DRAFT: not yet reviewed by an attorney. This document is a working draft. Items {in braces} are placeholders that haven't been filled in yet. Don't rely on it as final terms.

Version 2026-10-05.draft7 · Effective {Effective date} · {Company Name} LLC

DRAFT: not yet reviewed by an attorney. Placeholders in {braces} must be completed before launch.

Employer Agreement

This Employer Agreement ("Agreement") is between {Company Name} LLC ("we", "us") and the organization that creates an employer account or buys a job post on SecondWatch Careers ("Employer", "you"). It adds to the Terms of Service and the Acceptable Use & Posting Guidelines, which are part of this Agreement. The person accepting it confirms they're authorized to bind the Employer.

Version 2026-10-05.draft7 · Effective {Effective date}

1. Job posts

You may publish job listings for real, currently open positions that you (or a client you're authorized to represent, identified in the post) are hiring for and that require or value law enforcement experience. Each paid post runs for 30 days from the time it goes live, unless removed earlier.

2. Fees and payment

  • Prices are shown at checkout, in U.S. dollars, before you pay. Payment is due in full at checkout and is processed by Stripe. We never receive your full card details.
  • A post goes live only after payment is confirmed and, where applicable, after our review.
  • Fees don't include taxes. You're responsible for any applicable taxes. {Attorney: sales-tax treatment of online job-advertising services by state.}
  • We may change prices for future purchases. Changes don't affect posts you've already paid for.
  • Upgrades (Featured placement, the "Urgently hiring" badge, Refresh, email blasts) and officer-search passes are optional one-time purchases at the prices shown before checkout. Paid upgrades start only when the post is approved, live and meets the equal-opportunity requirements; they never skip our review, and promoted content is always labeled Featured or Sponsored. An email blast goes only to officers who chose to receive sponsored job emails and whose alerts or profile match; you won't receive the recipients' identities. {Attorney: refunds for upgrades on posts we later remove; see section 3.}
  • Subscription plans (DRAFT, added 2026-10-05). When subscriptions are switched on, you can choose a monthly or annual plan (currently Starter, Pro and Enterprise for companies; Agency Basic and Agency Plus for agencies). Each plan's price, included active jobs, Featured credits, team seats and features are shown on the Pricing page and before checkout. Plans renew automatically at the end of each monthly or annual period until you cancel. You can cancel at any time from your billing page; cancellation takes effect at the end of the current paid period, and we don't refund partial periods {Attorney: confirm; see note 107}. Upgrades take effect right away and are prorated by our payment processor; downgrades never remove jobs that are already live. If a renewal payment fails, your plan keeps working for a grace period shown on your billing page, after which plan features pause until payment succeeds. Annual plans are priced at ten times the monthly price. Every company account may publish one free first post. Agencies may publish entry-level recruit postings free of charge. Paying for a plan never skips our review and never changes officers' search filters; paid status may break ties between otherwise equal results or appear in a slot labeled Featured/Sponsored. The Verified Employer badge means an active paid plan, a confirmed account email and a verified domain (a DNS TXT record or a confirmed account email at your organization's own domain; free email domains don't qualify; agencies: also agency verification). We re-check periodically and remove the badge if verification lapses or the plan ends; it is not our endorsement. You must not claim a domain you don't control {Attorney: see note 109}. {Attorney: state automatic-renewal laws (e.g. California Bus. & Prof. Code §17600 et seq., New York GOL §5-903, and others) and the FTC's negative-option rules: clear-and-conspicuous disclosure next to the checkout button, affirmative consent, an acknowledgment that explains how to cancel, online cancellation as easy as sign-up, and renewal reminders for annual plans. See note 107.}
  • Single posts bought one at a time (when per-post billing is switched on) don't renew automatically.

3. Refunds

{Refund policy: e.g. full refund if we reject a post before it goes live; otherwise no refunds}

{Attorney: finalize. Suggested options: full refund if we reject a post before it goes live; pro-rated or no refund if removed for violating this Agreement; how chargebacks are handled.}

4. Equal employment opportunity; no discriminatory content

You confirm, each time you submit a post, that:

  • you are an equal opportunity employer and comply with applicable anti-discrimination laws, including Title VII, the ADEA, the ADA, GINA, USERRA and state and local equivalents;
  • your post doesn't express a preference, limitation, specification or discrimination based on race, color, religion, sex (including pregnancy, sexual orientation and gender identity), national origin, age, disability, genetic information, veteran or military status, citizenship or immigration status (except as required by law), or any other protected status; and
  • any requirement that could look like such a limitation (for example a minimum age, a maximum entry age, citizenship, or a criminal-history disqualifier for a sworn position) is required or expressly permitted by law for that position, and you'll identify the source if we ask.

We run an automated wording check. It may hold a post for human review but never rejects it by itself. Our review, approval or non-review of a post is not legal advice and doesn't mean the post is lawful. Compliance remains your responsibility.

