide professionally prepared templates to assist users in creating employment-related documentation.

These templates are intended solely as starting points.

Templates do not constitute legal advice or legal opinions.

The suitability of any template depends upon the user’s particular circumstances.

12.2 User-Created Templates

Where supported, users may create, modify, duplicate, and store custom templates.

Users retain ownership of content they create within custom templates.

Users remain solely responsible for ensuring their templates comply with applicable legal and organizational requirements.

12.3 Template Updates

HRDocket may update, improve, replace, modify, or discontinue templates at any time.

Template updates may occur due to:

• product improvements;
• customer feedback;
• formatting improvements;
• AI enhancements;
• usability improvements; or
• changes in legal or regulatory guidance.

HRDocket is not obligated to automatically update documents previously generated or stored by users.

12.4 Third-Party Content

Where users upload external templates or incorporate third-party content into documents, users represent and warrant that they possess all necessary rights to use such material.

HRDocket assumes no responsibility for infringement arising from user-uploaded content.

13. Electronic Records

13.1 Digital Records

Documents, employee records, policies, acknowledgements, uploads, and other information stored within the Services constitute electronic records.

Users acknowledge that electronic records may satisfy recordkeeping requirements in certain jurisdictions, although HRDocket does not guarantee legal sufficiency for every jurisdiction or regulatory framework.

13.2 Record Integrity

HRDocket employs reasonable technical measures intended to preserve the integrity of electronic records maintained within the Services.

However, HRDocket does not warrant that records will remain permanently available or immune from:

• accidental deletion;
• user actions;
• technical failures;
• cyber incidents;
• infrastructure failures;
• force majeure events; or
• circumstances beyond HRDocket’s reasonable control.

13.3 Record Retention

Records shall remain available during an active subscription, subject to storage limits, subscription features, and these Terms.

Upon cancellation or termination, records may be retained, archived, restricted, or permanently deleted in accordance with HRDocket’s Data Retention Policy.

Users remain responsible for exporting records they wish to retain before account termination or expiration of any applicable retention period.

14. Electronic Signatures

14.1 Signature Functionality

The Services may allow users to electronically sign or request signatures on documents.

Electronic signature functionality is intended to facilitate document execution and workflow management.

14.2 Responsibility for Signatures

HRDocket facilitates the electronic signing process but does not:

• verify the legal identity of signatories;
• confirm signatory authority;
• determine legal capacity;
• verify authenticity of signatures; or
• guarantee enforceability of electronically signed documents.

Organizations remain responsible for verifying the identity and authority of all signatories.

14.3 Legal Recognition

The legal recognition of electronic signatures varies by jurisdiction.

Users are solely responsible for determining whether electronically signed documents satisfy applicable legal, contractual, regulatory, or organizational requirements.

HRDocket makes no representation that electronic signatures generated through the Services will be legally valid in every jurisdiction or circumstance.

14.4 Signature Records

Where available, HRDocket may maintain audit information relating to electronic signature events, including timestamps and signing activity.

Such audit information is provided solely as a record of activity within the Services and does not constitute independent legal proof of identity, consent, intent, authenticity, or enforceability.

15. Policy Acknowledgements

15.1 Distribution of Policies

The Services may allow organizations to distribute workplace policies, handbooks, procedures, notices, or similar materials to employees or other authorized users.

Organizations remain solely responsible for the content, legality, and implementation of such policies.

15.3 No Legal Determination

A policy acknowledgement recorded by HRDocket indicates only that an acknowledgement event occurred within the Services.

HRDocket does not determine whether:

• an employee actually read a document;
• the employee understood its contents;
• informed consent was obtained;
• legal notice requirements were satisfied; or
• the acknowledgement will be accepted as evidence in any legal proceeding.

Responsibility for workplace communication and compliance remains solely with the organization.

