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Terms of Service

Last updated: October 15, 2026

These Terms of Service ("Terms") govern your access to and use of Duxora, a workforce scheduling platform operated by Saachi LLC, d/b/a Duxora ("Duxora," "we," "us," or "our"). By creating an account, starting a trial, or otherwise using the Service, you agree to these Terms.

1.Eligibility

You must be at least 18 years old and able to form a binding contract to use the Service on behalf of an organization. If you use the Service on behalf of an Employer, you represent that you have authority to bind that organization to these Terms.

2.The Service

Duxora provides scheduling, shift management, time tracking, and related workforce tools for multi-location teams, including web and mobile access for Employers and Employees.

Availability. The Service is offered to Employers located and operating in the U.S. states we support at signup, and to their Employees. We may add or stop supporting states at any time. The Service is not offered outside the United States, and we make no representation that it complies with the laws of other countries. We may modify, suspend, or discontinue the Service, or any feature of it, at our discretion and with notice as required by law.

3.Accounts

  • You are responsible for maintaining the confidentiality of your login credentials, including any biometric authentication configured on your device.
  • You must provide accurate account information and keep it up to date.
  • You are responsible for all activity that occurs under your account.
  • Employers are responsible for managing which Employees are added to their workspace and for ensuring Employees are informed about data collected via the Service, consistent with applicable employment and privacy law.

4.Trial Period

We may offer a free trial. The plan, price and trial end date are shown when you start the trial.

  • Trials started with a payment card convert automatically to a paid subscription on the plan you chose when the trial ends, unless you cancel before then. By starting the trial you authorize us to charge your card at that time and each billing period after, until you cancel.
  • We email you a reminder at least 7 days before the first charge.
  • You can change plans or cancel at any time during the trial in Account Settings → Plan. If you cancel before the trial ends, you will not be charged.
  • Trials started from an invitation without a payment card do not convert automatically. To keep using the Service after the trial, you will need to subscribe and provide a payment method.

5.Subscription & Payment

  • Subscriptions are billed per active user for each billing period (monthly unless stated otherwise), at the price shown when you subscribe or start your trial, or in a separate order form. Your charge adjusts as your number of active users changes.
  • Subscriptions renew automatically each billing period until cancelled. You authorize us and our payment processor to charge your payment method for each renewal.
  • Fees are non-refundable except as required by law or expressly stated otherwise.
  • We may change pricing with reasonable advance notice.

6.Acceptable Use

You agree not to:

  • Use the Service for any unlawful purpose or in violation of any applicable employment, wage-and-hour, or labor law
  • Attempt to gain unauthorized access to the Service or other users' accounts
  • Interfere with or disrupt the integrity or performance of the Service
  • Reverse engineer, decompile, or attempt to extract source code from the Service
  • Use the Service to collect employee biometric or personal data without providing legally required notice and consent to those employees

7.Employer Responsibilities

Employers acknowledge that they are the data controller for Employee information entered into the Service and are responsible for:

  • Providing any legally required notices or obtaining consents from Employees, including for biometric authentication features, time tracking, and location-based scheduling
  • Complying with the labor, employment, and data protection laws of every state and locality where their Employees work, which can differ from place to place
  • Ensuring their use of the Service (e.g., scheduling, clock-in/out) complies with applicable wage-and-hour requirements, including overtime, meal and rest breaks, predictive-scheduling or "fair workweek" ordinances (such as advance-notice, rest-between-shifts, and schedule-change premium rules), and limits on the hours and times minors may work
  • Providing any notice or obtaining any consent required by electronic-monitoring laws (for example, in New York, Connecticut, and Delaware) and location-tracking laws before turning on time tracking or geofenced clock-in

8.Time, Break, and Pay Features

The Service helps Employers schedule work and record time. It is not a payroll service, and it does not determine what an Employer owes its Employees.

  • Overtime. Overtime figures in the Service count hours worked over 40 in the Employer's chosen workweek, under the federal Fair Labor Standards Act. They do not apply daily overtime, double time, consecutive-day overtime, or other state or local overtime rules, and do not account for the regular rate of pay, exempt status, or other exceptions.
  • Breaks. The Service records meal and rest breaks as the Employer schedules them or Employees clock them. It does not require breaks, add them to schedules on its own, or check whether their timing or length meets any law, and does not calculate premium pay owed for missed, late, or short breaks.
  • Wages and other pay rules. The Service does not calculate wages and does not apply minimum wage, reporting-time, split-shift, spread-of-hours, or schedule-change premiums, paid leave accruals, or limits on the hours and times minors may work.
  • Reports are information, not advice. Hours, timesheet, and pay-period reports reflect the data entered into the Service and are provided for information only. They are not legal, tax, or payroll advice. The Employer must review, correct, and approve time records before using them for payroll, and remains solely responsible for paying Employees correctly under all applicable laws.

9.Biometric Authentication

Biometric login (Face ID/Touch ID) is optional and processed locally on the user's device by the device operating system. Duxora does not store raw biometric data on its servers. Employers enabling this feature for their Employees are responsible for obtaining any consent required under applicable biometric privacy laws (e.g., Illinois BIPA, Texas CUBI, Washington HB 1493).

