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.draft8 · Effective {Effective date} · {Company Name} LLC

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

Terms of Service

{Company Name} LLC ("we", "us") operates SecondWatch Careers at https://secondwatchcareers.com (the "Site"). These Terms of Service ("Terms") apply to everyone who visits or uses the Site, including law enforcement officers (job seekers), employers and law enforcement agencies. By using the Site you agree to these Terms. If you don't agree, don't use the Site.

Version 2026-10-05.draft8 · Effective {Effective date}

1. What the Site is (and isn't)

The Site is a venue: a place where employers and law enforcement agencies publish job listings and recruitment information, and where verified law enforcement officers (active, retired and former sworn officers, corrections officers, federal agents, military police and reserve officers) can view them in full and apply. Visitors without a verified officer account see only a summary of each listing.

  • We are not an employer, staffing agency, recruiter or employment agency. We don't hire, refer, screen, interview or place anyone, and we're not a party to any application, offer or employment relationship.
  • Hiring decisions, job requirements, pay and working conditions are the sole responsibility of the employer or agency that posts them.
  • We don't provide legal, financial, retirement or career advice. Information on the Site, including checklists and comparisons, is general information only.

2. Where listings and agency information come from

Content on the Site comes from three kinds of sources:

  1. Direct posts: job listings written by employers who have accounts with us (free, paid per post, or under a subscription plan).
  2. Agency recruitment profiles: pay, benefits, lateral-entry, hiring-process and contact information provided by the agency itself, shown with a "Last updated by agency" date.
  3. Aggregated listings: job listings collected automatically from third-party sources (for example job-search APIs and other job boards). Each is labeled with its source and links to the original listing. We show a short excerpt only. We don't write, edit, verify or endorse these listings, and the original publisher controls them.

We filter and categorize listings automatically (for example, looking for phrases about law enforcement experience). Automated filtering and categorization can be wrong.

3. No guarantees

We don't guarantee that any listing is accurate, complete, current, lawful or still open; that any pay, benefit or bonus shown will be offered to you; that you will get an interview, offer or job; or that any employer, agency or candidate is who they say they are. A "verified agency" badge means only that we completed the verification steps described on the Site at the time. It isn't an endorsement. Always confirm details directly with the employer or agency before relying on them, and never send money or sensitive personal information (such as a Social Security number or bank details) to get a job.

4. Accounts

  • There are two kinds of accounts: officer accounts for individual law enforcement officers (see Officer accounts), and employer / agency accounts for organizations. You must be at least 16 (officer accounts: at least 18) and able to form a binding contract, and if you register for an organization you must be authorized to bind it.
  • Give accurate information and keep it current. Keep your password and two-factor codes confidential. You're responsible for activity under your account. Tell us promptly at {contact email} if you suspect unauthorized access.
  • Employer and agency accounts are also subject to the Employer Agreement or the Agency Recruitment Agreement, and everyone is subject to the Acceptable Use & Posting Guidelines. If those documents conflict with these Terms on a topic they specifically address, they control for that topic.