PART XI – INDEMNIFICATION

52. User Indemnification

52.1 Duty to Indemnify

To the fullest extent permitted by applicable law, you agree to defend, indemnify, and hold harmless HRDocket, its parent companies, subsidiaries, affiliates, officers, directors, shareholders, employees, contractors, consultants, licensors, service providers, successors, and assigns (collectively, the “HRDocket Parties“) from and against any and all claims, actions, proceedings, investigations, demands, liabilities, judgments, settlements, penalties, fines, damages, losses, costs, and expenses, including reasonable legal fees and litigation costs, arising out of or relating to:

• your use of the Services;
• your violation of these Terms;
• your User Content;
• documents created, uploaded, distributed, or signed through the Services;
• employment decisions made by you or your organization;
• violations of applicable employment, labor, privacy, tax, immigration, or regulatory laws;
• infringement of any intellectual property or proprietary rights;
• unauthorized use of third-party content;
• misuse of AI-generated content;
• misuse of employee information;
• your negligence, fraud, misconduct, or unlawful acts; or
• any dispute between you and your employees, contractors, applicants, customers, or other third parties.

52.2 Employment-Related Claims

Without limiting Section 52.1, you agree to indemnify the HRDocket Parties against claims arising from:

• recruitment decisions;
• hiring practices;
• interview processes;
• compensation decisions;
• promotions;
• disciplinary actions;
• suspensions;
• workplace investigations;
• performance management;
• employee grievances;
• resignations;
• dismissals;
• layoffs;
• workplace accommodations;
• discrimination claims;
• harassment claims;
• retaliation claims;
• wage and hour disputes;
• wrongful termination claims; and
• any other employment-related matter.

HRDocket provides software tools to assist with administrative processes and does not direct or participate in employment decisions.

52.3 User Content

You acknowledge that HRDocket does not create, review, approve, or verify the accuracy or legality of User Content uploaded by customers.

Accordingly, you agree to indemnify the HRDocket Parties against any claim arising from:

• inaccurate information;
• defamatory material;
• unlawful content;
• privacy violations;
• intellectual property infringement;
• confidential information uploaded without authorization; or
• any other User Content submitted through your account.

52.4 AI-Generated Documents

Where you generate, modify, distribute, rely upon, or implement AI-generated documents, you assume full responsibility for their use.

You agree to indemnify the HRDocket Parties against claims arising from your reliance upon AI-generated documents, including claims alleging:

• legal deficiencies;
• drafting errors;
• omitted clauses;
• contractual disputes;
• employment disputes;
• regulatory violations; or
• business losses resulting from the implementation of AI-generated content.

Nothing in this Section limits any disclaimers contained elsewhere in these Terms.

52.5 Organizational Responsibility

Where the Services are used by an organization, employer, institution, or other legal entity, that organization agrees to indemnify the HRDocket Parties for claims arising from actions taken by:

• administrators;
• managers;
• supervisors;
• employees;
• contractors;
• consultants;
• authorized representatives; or
• any person using the Services under the organization’s account.

53. Indemnification Procedure

53.1 Notice of Claim

Where reasonably practicable, HRDocket will provide prompt notice of any claim for which indemnification is sought.

Failure to provide immediate notice shall not relieve you of your indemnification obligations except to the extent you are materially prejudiced by such delay.

53.2 Control of Defence

HRDocket reserves the right to assume the exclusive defence and control of any matter subject to indemnification.

Where HRDocket elects to do so, you agree to cooperate fully in the defence of such claim.

53.3 Cooperation

You agree to provide reasonable assistance, information, documentation, and cooperation requested by HRDocket in connection with the investigation, defence, settlement, or resolution of any indemnified claim.

53.4 Settlement Restrictions

You shall not settle any claim affecting the HRDocket Parties without HRDocket’s prior written consent if such settlement:

• admits fault on behalf of HRDocket;
• imposes obligations upon HRDocket;
• restricts HRDocket’s rights; or
• otherwise adversely affects HRDocket’s legal or commercial interests.

