Ethical Recruitment and Worker Protection Standard Version: 0.2 Version ID: ethical-recruitment-standard:en:v0.2 Status: draft Effective date: Not set Content hash: 04db5364fc65b0406eb139737b79863d3fc1d6ea290a996c95d1d0c3fd18768a 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 # Ethical Recruitment and Worker Protection Standard > 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 public Standard applies to employers, agencies, recruiters and relevant service providers using InquOS. It supplements law and the Role Schedules. Where local law provides stronger protection, the stronger rule applies. I1. No worker-paid recruitment fees A worker or job seeker must not be charged a recruitment, placement, selection or access fee for obtaining or being considered for employment. A business user must not shift such a fee through deposits, inflated mandatory services, salary deductions, accommodation charges, document charges, training, travel or another label. A genuinely optional service must be separately described, priced and accepted, must not condition access to employment and must not guarantee a job, visa or government result. I2. No coercion or document retention Do not retain passports or identity documents, restrict a worker’s movement, threaten immigration consequences, impose unlawful deposits, use debt to control a worker or retaliate against a person who reports a concern or withdraws from a process. I3. Truthful opportunity terms Before commitment, provide accurate information about the legal employer, work location, duties, contract type, pay, working time, benefits, deductions, accommodation, sponsorship, probation, termination, material costs and known risks. Material changes require clear notice and genuine choice. I4. Fair and lawful treatment Use lawful, objective and job-related criteria. Do not discriminate unlawfully, harass, exploit vulnerability or make an immigration, employment or service threat to force compliance. Reasonable accommodations and accessible communication must be provided where required. I5. Mandates, licences and supply chain Every recruiter and agency must have the required legal status and a current mandate. Organizations remain responsible for agents, subcontractors and referral partners they introduce or authorize and must investigate credible misconduct. I6. Status, closure and candidate dignity Keep opportunities current, provide reasonable status updates and close processes that are no longer active. Candidates must not be kept in an indefinite active process merely to inflate a pipeline or preserve optionality. Rejection communications need not disclose confidential deliberations but should not mislead the candidate about whether the opportunity still exists. I7. Reporting, remediation and non-retaliation InquOS must provide a confidential reporting route for unlawful fees, coercion, false terms, passport demands, discrimination, unsafe work or retaliation. A credible report may lead to evidence preservation, user protection, restricted access, investigation, remediation, repayment, termination or lawful reporting. A person must not be disadvantaged merely for making a good-faith report or participating in an investigation. Knowingly false and malicious reports may be addressed separately. I8. Evidence and audits Relevant business users must retain mandates, fee disclosures, contracts, candidate authority, communications and payment records for the lawful period and provide proportionate evidence during a compliance review. InquOS may perform risk-based checks without representing that every user or opportunity has been fully audited.