Applicant, Candidate and Workforce Privacy Notice

• Document code: YFC-PRIV-6.0
• Version: 1.0
• Effective date: November 4, 2026
• Owner: Privacy Officer
• Issued by: Your Future Career LLC ("YFC"), on behalf of itself and its affiliates Your Future Nexus LLC ("Nexus") and Your Future Care ("Care"), each a subsidiary of Your Future LLC (together, "we", "us", "our")
• Applies to: applicants, active candidates, passive candidates, placed candidates, leased employees, YFC staff, Care caregivers, and Nexus coaching clients (Nexus clients: see Section 3.8)

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Contents

1. Purpose of this notice
2. Who we are and how to contact us
3. Who this notice covers
4. Summary of key commitments
5. What we collect, why, from where, and how long we keep it
6. Passive candidates
7. How your profile reaches employers
8. Your rights
9. Retention summary and disposal
10. Artificial intelligence and automated tools
11. Recorded calls and video meetings
12. Biometric information statement
13. Workplace monitoring (YFC staff, leased employees, and Care caregivers)
14. Equal employment opportunity, medical confidentiality, and genetic information
15. Fair hiring commitments that affect your data
16. Security
17. Minors
18. Accessibility and alternative formats
19. Changes to this notice
20. Appendix A. Annual Electronic Monitoring Notice and Acknowledgment

1. Purpose of this notice

1.1 This notice explains what personal information we collect about people who look for work with us or through us, who work for us, and who work for our clients through us. It explains why we collect it, who we share it with, how long we keep it, and the rights you have.

1.2 This notice is our notice at collection under the California Consumer Privacy Act, as amended by the California Privacy Rights Act (Cal. Civ. Code 1798.100 et seq., "CCPA") and its regulations (Cal. Code Regs. tit. 11, 7000 et seq.). Since January 1, 2023 the CCPA applies to applicant, employee and contractor data. We apply the same notice and the same rights to every person covered by this notice, in every state, as a single national standard.

1.3 This notice also gives the notices required by employment, artificial intelligence (AI), monitoring, and fair-hiring laws listed in Sections 9 to 14. Where a law in your state gives you more protection than this notice, that law controls and we follow it.

1.4 Our US Privacy Policy (YFC-PRIV-1.0) covers website visitors and consumers, and our Cookie and Tracking Notice (YFC-PRIV-4.0) covers cookies and analytics. Care client health data is covered by the Consumer Health Data Privacy Policy (YFC-PRIV-2.0). Our Fair Credit Reporting Act materials (YFC-FCRA-3.0), our AI and Automated Tools Hiring Notice (YFC-AI-1.0), and our Communications Consent Language (YFC-COMM-1.0) add detail to this notice.

2. Who we are and how to contact us

A single privacy contact and a single request process serve every affiliate.

3. Who this notice covers

3.1 Applicants

People who apply to a role YFC posts, submit a resume on the YFC Job Board (jobboard.yourfuturecareer.vip), complete a YFC intake form, or contact us through the /candidates form on yourfuturecareer.vip.

3.2 Active candidates

Applicants who sign a YFC Candidate Participation Agreement or who otherwise ask YFC to represent them to employers.

3.3 Passive candidates

People whose professional profile we locate from public or professional sources (for example, public professional networking profiles, company websites, professional directories, and public web pages) and add to our recruiting database without an application from them. Section 6 describes how we treat passive candidate data.

3.4 Placed candidates

Candidates hired directly by a YFC client. After the hire, the client is your employer. We keep a limited record of the placement for fee, guarantee, and compliance purposes.

3.5 Leased employees

People employed by YFC and assigned to work at a client site. YFC is the employer of record. YFC runs payroll, tax withholding, Form I-9, workers' compensation, and employment records for you. When a partner professional employer organization (PEO) is the co-employer, the PEO also processes your data under its own privacy notice.

3.6 YFC staff

YFC's own employees, interns, and individual independent contractors.

3.7 Care caregivers

Applicants for and employees of Your Future Care, including caregivers, certified nursing assistants, and the supervising registered nurse (RN). Care client data is covered by the Consumer Health Data Privacy Policy (YFC-PRIV-2.0) and is outside this notice.

3.8 Nexus coaching clients

Individuals who buy career coaching, resume, headshot, career website, or advisory services from Nexus are consumers. The Nexus coaching relationship is a paid consumer service and is separate from YFC's employer-paid recruiting. Section 5.4 summarizes the data Nexus collects. Your full rights as a consumer, including rights under every state consumer privacy law that applies to you, are described in the main privacy policy (YFC-PRIV-1.0). If you are both a Nexus client and a YFC candidate, both notices apply, and Nexus shares your data with YFC only with your consent.