54. Exclusions

The indemnification obligations contained in this Part shall not apply to the extent a claim arises directly and exclusively from:

• HRDocket’s intentional misconduct;
• HRDocket’s fraud; or
• conduct for which liability cannot lawfully be excluded or limited under applicable law.

Nothing in this Section shall be interpreted as expanding HRDocket’s liability beyond that expressly provided in these Terms.

55. Continuing Obligations

The obligations contained in this Part survive:

• termination of these Terms;
• cancellation of a subscription;
• deletion of an account;
• expiration of the Services; and
• any other termination of the relationship between you and HRDocket,

to the extent necessary to resolve claims arising from events occurring during your use of the Services.

PART XII – SUSPENSION, TERMINATION AND EFFECT OF TERMINATION

56. Suspension of the Services

56.1 Right to Suspend

HRDocket reserves the right, at its sole discretion and without incurring liability, to temporarily suspend or restrict access to all or part of the Services where HRDocket reasonably believes that such action is necessary to:

• protect the security, integrity, or availability of the Services;
• investigate suspected violations of these Terms;
• prevent fraud or unauthorized activity;
• respond to actual or suspected security incidents;
• comply with applicable laws, regulations, court orders, or lawful governmental requests;
• protect the rights, property, or safety of HRDocket, its users, or third parties; or
• perform scheduled maintenance or emergency maintenance.

Where reasonably practicable, HRDocket will endeavor to restore access once the circumstances requiring suspension have been resolved.

56.2 Temporary Restrictions

Instead of suspending an entire account, HRDocket may temporarily restrict specific functionality, including but not limited to:

• AI-powered features;
• document generation;
• electronic signatures;
• employee invitations;
• administrative privileges;
• integrations;
• data exports; or
• other Services affected by the underlying issue.

Such restrictions may remain in place for as long as reasonably necessary.

57. Termination by the User

57.1 Voluntary Termination

You may terminate your account or discontinue use of the Services at any time by following the account closure procedures made available through the Services or by contacting HRDocket support.

Termination of your account does not relieve you of any outstanding payment obligations or other responsibilities that accrued before termination.

57.2 Subscription Cancellation

Cancellation of a paid subscription prevents future renewals but does not automatically entitle you to a refund except where expressly provided under these Terms or required by applicable law.

Your access to paid features shall continue until the end of the applicable billing period unless your account is otherwise suspended or terminated under these Terms.

58. Termination by HRDocket

58.1 Grounds for Termination

HRDocket may terminate your account or these Terms immediately, with or without prior notice where permitted by applicable law, if HRDocket reasonably determines that:

• you have materially breached these Terms;
• you have repeatedly violated these Terms;
• you have engaged in fraudulent or unlawful conduct;
• your use of the Services presents a security risk;
• your account has been used for abusive, deceptive, or malicious purposes;
• required payments remain outstanding after reasonable opportunity to cure, where appropriate;
• continued provision of the Services would expose HRDocket to legal, regulatory, or operational risk; or
• HRDocket is required to do so by law or a lawful governmental authority.

Nothing in this Section limits any other rights or remedies available to HRDocket.

58.2 Discontinuation of the Services

HRDocket reserves the right to discontinue all or part of the Services for legitimate business reasons.

Where commercially reasonable, HRDocket will provide advance notice before permanently discontinuing a material portion of the Services affecting active paid subscriptions.

Nothing in this Section obligates HRDocket to continue offering any specific feature or Service indefinitely.

59. Effect of Termination

59.1 Loss of Access

Upon termination of your account:

• your license to use the Services immediately ends;
• access to the Services may be disabled;
• access credentials may be deactivated;
• employee access associated with your organization may also be disabled;
• premium functionality may cease.

59.2 User Content

Following termination, HRDocket may retain, archive, or permanently delete User Content in accordance with these Terms and any applicable Data Retention Policy.

