Acceptable Use Policy
Conduct rules for everyone with platform credentials.
This policy applies to every person with credentials to the Cetruces platform, including guards, supervisors, dispatchers, and administrators. It applies alongside the policies of the employer that issued those credentials. Violations may result in loss of access and may be reported to that employer.
Operational records are relied on for payroll, client reporting, and in some cases legal proceedings. The following are strictly prohibited:
- Scanning a checkpoint from a location other than the checkpoint.
- Clocking in or out on behalf of another person, or permitting another person to do so for you.
- Altering or deleting an incident or activity report after submission other than through the documented correction process.
- Attaching a photograph that does not depict the location or condition described.
- Duplicating or tampering with an NFC checkpoint tag.
- No probing, scanning, or load-testing of our infrastructure without written authorization.
- No attempt to access another company’s account, another user’s account, or records and administrative functions beyond your role.
- No automated access outside published interfaces, and no circumvention of rate limits or security protections.
- No use of the platform to store material unrelated to security operations.
Messaging and reporting features are workplace channels. Do not post harassing, discriminatory, threatening, or sexually explicit content. Do not post personal information about residents, tenants, or members of the public beyond what an incident record legitimately requires.
Where the mobile app runs on a personal device, keep the operating system current, use a device passcode, and do not install the app on a rooted or jailbroken device. Report a lost or stolen device to your supervisor immediately so credentials can be revoked.
Report suspected violations to your supervisor and to Cetruces at support@cetruces.com. We investigate credible reports, may suspend access during an investigation, and will inform the employer of record. Good-faith reports are not grounds for retaliation.