AMBASSADOR COMPLIANCE

The 10 Commandments

Federal and state laws exist

that protect your rights to
discuss the terms, wages and
working conditions of your
employment.
However, there is a lot of information that is strictly off limits, and certain governing rules must be followed >>

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RULE #1

Never say or suggest that you

officially represent your
company.
Yeah, you work there, but youre not representing your company in an official capacity on Purple Squirrel. So never
claim to speak on behalf of your company or formally represent it.

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RULE #2

Ambassadors should focus

their questions exclusively on
job seekers skills and
abilities.
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RULE #3

It is your responsibility to
know what questions you
cant ask and what info you
cant share with job seekers.
We have included guidelines for you in this deck, but you are solely responsible for complying with your specific
employment contract and company policies / rules. We strongly suggest that you re-read them to ensure compliance.
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RULE #4

Dont ask about:

o
o
o
o
o

National origin
Citizenship
Age
Marital status
Disabilities

o
o
o
o
o

Arrest and conviction record

Military discharge status
Race
Gender
Pregnancy status

Other health and physical

abilities (e.g. weight, height,
health, etc.)
Physical location (e.g. where
do you live, how far is your
commute)

State and federal laws make discrimination based on these categories illegal. Its also illegal to ask questions
intended to get Job Seekers to reveal information on these topics, even for candidates and companies not based
in the US. Even when information in a protected category is revealed by the Job Seeker without being directly
asked, Ambassadors should not discuss it. If this information comes up, redirect the conversation back to the
candidates skills and abilities and never record it in your notes or feedback since it must be considered irrelevant
in your assessment.
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RULE #5

Dont disclose company

confidential information.
Company confidential information means information that your Company has or will develop, acquire, create, compile,
discover or own, that has value in or to the Companys business which is not generally known and which the Company
wishes to maintain as confidential. This includes information disclosed to you and any information developed or learned
by you during your employment. Company Confidential Information also includes all information that, if disclosed,
could be detrimental to the interests of your Company, whether or not such information is identified as Company
Confidential Information. Do not disclose and take all precautions to prevent any unauthorized use or disclosure of
company confidential information. You must also never use or disclose company confidential information for any
purpose other than the benefit of your company.
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RULE #6

Dont disclose third-party

information.
Your company likely has confidential and proprietary information from third parties (e.g. customers, vendors, partners,
etc.) and this information is subject to the same confidentiality and non-disclosure agreements as outlined on the
previous slide.

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RULE #7

Dont disclose user data.

User data consists of information directly or indirectly collected by your company from its users. User Data should be
considered company confidential information, and should not be disclosed.

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RULE #8

Engagements should never be

scheduled during work hours.
Do not conduct any services as an Ambassador, including scheduling, preparing for and conducting an
engagement with a Job Seeker, while on company time.

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RULE #9

Company materials and

equipment should never be
used for any activity outside
of work.
This includes Purple Squirrel. When using company materials and equipment (e.g. your company laptop) you
should have no expectation of privacy.
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RULE #10

Be (super) selective in who

you refer.
Clogging up your companys referral system with unqualified candidates will reflect poorly on you. Your goal should
be to only refer the top 10% of talent you interview.

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FINAL NOTES
1.

The rules outlined in this deck are basic guidelines, but its up to you to carefully review
your contract and company policies. A violation could result in your immediate termination
of employment from your company.

2.

The key to resolving any potential conflict of interest is disclosure, and generally the earlier
the disclosure, the better.

3.

You do not work in HR, and as such, should not handle any HR-related legal matters. Issues
like a Job Seekers legal right to work in the U.S., ability to work on religious holidays, or
on topics such as diversity, protected clauses, etc., should be entirely handled by HR reps.

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THANKS AND GOOD LUCK!

Remember to read our Ambassador Guide and feel free to reach out to our Ambassador
Support team if you have any questions at support@purplesquirrel.io

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