Worker Fairness and Record Disclosure Policy

EriWave helps businesses and workers keep a shared, verifiable record. It is not a private court, criminal-record service, worker blacklist, or system for deciding guilt.

Employers pay for EriWave because clear terms and reliable records reduce uncertainty. Workers use EriWave free of charge because their agreement, response, and record access remain visible to them.

A worker must be able to see the terms they are asked to sign.

After signing, both sides receive the same sealed agreement. A signed agreement must not be silently rewritten. A change requires a new version or a clearly recorded amendment.

An employer report is an incident report, not a verdict.

EriWave must not describe a worker as a thief, criminal, guilty person, or permanent risk merely because an employer submitted a report.

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

When an incident is added to a worker record, the worker must be notified through the available contact channel and allowed to add a response.

A worker may acknowledge the report, dispute it, explain the context, or provide relevant information.

Silence is not an admission of guilt. An empty response must not be presented as agreement with the report.

Reporting unpaid or disputed salary must not automatically be treated as misconduct.

EriWave records agreed salary terms, but the current MVP does not process payroll or guarantee salary payment.

Pay disagreements and conduct reports should remain separate so a wage complaint cannot be used as a hidden reputation penalty.

Another company must not receive a worker's eligible EriWave record merely by knowing the worker's NIN, phone number, or email address.

The worker must sign in to their own record and approve the specific request before disclosure.

The worker can decline the request. EriWave records the request and the resulting access event.

An approved disclosure may contain eligible employment and incident-record information that has not expired under the applicable retention policy.

Disputed status and the worker's response must travel with the relevant report.

Disclosure does not mean that EriWave endorses an employer's allegation.

If a record is inaccurate, incomplete, misleading, linked to the wrong person, or missing relevant context, contact support@eriwave.com or privacy@eriwave.com.

EriWave will review the request and may restrict disclosure while the issue is investigated.

The MVP provides a support and human-review route. It does not yet provide a complete in-product appeal or mediation system.

Incident reports currently have a two-year product retention period. When that period expires, the report must not be included in an external record disclosure.

A worker may still need access to information required to understand or exercise their rights, subject to EriWave's approved retention schedule and applicable law.

EriWave can help both sides preserve facts and resolve ordinary questions. It does not replace a lawyer, mediator, labour authority, police investigation, or court.

Using EriWave does not remove any legal right or remedy available to either party.