Users are encouraged to export important records before terminating their account.

HRDocket is under no obligation to preserve User Content indefinitely following termination.

59.3 Outstanding Obligations

Termination of your account does not affect:

• obligations that arose before termination;
• outstanding payment obligations;
• indemnification obligations;
• confidentiality obligations;
• intellectual property rights;
• accrued legal rights;
• dispute resolution obligations; or
• any provisions intended by their nature to survive termination.

60. Abandoned Accounts

60.1 Inactive Accounts

HRDocket may designate an account as inactive where it has not been accessed for an extended period.

Prior to taking action affecting inactive accounts, HRDocket may provide notice using the contact information associated with the account where reasonably practicable.

60.2 Deletion of Inactive Accounts

Following reasonable notice, HRDocket may delete inactive accounts and associated User Content where:

• no active subscription exists;
• applicable retention periods have expired;
• deletion is consistent with operational and legal requirements.

This Section does not obligate HRDocket to retain inactive accounts indefinitely.

61. Fraud Prevention

61.1 Investigation

HRDocket reserves the right to investigate suspected fraud, abuse, unauthorized access, payment irregularities, or other conduct that may adversely affect the Services.

During such investigations, HRDocket may temporarily suspend access, preserve relevant records, or restrict functionality as reasonably necessary.

61.2 Cooperation with Authorities

Where required by applicable law or a legally binding request, HRDocket may cooperate with law enforcement agencies, courts, regulators, or other competent authorities in connection with investigations relating to the Services.

Nothing in this Section obligates HRDocket to independently investigate every allegation or suspected violation.

62. No Liability for Suspension or Termination

To the fullest extent permitted by applicable law, HRDocket shall not be liable for any loss, damage, business interruption, loss of profits, loss of data, or other consequences arising solely from the lawful suspension, restriction, or termination of an account in accordance with these Terms.

Where suspension or termination results from your breach of these Terms or misuse of the Services, you shall not be entitled to compensation, reimbursement, or restoration of lost access, except where required by non-waivable law.

PART XIII – CONFIDENTIALITY

63. Confidential Information

63.1 Definition

For purposes of these Terms, “Confidential Information” means any non-public information disclosed, submitted, uploaded, stored, generated, exchanged, or otherwise made available through the Services that a reasonable person would understand to be confidential based upon its nature or the circumstances of disclosure.

Confidential Information may include, without limitation:

• employee records;
• personnel files;
• compensation information;
• employment agreements;
• disciplinary records;
• workplace investigation materials;
• company policies;
• organizational charts;
• internal business procedures;
• trade secrets;
• financial information;
• customer information;
• business plans;
• proprietary templates;
• credentials;
• authentication information; and
• other confidential business or personal information.

Confidential Information does not include information that:

• is or becomes publicly available through no breach of these Terms;
• was lawfully known to the receiving party before disclosure;
• is lawfully obtained from an independent third party without a duty of confidentiality; or
• is independently developed without reference to Confidential Information.

64. Protection of Confidential Information

64.1 User Obligations

You agree to exercise reasonable care to protect Confidential Information accessible through the Services.

You shall not disclose Confidential Information except:

• to authorized personnel;
• as required for legitimate business purposes;
• where disclosure is required by applicable law; or
• where expressly authorized by the owner of such information.

Organizations remain responsible for managing internal access to confidential employment records.

64.2 HRDocket Obligations

HRDocket shall implement commercially reasonable administrative, technical, and organizational measures intended to protect Confidential Information under its control from unauthorized access, disclosure, alteration, or destruction.

Nothing in this Section shall be interpreted as guaranteeing absolute confidentiality or absolute security.

65. Authorized Disclosure

65.1 Legal Requirements

HRDocket may disclose Confidential Information where disclosure is reasonably necessary to:

• comply with a court order;
• comply with a subpoena;
• respond to lawful governmental requests;
• satisfy regulatory obligations;
• protect the legal rights of HRDocket;
• investigate fraud or security incidents; or
• comply with applicable law.

