Use of shared evidence
Employers should only use evidence that learners or cohorts have shared or authorized for review.
Employer Terms
Employer Terms
Employer access to Certifiedge evidence should support fair, responsible and privacy-aware workforce decisions.
No misuse of learner data
Evidence should not be republished, sold, scraped or transferred without lawful basis and authorization.
Non-discrimination warning
Verification and Skill DNA should not be used to justify discriminatory hiring or workplace decisions.
Evidence interpretation limits
Evidence and Skill DNA are signals, not guarantees. Employers should apply role context, interviews, trial tasks and supervision plans before final decisions.
Verification use
Verification confirms status inside Certifiedge. It does not guarantee performance in every work environment.
Mission submission rules
Employer Missions should avoid confidential data unless approved controls are in place and consent requirements are met.
Cohort terms
Cohort reporting should respect privacy limits and focus on capability outcomes relevant to agreed goals.
Communication expectations
Employers should provide clear mission briefs, feedback windows and respectful communication standards.
Dispute and contact route
Disputes about mission scoring, evidence visibility or verification status should be raised through Certifiedge support with relevant reference IDs.
Certifiedge policies should be reviewed by qualified legal and data protection professionals before formal launch, especially where learner data, employer access, payments, minors, research participation or cross-border users are involved.