Acceptable Use Policy

A Listing must not contain language that discriminates against, excludes, or otherwise disadvantages any applicant on the basis of any characteristic protected under federal, state, or local law, including race, color, religion, sex, sexual orientation, gender identity, national origin, ancestry, citizenship or immigration status, age, disability, pregnancy, genetic information, marital status, veteran status, or any other protected class. This prohibition extends to coded language that functions as a proxy for a protected class, including without limitation: age-proxy language such as "recent grad," "young and energetic," or "digital native" used as screening criteria; gendered job titles used as requirements; and national origin proxies such as "native English speaker" where not genuinely required by the actual job function. A Listing may state a citizenship or immigration-status requirement only where a specific status is required for the role by law, regulation, executive order, or government contract.

A Listing must disclose pay through the Platform's required structured pay field. Substituting non-numeric language such as "competitive pay," "TBD," "DOE" ("depending on experience"), "negotiable," or any other placeholder in lieu of the required structured pay disclosure is prohibited. Employers must not use the job description, requirements, or any other freetext field to circumvent the structured pay field.

All compensation stated in a Listing must be lawful monetary compensation payable in United States dollars. Gift cards, merchandise, store credit, equity or other ownership interests, housing, cryptocurrency, and other in-kind consideration are not monetary compensation for purposes of this Policy: they may be described as benefits alongside stated pay, but never in place of it, and a Listing offering no monetary compensation is prohibited. Commission-only Listings remain subject to Section 2.3.

Commission-only Listings are permitted on the Platform only at JAYOBE's discretion. JAYOBE may accept, reject, or remove any commission-only Listing or account at any time, with or without cause and with or without notice, including for the purpose of maintaining the quality and integrity of the Platform.

Where a commission-only Listing is accepted by JAYOBE, the Listing must disclose an on-target earnings ("OTE") figure or an expected earnings figure alongside the commission structure. Commission-only Listings that omit any earnings disclosure are prohibited. JAYOBE may require additional documentation from the Employer regarding the commission structure, the OTE or expected earnings basis, or the Employer's agency, brokerage, or equivalent credentials before accepting or continuing to display a commission-only Listing.

Listings for positions that are unlawful under federal, state, or local law, or that require the applicant to engage in conduct that would be unlawful under federal, state, or local law, are prohibited.

State-Licensed Cannabis Employers.JAYOBE does not treat a Listing as violating this Section 2.6 solely because the position is with a marijuana or cannabis business, provided that the Employer holds a current, valid license for the relevant activity issued by the state in which the role is to be performed and operates that business in compliance with the law of that state, including the rules of the state's cannabis regulatory authority. An Employer posting a cannabis-related Listing represents and warrants, by posting it, that the Employer holds such a license and is operating in compliance with such law. JAYOBE does not verify licensure and has no obligation to do so, but may at any time request evidence of licensure, and may suspend or remove any cannabis-related Listing, and suspend or terminate the associated account, where the Employer fails to provide requested evidence or where JAYOBE has reason to believe the Employer is not licensed or is not operating in compliance with applicable state law.

Marijuana remains a controlled substance under federal law. JAYOBE makes no representation regarding the status of any cannabis-related activity under federal law, and each Employer posting a cannabis-related Listing is solely responsible for, and assumes all risk arising from, the legal status of its business and its positions under federal, state, and local law. Cannabis-related Listings must carry any minimum-age designation required for the role under Section 2.11, including where state law requires establishment workers to be at least twenty-one (21) years of age, and all associated photos and media must comply with Section 2.15. Positions with businesses dealing exclusively in hemp or hemp-derived products that are lawful under federal law are not cannabis-related Listings for purposes of this Section.

A Listing must not misrepresent the position, the identity of the Employer, the compensation, the benefits or perks offered, the location, the work arrangement, the employment type, the duties, the qualifications, or any other material term or requirement of the role. Listings that describe a position in a materially different manner than the actual available role are prohibited.

A Listing must not include, request, or require responses to pre-screening questions that are unlawful under federal, state, or local law, including without limitation: criminal history disclosure in jurisdictions with ban-the-box restrictions; disability status; pregnancy or family-planning status; genetic information; or age beyond confirming that the applicant meets the minimum legal working age for the role.

A Listing must not require applicants to be 18 years of age or older unless there is a legitimate legal basis for that age requirement, such as a federally designated hazardous occupation under the Fair Labor Standards Act, alcohol service, tobacco sales, or another genuine federal, state, or local legal age requirement applicable to the role. Selecting the Platform's 18+ Required designation without a legitimate legal basis is prohibited.

A Listing must not require applicants to be 21 years of age or older unless there is a legitimate legal basis for that requirement, such as employment at a state-licensed marijuana establishment in a state whose law sets a minimum worker age of twenty-one (21), interstate commercial driving subject to the federal minimum age for interstate operation, casino or other gaming positions for which a minimum age of twenty-one (21) is required by law, firearms-related sales positions for which a minimum age of twenty-one (21) is required by law, or another genuine federal, state, or local legal age requirement applicable to the role. Selecting the Platform's 21+ Required designation without a legitimate legal basis is prohibited.

Where a Listing carries an 18+ Required or 21+ Required designation, the applicant is asked at the time of application to confirm that they meet the stated minimum age. Providing a false confirmation is a violation of Section 4.1.

A Listing for an independent contractor position must not use language that characterizes the engagement as an employment relationship, and must not omit material facts about the nature of the engagement. Listings that obscure the distinction between employment and independent contractor arrangements are prohibited.

A Listing must not solicit, through Listing content, job description language, application instructions, application questions, or any other means, an applicant's prior salary, wage, or compensation history.

