Jobs Supplemental Vendor Terms

Effective Date: [Effective Date]
Last Updated: [Last Updated Date]
Category Terms Version: 1.0
Marketplace Operator: [Full Legal Name of Daivavarna Operating Entity]
Contact: [Jobs Support / Marketplace Compliance Email]

About These Supplemental Terms

These Jobs Supplemental Vendor Terms apply to employers, farms, temples, ashrams, schools, traditional institutions, nonprofit organizations, community organizations, artisan businesses, natural-living businesses, cultural organizations, Accommodation Providers, Event organizations, and other approved Employers who post employment opportunities through Daivavarna.

Daivavarna’s Jobs category is intended to help people discover lawful work opportunities reasonably connected with Daivavarna’s devotional, traditional, cultural, educational, agricultural, artisan, natural-living, community, and related Marketplace purposes.

Daivavarna is not intended to operate as an unrestricted general corporate job board.

Daivavarna may therefore curate Employers and Jobs based upon:

the Employer;

industry;

work performed;

organizational purpose;

job duties;

working environment;

Marketplace alignment;

legality;

worker safety;

and other reasonable considerations.

Subject to approval, Jobs may include:

farm work;

natural-farming roles;

temple support roles;

ashram roles;

guesthouse or Accommodation work;

traditional cooking;

Sattvic food preparation;

artisan production;

tailoring;

weaving;

craft work;

book publishing;

bookstore work;

Sanskrit or traditional education support;

administrative support for aligned organizations;

Event work;

cultural-program roles;

devotional organization roles;

community support roles;

seasonal work;

permanent employment;

part-time employment;

and other approved opportunities.

A Job does not necessarily have to involve explicitly religious duties to qualify. Support roles such as administration, accounting, logistics, cleaning, technology, customer support, operations, maintenance, marketing, or other ordinary functions may be eligible where the Employer or organization itself substantially aligns with Daivavarna’s Marketplace purpose.

Jobs principally connected with activities inconsistent with Daivavarna’s curated standards may be excluded even where otherwise lawful.

These Supplemental Terms govern Marketplace eligibility and Employer conduct. They do not replace Applicable Law governing employment, wages, worker classification, discrimination, workplace safety, immigration, labor relations, taxes, benefits, minors, privacy, or other employment matters.

These Supplemental Terms supplement the General Vendor Terms and Seller Agreement, Marketplace Policies, Privacy Policy, Reviews and Community Content Policy, Prohibited and Restricted Products, Services and Activities Policy, Events Supplemental Vendor Terms, Accommodations Supplemental Vendor Terms, General Services Supplemental Vendor Terms, and other applicable Daivavarna requirements.

Nothing in these Supplemental Terms authorizes unlawful employment activity.

1. EMPLOYER APPROVAL REQUIRED

An Employer may be required to receive Daivavarna approval before publishing Job Listings.

General Vendor registration does not automatically authorize recruitment through Daivavarna.

Daivavarna may request information concerning:

Employer identity;

business or organization;

location;

website;

industry;

role;

employment structure;

compensation;

working conditions;

licenses;

registrations;

or other relevant information.

2. JOB-LEVEL APPROVAL

Daivavarna may review individual Job Listings even after an Employer has been approved.

Approval of one Job does not automatically authorize every later position.

3. CONTINUING EMPLOYER ELIGIBILITY

Employer approval is conditional and continuing.

Daivavarna may review an Employer where:

serious applicant complaints arise;

employment practices materially change;

fraud is suspected;

an Employer begins posting unrelated Jobs;

worker-safety concerns arise;

government enforcement occurs;

or another reasonable compliance concern exists.

4. CURATED EMPLOYER STANDARD

Daivavarna may approve Employers whose activities reasonably align with the Marketplace’s purpose.

Examples may include:

temples;

ashrams;

farms;

natural-farming businesses;

Ayurveda organizations;

traditional educational institutions;

publishers;

bookstores;

artisan businesses;

cultural organizations;

traditional hospitality businesses;

community organizations;

Sattvic food businesses;

retreat centers;

pilgrimage organizations;

and other aligned Employers.

5. NOT A GENERAL CORPORATE JOB BOARD

Daivavarna is not obligated to carry Jobs from every lawful corporation, industry, profession, or Employer.

A lawful Job may be declined because it does not reasonably fit the curated purpose of the Jobs category.

6. SUPPORT ROLES MAY QUALIFY

A Job does not need to involve traditional subject matter in every daily task.

An aligned organization may post ordinary support roles such as:

accounting;

bookkeeping;

information technology;

website management;

customer service;

administration;

operations;

logistics;

maintenance;

cleaning;

shipping;

marketing;

warehouse work;

or similar functions

where the organization itself reasonably fits Daivavarna’s Marketplace purpose.

7. EMPLOYMENT CONNECTED WITH PROHIBITED ACTIVITIES

Jobs principally involving activities prohibited or materially inconsistent with Daivavarna’s Marketplace standards may be excluded.

8. SLAUGHTER AND MEAT INDUSTRIES

Jobs principally involving:

slaughterhouses;

animal killing for food;

butchering;

meat processing;

meat packing;

commercial meat sales;

or similar activities

may be prohibited from Daivavarna’s Jobs category.

9. ALCOHOL INDUSTRY JOBS

Jobs principally involving manufacture, distribution, promotion, or sale of alcoholic beverages may be excluded.

10. TOBACCO AND NICOTINE JOBS

Jobs principally involving tobacco, cigarettes, vaping, nicotine Products, or related commercial activity may be excluded.

11. RECREATIONAL DRUG INDUSTRY JOBS

Jobs principally involving prohibited recreational drugs or intoxicants may be excluded.

12. GAMBLING JOBS

Jobs principally involving gambling, betting, casinos, or prohibited wagering activity may be excluded.

13. ADULT SEXUAL INDUSTRY JOBS

Jobs involving pornography, commercial sexual activity, adult sexual entertainment, or similar prohibited activity are not eligible.

14. WEAPONS INDUSTRY JOBS

Jobs principally involving prohibited weapons, ammunition, explosives, or similar activities may be excluded.

15. EXPLOITATIVE EMPLOYMENT

Jobs involving forced labor, trafficking, unlawful coercion, debt bondage, or other exploitative practices are prohibited.

16. MASS INDUSTRIAL WORK UNRELATED TO MARKETPLACE PURPOSE

Daivavarna may decline unrelated mass-industrial, corporate, or general commercial Jobs that do not meaningfully fit the purpose of the curated Jobs category.

17. JOB TYPES

Subject to approval, Employers may post:

full-time;

part-time;

permanent;

temporary;

seasonal;

fixed-term;

apprenticeship;

internship;

trainee;

casual;

or other lawful employment arrangements.

The classification must be accurate.

18. EMPLOYEE VERSUS CONTRACTOR

An Employer shall not label a worker an independent contractor merely to avoid employment obligations where Applicable Law treats the relationship as employment.

19. JOBS VERSUS SERVICES

A genuine employment position belongs in Jobs.

A project performed by an independent business may belong in General Services.

The legal relationship depends upon the actual facts and Applicable Law, not merely the Marketplace label selected.

20. EVENT CONTRACTORS

A short-term independent contractor needed for an Event may be listed through Event Requirements or Services where appropriate.

Where the arrangement legally constitutes employment, Jobs requirements apply.

21. SEASONAL EMPLOYMENT

Seasonal Jobs may be particularly appropriate for:

farms;

festivals;

pilgrimage seasons;

guesthouses;

retreats;

Events;

food production;

or other aligned operations.

22. FARM JOBS

Farm Jobs may include:

planting;

harvesting;

weeding;

irrigation;

packing;

natural-farming work;

livestock care where consistent with Marketplace standards;

farm maintenance;

farm-stay support;

or other lawful work.

23. NATURAL-FARMING JOBS

Employers may post Jobs involving traditional, organic, regenerative, or natural-farming systems.

Farming claims made in the Job Listing should be accurate.

24. FARM SAFETY

Farm Employers remain responsible for agricultural workplace safety.

Workers may encounter:

machinery;

tools;

animals;

weather;

chemicals;

uneven ground;

vehicles;

and other risks.

25. PESTICIDE EXPOSURE

Employers must comply with Applicable Law concerning worker exposure to pesticides or other agricultural chemicals.

26. TEMPLE JOBS

Temples may post approved roles such as:

administration;

maintenance;

bookstore work;

kitchen work;

guest services;

gardening;

cleaning;

program support;

office work;

or other lawful positions.

27. PRIESTLY OR SPECIALIZED TEMPLE ROLES

Priestly, ritual, theological, or other specialized positions may require qualifications appropriate to the tradition and Applicable Law.

28. ASHRAM JOBS

Ashrams or devotional organizations may post approved lawful employment.

Material lifestyle, schedule, residential, devotional, or dietary expectations should be disclosed where they materially affect the position.

29. DEVOTIONAL ENVIRONMENT

An Employer may accurately describe a workplace as devotional, temple-based, ashram-based, Sattvic, vegetarian, traditional, or otherwise culturally specific.

Such description does not authorize unlawful employment discrimination.

30. EDUCATIONAL JOBS

Traditional schools, language programs, Classes Providers, cultural institutions, or educational organizations may post teaching and support roles.

31. TEACHER POSITIONS

Teacher Jobs should accurately state required:

education;

experience;

language;

subject knowledge;

traditional training;

certification;

or other qualifications.

32. AYURVEDA EMPLOYMENT

Ayurveda organizations may post Jobs where lawful.

A Job requiring professional clinical or practitioner activity must require any professional qualifications or licenses mandated by Applicable Law.

33. ASTROLOGY EMPLOYMENT

Organizations employing Astrologers should accurately state the traditional or professional training expected.