Where legally permitted and reasonably practicable, HRDocket may notify the affected customer before making such disclosure.

65.2 Professional Advisers

HRDocket may disclose Confidential Information to its legal advisers, auditors, insurers, accountants, contractors, cloud providers, or other professional service providers where such disclosure is reasonably necessary for legitimate business operations, provided such parties are subject to appropriate confidentiality obligations.

66. User Access Controls

Organizations acknowledge that confidentiality within the Services depends, in part, upon proper configuration of user permissions.

Accordingly, organizations remain solely responsible for:

• assigning administrative privileges;
• restricting employee access;
• removing access when personnel leave the organization;
• periodically reviewing user permissions; and
• maintaining appropriate internal security practices.

HRDocket shall not be responsible for unauthorized disclosures resulting from permission settings configured by the organization.

67. Public Information

Nothing in these Terms prevents either party from using or disclosing information that is lawfully available to the public without breach of any confidentiality obligation.

68. Duration of Confidentiality

The confidentiality obligations contained in this Part shall continue during your use of the Services and shall survive termination of these Terms for so long as the Confidential Information remains confidential or until disclosure is otherwise permitted under these Terms or applicable law.

69. Equitable Relief

You acknowledge that unauthorized disclosure or misuse of Confidential Information may cause irreparable harm for which monetary damages alone may be an inadequate remedy.

Accordingly, HRDocket may seek injunctive relief, specific performance, or other equitable remedies, in addition to any other remedies available at law, without the necessity of proving actual damages or posting a bond where such requirement may lawfully be waived.

Nothing in this Section limits either party’s right to pursue any other remedy available under applicable law.

PART XIV – FORCE MAJEURE

70. Force Majeure Events

70.1 Definition

Neither HRDocket nor the user shall be liable for any delay, interruption, failure, or inability to perform any obligation under these Terms to the extent such delay or failure is caused by events beyond the affected party’s reasonable control (“Force Majeure Event”).

Force Majeure Events include, without limitation:

• acts of God;
• natural disasters;
• earthquakes;
• floods;
• hurricanes;
• tornadoes;
• severe weather events;
• fires;
• epidemics;
• pandemics;
• public health emergencies;
• war;
• armed conflict;
• terrorism;
• civil unrest;
• riots;
• strikes;
• labor disputes not involving the affected party’s own workforce where avoidable;
• governmental actions;
• embargoes;
• sanctions;
• changes in applicable law;
• court orders;
• utility failures;
• widespread internet disruptions;
• telecommunications failures;
• cloud infrastructure failures;
• domain name system failures;
• cyberattacks;
• distributed denial-of-service (DDoS) attacks;
• ransomware attacks;
• failures of third-party service providers;
• failures of artificial intelligence providers;
• payment processor outages; and
• any other event beyond the reasonable control of the affected party.

71. Suspension of Performance

71.1 Temporary Relief

Where a Force Majeure Event prevents or materially delays performance, the affected party’s obligations shall be suspended only for the duration reasonably necessary to address the effects of the Force Majeure Event.

The affected party shall use commercially reasonable efforts to resume performance as soon as practicable.

71.2 No Breach

A delay or failure to perform caused by a Force Majeure Event shall not constitute:

• a breach of these Terms;
• negligence;
• default; or
• grounds for damages,

provided the affected party has acted in good faith and taken reasonable steps to mitigate the effects of the Force Majeure Event.

72. Service Continuity

HRDocket will use commercially reasonable efforts to:

• maintain business continuity;
• restore affected Services;
• recover operational systems;
• protect User Content consistent with its backup and disaster recovery practices; and
• communicate material service disruptions where reasonably practicable.

Nothing in this Section guarantees uninterrupted operation or restoration within any specific timeframe.

