Disclaimer of warranty and scope

Curevue’s outputs — violation reports, suggested-fix language, cure-window timers, audit-log exhibits, zero-violation statuses, dashboards, transactional alerts, and PDFs — are the product of pattern matching against a rule library. They are not legal conclusions. A posting that Curevue flags as noncompliant may, on inspection by competent counsel, prove compliant. A posting that Curevue marks clean may nonetheless violate a statute we do not monitor, an interpretive guidance we have not yet ingested, or a local ordinance outside our jurisdictional scope.

You are responsible for the posting. Curevue is responsible for running the scan you authorized, against the rule library version in effect at the time of the scan, and returning the result honestly.

Curevue is not a law firm. No attorney-client relationship is formed by your use of the service, by your communication with our support staff, or by your receipt of any report, email, or suggested-fix text. Any statutory citations, penalty ranges, cure-window durations, or remediation templates we surface are editorial summaries for operational convenience — they are not a substitute for advice from counsel licensed in the relevant jurisdiction.

If a posting is actively contested, if a regulator has contacted you, if a demand letter has been served, or if a class action has been filed, stop relying on Curevue outputs for that matter and engage employment counsel immediately. Our audit logs remain available as factual exhibits of what was visible and when; they are not a substitute for representation.

Curevue monitors the jurisdictions enumerated in our published rule library (currently seventeen U.S. state and municipal regimes). Statutes, regulations, and agency guidance change. New jurisdictions enact pay-transparency rules on their own legislative calendars. Curevue updates its rule library on a best-effort cadence and publishes rule-library version numbers in every report, but there is inherent lag between the enactment or amendment of a rule and our ingestion of it. You should assume a non-zero interval between statutory change and library reflection.

Coverage further depends on what you authorize us to scan. Curevue will not scan domains, applicant-tracking systems, or job boards that you have not designated and, where applicable, attested your authority over. Postings that exist but are not in your designated scan scope will not appear in your reports and will not be reflected in your compliance posture.

Our scanner is a machine. It makes mistakes. It can misread non- standard pay formats (e.g., equity-heavy total-rewards ranges, commission-only roles, tipped positions, or roles with geographic differentials encoded in narrative form). It can miss postings served behind authentication, posted only to closed referral networks, or syndicated to boards outside our ingest. It can flag postings whose apparent violation is in fact permitted under a statutory exemption we have not yet modeled.

False positives and false negatives are both possible. Treat every Curevue output as a starting point for review, not a verdict. The cure window is your friend: use it to involve counsel, not to rubber-stamp our suggested fix.

Where Curevue displays data originating from third parties — applicant-tracking systems, job boards, public agency filings — we display it as received. We do not independently verify that third-party content reflects the employer’s intended posting. Discrepancies between what Curevue sees and what you believe you posted should be investigated at the source system first.

Curevue’s suggested-fix language is guidance, not warranty. Paste it into your posting at your discretion. It has not been reviewed by counsel for your facts, your role, your jurisdiction mix, your collective-bargaining context, or your internal pay- equity posture. We strongly recommend counsel review of any fix language before it goes live on a posting that has already attracted regulator or plaintiff attention.

Curevue cannot, and does not, guarantee that any posting monitored by our service will avoid a demand letter, administrative complaint, regulator inquiry, or private action. We reduce surface area. We compress cure windows. We create a defensible record of when a posting became visible, what it contained, and what was done about it. We do not immunize you from suit. A zero-violation status on a given scan date does not bar future claims arising from prior postings, out-of-scope postings, or legal theories unrelated to pay transparency.

This disclaimer is incorporated by reference into the Curevue Terms of Service. Where this disclaimer conflicts with a sales deck, blog post, social-media caption, or salesperson’s statement, this disclaimer controls. Where it conflicts with a fully executed master services agreement signed by HexWarden Labs LLC, the MSA controls.

Questions about the scope of this disclaimer may be directed to legal@curevue.io. Please note: inbound correspondence to this address does not establish an attorney-client relationship and should not include privileged material.