34. ARTISAN JOBS

Jobs may include:

weaving;

embroidery;

pottery;

painting;

wood carving;

metal craft;

tailoring;

textile work;

or other artisan production.

35. APPRENTICESHIP IN TRADITIONAL CRAFTS

Traditional apprenticeships may be eligible where lawful.

The Employer must accurately disclose whether the opportunity is:

paid employment;

unpaid education where lawful;

stipend-based;

or another arrangement.

36. BOOKS AND PUBLISHING JOBS

Publishers, bookstores, translation projects, or educational organizations may post approved roles involving:

editing;

publishing;

Sanskrit;

translation;

distribution;

book sales;

research;

design;

or related work.

37. SATTVIC FOOD JOBS

Approved Sattvic food businesses may post roles involving:

cooking;

food preparation;

packaging;

delivery;

customer service;

kitchen management;

or other lawful work.

38. FOOD WORKER SAFETY

Food Employers remain responsible for:

sanitation;

food-handler requirements;

workplace safety;

and Applicable Law.

39. ACCOMMODATION JOBS

Approved guesthouses, temples, ashrams, farms, and Accommodation Providers may post roles such as:

guest services;

housekeeping;

maintenance;

kitchen work;

reception;

groundskeeping;

or management.

40. EVENT JOBS

Event organizations may post genuine employment opportunities related to Events.

Temporary independent contractor work may instead be governed by Event Requirements or Services.

41. COMMUNITY ORGANIZATION JOBS

Community-oriented organizations may post appropriate administrative, operational, educational, cultural, social-support, or other lawful roles.

42. REMOTE JOBS

Remote work may be listed where genuine.

The Employer should accurately identify:

remote status;

location restrictions;

time-zone requirements;

and whether occasional in-person attendance is required.

43. HYBRID JOBS

Hybrid Jobs must explain the material in-person and remote expectations.

44. ONSITE JOBS

Onsite positions should provide an accurate work location or sufficient location information.

45. JOB LOCATION

The Employer must accurately identify the location where work will principally be performed.

46. MULTIPLE LOCATIONS

Where workers may be assigned to multiple sites, that fact should be disclosed where material.

47. TRAVEL REQUIREMENTS

Regular travel requirements should be disclosed.

48. RELOCATION

Where relocation is required, the Job Listing should say so.

49. RELOCATION ASSISTANCE

Claims concerning relocation assistance must be accurate.

50. INTERNATIONAL JOBS

Cross-border Jobs may be listed only where lawful and approved.

Employers remain responsible for immigration, employment, payroll, taxation, and other international hiring requirements.

51. WORK AUTHORIZATION

Employers must comply with Applicable Law concerning employee work authorization.

52. VISA SPONSORSHIP CLAIMS

An Employer shall not claim that visa sponsorship is available unless the Employer has a reasonable basis for offering it.

53. NO VISA GUARANTEE

An Employer shall not guarantee governmental visa approval.

54. IMMIGRATION FEES

Employers must comply with Applicable Law governing recruitment and immigration-related fees.

55. FRAUDULENT VISA JOBS

Jobs created principally to sell fraudulent immigration documents, fake sponsorship, or nonexistent employment are prohibited.

56. JOB TITLE

The Job title must accurately reflect the position.

57. NO MISLEADING PRESTIGE TITLES

An ordinary junior position shall not be given a materially deceptive senior executive or professional title merely to attract applicants.

58. JOB DESCRIPTION

The Listing should accurately explain:

duties;

employment type;

location;

schedule;

compensation;

qualifications;

and material conditions.

59. PRINCIPAL DUTIES

The Employer should identify the principal duties expected.

60. MATERIAL DUTY CHANGES

An Employer shall not recruit for one type of work and, after hiring, materially substitute unrelated or substantially less favorable work without appropriate agreement and legal compliance.

61. QUALIFICATIONS

Required qualifications should be reasonably related to the role.

62. EDUCATION REQUIREMENTS

Where a degree, diploma, certificate, or particular education is required, that fact should be stated accurately.

63. EXPERIENCE REQUIREMENTS

Required years or types of experience should be stated accurately.

64. TRADITIONAL QUALIFICATIONS

Traditional education, lineage, apprenticeship, or practical experience may be appropriate qualifications for certain roles.

65. LICENSED PROFESSIONS

Jobs involving regulated professions must require applicable licenses or professional authorizations where legally necessary.

66. FALSE PROFESSIONAL JOBS

An Employer shall not recruit people to perform regulated professional duties unlawfully under a misleading nonprofessional title.

67. COMPENSATION DISCLOSURE

Where Applicable Law requires salary or wage disclosure, the Employer must comply.

Daivavarna may independently require compensation information for certain Jobs.

68. SALARY RANGES

A displayed salary range must be genuine.

69. FALSE SALARY RANGES

An Employer shall not publish an unrealistically high salary range merely to attract applicants while intending to offer materially less to every applicant.

70. HOURLY PAY

Hourly pay should be accurately stated where displayed.

71. PIECE-RATE PAY

Where workers are paid per item, unit, piece, output, or production amount, the compensation structure must comply with Applicable Law and be appropriately disclosed.

72. COMMISSION-BASED JOBS

Commission-based compensation must be described accurately.

73. BASE PAY PLUS COMMISSION

Where both base compensation and commission apply, material conditions should be explained.

74. UNPAID WORK

An Employer shall not describe substantial productive labor as an unpaid internship, volunteer arrangement, or training program where Applicable Law requires compensation.

75. INTERNSHIPS

Internships must comply with Applicable Law concerning pay, educational purpose, supervision, and worker classification.

76. STIPENDS

Stipend arrangements must be accurately described.

77. APPRENTICESHIP COMPENSATION

Where an apprenticeship is paid, compensation should be disclosed as required.

Where unpaid apprenticeship is lawful, that status must be clear.

78. TIPS

Jobs involving tips should not materially misrepresent guaranteed income based upon speculative gratuities.

79. BENEFITS

Claims concerning:

health insurance;

retirement;

paid leave;

housing;

meals;

transportation;

education;

or other benefits

must be accurate.

80. BENEFIT ELIGIBILITY

Where benefits apply only after a waiting period or to certain employees, material limitations should be disclosed appropriately.

81. HOUSING AS A BENEFIT

Employer-provided housing must be accurately described.

Where housing is mandatory, that fact should be disclosed.

82. ACCOMMODATION STANDARDS FOR EMPLOYEE HOUSING

Housing provided to workers must comply with Applicable Law.

Where housing is also offered commercially through Daivavarna, Accommodation Supplemental Terms may apply.

83. DEDUCTIONS FOR HOUSING

Payroll or compensation deductions for housing must comply with Applicable Law.

84. MEALS AS A BENEFIT

Where meals are included, the Employer should accurately describe material conditions.

85. SATTVIC WORKPLACE FOOD

An Employer may state that workplace meals are Sattvic only where that claim is reasonably accurate.

86. TRANSPORTATION BENEFITS

Transport, shuttle, fuel, or travel benefits must be represented accurately.

87. WORKING HOURS

Job Listings should accurately describe material working-hour expectations.

88. FULL-TIME STATUS

Full-time classification must comply with Applicable Law and Employer benefit rules.

89. PART-TIME STATUS

Part-time positions should not be advertised as full-time merely to attract applicants.

90. OVERTIME

Employers remain responsible for applicable overtime requirements.

91. UNPAID OVERTIME

An Employer shall not require legally compensable work without required pay.

92. BREAKS

Employers must comply with applicable rest and meal-break laws.

93. NIGHT WORK

Regular night or overnight requirements should be disclosed where material.

94. WEEKEND WORK

Regular weekend requirements should be disclosed where material.

95. FESTIVAL WORK

Jobs associated with temples, Events, hospitality, or pilgrimage may require work during festivals or holidays.

Material expectations should be disclosed.

96. DEVOTIONAL SCHEDULES

An ashram, temple, or devotional organization may accurately disclose early-morning, evening, weekend, or festival schedules associated with the position.

97. ON-CALL WORK

On-call requirements should be disclosed where material.

98. SPLIT SHIFTS

Regular split-shift requirements should be disclosed.

99. SEASONAL HOURS

Seasonal agricultural or Event-related schedules may vary.

The Employer should describe significant expected variation.

100. WORKPLACE SAFETY

Employers are responsible for providing a workplace that complies with applicable safety requirements.

101. SAFETY TRAINING

Workers should receive legally required training concerning hazards relevant to their Jobs.

102. FARM MACHINERY

Employees working with machinery must receive appropriate instruction and legally required protection.

103. SHARP TOOLS

Jobs involving knives, blades, woodworking tools, sewing equipment, agricultural tools, or similar hazards must use appropriate safety controls.

104. CHEMICAL EXPOSURE

Employers must comply with workplace rules governing chemical exposure.

105. HEAT EXPOSURE

Outdoor, farm, kitchen, workshop, and Event Employers should comply with applicable heat-safety requirements.

106. COLD EXPOSURE

Employers must address applicable cold-weather workplace hazards.

107. ANIMAL WORK

Jobs involving cattle, horses, or other large animals require appropriate safety practices.

108. FOOD KITCHENS

Commercial kitchens must comply with applicable workplace and food-safety rules.

109. FIRE SAFETY

Employers must maintain required fire-safety practices.

110. RELIGIOUS FIRE PRACTICES

Workplaces involving havan, lamps, incense, or ceremonial flame remain subject to ordinary workplace and fire-safety requirements.

111. PERSONAL PROTECTIVE EQUIPMENT

Where PPE is legally or reasonably required, Employers are responsible for applicable requirements concerning provision and use.

112. WORKPLACE INJURY

Employers remain responsible for legally required injury reporting, workers’ compensation, medical response, or other obligations.