5. Accurate pay information

You'll provide a good-faith pay range (minimum and maximum) and pay period wherever the law of the job's location, or the location of likely applicants, requires one (including remote positions), and we strongly encourage it everywhere. The range must be the one you honestly expect to pay at the time of posting. You're responsible for any other disclosures those laws require (for example a general description of benefits, or other compensation). We may require the pay fields for certain locations. This doesn't mean we've determined what the law requires for you.

6. Your responsibility for hiring

You are solely responsible for your listings, applicant communications, screening, background checks, interviews, offers and hiring decisions, and for complying with all employment, background-check (e.g. FCRA), fair-chance, pay-transparency, immigration, privacy and record-keeping laws that apply to you. Officers apply through the Site's Apply form, and we store and deliver their applications to you as described in section 6A. We're not your agent or an employment agency, and we don't refer or recommend candidates; match labels (section 6A) are only an automated sorting aid based on what the applicant shared.

6A. Applications from officers

Only verified law enforcement officers can apply to your posts, using the on-site Apply form. For each application you receive the details the officer chose to share: their name (full name, display name or initials, as they chose), resume, cover note and verified-officer status, plus their email, phone, agency, city/state, qualifications and military service only if they ticked them. Contact applicants through the Site's messages unless they shared another way to reach them. If an applicant shared qualifications, the Site may show you a match label computed only from what they shared. It's an automated sorting aid, not a recommendation, and you must not use it as the sole basis for any hiring decision. You agree to:

  • use applicant information only to consider that officer for the job they applied to, and handle it confidentially and securely, under applicable privacy, anti-discrimination and record-keeping laws;
  • not sell, share, publish or add it to a database for other purposes, and not contact officers who didn't apply to you through information obtained from the Site;
  • not rely on "verified officer" as a background check (it isn't one) and follow the Fair Credit Reporting Act and state law if you run background checks;
  • delete downloaded applicant data when you no longer need it for that hiring decision, subject to your legal record-keeping duties {Attorney: confirm wording}.

We log each time applications are viewed or resumes downloaded. Applications are deleted from the Site on the schedule in the Privacy Policy or when the officer withdraws.

6B. Team accounts, officer search and analytics

  • Team. The account owner may invite teammates as recruiters or viewers, up to the number of seats shown. You're responsible for your teammates' use of the Site and for removing anyone who should no longer have access. Each teammate must use their own login. Team notes on applicants are visible to your whole team and are subject to the same duties as applicant information in 6A.
  • Officer search. Where available, you may search the anonymous cards of officers who opted in and invite them to apply to one of your live posts. You agree not to try to identify an officer from a card, contact an officer outside the Site based on a card, invite officers to jobs you don't intend to fill, use the cards for any purpose other than recruiting for that job, or copy, scrape or export results. Searches, card views and invites are limited and logged, and we may suspend access for unusual activity. You learn an officer's identity only if they apply, and then only what they share (6A).
  • Analytics. Job analytics are aggregate counts. Don't try to use them to identify individual visitors or applicants.
  • Company page. You're responsible for your company page content and must have the rights to its logo and photos, including the consent of identifiable people. We review photos before they appear and may remove anything that violates the Guidelines.

7. Content license

You keep ownership of your listing content. You grant us a worldwide, non-exclusive, royalty-free license, during the listing period and for a reasonable time afterward for backups and records, to host, reproduce, format, display, distribute and promote your content, including your name and logo as they appear in the listing, on the Site, in email alerts, through our API and feeds, and in social-media or marketing that promotes the listing or the Site. You confirm you have all rights needed for this license.

8. Review, removal and suspension

We may review, hold, decline, remove or stop displaying any post, and suspend your account, if we believe it violates this Agreement, the Terms, the Guidelines or the law, or following a report. We'll try to tell you why when we can. Refunds on removal follow section 3.

9. Your warranties

You represent that everything you submit is accurate and lawful, that the job is real and open, that you won't charge applicants any fee, and that you won't use contact details obtained through the Site for anything other than the hiring process.

10. Indemnity

You'll defend, indemnify and hold harmless {Company Name} LLC and its members, managers, employees and agents from all claims, losses, damages, fines, penalties, costs and expenses (including reasonable attorneys' fees) arising from your posts, your hiring practices or decisions, your applicant communications, or your breach of this Agreement or the law.

11. Disclaimers and limits

The disclaimers and limitation of liability in the Terms apply. Our total liability under this Agreement won't exceed the fees you paid us for the post giving rise to the claim in the 12 months before it arose.

12. Term, changes and general

This Agreement lasts while you have an account or live posts. We may update it. For material changes we'll update the version, and you'll be asked to accept the new version at your next login and before your next purchase. Checkout records the version you accepted. Governing law and dispute resolution follow the Terms ({Governing law state}; {dispute resolution per Terms §16}).

Contact: {contact email} · {Mailing address}