4A. Officer accounts

  • Who may join. Officer accounts are only for people who are, or were, law enforcement officers: active sworn officers, retired or former officers, corrections officers, federal agents, military police and reserve / auxiliary officers. You must give your real name, your status, your current or last agency, its state and your years of service, and keep them accurate.
  • Verification. To see full listings and apply, you must confirm your email and upload at least one document that shows your status (for example a badge photo, agency ID card, state POST / certification card or letter, retirement ID, DD-214 showing military police service, or a letter from your agency on letterhead). A person reviews it. You agree to cover or blur ID numbers and other details we don't need, and not to upload photos of federal badges, credentials or ID cards (federal law, 18 U.S.C. § 701, restricts reproducing them); use an SF-50, DD-214 or agency letter instead. You're responsible for following your agency's policies about copying agency IDs. We may approve, reject, ask for more information, or later remove a verification (for example if we receive a credible report, or you change your status or name), and we may ask you to re-verify only if we have a specific reason (for example a report or a change of status).
  • Honesty. Don't impersonate anyone, claim a status you don't hold, or upload altered or someone else's documents. Impersonating a law enforcement officer or using forged identification can be a crime. We will close such accounts and may report them to the relevant authorities {Attorney: confirm reporting language}.
  • What verification means. "Verified officer" means only that our reviewer saw a document that appeared to show your status at the time. It isn't a background check, a certification of fitness for any job, or an endorsement, and employers must do their own hiring checks.
  • Applying. When you apply to a direct employer post (with the full form or with one-click apply, which always shows a confirm step), you share your name in the format you choose, your resume, cover note and verified-officer status (status, years of service and the date you were last verified), plus anything else you tick (for example your email, phone, agency, city/state, qualifications or military service), with that employer only. If you don't share your email, the employer contacts you through site messages. The employer, not us, decides whether to contact, interview or hire you, and is responsible for handling your information lawfully. You can withdraw an application at any time; this deletes your resume and contact details from it on our Site, but it can't recall anything the employer already downloaded.
  • Messages and status. Messages with an employer are only about that application. Don't send ID documents, passwords or information the employer doesn't need, and don't use messages for spam or harassment. The status you see is what the employer set; we don't check it.
  • Privacy. Your officer profile is never public, and employers and agencies can't search or browse officers unless you opt in to officer search (see 4D). See the Privacy Policy.
  • Listing details. Full listing details are provided to verified officers for their own job search. Don't copy, scrape, republish or share them in bulk.
  • No fees. We don't charge officers to join or apply {Sam: confirm}. Never pay anyone to get a job.

4B. Agency reviews and pay reports

  • Who may post. Only verified officers may review an agency, report pay or report how long hiring took. Post one review per agency, and only about an agency you work or have worked for, based on your own experience. Report only your own pay and your own hiring experience. This applies to agencies listed as an "Unclaimed profile" too.
  • Rules. Reviews must follow the review guidelines. No names or descriptions of individual people, no personal information, no threats, harassment, hate or profanity, no confidential or law-enforcement-sensitive information, and no statements of fact you know or suspect are false. Give your honest opinion and experience. Don't write reviews in exchange for payment or any other benefit, of your own agency to promote it, or of a competitor's agency to harm it.
  • Moderation. We review every review, pay report and agency response before it appears, and may decline, hold, remove or stop displaying any of them that we believe breaks these Terms or the guidelines. We don't edit what you wrote, except to correct an agency name on a pay report. We don't remove or change reviews because an agency or employer pays or asks us to, or because a review is negative. Advertising or buying a listing has no effect on reviews.
  • Anonymity. We publish reviews and pay as described in the Privacy Policy and don't tell agencies or employers who wrote them. We may disclose information if the law requires it {Attorney: confirm the subpoena and notice language}.
  • Agency responses. An agency's verified account may post one public response per review. The response must follow the same rules, and it must not try to identify or retaliate against the reviewer.
  • Your responsibility. Reviews and pay reports are the opinions and statements of the officers who post them, not of SecondWatch Careers. You're responsible for what you post. We don't verify that a reviewer worked at the agency, beyond their verified officer status.
  • Figures are information only. Pay figures and hiring timelines (officer-reported and agency-provided) may be incomplete or out of date. Confirm pay, benefits and hiring steps with the agency before relying on them.
  • Agency records and claims. Our agency directory lists agencies from profiles and sign-ups on the Site and from agency names in real job listings we import. A listing there isn't an endorsement and doesn't mean the agency uses the Site. An agency may claim its record only through our agency verification, and only for itself. Reviews and reports stay on an agency's record if the agency deletes its account or claims the record; claiming doesn't give control over officers' reviews.
  • Match labels and the tracker. "Strong / Good / Possible match" labels are an automated sorting aid based on the job-related details in your career profile and the listing. They aren't advice, a recommendation or a prediction that you'll be hired, and we don't make or influence hiring decisions. Your application tracker is a personal tool; statuses you set yourself and reminder emails are for your convenience only.

4C. Job alerts

Job alerts email you new listings that match a search you saved. You can set up alerts with an officer account, or with an email address that you confirm. Alerts follow the same listing-visibility rules as the Site, and you can unsubscribe from any alert email at any time. Only set up alerts for an email address you control. We may limit how many alerts an address receives, or stop alerts that bounce or are abused.