113. WORKERS’ COMPENSATION

Employers must maintain workers’ compensation coverage where required.

114. FALSE INSURANCE CLAIMS

An Employer shall not falsely claim that workers are insured.

115. EMPLOYER LIABILITY INSURANCE

Daivavarna may request evidence of legally required employment-related insurance.

116. WORKPLACE HARASSMENT

Employers shall not use Daivavarna to recruit workers into environments involving unlawful harassment.

117. SEXUAL HARASSMENT

Sexual harassment, coercion, exploitation, or retaliation is prohibited.

118. WORKPLACE VIOLENCE

Violence, credible threats of violence, or coercive abuse may result in Marketplace enforcement.

119. FORCED LABOR

Forced labor is prohibited.

120. HUMAN TRAFFICKING

Human trafficking is prohibited.

121. DEBT BONDAGE

Employment structured through unlawful debt bondage or coercive repayment obligations is prohibited.

122. RETENTION OF IDENTITY DOCUMENTS

Employers shall not unlawfully retain passports, visas, identity documents, or other essential worker documents as a means of control.

123. FREEDOM TO LEAVE EMPLOYMENT

Employers shall not unlawfully prevent workers from leaving employment.

124. RECRUITMENT FEES

Employers and recruiters must comply with Applicable Law concerning fees charged to applicants or workers.

125. PAYMENT TO OBTAIN A JOB

Daivavarna may prohibit Jobs requiring applicants to make substantial upfront payments merely for the supposed opportunity to be hired.

126. LEGITIMATE COSTS

Reasonable legally permitted costs for licenses, training, background checks, uniforms, or other matters must not be deceptively presented.

127. PAY-TO-WORK SCHEMES

Fraudulent or exploitative pay-to-work schemes are prohibited.

128. MULTILEVEL MARKETING

Jobs principally constituting recruitment-based multilevel marketing or similar schemes may be prohibited or restricted.

129. PYRAMID SCHEMES

Illegal pyramid schemes are prohibited.

130. BUSINESS OPPORTUNITIES DISGUISED AS JOBS

A business-investment opportunity shall not be advertised as salaried employment where the applicant is actually expected to purchase inventory, invest substantial money, or recruit others.

131. SALES ROLES

Legitimate sales Jobs may be permitted where the Employer and Products satisfy Marketplace standards.

Compensation must be accurately described.

132. UNREALISTIC INCOME CLAIMS

Job Listings shall not promise unrealistic or guaranteed earnings without a reasonable basis.

133. “EARN $10,000 PER WEEK” CLAIMS

Extraordinary earning claims must have a genuine factual basis and shall not be used deceptively.

134. HOME-BASED JOBS

Remote or home-based Jobs may be offered where genuine.

Applicants shall not be required to purchase unnecessary starter kits or pay fraudulent onboarding charges.

135. EQUIPMENT REQUIREMENTS

Where employees must provide their own lawful equipment, that requirement should be disclosed where material and comply with Applicable Law.

136. EMPLOYER-PROVIDED EQUIPMENT

Claims that equipment is provided must be accurate.

137. UNIFORM REQUIREMENTS

Mandatory uniform, traditional dress, protective clothing, or other workwear requirements should be disclosed where material and must comply with Applicable Law.

138. DEVOTIONAL DRESS ENVIRONMENTS

Traditional or devotional workplaces may have lawful dress expectations appropriate to the environment.

Material expectations should be disclosed in a respectful and legally compliant manner.

139. DISCRIMINATION

Employers must comply with Applicable Law concerning unlawful discrimination in recruitment and employment.

140. PROTECTED CHARACTERISTICS

Daivavarna’s curated Marketplace purpose does not authorize Employers to disregard employment-discrimination laws.

141. RELIGIOUS ORGANIZATIONS

Certain religious organizations may have legally recognized exceptions concerning particular roles in some jurisdictions.

The Employer remains solely responsible for determining and complying with Applicable Law.

142. MINISTERIAL OR RELIGIOUS ROLES

Daivavarna does not determine whether a role qualifies for a particular religious or ministerial legal exception.

The Employer remains responsible for lawful classification.

143. AGE REQUIREMENTS

Age restrictions must comply with Applicable Law.

144. MINIMUM WORKING AGE

Employers shall not recruit persons below the lawful minimum working age.

145. CHILD LABOR

Unlawful child labor is prohibited.

146. FAMILY FARMS AND TRADITIONAL CRAFTS

Family involvement in farming or traditional craft does not excuse violations of child-labor law.

147. MINORS IN SAFE WORK

Where minors may lawfully work, Employers must comply with applicable:

hour;

schooling;

task;

supervision;

and hazardous-work restrictions.

148. BACKGROUND CHECKS

Employers may conduct background checks where lawful and appropriate.

149. BACKGROUND CHECK CONSENT

Where Applicant consent is required, the Employer must obtain it.

150. CRIMINAL-HISTORY QUESTIONS

Employers must comply with applicable laws governing criminal-history inquiries and hiring decisions.

151. CREDIT CHECKS

Employment credit checks must comply with Applicable Law.

152. DRUG TESTING

Workplace testing requirements must comply with Applicable Law.

Daivavarna does not independently require drug testing merely because an Employer lists a Job.

153. MEDICAL EXAMINATIONS

Pre-employment medical requirements must comply with Applicable Law.

154. DISABILITY

Employers must comply with applicable disability and workplace-accommodation laws.

155. REASONABLE ACCOMMODATIONS

Where legally required, Employers must provide appropriate reasonable accommodations.

156. PHYSICAL REQUIREMENTS

Material physical demands should be described accurately.

Examples may include:

lifting;

standing;

climbing;

farm labor;

outdoor work;

or repeated manual activity.

157. FALSE PHYSICAL REQUIREMENTS

Employers should not impose unrelated physical requirements as a pretext for unlawful discrimination.

158. LANGUAGE REQUIREMENTS

Language requirements should be reasonably related to the Job.

159. SANSKRIT OR TRADITIONAL LANGUAGE ROLES

Roles genuinely involving Sanskrit or regional-language work may require appropriate language competence.

160. DRIVER REQUIREMENTS

Jobs requiring driving should state required licensing where applicable.

161. EMPLOYER VEHICLES

Employer vehicles used for work must comply with Applicable Law.

162. PERSONAL VEHICLE USE

Where employees must use personal vehicles regularly, that expectation should be disclosed where material.

163. TRAVEL REIMBURSEMENT

Any promised travel reimbursement must be administered according to the Employer’s stated policy and Applicable Law.

164. JOB APPLICATION PROCESS

The Employer should use a reasonable and truthful application process.

165. APPLICATION FEES

Daivavarna may prohibit application fees unless lawful, legitimate, and appropriate to the specific employment context.

166. NO FRAUDULENT APPLICATION FEES

Employers shall not collect money from applicants for nonexistent Jobs.

167. APPLICATION INFORMATION

Employers should collect only information reasonably necessary for recruitment and lawful employment purposes.

168. RESUMES

Applicant resumes and employment histories must be treated appropriately.

169. IDENTITY DOCUMENTS

Employers should not request sensitive identity documents prematurely where they are not reasonably necessary.

170. SOCIAL SECURITY OR TAX IDENTIFIERS

Highly sensitive identifiers should be collected only through appropriate secure processes where genuinely required.

171. BANK INFORMATION

Bank information should ordinarily be requested only after a legitimate hiring stage where needed for payroll or lawful employment purposes.

172. NO BANK INFORMATION FOR FAKE RECRUITMENT

Recruiters shall not use Daivavarna Jobs to harvest financial information.

173. PAYMENT CARD INFORMATION

Applicants should not be required to provide payment-card information merely to apply for an ordinary Job.

174. PHISHING

Fraudulent recruitment designed to steal login credentials, identity documents, financial information, or other sensitive data is prohibited.

175. APPLICANT PRIVACY

Applicant Personal Information must be handled in accordance with Applicable Law and Daivavarna privacy requirements.

176. DATA MINIMIZATION

Employers should collect only information reasonably necessary for recruitment and employment purposes.

177. APPLICATION DATA RETENTION

Employers should retain applicant information only as required or reasonably necessary, subject to Applicable Law.

178. NO SALE OF APPLICANT DATA

Employers shall not sell applicant information to unrelated marketers or data brokers.

179. APPLICANT MARKETING

An applicant’s contact information shall not automatically be used for unrelated commercial marketing contrary to Applicable Law.

180. CONFIDENTIAL APPLICATIONS

Where an applicant reasonably expects confidentiality, the Employer should protect application information appropriately.

181. REFERENCES

Employers may request professional references where lawful.

182. CONTACTING CURRENT EMPLOYERS

Where appropriate, the applicant should be informed before a current Employer is contacted if such contact could create foreseeable harm.

183. INTERVIEWS

Interview processes must be genuine and related to a real Job opportunity.

184. FAKE INTERVIEWS

Fraudulent interviews conducted solely to obtain money, sensitive information, or unpaid work are prohibited.

185. UNPAID INTERVIEW PROJECTS

Employers shall not require substantial productive commercial work under the guise of a hiring test where doing so would be exploitative or unlawful.

186. REASONABLE SKILL TESTS

Reasonable hiring assessments may be used where relevant.

187. INTERVIEW CONDUCT

Harassment, sexual misconduct, coercion, threats, or exploitation during interviews is prohibited.

188. REMOTE INTERVIEWS

Remote interview links should be legitimate and reasonably secure.

189. IN-PERSON INTERVIEWS

Interview locations should be lawful and reasonably safe.

190. JOB OFFERS

A Job offer should accurately state material employment conditions.

191. WRITTEN OFFERS

Where Applicable Law or Employer practice requires a written offer, it should accurately reflect agreed terms.