73. Notification

Where reasonably practicable, HRDocket will make commercially reasonable efforts to notify affected users of significant Force Majeure Events that materially affect the availability of the Services.

The timing, method, and content of such communications shall be determined by HRDocket based on the circumstances of the event.

74. Extended Force Majeure

If a Force Majeure Event continues for an extended period such that continued performance of the Services becomes commercially impracticable or legally impossible, HRDocket may:

• temporarily suspend affected Services;
• modify operational procedures;
• discontinue affected features;
• terminate affected subscriptions; or
• take other reasonable measures necessary to protect the continued operation of the business.

Where reasonably practicable, HRDocket will provide advance notice before permanently discontinuing any paid Service under this Section.

75. Financial Obligations

Except where prohibited by applicable law or expressly agreed otherwise in writing, a Force Majeure Event does not automatically relieve either party of payment obligations that accrued before the occurrence of the Force Majeure Event.

76. No Expansion of Liability

Nothing contained in this Part shall be interpreted as expanding HRDocket’s liability beyond the limitations expressly provided elsewhere in these Terms.

Where another provision of these Terms limits or excludes liability, such limitation shall continue to apply notwithstanding the occurrence of a Force Majeure Event.

PART XV – GOVERNING LAW, DISPUTE RESOLUTION AND LEGAL NOTICES

77. Governing Law

77.1 Applicable Law

These Terms, the Services, and any dispute, claim, controversy, or cause of action arising out of or relating to these Terms or the Services shall be governed by and construed in accordance with the laws of the State of Delaware, United States of America, without regard to its conflict of laws principles.

Nothing contained in this Section shall deprive consumers of any mandatory rights or protections that cannot legally be waived under the laws applicable to their place of residence.

78. Dispute Resolution

78.1 Good Faith Resolution

Before commencing formal legal proceedings, the parties agree to make a good faith effort to resolve any dispute arising under these Terms through informal negotiations.

A party intending to initiate a dispute shall first provide written notice describing:

• the nature of the dispute;
• the factual basis of the claim;
• the relief sought; and
• supporting information reasonably necessary for evaluation.

The parties shall use commercially reasonable efforts to resolve the dispute within thirty (30) days after receipt of such notice.

78.2 Venue

Subject to any mandatory rights that cannot legally be waived, any legal action arising out of or relating to these Terms or the Services shall be brought exclusively in the state or federal courts located in the State of Delaware.

Each party irrevocably submits to the personal jurisdiction of such courts and waives any objection based upon inconvenient forum or improper venue.

78.3 Injunctive Relief

Nothing in these Terms prevents HRDocket from seeking temporary, preliminary, or permanent injunctive relief, equitable relief, or similar remedies in any court of competent jurisdiction where reasonably necessary to protect:

• intellectual property rights;
• Confidential Information;
• security of the Services;
• proprietary technology;
• trade secrets; or
• other legal rights that may suffer irreparable harm.

79. Limitation Period

To the fullest extent permitted by applicable law, any claim arising out of or relating to the Services or these Terms must be commenced within one (1) year after the cause of action first arose.

Claims not commenced within that period shall be permanently barred.

This Section shall not apply where a longer limitation period is required by non-waivable law.

80. Class Action Waiver

To the fullest extent permitted by applicable law, each party agrees that any dispute shall be brought solely in that party’s individual capacity and not as:

• a class action;
• collective action;
• representative action;
• private attorney general action; or
• similar consolidated proceeding.

Nothing in this Section limits rights that cannot legally be waived under applicable law.

81. Legal Notices

81.1 Notices to HRDocket

Legal notices relating to these Terms shall be delivered using the contact information designated by HRDocket on its official website or through another method expressly designated by HRDocket for legal communications.

Electronic communications may be accepted where expressly authorized by HRDocket.

81.2 Notices to Users

HRDocket may provide legal or operational notices by:

• email;
• in-application notifications;
• account dashboard notifications;
• publication on the official website; or
• any other reasonable method of communication.

