Hiring Organization Terms Version: 0.2 Version ID: employer-schedule:en:v0.2 Status: draft Effective date: Not set Content hash: 7b12fdb39ec4b23dbb9b11c632bd63d5ba8db5e5d2b6113fd38bcb715964436f Operator / contracting entity: UAB Skillaxis, trading as InquOS Company code: 307395574 Registered office: Architektų g. 56-101, LT-04111 Vilnius, Lithuania Legal and support: support@sufoniq.com Privacy contact: privacy@sufoniq.com # Employer Schedule > Status: Counsel-review draft; not approved for production. > Operator / contracting entity: UAB Skillaxis, trading as InquOS > Company code: 307395574 > Registered office: Architektų g. 56-101, LT-04111 Vilnius, Lithuania > Legal and support contact: support@sufoniq.com > Privacy contact: privacy@sufoniq.com This Schedule applies to an organization or authorized representative seeking candidates, workforce planning, mobility support or related employer functionality. S2.1. Organization and authority - The employer is lawfully established and maintains required registrations, licences, insurance, tax, labour, immigration, sponsorship and sector approvals. - The accepting signatory is authorized to bind the employer. Every Authorized User acts only within assigned authority. - Organization and beneficial-control information supplied for verification must be accurate and kept current. S2.2. Genuine jobs and complete terms - Every role must represent a genuine and current hiring need approved by the employer. - State the legal employer, work location, duties, working time, contract type, salary or pay basis, benefits, lawful deductions, accommodation, sponsorship, start conditions and material risks accurately. - Do not publish phantom jobs, collect candidate data without a real purpose, falsely claim urgency or approval, or materially reduce conditions after engagement without clear notice and renewed candidate choice. - Confirm the role’s activity when requested and promptly pause or close it when no longer available. S2.3. Employment responsibility The employer is solely responsible for selection, the employment contract, wages, working time, workplace safety, equal treatment, labour rights, sponsorship duties, tax and legal compliance. InquOS may support workflow but does not become the employer. S2.4. Fair treatment and worker protection - Use objective, lawful and job-related selection criteria. A legal eligibility requirement may be applied only where genuinely relevant and accurately described. - Do not charge candidates recruitment fees, demand deposits, withhold identity documents, impose hidden deductions or make coercive promises or threats. - Provide reasonable status updates. Do not leave candidates in an indefinite active process after the role has been filled, frozen or cancelled. - Investigate and remediate credible reports of exploitation, discriminatory treatment or materially false job terms. S2.5. Candidate data and automated tools - Use candidate data only to evaluate and manage a legitimate opportunity or another purpose expressly authorized by law and the candidate. - Limit access, avoid unnecessary exports, apply retention and deletion controls and report relevant incidents promptly. - Do not sell candidate data or use it for unrelated marketing, profiling or onward disclosure without a lawful basis and required transparency. - Do not use an InquOS score, ranking or AI-generated summary as the sole basis for a significant hiring decision. Validate material facts and provide the legally required human oversight. S2.6. Representation The employer may not claim government, legal or InquOS endorsement and may not use InquOS branding without permission. InquOS is not the employer, sponsor, employment agency or guarantor unless a separate written agreement expressly states otherwise.