192. FALSE JOB OFFERS

An Employer shall not issue fraudulent offers for nonexistent positions.

193. CONDITIONAL OFFERS

Conditions such as:

background checks;

references;

work authorization;

professional licensing;

or medical clearance where lawful

should be handled according to Applicable Law.

194. OFFER WITHDRAWAL

Withdrawal of a Job offer must comply with Applicable Law and shall not be based on fraudulent recruitment conduct.

195. EMPLOYMENT CONTRACTS

Employers may use employment agreements where appropriate.

Such agreements remain subject to Applicable Law.

196. NO WAIVER OF MANDATORY RIGHTS

Employment agreements cannot eliminate worker rights that Applicable Law does not permit to be waived.

197. PROBATIONARY PERIODS

Probationary employment must comply with Applicable Law and should be described where material.

198. TRAINING PERIODS

Required training periods should be accurately described and compensated where required.

199. EMPLOYER POLICIES

Employers may maintain lawful workplace policies.

200. POLICY CHANGES

Workplace policy changes remain subject to Applicable Law and do not automatically require Daivavarna approval unless they affect Listing accuracy or Marketplace eligibility.

201. PERFORMANCE EXPECTATIONS

Employers may establish reasonable performance standards.

202. PRODUCTION QUOTAS

Production or sales targets must comply with Applicable Law.

203. FRAUDULENT QUOTAS

An Employer shall not create impossible quotas merely to unlawfully withhold already earned compensation.

204. PAYROLL

Employers remain responsible for lawful payroll.

205. TIMELY PAYMENT

Employees must be paid according to Applicable Law.

206. MINIMUM WAGE

Employers must comply with applicable minimum wage requirements.

207. WAGE THEFT

Intentional unlawful withholding of earned wages is prohibited.

208. PAY DEDUCTIONS

Payroll deductions must comply with Applicable Law.

209. TIPS AND SERVICE CHARGES

Employers must comply with Applicable Law concerning employee tips and service charges.

210. TAX WITHHOLDING

Employers remain responsible for legally required payroll tax withholding and reporting.

211. CONTRACTOR TAXES

Where a worker is lawfully an independent contractor, tax obligations may differ.

Daivavarna does not determine classification merely from the Marketplace category selected.

212. EMPLOYEE BENEFITS

Employers must comply with applicable laws governing required employee benefits.

213. PAID LEAVE

Where paid leave is legally required or contractually promised, the Employer must provide it accordingly.

214. SICK LEAVE

Employers must comply with applicable sick-leave requirements.

215. FAMILY LEAVE

Employers must comply with applicable family and medical leave laws.

216. RETIREMENT BENEFITS

Promised retirement benefits must be administered accurately.

217. HEALTH INSURANCE

Claims that a Job includes health insurance must be accurate.

218. WORKPLACE MEALS

Employers may provide or subsidize meals.

Any legally required deductions or conditions must comply with Applicable Law.

219. RESIDENTIAL EMPLOYMENT

Jobs requiring employees to live on-site may create additional legal obligations.

220. RESIDENTIAL WORKPLACE CONDITIONS

Employer-provided Accommodation must be lawful and reasonably safe.

221. MANDATORY DEVOTIONAL ACTIVITIES

Where a religious Employer lawfully requires particular devotional duties as an inherent part of a specific Job, the role should be described accurately.

Daivavarna does not determine the legality of such requirements for every jurisdiction.

222. OPTIONAL DEVOTIONAL ACTIVITIES

Optional worship or devotional opportunities should not be deceptively described as mandatory employment duties where they are genuinely optional.

223. WORKPLACE FOOD RULES

An Employer may maintain lawful workplace rules concerning food, particularly in:

temples;

ashrams;

Sattvic kitchens;

or devotional environments.

Material rules should be disclosed where they significantly affect employees.

224. SMOKING AND ALCOHOL POLICIES

Employers may establish lawful workplace restrictions concerning smoking, alcohol, and intoxicants.

225. DRUG-FREE WORKPLACE POLICIES

Workplace policies concerning illegal or impairing substances must comply with Applicable Law.

226. WORKPLACE PRIVACY

Employers must comply with Applicable Law concerning employee privacy.

227. WORKPLACE MONITORING

Camera, computer, location, communications, or other workplace monitoring must comply with Applicable Law.

228. HIDDEN CAMERAS

Unlawful surveillance in areas where workers reasonably expect privacy is prohibited.

229. WORKER PERSONAL INFORMATION

Employers must protect employee Personal Information appropriately.

230. MEDICAL INFORMATION

Employee medical or disability information may be especially sensitive and must be handled in accordance with Applicable Law.

231. PAYROLL INFORMATION

Banking, tax, and payroll information must be appropriately protected.

232. EMPLOYEE PHOTOGRAPHS

Employers should obtain required permission before using employee photographs in unrelated marketing.

233. TESTIMONIALS

Employee testimonials used in recruiting must not be fabricated.

234. EMPLOYEE REVIEWS

Daivavarna may develop Job or Employer review functionality.

Any such content will be subject to the Reviews and Community Content Policy.

235. REVIEW RETALIATION

Employers shall not retaliate against individuals merely for leaving lawful, truthful, or protected feedback where retaliation is prohibited.

236. FALSE REVIEWS

Employers shall not create fake worker or applicant reviews.

237. EMPLOYER BRANDING

Employers must have sufficient rights to use names, logos, images, and other branding included in Job Listings.

238. FALSE ORGANIZATION IDENTITY

A person shall not post a Job while impersonating:

a temple;

ashram;

farm;

company;

school;

nonprofit;

or other organization.

239. FALSE DAIVAVARNA AFFILIATION

An Employer may accurately state that a Job is listed on Daivavarna.

The Employer shall not imply that Daivavarna:

employs the worker;

guarantees the Job;

sponsors the Employer;

or endorses every employment practice.

240. OFFICIAL TEMPLE JOB CLAIMS

A Listing described as an official temple Job must actually be authorized by the temple.

241. OFFICIAL ASHRAM JOB CLAIMS

A Listing described as an official ashram Job must actually be authorized by the ashram.

242. CHARITABLE ORGANIZATION CLAIMS

An Employer shall not falsely claim nonprofit or charitable status.

243. GOVERNMENT STATUS

An Employer shall not falsely represent itself as a government agency or government-approved Employer.

244. COMPANY SIZE CLAIMS

Claims concerning employee numbers, revenue, locations, or organizational scale must not be fabricated where material.

245. EMPLOYER HISTORY

An Employer shall not fabricate business age, founding history, or reputation to attract applicants.

246. JOB URGENCY

Employers may recruit urgently where genuine.

247. FALSE URGENCY

False statements such as:

“only one hour to apply”;

“last opportunity”;

“hundreds already hired”

shall not be used deceptively.

248. NUMBER OF OPENINGS

Where the number of open positions is displayed, it should have a reasonable factual basis.

249. EVERGREEN JOBS

Employers may maintain ongoing recruitment where positions genuinely arise regularly.

The Listing should not imply an immediate vacancy if none reasonably exists.

250. TALENT POOLS

A future-opportunity or talent-pool listing should clearly state that no immediate Job may be available.

251. RECRUITMENT AGENCIES

Recruitment agencies may participate only where approved.

252. RECRUITER AUTHORITY

Recruiters must have authority to represent the Employer or position.

253. STAFFING AGENCIES

Staffing arrangements must comply with Applicable Law.

254. RECRUITER FEES TO EMPLOYERS

Commercial arrangements between Employers and recruitment Providers remain subject to their lawful contracts.

255. RECRUITMENT FEES TO WORKERS

Charging applicants or workers recruitment fees may be restricted or prohibited depending upon jurisdiction.

Employers and recruiters remain responsible for Applicable Law.

256. NO FAKE RECRUITERS

Fraudulent recruiter accounts are prohibited.

257. NO RESUME HARVESTING

Job Listings shall not be created merely to collect resumes for resale, unrelated marketing, or identity theft.

258. NO LEAD GENERATION DISGUISED AS EMPLOYMENT

A Listing shall not represent itself as a Job where its principal purpose is to obtain sales leads.

259. NO PRODUCT PURCHASE AS CONDITION OF EMPLOYMENT

Except where lawful and genuinely necessary, applicants should not be required to purchase Products from the Employer merely to obtain a Job.

260. UNIFORMS AND TOOLS

Legitimate work equipment or uniform arrangements remain subject to Applicable Law.

261. NO REQUIRED DONATION FOR EMPLOYMENT

A temple, ashram, nonprofit, or other Employer shall not falsely condition employment upon an undisclosed mandatory donation where doing so would be deceptive or unlawful.

262. VOLUNTEERING VERSUS EMPLOYMENT

Volunteer opportunities must be clearly distinguished from paid Jobs.

263. CHARITABLE VOLUNTEERS

Lawful volunteering may be appropriate for nonprofit, religious, cultural, or community organizations.

264. COMMERCIAL BUSINESSES AND VOLUNTEERS

Commercial businesses must not use “volunteers” to evade wage law.

265. RESIDENTIAL VOLUNTEERS

Work-exchange or residential volunteer arrangements may require specialized legal review.

266. FARM WORK EXCHANGE

Farm work exchanged for food or lodging may create employment, volunteer, agricultural, immigration, or tax obligations.

Daivavarna may require separate approval.

267. INTERNATIONAL VOLUNTEERING

A Host or Employer shall not falsely tell an international participant that tourist or visitor status automatically authorizes work.

268. INTERNSHIP VISAS

Employers remain responsible for immigration requirements associated with international internships.

269. WORKPLACE RECORDKEEPING

Employers must maintain legally required employment records.

270. DAIVAVARNA RECORD REQUESTS

Daivavarna may request reasonable evidence concerning:

Employer identity;

Job authenticity;

compensation;

authorization;

licenses;

work location;

or other material Listing claims.