4. Summary of key commitments

• We do not sell your personal information and we do not share it for cross-context behavioral advertising, as those terms are defined in Cal. Civ. Code 1798.140(ad) and (ah). We have not done so in the past 12 months.
• We do not license candidate lists or contact data to anyone.
• We send your full candidate profile to an employer only after you consent to that specific employer (Section 7).
• We do not ask for your salary history. We ask only for your desired pay.
• We ask about criminal history and run background checks only after a conditional offer of employment, everywhere we operate. For direct-hire roles, the hiring employer runs its own background check through its own screening vendor; YFC orders and receives no report about you for that employer. YFC or Care runs the check only when it is your employer (leased employees, YFC staff, and Care caregivers).
• A human recruiter makes every submission and every hiring-related recommendation, using AI tools only as aids (Section 10).
• We do not collect biometric identifiers (Section 12).
• We use sensitive personal information only for the purposes the CCPA regulations permit (Section 5.3).

5. What we collect, why, from where, and how long we keep it

5.1 Categories table

The table lists each CCPA category (Cal. Civ. Code 1798.140(v)), examples, sources, business purposes, the recipients we disclose it to for a business purpose, and the retention period. "All populations" means applicants, candidates, leased employees, staff, and caregivers unless noted.

5.2 What we do not collect

• Salary or pay history. Desired pay only. (Cal. Lab. Code 432.3; N.Y. Lab. Law 194-a; 820 ILCS 112/10; Va. Code 40.1-28.7:12; and other state and local salary history laws.)
• Date of birth, Social Security number, or government ID number before a conditional offer.
• Arrest records that did not lead to conviction, or sealed, expunged, or juvenile records.
• Genetic information, including family medical history (Section 14.2).
• Biometric identifiers (Section 12).
• Passwords to your personal social media or internet accounts (Wis. Stat. 995.55). Nexus clients who choose LinkedIn optimization services follow the credential process in their Nexus agreement.
• Union membership. Earlier YFC trades intake forms asked about union status; that field is retired and existing values are being deleted.

5.3 Sensitive personal information

We collect the sensitive personal information (Cal. Civ. Code 1798.140(ae)) below only when strictly necessary, at the stage listed.

Use limited to permitted purposes. We use and disclose sensitive personal information only for the purposes listed in Cal. Code Regs. tit. 11, 7027(m): to perform the services or provide the employment you reasonably expect, to ensure security and integrity, to prevent fraud, for short-term transient use, for services on our behalf, to verify and maintain quality and safety, and as required by law. We do not use it to infer characteristics about you. Because our use is limited this way, the CCPA does not require a "Limit the Use of My Sensitive Personal Information" link. You may still ask us to limit its use (Section 8.1), and we will confirm in writing how we use it.

Sensitive data is stored in restricted locations separate from recruiting files: medical files, Form I-9 files, FCRA files, and EEO self-ID data are each kept apart and accessible only to authorized personnel.

5.4 Nexus coaching clients (consumer summary)

Nexus collects identifiers, contact data, employment and education history, career goals, headshot photos, mock interview recordings, payment information (processed by a payment processor; Nexus does not store full card numbers), and, only if you choose a LinkedIn service, temporary account credentials stored in an encrypted password manager and deleted at completion. Nexus keeps coaching files 3 years after the last engagement and recordings 90 days after the engagement term. Nexus does not sell or share your data and does not use your headshots or recordings for marketing or to train AI models without your separate written consent. Full consumer rights: YFC-PRIV-1.0.

6. Passive candidates

6.1 What we collect. Name, current and past job titles, employer names, work location (city, county, state), professional summary, skills, education, and business or professional contact details, taken from public or professional sources and from tools that provide professional contact data.

6.2 Why. To identify people whose experience fits roles we are filling and to contact them about those roles.

6.3 Our rules.

• We send you a notice at first contact and no later than 30 days after we add your profile to our database. The first-contact paragraph in Section 6.4 is included in every first outreach message.
• We never share a passive candidate's profile, name, or contact details with a client before you reply and agree to be represented for that role.
• If you do not engage with us for 24 months, we delete your profile.
• If you tell us not to contact you, we mark your record "Do Not Contact", keep only the minimum needed to honor that choice, and stop all outreach.

