Employer Terms

Article 1 — Plans, trials and fees

1.1 Plans. MatchGlobal offers a free plan and one or more paid plans. The names, number and content of the plans, and how they are priced (for example monthly, annually, by usage, by number of locations or users, or by feature), will change as the product develops; what applies is the pricing page or order at the time you buy. What each plan includes, including features and allowances (for example the number of messages you may send to make contact, job posts you may publish, people you may hire, locations or users), is as shown on the pricing page or in your order. We may add, rename, merge, split or discontinue plans, and adjust features between plans, under Article 5 of the Terms of Service and this Article.

1.2 Free plan and limits. The free plan, and the limits on unverified companies (for example the number of job posts you may publish or people you may hire), may be adjusted at any time. If an adjustment will reduce the free plan's features and affect job posts or staff already in the account, we will give 30 days' notice in advance.

1.3 Trials. We may offer trials of paid plans, for example to verified or pre-approved companies. The trial period is as we tell you, and a trial may be ended early if it is abused. When a trial ends, the account moves to the free plan unless you have bought a paid plan. Your data is kept, but features beyond the free plan become read-only or unavailable.

1.4 Fees and invoices. Fees are as shown on the pricing page or in your order at the time you buy, are priced in New Taiwan dollars, and include 5% business tax. We issue a Uniform Invoice (統一發票) for every payment. You must pay monthly or annual fees in advance, by the method shown on the checkout page or on our payment request, within 14 days of receiving the payment request.

1.5 Renewal. A paid plan renews automatically for the same period when it expires, unless you cancel before the renewal date. Before an annual plan renews, we will remind you at least 7 days in advance.

1.6 Price changes. We may change prices. A new price applies only from your next renewal, not to a period you have already paid for. Before a new price applies to you, we will give at least 30 days' notice, and you may cancel before then. We may also change how plans are priced or replace an old plan with a new one; a new pricing method or replacement plan likewise applies only from your next renewal or a new purchase, with advance notice as above. When an old plan is withdrawn from sale, we will tell you which plans you can switch to.

1.7 Late payment. If payment is still outstanding more than 10 days after we have sent a reminder, we may move the account to the free plan or suspend paid features until payment is made in full. Your data will not be deleted because of late payment.

1.8 Cancellation and refunds. You may cancel a paid plan at any time, and the plan continues until the end of the period you have paid for. Fees already paid are not refundable, except that in any of the following cases we will refund, day by day, the unused part of the period you paid for:

• you end your plan because you do not accept a material change to the Terms of Service or these Employer Terms (Terms of Service, Article 6.4);
• we remove a core feature of your plan during a paid period, and you end your plan because of it; or
• we close your account when you have not breached the terms.

If we close your account because you breached the terms, no refund is given.

1.9 Downgrades. Moving to a smaller plan may reduce features, allowances or the number of users, and data that only a larger plan can display may become read-only. We do not delete data because of a downgrade.

1.10 Core features during a paid period. During a period you have paid for, we will not remove a feature listed as included in your plan without at least 30 days' notice in advance. If we do remove one, you may end your plan and receive a refund under Article 1.8. We may change how a feature looks or works, as long as it still does substantially the same job.

Article 2 — Workforce management tools and staff data

2.1 Two kinds of data, two roles.

When a student shares data with you through MatchGlobal (for example by applying, or by unlocking documents after accepting an offer), you also become a collector of that data and are responsible for it yourself.

2.2 How we handle workforce management data. We process workforce management data only to provide the service to you, keep it secure, provide customer support, meet our legal obligations, and produce de-identified statistics (Terms of Service, Article 8.4). We do not sell this data, and we do not use it to advertise to your staff. Our employees view your account only when needed for customer support, security or legal requirements, and every access is logged.

2.3 Your obligations as an employer. You warrant that:

• before using MatchGlobal to process staff data, you have told your staff what data you collect through the service and why, and obtained any consent the law requires, including for clock-in locations and photos;
• you record only data you are entitled to collect. Except where the law allows, you will not use custom fields, notes or documents to collect special categories of personal data (medical records, medical care, genetics, sex life, health checks, criminal records);
• you give access only to people who need it, and remove a person's access when they leave;
• you respond to staff requests to view, correct or delete their workforce management data, and we will help you do so.