271. NO GENERAL EMPLOYEE RECORD DISCLOSURE TO DAIVAVARNA

Daivavarna will not ordinarily require Employers to disclose unnecessary confidential employee records merely to maintain a Job Listing.

272. FALSE DOCUMENTATION

Forged business registrations, fake licenses, fabricated salary records, false job offers, counterfeit insurance certificates, or other fraudulent documents are prohibited.

273. JOB AUTHENTICITY VERIFICATION

Daivavarna may request confirmation that a Job genuinely exists.

274. EMPLOYER WEBSITE OR DOMAIN

Daivavarna may review an Employer’s website, email domain, public business information, or other reasonable evidence where available.

275. STARTUP EMPLOYERS

A legitimate Employer does not need to be a large or long-established organization.

Small farms, artisans, new businesses, family enterprises, temples, and community organizations may participate where genuine and lawful.

276. SOLE PROPRIETORS

Lawful sole proprietors may hire workers where permitted by Applicable Law.

277. HOUSEHOLD EMPLOYMENT

Private household employment may involve specialized wage, tax, immigration, and domestic-worker rules.

Daivavarna may restrict or separately review such Jobs.

278. DOMESTIC WORKERS

Jobs involving household cleaning, cooking, caregiving, or similar domestic work must comply with applicable worker protections.

279. CAREGIVING

Childcare, elder care, medical caregiving, or other high-trust work may require specialized background checks, licenses, insurance, or additional approval.

280. CHILDCARE JOBS

Daivavarna may restrict or separately review childcare Jobs.

281. MEDICAL CAREGIVING

Regulated healthcare work requires applicable professional authorization.

282. PERSONAL ASSISTANT JOBS

Legitimate personal-assistant Jobs may be considered where the Employer and duties align with Daivavarna’s Marketplace purpose.

283. NO SEXUAL OR EXPLOITATIVE DUTIES

Job duties involving sexual activity, coercive personal services, or exploitation are prohibited.

284. NO ILLEGAL PERSONAL ERRANDS

Employers shall not require employees to perform illegal tasks.

285. EMPLOYEE PROPERTY

Employers must handle employee-owned property lawfully.

286. EMPLOYER-PROVIDED PROPERTY

Workers must reasonably protect Employer property assigned for work.

287. DEPOSIT FOR EQUIPMENT

Any employee deposit for equipment must comply with Applicable Law.

288. NO ABUSIVE EQUIPMENT DEPOSITS

Employers shall not use excessive deposits to trap workers in employment.

289. CONTRACTUAL TRAINING REPAYMENT

Training repayment obligations, where lawful, must not be used as unlawful debt bondage.

290. NONCOMPETE AGREEMENTS

Noncompete or restrictive-covenant agreements must comply with Applicable Law.

Daivavarna approval does not validate them.

291. CONFIDENTIALITY AGREEMENTS

Employers may use lawful confidentiality agreements.

292. INTELLECTUAL PROPERTY CREATED BY EMPLOYEES

Ownership of employee-created work is governed by Applicable Law and employment agreements.

293. EMPLOYEE INVENTIONS

Employers remain responsible for lawful invention-assignment arrangements.

294. TRADITIONAL KNOWLEDGE

Employment involving traditional or community knowledge should respect applicable legal and contractual obligations concerning confidential or protected information.

295. WORKPLACE RECORDING

Employers must comply with applicable law when recording employees.

296. INTERVIEW RECORDING

Recorded interviews require any consent mandated by Applicable Law.

297. VIDEO APPLICATIONS

Employers may request video applications where lawful and reasonably related to the role.

298. AI IN RECRUITMENT

Employers may use lawful recruitment technology or artificial intelligence.

The Employer remains responsible for compliance with laws governing:

automated decision-making;

discrimination;

privacy;

and applicant notice.

299. AI-GENERATED JOB LISTINGS

AI may assist in drafting a Job Listing.

The Employer remains responsible for ensuring that all material information is accurate.

300. FAKE AI EMPLOYERS

AI-generated company profiles, executives, websites, or identities shall not be used to create a fraudulent Job opportunity.

301. AUTOMATED INTERVIEWS

Where automated interview or screening systems are used, applicable legal requirements remain the Employer’s responsibility.

302. NO DAIVAVARNA HIRING DECISION

Unless expressly stated for a specific feature, Daivavarna does not make the Employer’s final hiring decision.

303. EMPLOYER RESPONSIBILITY FOR HIRING

The Employer remains responsible for:

screening;

interviews;

selection;

offers;

background checks;

work authorization;

and hiring decisions.

304. NO GUARANTEE OF EMPLOYMENT

Daivavarna does not guarantee that an applicant will obtain a Job merely because the applicant applies through the Marketplace.

305. NO GUARANTEE OF CANDIDATES

Daivavarna does not guarantee that an Employer will receive a particular number or quality of applicants.

306. JOB APPLICATION FUNCTIONALITY

Daivavarna may provide functionality allowing applicants to:

submit resumes;

send messages;

express interest;

or apply through an external Employer process.

307. EXTERNAL APPLICATION LINKS

Employers may use external application systems where approved.

The destination must be legitimate and accurately associated with the Employer or recruitment process.

308. MALICIOUS LINKS

Phishing, malware, credential theft, or malicious application links are prohibited.

309. APPLICATION THROUGH EMAIL

Employers may use a legitimate recruitment email where permitted.

310. PERSONAL EMAIL ADDRESSES

Small Employers may use personal or general email accounts where legitimate, but Daivavarna may require additional verification where fraud risk is elevated.

311. APPLICANT COMMUNICATION

Employers should communicate professionally with applicants.

312. NO HARASSING RECRUITMENT

Recruiters shall not harass applicants after they decline interest.

313. NO ROMANTIC OR SEXUAL SOLICITATION

Job applications shall not be used as a pretext for sexual or romantic solicitation.

314. NO UNRELATED SALES PITCHES

Applicants shall not be invited to an interview only to receive an unrelated Product or investment sales presentation.

315. JOB CLOSURE

Employers should close or pause filled positions.

316. FILLED POSITIONS

A filled position should not remain advertised indefinitely as currently available where that would materially mislead applicants.

317. REOPENED JOBS

A Job may be reposted where a genuine vacancy returns.

318. DUPLICATE JOBS

Daivavarna may remove excessive duplicate Job Listings.

319. SPAM JOBS

Mass posting of unrelated or low-quality Jobs may result in Employer review.

320. CATEGORY MISCLASSIFICATION

Employers shall not place unrelated employment opportunities in Jobs merely by inserting terms such as:

Vedic;

traditional;

natural;

spiritual;

or community

without a genuine connection to Daivavarna’s Marketplace purpose.

321. MARKETPLACE RECLASSIFICATION

Daivavarna may reclassify a listing as:

Services;

Event Requirements;

Classes;

volunteer opportunity;

or another category

where appropriate.

322. JOBS VERSUS BUSINESS SALES

The sale of a business, franchise, investment, or ownership interest is not an ordinary Job.

323. FRANCHISE OPPORTUNITIES

Franchise or business-opportunity listings may be prohibited or governed separately.

324. EQUITY-ONLY STARTUP ROLES

A genuine startup may lawfully structure compensation in particular ways depending upon jurisdiction.

Daivavarna may require additional clarity for unpaid or equity-only opportunities.

325. NO FAKE EQUITY COMPENSATION

An Employer shall not use fabricated future equity promises to obtain unpaid labor deceptively.

326. FOUNDER ROLES

Founder or cofounder opportunities may be governed separately from ordinary employment where the participant is being offered ownership rather than employment.

327. WORKER CLASSIFICATION DISCLOSURE

Where material, the Listing should accurately state whether the opportunity is intended as:

employment;

independent contracting;

internship;

volunteering;

or partnership.

328. LEGAL CLASSIFICATION CONTROLS

Marketplace wording does not determine legal worker status.

Applicable Law controls.

329. FOREIGN WORKERS

Employers hiring foreign nationals must comply with all applicable employment and immigration laws.

330. PASSPORT RETENTION PROHIBITED WHERE UNLAWFUL

Employers shall not unlawfully seize or retain worker passports.

331. TRAVEL DOCUMENT FRAUD

Employers shall not fabricate visa documents, employment letters, or immigration evidence.

332. RECRUITING ACROSS COUNTRIES

International recruitment may require licenses or special compliance in the Employer’s or applicant’s jurisdiction.

333. INTERNATIONAL PAYROLL

Employers hiring internationally remain responsible for payroll, taxes, employment status, and local-law obligations.

334. EMPLOYER OF RECORD SERVICES

Use of an employer-of-record or payroll Provider does not eliminate the Employer’s obligation to describe the actual arrangement accurately.

335. REMOTE CONTRACTOR ARRANGEMENTS

Cross-border independent contractor arrangements remain subject to worker-classification and tax laws.

336. EMPLOYEE REVIEWS OF EMPLOYERS

If Daivavarna later enables Employer reviews, such reviews may address genuine workplace experiences subject to the Reviews and Community Content Policy.

337. CONFIDENTIAL EMPLOYMENT INFORMATION

Review functionality shall not authorize disclosure of confidential or Personal Information contrary to Applicable Law.

338. RETALIATION FOR LAWFUL REPORTS

Employers shall not engage in unlawful retaliation against workers for legally protected complaints or reports.

339. WHISTLEBLOWING

Daivavarna does not prohibit workers from making lawful reports to governmental authorities.

340. WORKPLACE SAFETY REPORTS

Credible reports of dangerous workplace conditions may result in Employer review.

341. WAGE COMPLAINTS

Daivavarna may investigate whether an Employer appears to be using the Marketplace systematically for fraudulent or exploitative recruitment.