6.4 First-contact notice paragraph (paste into every first message)

Why you are hearing from us: Your Future Career LLC is an employer-paid recruiting firm in Oshkosh, Wisconsin. We found your professional profile on [source, for example "a public professional networking profile"] and saved your name, job history, skills, location, and work contact details to reach you about roles that may fit. We never charge candidates a fee. We do not share your information with any employer unless you say yes to that employer. If you do not reply or engage within 24 months, we delete your record. Reply "no thanks" or "remove me" at any time and we will stop contacting you and delete your profile. Privacy notice and your rights: yourfuturecareer.vip/privacy. Questions: privacy@yourfuturecareer.vip or (920) 383-1992.

For text messages, use the short form: "Your Future Career (recruiting, employer-paid, Oshkosh WI). We found your public work profile and may have a role for you. Privacy: yourfuturecareer.vip/privacy. Reply STOP to opt out." Texts to passive candidates go only to numbers and under consent rules permitted by YFC-COMM-1.0.

7. How your profile reaches employers

7.1 Per-employer consent model

• Before we submit your full profile (name, resume, contact information) to a specific employer for a specific role, we tell you the employer's name and the role, and we record your yes. Consent may be given by signature, email, text reply, or a recorded statement on a call, and is logged with date, time, method, employer, and role in our CRM.
• Your consent covers that employer and that role only. A new employer or a materially different role needs a new consent.
• You may withdraw consent before an employer acts on your submission. Once an employer has received your profile, we instruct it to stop using your profile and to delete it, under our client agreement.
• Under the CCPA, a disclosure you direct us to make is a consumer-directed disclosure and is outside the definition of "sale" (Cal. Civ. Code 1798.140(ad)(2)(A)).

7.2 Blind profiles

• We send employers who subscribe to our candidate updates blind profiles. A blind profile shows a Candidate ID, job title or target role, county and state, years of experience, desired minimum pay, skills, and certifications.
• A blind profile omits your name, contact details, current employer name, exact address, photo, date of birth, graduation years, and any detail that would reasonably identify you.
• An employer that wants to meet you asks YFC. We then ask for your per-employer consent under Section 7.1.
• Subscribing employers receive blind profiles under confidentiality terms that limit use to evaluating whether to request an introduction.

7.3 Talent network visibility ("Your Future Employee" page)

• If you join the YFC talent network, a blind candidate card appears to employers who hold a signed-in, approved account on the YFC Job Board. The card shows the same fields as a blind profile (Section 7.2).
• Your card is hidden from the public and from search engines.
• You may hide your card at any time by emailing privacy@yourfuturecareer.vip or telling your recruiter. You may also choose not to join the network and still work with YFC.

7.4 Other recipients

We disclose personal information for a business purpose to the categories of recipients in the Section 5.1 table, each bound by a written contract that limits use to the services they perform for us (Cal. Civ. Code 1798.100(d), 1798.140(ag) and (j)). We also disclose information when required by law, subpoena, or government request, to protect rights and safety, and in a merger or sale of a business line (with notice to you).

8. Your rights

8.1 Rights list

You have the following rights. We extend them to every person covered by this notice, in every state. (California residents hold them under Cal. Civ. Code 1798.100 to 1798.125 and Cal. Code Regs. tit. 11, 7020 to 7031.)

1. Right to know and access. You may ask what personal information we collected about you in the past 12 months (and earlier, back to January 1, 2022, unless impossible or disproportionate), the categories of sources, the business purposes, the categories of recipients, and the specific pieces of information we hold.
2. Right to a portable copy. You may receive your information in a commonly used, machine-readable format.
3. Right to delete. You may ask us to delete personal information we collected from you, subject to legal exceptions (for example, records we must keep under employment, tax, immigration, or anti-discrimination recordkeeping laws). When we keep data under an exception, we tell you which exception applies.
4. Right to correct. You may ask us to correct inaccurate personal information. You may submit documents to support your request.
5. Right to opt out of sale or sharing. We do not sell or share. If that changes, we will update this notice and provide a "Do Not Sell or Share My Personal Information" link before doing so. We treat a Global Privacy Control signal as a valid opt-out request.
6. Right to limit use and disclosure of sensitive personal information. See Section 5.3. You may submit a request, and we will confirm our use is confined to permitted purposes.
7. Rights regarding automated decisionmaking technology (from January 1, 2027). See Section 10.4.
8. Right to non-retaliation. We do not discriminate or retaliate against you for exercising any privacy right, including in hiring, pay, assignment, or discipline (Cal. Civ. Code 1798.125).
9. Right to appeal. If we deny your request, you may appeal within 60 days. We answer appeals within 60 days and, if we deny the appeal, tell you how to contact your state Attorney General.