  • Officer search is optional and off unless you turn it on. Employers who meet our access rules see only an anonymous card with the fields you choose, and can invite you to apply to one of their jobs. Ignoring an invite has no consequences, and the employer isn't told. You can pause, opt out or block employers at any time.
  • Employers using officer search must use it only to invite officers to apply to a real, live job, must not try to identify officers from their cards (for example by combining details or contacting their agency), and must not scrape, copy or export results or work around the limits. We may suspend access, and the account, for misuse.
  • Sponsored and featured content. Some jobs are promoted because the employer paid (labeled Featured or Sponsored), and some emails are sponsored job emails (labeled [Sponsored], sent only to officers who turned them on). Payment never skips our review or the equal-opportunity rules, and doesn't change reviews, match labels or verification. Paying never lets a job bypass your search filters; a paid plan may only break ties between otherwise equal results. A Verified Employer badge means the employer has an active paid plan, a confirmed account email, and has shown it controls its own web domain (by a DNS record or a confirmed email at that domain; agencies also pass agency verification). We re-check domains periodically and remove the badge if verification lapses. It isn't our endorsement of the employer or the job.
  • Team accounts. An employer account's owner can invite teammates. Each teammate has their own login, must accept these Terms, and acts for the organization within the role the owner gives them. The organization is responsible for its teammates' activity. The owner can remove a teammate at any time, which ends their access immediately.
  • Company pages. Employers and agencies may publish a company page. Photos are reviewed before they appear, and the organization must have the rights to everything it uploads, including the consent of identifiable people in photos.

5. Prohibited content and conduct

You may not post, submit or do anything that:

  • is false, misleading or fraudulent, including fake jobs, "jobs" that require payment from the applicant, pyramid or multi-level-marketing schemes, or listings designed to collect personal information;
  • states a preference, limitation 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, or any other status protected by law, except a requirement that the law itself sets for the position (for example a statutory minimum age or citizenship requirement for sworn officers);
  • leaves out pay information where the law requires it, or misstates it;
  • asks for applicants' salary history where that's prohibited, or imposes blanket criminal-record bans where fair-chance laws restrict them;
  • infringes anyone's intellectual property, privacy or publicity rights, or discloses someone's personal information (including officers' home addresses or family details) without authorization;
  • is harassing, threatening, hateful, obscene or unlawful;
  • contains malware, or tries to probe, scan, overload or break the Site or its security, or to access accounts or data that aren't yours;
  • scrapes, crawls or bulk-downloads the Site (other than normal search-engine indexing that follows our robots.txt), or resells our content or data; or
  • uses the Site to send spam or unsolicited commercial messages.

6. Our right to remove content and suspend accounts

We may review, screen, hold for review, edit the formatting of, refuse, remove or stop displaying any content, and suspend or close any account, at any time and for any reason, including a suspected violation of these Terms or the law, a user report, or a request from a data source. We use automated screening that may hold a post for human review. It doesn't reject anything by itself, and holding or approving a post doesn't mean we've decided it's lawful. We have no obligation to monitor content, and we aren't responsible for content provided by others. Refunds for removed paid content are governed by the Employer or Agency Agreement.

7. Reports

Anyone can report a listing with the "Report this listing" button, or a review with its "Report" link. We review reports but don't promise any particular outcome or timeline. Don't misuse reports (for example to harass a competitor).

8. Content you provide; license to us

You keep ownership of content you submit. You grant us a worldwide, non-exclusive, royalty-free license to host, store, reproduce, format, display, distribute and promote it on the Site and in related communications (for example email alerts or sharing a listing on social media) for as long as it's on the Site and a reasonable period afterward for backups and records. You confirm you have the rights needed to grant this license.

9. Our content and the Site

The Site's design, software, text we write, and our compilation of listings are owned by us or our licensors and protected by law. You may view and share individual listings for personal, non-commercial job-search purposes. Third-party names and logos belong to their owners.

10. Third-party sites and services

The Site links to third-party websites (for example an employer's application page or the original source of an aggregated listing) and uses third-party services (for example Stripe for payments). We don't control them and aren't responsible for them. Their own terms and privacy policies apply.