Daivavarna is not necessarily the adjudicator of every ordinary wage dispute.

342. GOVERNMENT LABOR DISPUTES

Employers remain subject to applicable labor authorities and courts.

343. TRADE UNIONS AND WORKER ORGANIZATION

Nothing in these Supplemental Terms is intended to eliminate legally protected worker-organizing rights.

Employers remain responsible for Applicable Law.

344. EMPLOYMENT TERMINATION

Hiring through Daivavarna does not alter applicable rules governing termination.

345. NOTICE OF TERMINATION

Employers must comply with applicable notice requirements.

346. FINAL PAY

Employees must receive final wages or compensation as required by Applicable Law.

347. RETURN OF EMPLOYEE PROPERTY

Employers must return employee Personal Property as required by Applicable Law.

348. RETURN OF EMPLOYER PROPERTY

Employees may be required to return Employer property according to lawful employment arrangements.

349. REFERENCES AFTER EMPLOYMENT

Employers must comply with Applicable Law concerning employment references.

350. BLACKLISTING

Unlawful blacklisting or retaliatory practices are prohibited.

351. EMPLOYER REVIEWS OF APPLICANTS

Daivavarna may restrict public applicant-rating systems because of privacy and employment concerns.

352. PRIVATE RECRUITMENT NOTES

Employers remain responsible for lawful treatment of private recruiting records.

353. EMPLOYMENT AGENCIES

Employment agencies must comply with any licensing requirements applicable to recruitment Services.

354. LABOR CONTRACTORS

Farm labor contractors, staffing Providers, or similar intermediaries may require specialized licenses.

355. FARM LABOR CONTRACTORS

Where applicable, a farm labor contractor must maintain legally required registration or authorization.

356. TEMPORARY STAFFING

Temporary staffing arrangements must accurately identify the actual Employer and worker relationship where required.

357. JOB POSTING FEES

Daivavarna may charge Employers:

listing fees;

subscriptions;

featured-placement fees;

or other fixed fees.

Exact fees will be stated in the applicable Fee Schedule or Employer plan.

358. NO APPLICANT FEE FROM DAIVAVARNA UNLESS EXPRESSLY STATED

Daivavarna does not impose an applicant fee merely by virtue of these Supplemental Terms.

Any future paid applicant feature would require separate disclosure.

359. EMPLOYER SUBSCRIPTIONS

Employer subscription plans may include limits on:

active Jobs;

applications;

featured listings;

or other functionality.

360. FEATURED JOBS

Paid prominence or featured placement does not constitute Daivavarna endorsement of the Employer.

361. JOB RANKING

Daivavarna may rank or recommend Jobs based upon:

relevance;

location;

Marketplace fit;

quality;

freshness;

or other factors.

362. NO GUARANTEED JOB RANKING

Payment for a listing or subscription does not guarantee a particular organic ranking unless expressly stated.

363. DIRECT EMPLOYMENT PAYMENT

Daivavarna does not ordinarily process employee payroll merely because a Job is listed on the Marketplace.

364. NO WAGE INTERMEDIARY ROLE

Unless Daivavarna expressly launches such a feature, wages are paid directly by the Employer to the worker according to Applicable Law.

365. RECRUITMENT SERVICES

If Daivavarna later provides paid recruitment or placement Services, separate terms may apply.

366. NO GUARANTEE OF PLACEMENT

A Job Listing does not guarantee hiring or placement.

367. ADVERTISING FEES

Fees paid to advertise a Job are generally for Marketplace access or visibility rather than guaranteed hiring results.

368. REFUNDS OF JOB-LISTING FEES

Refunds of Job-listing or Employer subscription fees, if applicable, will be governed by the Fee Schedule, plan terms, or Marketplace Policies.

369. PAYMENT FRAUD

Employers shall not use Job listings to:

launder funds;

transfer unrelated money;

or obtain fraudulent payments.

370. SHAM EMPLOYERS

Fake Employers created to harvest applicant data or collect fees are prohibited.

371. FALSE REMOTE-JOB SCAMS

Common fraudulent patterns involving fake checks, fake equipment purchases, money forwarding, or fraudulent payment instructions are prohibited.

372. FAKE CHECK SCHEMES

Employers shall not send fraudulent checks to applicants and instruct them to transfer part of the money elsewhere.

373. MONEY FORWARDING

Jobs whose primary function is transferring unexplained funds on behalf of another person may be prohibited and investigated for fraud.

374. RESHIPPING SCAMS

Jobs involving suspicious receipt and reshipment of goods may be prohibited where associated with fraud or stolen property.

375. ACCOUNT USE

An Employer shall not hire applicants principally to provide access to their:

bank account;

payment account;

identity;

online marketplace account;

or other personal account

for suspicious purposes.

376. IDENTITY RENTAL

Jobs paying people to lend or rent identity documents, accounts, or legal status are prohibited.

377. REVIEW MANIPULATION JOBS

Jobs whose principal duty is generating fake reviews or fraudulent Marketplace activity are prohibited.

378. SPAM JOBS

Jobs principally involving unlawful or abusive spam may be prohibited.

379. MALWARE OR CYBERCRIME JOBS

Jobs whose principal duties involve malware, unauthorized access, credential theft, fraud, or other cybercrime are prohibited.

380. INTELLECTUAL PROPERTY IN JOB LISTINGS

Employer logos, photos, written material, and other content must comply with the Intellectual Property Policy.

381. COPYING OTHER EMPLOYERS’ JOB LISTINGS

Employers shall not copy protected Job Listing content deceptively or impersonate another Employer.

382. EMPLOYER PHOTOGRAPHS

Workplace photographs should accurately represent the Employer where presented as actual workplace images.

383. STOCK PHOTOGRAPHS

Stock images may be used where lawful but should not be used to fabricate an Employer’s actual facility, team, or workplace.

384. AI-GENERATED WORKPLACE IMAGES

AI-generated images must not be used to deceptively represent nonexistent facilities, employees, or working conditions.

385. EMPLOYER VIDEOS

Recruitment videos must not materially misrepresent workplace conditions.

386. TESTIMONIALS FROM WORKERS

Worker testimonials must be genuine where used.

387. MATERIAL WORKPLACE MISREPRESENTATION

An Employer shall not knowingly conceal dangerous or materially different working conditions where such conditions would affect an applicant’s decision.

388. ACCOMMODATION MISREPRESENTATION

Where worker housing is offered, photographs and descriptions must be accurate.

389. TRANSPORTATION MISREPRESENTATION

Promised transportation must be provided as represented where included as a material employment benefit.

390. JOB CANCELLATION

Employers may withdraw a Job Listing where the position is no longer available.

391. APPLICANT EXPECTATIONS

Submitting an application does not create a right to employment.

392. NO REQUIRED RESPONSE TO EVERY APPLICANT

Employers are not necessarily required to interview or respond individually to every applicant unless Applicable Law or specific Marketplace features provide otherwise.

393. PROFESSIONAL COMMUNICATION

Employers should nevertheless communicate reasonably and avoid deceptive recruitment practices.

394. JOB OFFER ACCEPTANCE

A Job relationship is governed by the Employer’s offer, employment agreement, Applicable Law, and the actual hiring process.

Daivavarna publication alone does not create employment.

395. NO EMPLOYMENT CONTRACT WITH DAIVAVARNA

An applicant does not become a Daivavarna employee merely by applying to a third-party Job listed on Daivavarna.

396. EMPLOYER IS RESPONSIBLE PARTY

The third-party Employer remains responsible for the employment relationship.

397. DAIVAVARNA IS NOT A JOINT EMPLOYER MERELY BY LISTING

Unless expressly stated and legally applicable under a separate arrangement, Daivavarna does not become a joint Employer merely because it provides Job-listing or applicant-communication functionality.

398. NO GUARANTEE OF EMPLOYER CONDUCT

Daivavarna may review Employers but cannot guarantee every future act of an Employer.

399. APPLICANT DUE DILIGENCE

Applicants should independently evaluate:

Job terms;

Employer identity;

compensation;

location;

work authorization;

and other important matters.

400. NO PAYMENT TO UNKNOWN RECRUITERS

Applicants should exercise caution regarding unusual requests for money or sensitive financial information.

Employers shall not exploit the Marketplace for recruitment fraud.

401. REPORTING SUSPICIOUS JOBS

Daivavarna may provide mechanisms for applicants to report suspected:

fraud;

trafficking;

misrepresentation;

unsafe work;

or other serious concerns.

402. EMPLOYER COMPLAINTS

Daivavarna may investigate complaints concerning:

fake Jobs;

unpaid wages associated with fraudulent recruitment patterns;

harassment;

trafficking;

false salary information;

dangerous conditions;

discrimination;

privacy abuse;

identity theft;

or other serious Marketplace concerns.

403. DAIVAVARNA IS NOT A LABOR COURT

Daivavarna is not required to adjudicate every ordinary employment dispute between an Employer and worker.

Workers and Employers retain access to appropriate governmental authorities, courts, or other legal processes.

404. MARKETPLACE ENFORCEMENT MAY BE SEPARATE FROM LEGAL LIABILITY

Daivavarna may restrict an Employer for Marketplace purposes without determining the final legal liability of the parties.

405. TEMPORARY EMPLOYER SUSPENSION

Daivavarna may temporarily suspend an Employer or Job Listing while investigating credible serious concerns.

406. IMMEDIATE SUSPENSION

Daivavarna may take immediate action where credible evidence indicates:

human trafficking;

forced labor;

fraudulent Jobs;

identity theft;

sexual exploitation;

violent threats;

unlawful child labor;

or other severe worker-safety risk.