Notices shall be deemed received when transmitted or made available through the applicable communication channel, unless otherwise required by applicable law.

PART XVI – GENERAL PROVISIONS

82. Entire Agreement

These Terms, together with any policies, agreements, or documents expressly incorporated by reference, constitute the complete and exclusive agreement between you and HRDocket regarding the Services and supersede all prior or contemporaneous understandings, communications, negotiations, representations, and agreements relating to the subject matter herein.

83. Changes to the Terms

HRDocket reserves the right to amend or update these Terms from time to time.

Where changes materially affect users’ rights or obligations, HRDocket will provide reasonable notice through the Services or by other appropriate means before the revised Terms become effective.

Your continued use of the Services after the effective date constitutes acceptance of the revised Terms.

If you do not agree to the revised Terms, you must discontinue use of the Services.

84. Assignment

You may not assign, transfer, delegate, or otherwise dispose of your rights or obligations under these Terms without HRDocket’s prior written consent.

HRDocket may assign or transfer these Terms, in whole or in part, in connection with:

• a merger;
• acquisition;
• corporate restructuring;
• sale of assets;
• financing transaction; or
• other legitimate business transaction,

provided such assignment does not materially reduce your rights under these Terms.

85. No Waiver

Failure by HRDocket to exercise or enforce any right or provision under these Terms shall not constitute a waiver of that right or provision.

Any waiver must be in writing and signed by an authorized representative of HRDocket.

A waiver of one breach shall not constitute a waiver of any subsequent or continuing breach.

86. Severability

If any provision of these Terms is determined by a court of competent jurisdiction to be invalid, unlawful, or unenforceable, that provision shall be enforced to the maximum extent permitted by applicable law, and the remaining provisions shall continue in full force and effect.

Where necessary, the invalid provision shall be interpreted or modified only to the minimum extent required to make it enforceable while preserving its original intent.

87. Independent Relationship

Nothing contained in these Terms creates any:

• partnership;
• joint venture;
• employment relationship;
• agency relationship;
• fiduciary relationship; or
• franchise relationship

between HRDocket and any user.

Each party acts solely as an independent contracting party.

88. No Third-Party Beneficiaries

Except where expressly stated otherwise, these Terms are intended solely for the benefit of HRDocket and the user.

No third party shall acquire any rights or remedies under these Terms by virtue of this agreement.

89. Interpretation

Unless the context otherwise requires:

• headings are provided solely for convenience and do not affect interpretation;
• references to the singular include the plural and vice versa;
• references to one gender include all genders;
• the words “including,” “includes,” and “include” shall be interpreted as “including without limitation”;
• references to laws include amendments, replacements, and successor legislation.

These Terms shall not be construed against either party solely because that party drafted or prepared the Terms.

90. Electronic Communications

You consent to receive communications from HRDocket electronically, including:

• notices;
• agreements;
• disclosures;
• invoices;
• receipts;
• policy updates;
• security notifications;
• operational communications; and
• other information relating to the Services.

Electronic communications satisfy any legal requirement that such communications be in writing, except where prohibited by applicable law.

91. Survival

The following provisions shall survive termination or expiration of these Terms to the extent necessary to give them full legal effect:

• Intellectual Property Rights;
• Confidentiality;
• Payment obligations accrued before termination;
• Disclaimers;
• Limitation of Liability;
• Indemnification;
• Governing Law;
• Dispute Resolution;
• Legal Notices;
• and any other provision that by its nature is intended to survive termination.

This Section supersedes and consolidates any survival language contained elsewhere in these Terms.

92. Contact Information

Questions regarding these Terms or the Services may be directed to HRDocket using the official contact information published on the HRDocket website or email us on [email protected]

HRDocket may update its contact information from time to time without requiring an amendment to these Terms, provided updated information is made publicly available through the Services or the official website.