8.2 How to submit a request

• Web form: yourfuturecareer.vip/privacy-request
• Email: privacy@yourfuturecareer.vip
• Phone: (920) 383-1992
• Mail: Privacy Officer, Your Future Career LLC, 210 N Main St, Oshkosh, WI 54901

You do not need an account. Employees may also submit a request to their YFC supervisor, who forwards it to the Privacy Officer the same business day.

8.3 Verification and authorized agents

We verify identity by matching information you provide with information we hold, proportional to the sensitivity of the request. We do not require verification for opt-out requests. An authorized agent may submit a request with your signed permission; we may ask you to confirm your identity directly.

8.4 Response times

• Confirmation of receipt: within 10 business days.
• Substantive response: within 45 calendar days, extendable once by 45 days with notice and reasons.
• Opt-out or limit requests: within 15 business days; Global Privacy Control signals immediately.
• Appeals: within 60 days (45 days where state law requires, for example Colorado).

8.5 Other state rights

Applicant and employee data is exempt from most state consumer privacy laws outside California. We give every person the rights in Section 8.1 anyway. Passive candidates and Nexus clients may also hold rights under state consumer privacy laws (for example, Colorado, Connecticut, Virginia, Oregon, Texas, Minnesota, Maryland, New Jersey). The main privacy policy (YFC-PRIV-1.0) lists those rights.

9. Retention summary and disposal

If a charge, complaint, lawsuit, or audit is pending, we keep all relevant records until it ends (29 C.F.R. 1602.14). When a retention period ends we delete or de-identify the data, shred paper records, and securely wipe electronic records. Exported CRM snapshots are deleted within 30 days of creation.

10. Artificial intelligence and automated tools

10.1 How we use AI

YFC uses AI tools to help recruiters: draft documents and messages, summarize resumes, format blind resumes, suggest Boolean search strings for sourcing, and suggest possible matches between candidates and roles. A human recruiter reviews every output and makes every decision to submit, advance, or decline a candidate. We do not use AI to analyze your face, voice, or emotions, and we do not use zip code as a proxy for any protected characteristic. Full detail: YFC-AI-1.0.

10.2 Your choices

• You may ask that your materials be reviewed by a human only, with no AI-assisted summarizing or matching. Email privacy@yourfuturecareer.vip or tell your recruiter.
• You may request an accommodation in any part of our process.
• You may ask how an AI tool was used in connection with your candidacy.

10.3 State notices

• Illinois (775 ILCS 5/2-102(L), effective January 1, 2026): This paragraph is our notice that YFC uses AI in recruitment and referral. We do not use AI in a way that has the effect of discrimination and we do not use zip codes as a proxy for protected classes.
• New York City (Local Law 144 of 2021; N.Y.C. Admin. Code 20-870 to 20-874): YFC does not use an automated employment decision tool (AEDT) to substantially assist or replace discretionary decisions for candidates or employees in New York City. If that changes, YFC will publish a bias audit summary and give the 10-business-day notice in YFC-AI-1.0 before use.
• California (Cal. Code Regs. tit. 2, 11008 to 11017.1, effective October 1, 2025): YFC, as an agent of employers, keeps automated-decision system data and related records for 4 years and conducts anti-bias review (YFC-AI-1.0).
• Colorado (SB 26-189, effective January 1, 2027): If YFC uses automated decision-making technology in a consequential employment decision about a Colorado resident, YFC gives a clear notice before use and, within 30 days after an adverse outcome, a plain-language explanation, instructions to request more detail, and the rights to correct inaccurate data and to request meaningful human review.
• Connecticut (SB 5 of 2026, employment provisions operative October 1, 2027): Preview. Before using any automated employment-related decision technology that is a substantial factor in a decision about a Connecticut applicant or employee, YFC will give written notice of its use, the purpose and nature of the decision, the technology's trade name, the categories and sources of personal data processed and how they are assessed, and YFC's contact information.

