1. Workforce Management Tool
ShiftForge is a workforce management and scheduling technology platform designed to assist businesses with functions that may include employee scheduling, availability, shift management, attendance, timekeeping, clock-in and clock-out records, notifications, employee requests, documentation, reporting, and related administrative functions.
ShiftForge provides tools to assist employers in managing their workforce. ShiftForge does not act as the employer, manager, supervisor, payroll provider, human resources department, legal advisor, labor consultant, or compliance officer of any company using the platform.
2. Employer Retains Responsibility
Each company using ShiftForge retains sole responsibility for its employees and all employment-related decisions made through or with the assistance of the platform.
This includes, but is not limited to:
- Employee scheduling and assignment decisions
- Hours worked and overtime
- Breaks and meal periods
- Employee availability
- Time-off and leave decisions
- Shift changes and cancellations
- Attendance and disciplinary decisions
- Payroll and wage calculations
- Employee classification
- Hiring and termination decisions
- Workplace policies
- Employee communications
- Compliance with collective bargaining agreements, where applicable
- Compliance with federal, state, and local employment requirements
The availability of a feature within ShiftForge does not mean that every possible use of that feature complies with the laws, regulations, contracts, policies, or employment requirements applicable to a particular company or employee.
3. Labor and Employment Law Compliance
Companies are solely responsible for understanding and complying with all federal, state, and local laws and regulations applicable to their workforce and business operations, including applicable wage-and-hour, overtime, minimum wage, employee scheduling, predictive scheduling, meal and rest break, leave, recordkeeping, anti-discrimination, accessibility, privacy, and employee-classification requirements.
ShiftForge does not provide legal advice and does not guarantee that use of the platform will cause a company to comply with any particular law or regulation.
Companies should consult qualified legal, human resources, payroll, tax, or compliance professionals regarding requirements applicable to their organization.
4. Misuse, Abuse, or Improper Use
ShiftForge is not responsible for a company's misuse, overuse, abuse, unauthorized use, or improper implementation of the platform.
Companies may not use ShiftForge to engage in unlawful discrimination, retaliation, harassment, wage theft, falsification of employee records, unlawful surveillance, manipulation of time records, denial of legally protected rights, or any other unlawful employment practice.
Each company is responsible for the actions of its owners, administrators, managers, supervisors, employees, contractors, and other authorized users.
5. Automated Recommendations and Artificial Intelligence
Where ShiftForge provides automated recommendations, alerts, scheduling assistance, artificial-intelligence-assisted features, or other decision-support tools, such outputs are provided to assist users and should not be treated as legal, human resources, payroll, or compliance determinations.
Unless expressly stated otherwise, employers remain responsible for reviewing information generated by the platform and making their own employment and workforce decisions.
6. Employee Data and Accuracy
Companies are responsible for ensuring that employee information, schedules, availability, time records, policies, permissions, locations, and other information entered into ShiftForge are accurate and properly maintained.
ShiftForge is not responsible for consequences resulting from inaccurate, incomplete, outdated, fraudulent, or improperly entered information supplied by a company or its authorized users.
7. Notifications and Communications
ShiftForge may provide notifications through the application or supported communication methods. Delivery of a notification is not guaranteed and may be affected by internet connectivity, device settings, telecommunications providers, third-party services, incorrect contact information, or other circumstances outside ShiftForge's reasonable control.
Companies remain responsible for ensuring that legally or operationally required communications reach their employees.
8. Business Decisions
ShiftForge does not control and is not responsible for employment decisions made by companies using the platform. The company remains responsible for determining whether an employee should be scheduled, disciplined, terminated, approved for leave, assigned overtime, called into work, or otherwise affected by a workforce-management decision.
9. No Guarantee of Uninterrupted Service
Although ShiftForge may take reasonable measures to maintain reliable service, the platform may occasionally experience maintenance, interruptions, technical errors, third-party service interruptions, connectivity problems, or other circumstances that affect availability.
Companies should maintain appropriate operational procedures for circumstances in which the platform is temporarily unavailable.
10. Limitation of Liability
To the maximum extent permitted by applicable law, ShiftForge and its owners, officers, employees, contractors, affiliates, and service providers shall not be liable for indirect, incidental, special, consequential, exemplary, or punitive damages arising from or relating to a company's use or misuse of the platform, including employment decisions, scheduling decisions, payroll issues, missed shifts, overtime, lost business, employee disputes, or violations of employment laws caused by the company's actions or omissions.
Any additional limitation or cap on ShiftForge's liability shall be governed by the applicable service agreement or contract between ShiftForge and the customer.
11. Company Acknowledgment
By creating a company account, entering into a service agreement, or using ShiftForge, the company acknowledges that ShiftForge is a workforce-management technology provider and that responsibility for managing employees, complying with applicable laws, and making employment decisions remains with the company.
The company further acknowledges that ShiftForge is not a substitute for professional legal, human resources, payroll, tax, or compliance advice.