407. JOB LISTING REMOVAL

Daivavarna may remove a Job that:

violates these Supplemental Terms;

is no longer available;

is materially misleading;

does not fit Marketplace curation;

or creates significant risk.

408. LOSS OF JOBS CATEGORY APPROVAL

Repeated or serious violations may result in removal of the Employer’s ability to post Jobs.

409. GENERAL VENDOR SUSPENSION

Severe misconduct may result in broader Vendor-account suspension under the General Vendor Terms.

410. GOOD-FAITH ERRORS

A minor good-faith error in a Job Listing may be corrected without severe enforcement where no serious harm or deception occurred.

411. REPEATED MISREPRESENTATION

Repeated inaccurate compensation, duties, location, or employment-type claims may lead to stronger action even where each individual violation appears minor.

412. WORKER SAFETY TAKES PRIORITY

Daivavarna may remove Jobs presenting credible substantial worker-safety concerns while the matter is reviewed.

413. GOVERNMENT ENFORCEMENT

An Employer must comply with valid governmental employment, safety, wage, immigration, or other orders.

414. LAW-ENFORCEMENT COOPERATION

Daivavarna may cooperate with valid legal processes concerning fraud, trafficking, exploitation, or other serious misconduct.

415. NO RETALIATION THROUGH DAIVAVARNA

Employers shall not use Marketplace messaging or other Daivavarna features to harass former employees or applicants.

416. APPLICANT MISCONDUCT

Applicants must also comply with applicable Marketplace rules.

Fraud, threats, harassment, identity falsification, or abusive conduct may result in account action.

417. FALSE RESUMES

Applicants remain responsible for the accuracy of resumes and qualifications they submit.

418. FORGED APPLICANT CREDENTIALS

Forged qualifications may result in applicant-account action where Daivavarna functionality supports applicant accounts.

419. EMPLOYER RIGHT TO VERIFY

Employers may lawfully verify applicant credentials.

420. NO DAIVAVARNA GUARANTEE OF APPLICANT QUALIFICATIONS

Unless Daivavarna expressly provides a specific verification service, Daivavarna does not guarantee every applicant credential.

421. DAIVAVARNA VERIFICATION BADGES

If Daivavarna later provides Employer or Job verification badges, the badge means only what Daivavarna expressly states.

422. NO SELF-CREATED VERIFICATION BADGES

Employers shall not fabricate Daivavarna approval or verification marks.

423. EMPLOYER VERIFICATION IS NOT GOVERNMENT CERTIFICATION

Marketplace verification does not replace governmental registration or licensing.

424. CROSS-CATEGORY EMPLOYERS

An Employer may also participate as:

a Product Vendor;

Host;

Event Organizer;

Service Provider;

Teacher;

or Practitioner.

Separate approvals may apply.

425. JOBS AT ACCOMMODATIONS

Accommodation Hosts offering genuine employment must comply with Jobs terms in addition to Accommodation requirements.

426. JOBS AT EVENTS

Event Organizers hiring staff must distinguish employment from independent Event Service contracts.

427. FARM EMPLOYERS

Farm Employers must comply with Jobs terms and any relevant Natural / Organic Farm requirements.

428. AYURVEDA EMPLOYERS

Ayurveda businesses must comply with Jobs terms and applicable Product or Practitioner requirements for their underlying operations.

429. TEMPLE AND ASHRAM EMPLOYERS

Temple and ashram Employers remain subject to all applicable employment laws despite their religious or nonprofit character, except to the extent Applicable Law provides specific exemptions.

430. MARKETPLACE CURATION

Daivavarna may decline or remove Jobs that no longer fit the curated purpose of the category even where the Job itself is lawful.

431. CURATION IS NOT A FINDING OF ILLEGALITY

A Job’s exclusion from Daivavarna does not necessarily mean Daivavarna considers the Job or Employer unlawful.

It may simply fall outside Daivavarna’s Marketplace purpose.

432. JOBS CATEGORY SUBCATEGORIES

Daivavarna may develop Job subcategories such as:

Farm Jobs;

Temple & Ashram Jobs;

Arts & Crafts Jobs;

Sattvic Food Jobs;

Education Jobs;

Hospitality Jobs;

Community Jobs;

Seasonal Jobs;

Remote Jobs;

or other categories.

433. FILTERS

Daivavarna may allow applicants to filter by:

location;

employment type;

category;

remote status;

seasonal status;

compensation;

or other criteria.

434. FILTER ACCURACY

Employers must select Job attributes accurately.

435. LOCATION FILTER ABUSE

Employers shall not list a Job under multiple false locations merely to gain additional visibility.

436. REMOTE FILTER ABUSE

A Job shall not be marked fully remote where substantial onsite work is mandatory.

437. SALARY FILTER ACCURACY

Where compensation filters are used, the Job should not be placed in a materially inaccurate compensation range.

438. FEATURED EMPLOYER PROGRAMS

Daivavarna may offer featured Employer placement.

Featured status does not constitute a guarantee of workplace quality.

439. SPONSORED JOB LISTINGS

Paid promotion, if offered, will be subject to applicable Marketplace terms.

440. APPLICANT MATCHING

Daivavarna may later use profiles, skills, preferences, or other information to suggest Jobs or applicants.

441. MATCHING DOES NOT GUARANTEE SUITABILITY

An automated match does not establish that the applicant or Job is suitable.

442. EMPLOYER DECISION REMAINS INDEPENDENT

Employers remain responsible for lawful hiring decisions.

443. APPLICANT DECISION REMAINS INDEPENDENT

Applicants remain responsible for deciding whether to accept employment.

444. AUTOMATED RECOMMENDATIONS

Daivavarna may use automated systems to recommend Jobs subject to applicable Privacy requirements.

445. JOB ALERTS

Daivavarna may provide optional Job-alert features.

446. JOB EXPIRATION

Daivavarna may automatically expire Jobs after a period of time.

447. RENEWING A JOB

An Employer may renew a Listing where the position remains genuinely available.

448. OUTDATED LISTINGS

Daivavarna may remove stale or unresponsive Listings.

449. EMPLOYER RESPONSIVENESS

Repeated failure to respond to legitimate inquiries may affect Marketplace visibility or approval.

450. SPAM APPLICATIONS

Applicants shall not use Job functionality for unrelated spam.

451. COMMERCIAL SOLICITATION TO EMPLOYERS

Applicants shall not use Jobs merely to market unrelated Products or Services to Employers.

452. EMPLOYER COMMERCIAL SOLICITATION TO APPLICANTS

Employers shall not use applicant data primarily to sell unrelated Products.

453. JOB APPLICATION CONTENT

Application materials must comply with Marketplace content rules.

454. MALICIOUS ATTACHMENTS

Applicants and Employers shall not distribute malware or malicious files through Job functionality.

455. DOCUMENT SECURITY

Daivavarna may limit file types or attachments for security.

456. INTELLECTUAL PROPERTY OF APPLICATION MATERIALS

Applicants retain whatever rights they hold in their resumes, portfolios, writing samples, or other original materials.

Submission does not automatically grant Employers unrestricted public or commercial rights.

457. PORTFOLIO MATERIALS

Employers should use applicant portfolio materials only for legitimate recruitment purposes unless additional rights are obtained.

458. CONFIDENTIAL WORK SAMPLES

Applicants should avoid submitting confidential materials belonging to current or former Employers without authorization.

459. TRADE SECRETS

Employers shall not induce applicants to disclose another organization’s trade secrets unlawfully.

460. NONPUBLIC INFORMATION

Recruitment shall not be used as a pretext to obtain confidential competitor information.

461. COMPETITOR RECRUITMENT

Lawful hiring from competitors is not prohibited merely because the applicant currently works elsewhere.

Applicable contractual and legal obligations remain.

462. EMPLOYMENT REFERENCES

Employers and applicants remain responsible for truthful communications in the reference process.

463. DEFAMATORY RECRUITMENT CONDUCT

The Marketplace shall not be used to knowingly publish false statements intended to harm another Employer or applicant.

464. JOB ADVERTISING CLAIMS

All objective claims in a Job Listing must have a reasonable factual basis.

465. “BEST PLACE TO WORK” CLAIMS

Objective award-based or ranking claims should be genuine.

466. AWARDS

Employers shall not fabricate workplace awards.

467. CERTIFIED ORGANIZATION CLAIMS

Formal certifications must be authentic.

468. ORGANIC FARM EMPLOYERS

An Employer shall not advertise itself as a Certified Organic farm unless applicable certification exists.

469. NATURAL FARM EMPLOYERS

Natural farming claims must accurately reflect actual practices.

470. FAIR-TRADE EMPLOYERS

Formal fair-trade claims require proper authorization.

471. SOCIAL-IMPACT CLAIMS

Claims such as:

supports rural artisans;

empowers women;

supports temples;

supports farmers;

or community-owned

must be truthful.

472. NONPROFIT CLAIMS

An Employer shall not falsely claim nonprofit status.

473. VOLUNTEER-DRIVEN ORGANIZATIONS

Organizations may accurately explain that volunteers and employees work together.

474. EMPLOYEE DONATION EXPECTATIONS

A charitable or devotional Employer shall not deceptively reduce promised wages through undisclosed compulsory donations.

475. RELIGIOUS CONTRIBUTIONS

Any lawful voluntary employee donations should remain genuinely voluntary unless the arrangement is transparently and lawfully structured otherwise.

476. EMPLOYEE PURCHASE DISCOUNTS

Optional employee Product discounts may be offered.

477. MANDATORY PRODUCT PURCHASES

Employers shall not require unnecessary Product purchases as a disguised recruitment fee.

478. EMPLOYEE TRAINING

Required training should be lawful and reasonably related to the Job.

479. TRAINING COSTS

Training costs charged to workers must comply with Applicable Law.