10.4 California automated decisionmaking technology (ADMT) rights, effective January 1, 2027

If YFC uses ADMT to make a significant decision about your employment or engagement (Cal. Code Regs. tit. 11, 7001 and 7200), you will receive a pre-use notice (template in YFC-AI-1.0) and you may:

• Access: learn the specific purpose of the ADMT, its logic, the outcome for you, and how the output was used.
• Opt out or appeal: opt out of the ADMT, or, where YFC relies on the human appeal exception (Cal. Code Regs. tit. 11, 7221(b)(1)), appeal the decision to a qualified human reviewer who has authority to overturn it.
• Non-retaliation: exercise these rights without retaliation. YFC's current position is that its tools assist human recruiters and do not replace or substantially replace human decisionmaking. YFC reviews that position before January 1, 2027 and before adopting any new tool.

11. Recorded calls and video meetings

11.1 YFC records calls or video meetings only after announcing the recording at the start and receiving your consent. We obtain consent from every participant on every recorded call, which satisfies all-party consent laws, including Cal. Penal Code 632, Conn. Gen. Stat. 52-570d, Fla. Stat. 934.03, 720 ILCS 5/14-2, Md. Code Cts. & Jud. Proc. 10-402, Mass. Gen. Laws c. 272, 99, Mont. Code 45-8-213, Nev. Rev. Stat. 200.620, N.H. RSA 570-A:2, Or. Rev. Stat. 165.540, 18 Pa.C.S. 5704, and RCW 9.73.030.

11.2 Consent statement (read at start of every recorded call):

"This is [name] with Your Future Career. I'd like to record this call so I have an accurate record of what we discuss. The recording is kept for 90 days after our work together ends and is not shared outside YFC. Do I have your permission to record? You can say no and we'll continue without recording."

If any participant declines, the recording is not started, or is stopped.

11.3 AI note-taking tools are treated as recordings and follow the same consent rule.

12. Biometric information statement

12.1 YFC does not collect, capture, store, or use biometric identifiers or biometric information (for example, fingerprints, face geometry, voiceprints, or retina scans) about applicants, candidates, employees, or caregivers.

12.2 If a client's worksite uses a biometric timeclock or access system for a leased employee, the client collects that data as its own controller under its own notice, consent, and retention policy. YFC requires clients, by contract, to give leased employees all notices and obtain all written releases required by law (for example, 740 ILCS 14/15, Tex. Bus. & Com. Code 503.001, RCW 19.375, and C.R.S. 6-1-1314) before enrollment, and to give YFC a copy of the client's biometric policy on request.

12.3 If YFC ever adopts a biometric tool, YFC will first publish a written biometric retention and destruction policy; give written notice of the specific purpose and retention period; obtain a written or electronic release before collection; destroy biometric data at the earlier of purpose completion, 1 year after the purpose ends (Texas standard), or 3 years after the last interaction (Illinois standard); never sell, lease, trade, or profit from it; and protect it at least as well as other sensitive data.

13. Workplace monitoring (YFC staff, leased employees, and Care caregivers)

13.1 YFC monitors its own systems and devices to protect data, meet legal duties, and verify work. Types of monitoring are listed in Appendix A. YFC does not monitor personal devices beyond the YFC apps you install, does not use tracking on personal devices outside working time, and does not monitor bathrooms, locker rooms, break rooms, or other private areas.

13.2 Leased employees may also be monitored by the client at the client's worksite under the client's notices. YFC requires clients to provide any monitoring notice required by law.

13.3 Each employee receives Appendix A at hire (and, in Maine, during the interview process), signs or electronically acknowledges it, and acknowledges it again every year. The notice is also posted in each YFC workplace and on the YFC staff intranet.

14. Equal employment opportunity, medical confidentiality, and genetic information

14.1 Voluntary self-identification

• Race, ethnicity, sex, veteran status, and disability self-identification is voluntary. Declining to answer has no effect on your candidacy or employment.
• Self-ID answers are collected on a separate form or screen, stored apart from your application and resume, and never shown to recruiters or hiring decision makers. They are used only for equal employment opportunity reporting and aggregate analysis (29 C.F.R. 1602.7; 41 C.F.R. 60-300.42 and 60-741.42 where applicable).

14.2 ADA and GINA medical confidentiality

• YFC does not ask disability-related questions or require medical examinations before a conditional offer (42 U.S.C. 12112(d)(2)).
• Medical information obtained after an offer, through an accommodation request, or during employment is kept confidential in a separate medical file, accessible only to those who need it: supervisors (about work restrictions and accommodations), first aid and safety personnel, and government officials investigating compliance (42 U.S.C. 12112(d)(3)(B) and (d)(4)(C); 29 C.F.R. 1630.14).
• Genetic information is kept confidential and separate under 29 C.F.R. 1635.9.
• GINA safe harbor notice (included on every YFC request for medical information, 29 C.F.R. 1635.8(b)(1)(i)(B)):

The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers and other entities covered by GINA Title II from requesting or requiring genetic information of an individual or family member of the individual, except as specifically allowed by this law. To comply with this law, we are asking that you not provide any genetic information when responding to this request for medical information. "Genetic information" as defined by GINA, includes an individual's family medical history, the results of an individual's or family member's genetic tests, the fact that an individual or an individual's family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual's family member or an embryo lawfully held by an individual or family member receiving assistive reproductive services.

