Employer Acceptable Use and Reporting Terms

EriWave gives employers tools for verified agreements, clearer workplace records, and consent-based record requests. These tools must be used accurately, fairly, and only for legitimate workplace purposes.

An employer using EriWave must:

• Provide accurate business, owner, agreement, and contact information.
• Have authority to create the workspace and send the agreement.
• Give the worker enough time and information to review the terms.
• Avoid coercion, deception, or retaliation during signing and verification.
• Keep account credentials and signing links secure.
• Use worker information only for the purpose for which it was obtained.
• Respect a worker's response, correction request, and disclosure decision.
• Comply with applicable employment, privacy, and record-keeping obligations.

Agreement terms must reflect what the parties actually agreed.

An employer must not use EriWave to disguise unlawful terms, remove legal rights, or create a false record.

A sealed agreement must not be represented as editable. Changes require a new version or recorded amendment.

Reports must be factual, relevant, and made in good faith.

The employer should state what happened, when it happened, the responsibility involved, and the available evidence.

Do not use labels such as "thief," "criminal," or "fraudster" as a substitute for facts or a lawful finding.

Do not submit a misconduct report merely because a worker requested salary, raised a safety concern, exercised a privacy right, left employment, or declined a record request.

Evidence should be relevant, lawfully obtained, and limited to what is needed.

Do not upload unrestricted identity documents, passwords, raw NIN values, unrelated private conversations, or information about people who are not relevant to the incident.

A record request must relate to a genuine and explained employment purpose.

The employer must not pressure a worker to approve the request or attempt to bypass worker authentication and consent.

Approval gives access only to the information EriWave is permitted to disclose for that request.

Employers must not use EriWave:

• As a worker blacklist.
• To make or publish unsupported criminal accusations.
• To harass, threaten, discriminate against, or retaliate against a worker.
• To obtain personal data through deception.
• To share disclosed records with unrelated parties.
• To conduct surveillance outside the agreed product purpose.
• To test stolen, fabricated, or unauthorised identity information.
• To overload, scrape, reverse engineer, or interfere with EriWave or its providers.

EriWave may restrict, suspend, preserve evidence from, or terminate a workspace that creates material security, privacy, legal, or worker-safety risk.

EriWave may require clarification, supporting evidence, correction, or deletion before allowing a report to be disclosed.

Serious matters may be referred to appropriate authorities where legally required or reasonably necessary.

EriWave provides records and workflow tools. It does not determine criminal guilt, guarantee worker conduct, guarantee salary payment, or replace formal legal processes.