480. CERTIFICATION TRAINING

Where employment depends upon a genuine external certification, this should be disclosed.

481. NO FAKE CERTIFICATION PROGRAMS

An Employer shall not require applicants to purchase a fabricated certification controlled solely to extract money.

482. RECRUITMENT BY THIRD PARTIES

Third-party recruiters must accurately identify their role.

483. EMPLOYER CONSENT

A recruiter shall not post Jobs for an Employer without authorization.

484. CONFIDENTIAL EMPLOYERS

Daivavarna may permit limited confidential Employer Listings where there is a legitimate business reason.

Daivavarna may still require the Employer’s identity privately for verification.

485. NO ANONYMOUS FRAUD

Confidentiality features shall not be used to hide fraudulent Employers.

486. JOB CONTACT INFORMATION

Daivavarna may display, hide, or release Employer contact details according to Marketplace functionality.

487. APPLICANT CONTACT INFORMATION

Applicant contact information may similarly be controlled according to privacy settings and application workflows.

488. NO PUBLIC RESUME DISCLOSURE WITHOUT AUTHORIZATION

Applicant resumes shall not be made publicly searchable merely because they were submitted privately unless the applicant affirmatively chooses such a feature.

489. EMPLOYER DATA SECURITY

Employers should maintain reasonable security for applicant data.

490. ACCOUNT SECURITY

Employers are responsible for reasonable security of their Daivavarna accounts.

491. ACCOUNT SHARING

Employer accounts shall not be shared with unauthorized persons in a manner that compromises applicant data or Job authenticity.

492. RECRUITER ACCOUNTS

Daivavarna may later support multiple authorized recruiters under an Employer account.

493. ORGANIZATION ADMINISTRATORS

Employer organizations remain responsible for managing internal account access.

494. COMPROMISED ACCOUNTS

Employers should promptly report suspected account compromise where it may affect Job Listings or applicant information.

495. FALSE JOB CHANGES AFTER ACCOUNT COMPROMISE

Daivavarna may temporarily suspend suspicious Jobs to protect applicants.

496. REPORTING SECURITY INCIDENTS

Material breaches affecting applicant Personal Information may need to be reported under Applicable Law.

497. NO DAIVAVARNA BACKGROUND GUARANTEE

Daivavarna Employer approval does not guarantee that an Employer has never had labor disputes, complaints, or misconduct.

498. NO APPLICANT BACKGROUND GUARANTEE

Likewise, Daivavarna does not guarantee every applicant’s identity or history unless a specific verification feature expressly states otherwise.

499. MARKETPLACE SAFETY ACTION

Daivavarna may restrict communications or Listings where recruitment behavior presents a substantial safety or fraud risk.

500. JOB LISTING DISPUTES

Employers may request review of certain Marketplace Listing decisions where Daivavarna provides an appeal or reconsideration process.

501. NO GUARANTEED REINSTATEMENT

A review request does not guarantee that a removed Job will be restored.

502. GOOD-FAITH EDITORIAL REJECTION

An Employer does not necessarily commit misconduct merely because Daivavarna determines that a lawful Job does not fit Marketplace curation.

503. MARKETPLACE EVOLUTION

Daivavarna may refine the Jobs category as the Marketplace develops.

504. FUTURE JOB FEATURES

Daivavarna may later introduce:

resume profiles;

Employer pages;

applications;

interviews;

messaging;

Job alerts;

matching;

featured Jobs;

verification;

or other recruitment functionality.

505. ADDITIONAL FEATURE TERMS

New functionality may be subject to additional displayed terms.

506. CHANGES TO THESE SUPPLEMENTAL TERMS

Daivavarna may update these Jobs Supplemental Vendor Terms as labor laws, Marketplace functionality, recruitment practices, safety requirements, employment categories, or operational experience evolves.

Material changes may require Employer reacceptance.

507. CATEGORY TERMS VERSIONING

Daivavarna may maintain an electronic record identifying:

Employer identity;

Jobs category;

Category Terms Version;

acceptance date and time;

and other reasonable acceptance information.

Acceptance of Version 1.0 does not automatically constitute acceptance of a later materially revised version.

508. REACCEPTANCE AFTER MATERIAL CHANGES

Where these Supplemental Terms are materially revised, Daivavarna may require the Employer to review and accept the updated version before:

creating new Jobs;

editing Jobs;

reviewing applications;

or continuing recruitment through Daivavarna.

509. RELATIONSHIP TO GENERAL SERVICES TERMS

A genuine independent Service engagement may be governed by General Services rather than Jobs.

Employers and Providers must not intentionally misclassify relationships to avoid applicable legal obligations.

510. RELATIONSHIP TO EVENTS TERMS

Temporary Event-related employment may fall under Jobs.

Independent Event contractors may instead be governed by Event Requirements and General Services.

511. RELATIONSHIP TO ACCOMMODATIONS TERMS

Employee housing may create separate Accommodation or housing obligations.

Commercial lodging offered to Customers remains subject to Accommodation Supplemental Terms.

512. RELATIONSHIP TO PROHIBITED ACTIVITIES POLICY

Jobs involving prohibited activities remain prohibited regardless of compensation or Employer status.

513. RELATIONSHIP TO PRIVACY POLICY

Applicant and worker Personal Information must be handled consistently with Daivavarna’s Privacy Policy and Applicable Law.

Employers may have independent privacy obligations beyond Daivavarna’s own Privacy Policy.

514. RELATIONSHIP TO GENERAL VENDOR TERMS

These Supplemental Terms supplement rather than replace the General Vendor Terms and Seller Agreement.

The Employer must comply with both.

Where these Supplemental Terms establish a more specific Jobs-category requirement, that requirement ordinarily governs the category-specific matter unless Applicable Law or another expressly controlling Marketplace rule provides otherwise.

515. CONTACT

Questions concerning Employer approval, Job eligibility, recruitment, worker classification, Job fraud, privacy, or category requirements should be submitted before publication where the Employer is uncertain.

Employer / Jobs Support: [Jobs Support Email]

Applicant Support: [Applicant Support Email]

Marketplace Compliance: [Compliance Email]

Privacy: [Privacy Email]

Safety: [Safety Email]

Legal: [Legal Email]

516. EMPLOYER CATEGORY ACKNOWLEDGMENT

By accepting these Jobs Supplemental Vendor Terms, the Employer confirms that the Employer has reviewed and understands the recruitment, employment, worker-safety, compensation, privacy, classification, anti-fraud, and Marketplace requirements applicable to Jobs offered through Daivavarna.

The Employer represents that material statements concerning the Employer’s identity, organization, Job duties, work location, employment type, compensation, schedule, qualifications, benefits, working conditions, visa sponsorship where applicable, and other material conditions are materially accurate.

The Employer acknowledges that Daivavarna operates a curated Jobs category rather than an unrestricted general corporate job board and that Daivavarna may decline otherwise lawful Jobs that do not reasonably align with the Marketplace’s traditional, devotional, cultural, educational, agricultural, artisan, natural-living, hospitality, or community purpose.

The Employer understands that ordinary support positions at aligned organizations may be eligible even where the employee’s daily duties are not themselves explicitly traditional or devotional.

The Employer acknowledges that Jobs principally involving slaughter, meat processing, alcohol, tobacco, prohibited intoxicants, gambling, adult sexual activity, prohibited weapons, exploitative labor, or other activities inconsistent with Daivavarna’s Marketplace standards may be excluded.

The Employer agrees to comply with all Applicable Law concerning wages, working hours, overtime, employee classification, discrimination, workplace safety, taxes, benefits, immigration, minors, recruitment, privacy, workers’ compensation, leave, termination, and other employment matters.

The Employer agrees not to classify an employee falsely as an independent contractor, intern, volunteer, apprentice, or other status merely to evade legal obligations.

The Employer agrees not to post fake Jobs, harvest resumes for unrelated purposes, demand fraudulent recruitment payments, fabricate visa sponsorship, use fake checks, conduct reshipping or money-forwarding scams, collect unnecessary sensitive information, or use Daivavarna Jobs for identity theft, money laundering, trafficking, or other fraud.

The Employer agrees not to engage in forced labor, debt bondage, human trafficking, unlawful child labor, sexual exploitation, unlawful retention of worker identity documents, wage theft, or other abusive employment conduct.

The Employer understands that Daivavarna Marketplace approval does not constitute governmental Employer certification, validate the legality of every employment practice, guarantee applicants, or make Daivavarna the Employer or joint Employer merely because a Job is listed through the Marketplace.

The Employer acknowledges that Daivavarna generally does not process employee payroll merely because employment was discovered through Daivavarna and that wages, employment taxes, benefits, and related obligations remain between the Employer and worker unless Daivavarna expressly introduces a separate service providing otherwise.

The Employer understands that Daivavarna may charge listing, subscription, featured-placement, or other Employer fees according to an applicable Fee Schedule or Employer plan and that payment of such fees does not guarantee a particular number of applicants, hires, or Job ranking.

The Employer acknowledges that independent Event contractors, General Service Providers, volunteers, internships, employment, and business opportunities are legally distinct arrangements and agrees not to use Job Listings to disguise another relationship deceptively.

The Employer agrees to protect applicant Personal Information, use it only for legitimate recruitment and employment purposes, employ reasonable data-security practices, and avoid unnecessary collection of sensitive financial, identity, or medical information.

The Employer understands that Daivavarna may investigate serious applicant or worker complaints, request Employer verification, remove or suspend Jobs, restrict communications, revoke Jobs category approval, suspend Employer accounts, or take other reasonable Marketplace action.

The Employer agrees to comply with these Supplemental Terms, the General Vendor Terms and Seller Agreement, Marketplace Policies, Privacy requirements, and Applicable Law for so long as the Employer posts Jobs or recruits through Daivavarna.