15. Fair hiring commitments that affect your data

• Background checks and criminal history questions occur only after a conditional offer, with stand-alone FCRA disclosures, individualized assessment, and 2-step adverse action (YFC-FCRA-3.0).
• Direct-hire roles: the hiring employer orders any background check through its own screening vendor, is the FCRA user, and sends you any pre-adverse or adverse action notice directly. YFC orders, receives, and stores no background report about you for that employer.
• Leased employees, YFC staff, and Care caregivers: YFC or Care orders the check as your employer and sends every notice.
• YFC internal lookups: YFC may check public court records (Wisconsin CCAP), professional license databases, and references to decide whether to represent you. These notes stay inside YFC and are never furnished to any employer as a report or summary. YFC uses them only as Wis. Stat. 111.335 allows.
• In Wisconsin, YFC and its clients do not use arrest records except pending charges, and use convictions only when substantially related to the job (Wis. Stat. 111.321, 111.335).
• No questions about age, date of birth, or graduation dates on initial applications (C.R.S. 8-2-131 standard applied nationally).
• No salary history questions anywhere.

16. Security

YFC protects personal information with administrative, technical, and physical safeguards under a written information security program designed to meet 201 CMR 17.00 and N.Y. Gen. Bus. Law 899-bb, including access controls, encryption of personal information in transit and on portable devices, multi-factor authentication, restricted sharing of document folders, vendor contracts, and staff training. If a breach affects your personal information, we notify you within 30 days of discovery, and sooner where required.

17. Minors

YFC services and the job board are for people 16 and older. We do not knowingly collect information from children under 13. Applicants aged 16 or 17 may register only with a parent or guardian's consent and only for roles lawful for minors, including modeling and youth roles. If we learn we collected information from a child under 13, we delete it.

18. Accessibility and alternative formats

This notice is available in large print and in other formats on request at (920) 383-1992 or privacy@yourfuturecareer.vip. We provide a Spanish translation on request. If you cannot use our online application, contact us and we will take your application by phone, email, or in person.

19. Changes to this notice

We review this notice at least every 12 months and update it when our practices change. The effective date at the top shows the latest version. Material changes are sent by email to active candidates and employees.

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Appendix A. Annual Electronic Monitoring Notice and Acknowledgment

Applies to: YFC staff, leased employees, and Care caregivers. Delivered at hire, at interview (Maine), before any new type of monitoring begins, and every year.

Legal bases: Conn. Gen. Stat. 31-48d (as amended by Public Act 26-73, effective October 1, 2026, which adds disclosure of the specific premises locations where monitoring may occur and a plain-language statement at onboarding); 19 Del. C. 705; N.Y. Civ. Rights Law 52-c; 26 M.R.S. 620-A (effective July 14, 2026).

A.1 Notice

Your Future Career LLC and its affiliates monitor and may review, access, record, and store the following electronic activity. Any and all telephone conversations or transmissions, electronic mail or transmissions, or internet access or usage by an employee by any electronic device or system, including but not limited to the use of a computer, telephone, wire, radio, or electromagnetic, photoelectronic, or photo-optical systems, may be subject to monitoring at any and all times and by any lawful means.

YFC does not monitor personal devices outside YFC apps, does not track location outside working time, and does not monitor private areas such as restrooms, locker rooms, or break rooms.

Connecticut employees: this notice is also posted conspicuously in a place readily available for viewing. New York employees: this notice is also posted in a conspicuous place readily available for viewing. Maine employees: this notice is given during the interview process and annually.

A.2 Acknowledgment

I acknowledge that I received and read the YFC Electronic Monitoring Notice, version [ ], dated [ ], and that I understand the types of monitoring described.

• Employee name: ______________________
• Employee ID: ______________________
• Work state: ______________________
• Signature (handwritten or electronic): ______________________
• Date: ______________________

[ ] Initial hire [ ] Annual renewal [ ] New monitoring type [ ] Interview (Maine)

Keep the signed acknowledgment in the personnel file for the duration of employment plus 4 years.