Handling Job Seeker personal information received through the Platform in a manner that does not comply with applicable federal, state, or local data protection or privacy laws is prohibited. Applicable laws include, without limitation, the California Consumer Privacy Act as amended by the California Privacy Rights Act, the Colorado Privacy Act, the Connecticut Data Privacy Act, the Delaware Personal Data Privacy Act, the Indiana Consumer Data Protection Act, the Iowa Consumer Data Protection Act, the Kentucky Consumer Data Protection Act, the Maryland Online Data Privacy Act, the Minnesota Consumer Data Privacy Act, the Montana Consumer Data Privacy Act, the Nebraska Data Privacy Act, the New Hampshire Data Privacy Act, the New Jersey Data Protection Act, the Oregon Consumer Privacy Act, the Rhode Island Data Transparency and Privacy Protection Act, the Tennessee Information Protection Act, the Texas Data Privacy and Security Act, the Utah Consumer Privacy Act, the Virginia Consumer Data Protection Act, the Michigan Identity Theft Protection Act (MCL 445.61 et seq.), and any other applicable U.S. state privacy, data broker, or data breach notification law. Employers remain solely responsible for compliance with the data protection laws applicable to their handling of Job Seeker personal information. This obligation is in addition to, and not in substitution for, the data handling obligations set forth in Section 9.8 of the Terms.

The Platform provides Employers a convenience checklist to track the status of post-offer items such as background checks, drug screens, I-9 employment-eligibility verification, and reference checks. JAYOBE does not perform, order, procure, or facilitate any screening, is not a consumer reporting agency, and does not receive or store the contents or results of any screening. The Employer is solely responsible for the lawfulness of any screening it conducts, including compliance with the Fair Credit Reporting Act (including its standalone disclosure, authorization, and pre-adverse-action and adverse-action requirements), federal and state equal employment opportunity laws, applicable ban-the-box and fair-chance laws (including the permitted timing of any criminal-history inquiry), state drug-testing and marijuana-protection laws, and Form I-9 employment-eligibility verification requirements. An Employer may not use the checklist, notes fields, or any other Platform surface to record or store the contents or results of a screening report.

Using Platform features or applicant information — including sorting or filtering tools, an applicant's location or distance information, or any other applicant data available through the Platform — to exclude, reject, deprioritize, or otherwise disadvantage applicants on the basis of any characteristic protected under federal, state, or local law, or through geographic or other proxies for a protected characteristic, is prohibited.

Applicant information received through the Platform may be used solely to evaluate, communicate with, and make hiring decisions regarding the applicant in connection with the Listing to which the applicant applied. Selling, licensing, renting, or otherwise transferring applicant information to any third party, disclosing it other than to service providers assisting the Employer with that hiring process, or using it for any purpose unrelated to that hiring process, is prohibited. Where a Listing is posted under a staffing, placement, or similar third-party arrangement disclosed in the Listing under Section 3.14, applicant information may also be disclosed to the client on whose behalf the Listing was posted, solely for that client's evaluation and hiring decision in connection with that Listing. The Employer remains responsible for the applicant information it discloses and for its client's handling of that information. This paragraph permits no other disclosure: applicant information may not be presented to, retained for, or reused for any client other than the one named or, for a client-confidential Listing, identified to JAYOBE for that Listing. This Section operates in addition to Sections 3.4, 3.5, 3.6, and 3.10.

Registering, adding, or maintaining as an Employer location any address that is not a bona fide, regularly staffed physical place of business of the Employer is prohibited. A qualifying location is a bona fide, regularly staffed physical place of business of the Employer at the displayed address, at which the Employer conducts operations and at which a candidate could reasonably be expected to interview, report to work, or perform work. Addresses that do not qualify include, without limitation, mail-forwarding and virtual-office addresses, registered-agent addresses, P.O. boxes, unstaffed satellite or administrative offices, and addresses used to represent a sales or service territory rather than a place of business.

An Employer whose workers perform services across a broader territory may describe the service area in Listing content; the Listing's location, and any associated map pin, must correspond to a qualifying location. Where a Listing is posted under a staffing, placement, or similar third-party arrangement as described below, the Employer may not use its own premises as the Listing's location or map pin in place of the client worksite at which the work is performed. Where the work described in a Listing is performed at the worksite of an Employer's client — as in staffing, placement, or similar third-party arrangements — the Listing's location may instead be that client worksite, provided the worksite is a bona fide, regularly staffed physical place of business of the client at which the work is to be performed, the staffing or placement relationship is disclosed in the Listing, the identity of the client, and any Content that would identify the client, including location photographs and brand imagery, is disclosed in the Listing or, for a list-only Listing designated client-confidential, provided to JAYOBE and withheld from public display, and the Employer has, and maintains for as long as the Listing is active, any authorization required to identify the worksite address and, where applicable, to withhold the client's identity from public display. Any Listing may be designated list-only, in which case it receives no map pin and displays its location at the city level; the underlying location remains subject to this paragraph, and the Employer's own identity is always displayed. Whether an Employer or a Listing is operating under a staffing, placement, or similar third-party arrangement for purposes of this paragraph is determined by JAYOBE in its sole discretion. JAYOBE may decline to accept, or may remove, any location or map pin at any time, with or without cause and with or without notice, including for the purpose of maintaining the accuracy and integrity of the Platform's map.

Initiating a credit card chargeback with the Employer's card issuer for a charge that was authorized, for services that were provided, and with no reasonable good-faith basis for dispute, is prohibited. This provision does not limit the Employer's legitimate right to dispute a charge with a reasonable good-faith basis, including without limitation a charge that was unauthorized, was the result of fraud, or was for services not provided. The Employer is further subject to the billing-dispute and chargeback procedures set forth in Section 16 of the Billing Terms.