2.4 Clock-in and location. If you turn on location or QR code clock-in, the app records an employee's location only at the moment they clock in or out (and when they log field work), checks whether it is within the area you set, and keeps it as part of the attendance record. Staff location is not tracked at any other time. You decide which clock-in methods to turn on.

2.5 You remain the employer. These tools help you manage your team, but they do not transfer any of your legal obligations to MatchGlobal. You remain responsible for:

• paying the correct wages, overtime pay and holiday pay on time, and no less than the minimum wage;
• enrolling workers in labor insurance, national health insurance and labor pension, and paying the employer's share;
• withholding and filing taxes;
• confirming that every foreign worker holds a valid work permit, and making sure international students work no more than 20 hours a week during the semester (Employment Service Act, Articles 50 and 57);
• keeping the records labor law requires: employee registers, wage registers and attendance records, for five years (Labor Standards Act, Articles 7, 23 and 30). MatchGlobal can store and export them for you, but the obligation to keep them remains yours.

2.6 Calculations are for reference only. Pay, overtime, leave, compensatory time off and insurance amounts are calculated from the data and settings you provide and from our understanding of the rules. Please check them yourself before paying or issuing payslips. They are not legal, tax or payroll advice. If you find a mistake, please tell us and we will fix the tool, but you remain responsible for the amounts actually paid.

2.7 Security and service providers. We protect workforce management data with reasonable technical and organizational measures. We use service providers (for example cloud hosting located in Japan), listed at matchglobal.co/terms/providers. Before adding a provider that processes workforce management data, we will update that list at least 14 days in advance so that you can object. If a breach affects your workforce management data, we will notify you promptly and help you meet any obligation to notify your staff or the authorities.

Article 3 — Applicant data, misuse and termination of plans

3.1 Use of applicant data. Applicant data may be used only to decide whether to hire the person for the job they applied for or were invited to, and for the employment that follows. You may not copy the data in bulk outside MatchGlobal, provide it to anyone else (including affiliates, headhunters or staffing agencies), use it for marketing, or keep it once that purpose has ended.

3.2 Contacting students who have not applied. An employer may search for and contact, on its own initiative, students who have not applied and who have made their profiles public, within your plan's allowance and only about a real job. Students may decline or block you.

3.3 Penalty for misuse. If you use applicant or staff data in breach of Article 3.1, or post fake jobs to collect personal data, you must pay MatchGlobal a punitive penalty of TWD 50,000 for each breach, and separately compensate any damage and our reasonable attorney's fees. We may also close the account immediately, without refund.

3.4 Suspension. We may restrict or suspend an employer account under the Community Guidelines, for example when applicants have reported it repeatedly, when we receive reports that a job is false or unlawful, during an investigation by the authorities, or when fees are unpaid. While suspended, you can still export workforce management data.

3.5 When a plan or account ends.

• Paid plan ends: the account moves to the free plan. Data is kept; paid features become read-only or unavailable.
• Account closed (by you or by us): you have 30 days to export workforce management data. After that we will delete or de-identify it within 90 days, except where it must be kept by law or because a dispute has not been resolved.
• Staff keep their own records: each employee can keep viewing, in their own account, their payslips, attendance and work records with you for five years, because these records also belong to the employee, and they may need them for visas, insurance or wage disputes.

3.6 Keeping records is your responsibility. Before the account is closed, please export the records labor law requires you to keep. After 30 days, we may no longer be able to provide them.

Article 4 — Liability between businesses

4.1 To the extent the law allows, our total liability to you under the Terms of Service and these Employer Terms in any 12-month period is capped at the fees you paid us in the 12 months before the claim arose; if you are on the free plan, it is capped at TWD 1,000. This cap does not apply to liability for our intentional acts or gross negligence.

4.2 Neither party is liable for the other's lost profits or indirect damages, except where you breach Article 2.3 or Article 3.1, or for compensation you owe under Article 15 of the Terms of Service.