We respond to notices of alleged copyright infringement that comply with the U.S. Digital Millennium Copyright Act (17 U.S.C. § 512). Send notices to our designated agent: {DMCA designated agent name}, {DMCA agent email}, {DMCA agent mailing address} (U.S. Copyright Office registration {U.S. Copyright Office DMCA registration number}). Include: (a) your physical or electronic signature; (b) the copyrighted work you claim is infringed; (c) the material you claim is infringing and where it is on the Site (URL); (d) your address, telephone number and email; (e) a statement that you have a good-faith belief the use isn't authorized by the owner, its agent or the law; and (f) a statement that the information is accurate and, under penalty of perjury, that you're the owner or authorized to act for the owner. If your content was removed, you may send a counter-notice as the DMCA allows. We terminate repeat infringers' accounts in appropriate circumstances. {Attorney: confirm agent registration and counter-notice procedure.}

12. Disclaimers

THE SITE AND ALL CONTENT ARE PROVIDED "AS IS" AND "AS AVAILABLE", WITHOUT WARRANTIES OF ANY KIND, EXPRESS OR IMPLIED, INCLUDING WARRANTIES OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE, TITLE, NON-INFRINGEMENT, ACCURACY AND AVAILABILITY. WE DON'T WARRANT THAT THE SITE WILL BE UNINTERRUPTED, SECURE OR ERROR-FREE, OR THAT LISTINGS OR AGENCY INFORMATION ARE ACCURATE OR LAWFUL. Some jurisdictions don't allow certain disclaimers, so some of these may not apply to you.

13. Limitation of liability

TO THE FULLEST EXTENT PERMITTED BY LAW: (A) WE WON'T BE LIABLE FOR ANY INDIRECT, INCIDENTAL, SPECIAL, CONSEQUENTIAL, EXEMPLARY OR PUNITIVE DAMAGES, OR FOR LOST PROFITS, WAGES, EARNINGS, OPPORTUNITIES, DATA OR GOODWILL, ARISING FROM OR RELATED TO THE SITE, ANY LISTING, ANY EMPLOYER OR AGENCY, OR ANY HIRING DECISION; AND (B) OUR TOTAL LIABILITY FOR ALL CLAIMS RELATING TO THE SITE WON'T EXCEED THE GREATER OF (i) THE AMOUNT YOU PAID US IN THE 12 MONTHS BEFORE THE CLAIM AROSE, OR (ii) {US $100}. THESE LIMITS APPLY TO ANY THEORY OF LIABILITY AND EVEN IF WE WERE TOLD THE DAMAGES WERE POSSIBLE. {Attorney: confirm cap amount and consumer carve-outs.}

14. Indemnity

If you're an employer, agency or other account holder, you'll defend, indemnify and hold harmless {Company Name} LLC and its members, managers, employees and agents from any claims, losses, liabilities, damages, fines, costs and expenses (including reasonable attorneys' fees) arising from your content, your job listings or recruitment information, your hiring practices and decisions, your violation of these Terms or the law, or your infringement of anyone's rights.

15. Termination

You may stop using the Site at any time and may delete your account from your account settings. We may suspend or end your access as described in section 6. Sections that by their nature should survive (for example 8, 9 and 11–17) survive termination.

16. Governing law and disputes

These Terms are governed by the laws of {Governing law state}, without regard to conflict-of-laws rules, and applicable U.S. federal law.

{DISPUTE RESOLUTION PLACEHOLDER. Attorney to choose: (a) courts only, exclusive venue in {County and state for court venue}; or (b) binding individual arbitration (provider, rules, seat, fees, small-claims carve-out, opt-out window) with a class-action waiver. Also: informal-resolution notice period (e.g. 30 days) before filing, and the time limit for bringing claims.}

17. Changes to these Terms

We may update these Terms. If a change is material, we'll update the version and effective date above and, for account holders, ask you to review and accept the new version the next time you log in (and before your next purchase). Changes apply from the effective date and don't apply retroactively to disputes that arose before them. If you keep using the Site after a change, you accept it.

18. General

These Terms (with the documents they refer to) are the entire agreement between you and us about the Site. If a provision is unenforceable, the rest remains in effect. Our failure to enforce a provision isn't a waiver. You may not assign these Terms without our consent. We may assign them in connection with a merger, acquisition or sale of assets. Notices to us: {contact email} or {Mailing address}.

19. Contact

{Company Name} LLC · {Mailing address} · {contact email}