Acceptable Use Policy

This Acceptable Use Policy ("AUP") applies to every organization and user of the WorkPulse platform and is part of the Terms of Service. Because WorkPulse is a workforce-monitoring tool, how you use it carries legal consequences for the people you monitor. You are responsible for using it lawfully. Violating this AUP may result in suspension or termination of your account.

1. Comply With the Law

You must comply with all laws that apply to your monitoring, in every jurisdiction where your monitored individuals are located. This includes employment law, privacy and data protection law (such as the GDPR, UK GDPR, and CCPA/CPRA), electronic-communications and wiretap/interception laws, and biometric-privacy laws (such as the Illinois Biometric Information Privacy Act). Many U.S. states and many countries require all-party consent to record communications or specific notice before monitoring employees.

2. Notice and Consent

You must, before monitoring begins and as your local law requires:

• tell the individuals that monitoring software is installed and what it collects;
• obtain any legally required consent, and keep records of it;
• conduct any required impact assessment (e.g., a GDPR DPIA) and any required works-council or employee-representative consultation;
• not rely on WorkPulse's default settings as a substitute for your own legal compliance.

WorkPulse provides optional in-product notice and consent features and a customer-facing Employee Monitoring Notice template, but configuring and delivering lawful notice and consent is your responsibility.

3. Prohibited Uses

You must not use WorkPulse to:

• monitor anyone without the legally required notice or consent, or where covert monitoring is unlawful;
• monitor people who are not your employees or contractors, or monitor personal (non-work) devices or accounts without the legal right to do so;
• capture webcam images, screen recordings, or other sensitive data where doing so is prohibited or where you have not met the heightened consent requirements (e.g., for biometric data);
• use monitoring data to unlawfully discriminate, harass, retaliate, or otherwise harm individuals;
• circumvent, disable, or hide the notice, consent, or status features in a way that violates applicable law;
• collect data for any purpose other than legitimate workforce management;
• reverse-engineer, tamper with, resell, or disrupt the Service or its infrastructure.

4. Feature Configuration Is Your Responsibility

Sensitive features — including webcam snapshots, screen recording, and silent (invisible) mode — are optional and off unless you enable them. If you enable them, you confirm you have the legal right to do so in each relevant jurisdiction and have met all applicable notice, consent, and assessment requirements.

5. Enforcement and Indemnity

We may investigate suspected violations and may suspend or terminate access for conduct that violates this AUP or applicable law, or that exposes WorkPulse or third parties to legal risk. As set out in the Terms, you indemnify WorkPulse against claims arising from your monitoring decisions and your violation of this AUP or of any individual's privacy rights.

6. Reporting Abuse

To report misuse of the Service, contact legal@getworkpulse.io.