Worker Privacy Notice
Draft update: business positions approved September 7 for implementation. Staffing, insurance, verified data disposal, vendor evidence and customer-specific terms remain prerequisites; this summary is not an executed agreement or proof of current capability.
Plain-language worker notice
The customer uses RostrOps to manage who is on site, who each worker is assigned under, where the worker is assigned, and when the worker scans in or out. RostrOps is operated for the customer by Fusion Frameworks LLC.
Information collected
- Name, badge number, and ID photo.
- NFC card identifier. This is an ID token, not a fingerprint or biometric identifier.
- PIN used on the mobile device, stored securely and not shown to users.
- Scan-in and scan-out times, work area, crew, foreman, craft, and hours.
- For worker self-scan-in only: a quick selfie the supervisor reviews to confirm identity, and the phone's location at that single moment to check the worker is at the site. Location is never read in the background and there is no face recognition. Denying location permission allows self-scan with location marked unverified.
- Time-off and call-in information, including limited metadata when paperwork was provided.
Why it is collected
The customer uses this information for site safety, access control, workforce authority, attendance, assignments, transfers, and labor-hour support. This means RostrOps records worker presence and job-site location during work.
Sharing and retention
Authorized customer users and service providers process this information. If enabled, AI reports send selected operational data and notes to Anthropic; tokenization does not remove every possible identifier. The customer must identify the GC/site operator and actual employer, specify verified retention periods, and issue understandable worker notices. Facility-owner access to named worker records is not automatic. Deactivation and archiving do not delete all records, and photo cleanup, backups, previous file versions and audit/billing history have separate limits.
Counsel items before customer use
- Add the customer's legal name and HR/privacy contact.
- Add jurisdiction-specific workplace-monitoring notice or consent language.
- Add retention specifics and worker rights process.
- Translate the notice where needed for the workforce.