10.Intellectual Property

The Service, including all software, design, and content (excluding Employer/Employee data), is owned by Saachi LLC and protected by intellectual property laws. We grant you a limited, non-exclusive, non-transferable license to use the Service in accordance with these Terms.

11.Data Ownership

Employers retain ownership of the data they input into the Service, including Employee scheduling and profile data. We process this data solely to provide the Service, as described in our Privacy Policy.

Duxora as service provider. For personal information about Employees that an Employer provides or that is collected through the Service, the Employer is the "business" or "controller," and Duxora acts as its "service provider" or "processor" under applicable state privacy laws. Duxora will:

  • Process that personal information only to provide, secure, support, and improve the Service for the Employer, and as otherwise permitted by law
  • Not sell or share it, or use it for targeted advertising
  • Not keep, use, or disclose it outside our direct business relationship with the Employer, or combine it with personal information we receive from others, except as the law allows
  • Require our subprocessors to protect it under written obligations at least as protective as these
  • Give it the same level of privacy protection the law requires of the Employer, and tell the Employer if we can no longer meet these obligations
  • Provide reasonable help, given the nature of our processing, so the Employer can respond to Employee privacy requests and meet its own obligations

12.Termination

We may suspend or terminate your access to the Service for violation of these Terms, non-payment, or as required by law. You may cancel your subscription at any time in Account Settings → Plan, or as described in your order form. Cancellation takes effect immediately: the account is closed, Employees can no longer use the Service, and the current billing period is not refunded. An account is also closed when a trial ends without a paid subscription.

Data export after closure. For 30 days after an account is closed, the Employer may request an export of its organization's data, including Employee profiles, schedules, time and pay-period records, and quick notes with their photos, by writing to [email protected] (or through Account Settings, where that option is shown). The export is provided in common file formats such as CSV.

Deletion after closure. We permanently delete the organization's data within 90 days after closure, as described in our Privacy Policy, except records we must keep for legal reasons. If you subscribe again before the data is deleted, your data is restored with your account. Deleted data cannot be recovered.

Record-keeping is your responsibility. Duxora is not a record-retention or archiving service. Employers are solely responsible for keeping any records that wage-and-hour, tax, employment, or other laws require them to keep, and for exporting the data they need before it is deleted, whether after closure or at the end of a retention period stated in our Privacy Policy (for example, quick notes and photos after 12 months, and time and payroll records after 3 years).

13.Disclaimers

THE SERVICE IS PROVIDED "AS IS" AND "AS AVAILABLE" WITHOUT WARRANTIES OF ANY KIND, EXPRESS OR IMPLIED, INCLUDING WARRANTIES OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE, OR NON-INFRINGEMENT. WE DO NOT WARRANT THAT THE SERVICE WILL BE UNINTERRUPTED, ERROR-FREE, OR THAT SCHEDULING OUTPUTS (INCLUDING AI-GENERATED SCHEDULES) WILL BE COMPLIANT WITH ALL APPLICABLE LABOR LAWS, INCLUDING STATE AND LOCAL OVERTIME, BREAK, PREDICTIVE-SCHEDULING, AND MINOR-LABOR RULES. WE DO NOT WARRANT THAT HOURS, OVERTIME, OR OTHER REPORTS ARE SUFFICIENT FOR PAYROLL OR LEGAL COMPLIANCE. EMPLOYERS ARE RESPONSIBLE FOR REVIEWING SCHEDULES FOR LEGAL COMPLIANCE BEFORE PUBLISHING AND FOR REVIEWING TIME RECORDS BEFORE RUNNING PAYROLL.

14.Limitation of Liability

TO THE MAXIMUM EXTENT PERMITTED BY LAW, Saachi LLC SHALL NOT BE LIABLE FOR ANY INDIRECT, INCIDENTAL, SPECIAL, CONSEQUENTIAL, OR PUNITIVE DAMAGES, OR ANY LOSS OF PROFITS OR REVENUE, ARISING OUT OF YOUR USE OF THE SERVICE. OUR TOTAL LIABILITY SHALL NOT EXCEED THE AMOUNT PAID BY YOU TO US IN THE TWELVE (12) MONTHS PRECEDING THE CLAIM.

15.Indemnification

You agree to indemnify and hold harmless Saachi LLC from claims arising out of your violation of these Terms, your violation of applicable law, or your misuse of the Service, including any failure to provide required notices to Employees, and any wage-and-hour, overtime, meal or rest break, scheduling, or pay claim arising from your schedules, time records, or pay decisions, including decisions based on reports from the Service.

16.Governing Law

These Terms are governed by the laws of the State of North Carolina, without regard to conflict of law principles. Any disputes shall be resolved in the state or federal courts located in North Carolina. Nothing in these Terms limits any rights you have under the law of the state where you are located that cannot be waived by contract.

17.Changes to These Terms

We may update these Terms from time to time. We will provide notice of material changes via a notice within the Service. Continued use of the Service after changes take effect constitutes acceptance.

18.Contact

Saachi LLC

[email protected]