Last updated: March 16, 2026

Legal Disclaimer

This Disclaimer ("Disclaimer") applies to all services, content, and materials provided by Rulewize LLC ("Rulewize," "Company," "we," "us," "our"), a New Mexico limited liability company, through the Rulewize platform, website located at rulewize.com, and any associated services (collectively, the "Service"). This Disclaimer supplements and is incorporated into our Terms of Service and Privacy Policy.

PLEASE READ THIS DISCLAIMER CAREFULLY BEFORE USING THE SERVICE. BY USING THE SERVICE, YOU ACKNOWLEDGE AND AGREE TO THE LIMITATIONS AND DISCLAIMERS SET FORTH HEREIN.

1. Rulewize Is Not a Law Firm

Rulewize is a technology company that provides software tools. Rulewize is not a law firm, does not employ attorneys for the purpose of providing legal services to users, does not provide legal advice, does not provide legal representation, and does not engage in the practice of law in any jurisdiction. No communication with Rulewize — whether through the Service, email, customer support, or any other channel — creates an attorney-client relationship, solicitor-client relationship, or any other privileged or fiduciary relationship between you and Rulewize.

Rulewize employees, contractors, and representatives are not authorized to provide legal advice, legal opinions, or legal interpretations. Any statements made by Rulewize personnel regarding legal topics are general in nature and do not constitute legal counsel.

2. Generated Content Is Informational Only

All content produced by the Service — including but not limited to employee handbooks, standard operating procedures ("SOPs"), custom workplace policies, compliance alerts, impact assessments, legal change summaries, and any other output (collectively, "Generated Content") — is provided strictly for general informational and educational purposes only.

Generated Content:

  • Does not constitute legal advice, legal counsel, or a legal opinion
  • Does not create an attorney-client or professional advisory relationship
  • Does not substitute for the advice of a qualified attorney licensed in your jurisdiction
  • Does not account for all laws, regulations, ordinances, or rulings that may apply to your specific situation
  • Does not constitute a compliance certification, legal audit, or regulatory assessment
  • Should not be relied upon as the sole basis for any employment decision, disciplinary action, termination, policy implementation, or other material business action
  • Should not be distributed to employees, contractors, or third parties without independent legal review

3. No Guarantee of Accuracy, Completeness, or Currency

While Rulewize strives to provide accurate and current information, we expressly disclaim any warranty or representation regarding the accuracy, completeness, reliability, currency, or applicability of any Generated Content. Specifically:

  • AI Limitations: Generated Content is produced by third-party artificial intelligence models that may generate text containing factual errors, legal inaccuracies, misinterpretations of statutes or regulations, outdated references, fabricated citations, omissions of material legal requirements, or internally inconsistent provisions. AI models are probabilistic systems, not legal research tools, and their output should be treated accordingly.
  • Jurisdictional Complexity: Employment law varies dramatically across federal, state, county, and municipal jurisdictions. There are thousands of overlapping regulatory bodies in the United States alone. Generated Content may not reflect the specific laws of your jurisdiction(s), may conflate requirements from different jurisdictions, or may omit jurisdiction-specific obligations entirely.
  • Rapidly Changing Law: Employment laws, regulations, agency guidance documents, court decisions, and administrative rulings change frequently — sometimes daily. Generated Content reflects information available at the time of generation and may become outdated at any point thereafter without notice. There is an inherent delay between when a legal change occurs and when it may be reflected in the Service.
  • Business-Specific Factors: Your legal obligations depend on numerous factors unique to your business, including but not limited to: the number and classification of employees, union or collective bargaining agreements, federal contractor status, industry-specific regulations (OSHA, DOT, FDA, etc.), pending litigation, prior regulatory actions, local ordinances, and the specific facts and circumstances of your operations. The Service cannot account for all of these factors.
  • Database Limitations: The legal reference data used by the Service is compiled from publicly available sources and may not include all applicable laws, regulations, or regulatory guidance. Proprietary legal databases, unpublished opinions, pending legislation, and agency interpretive guidance may not be captured.

4. Compliance Monitoring Disclaimer

The compliance monitoring features of the Service scan selected publicly available sources for changes to employment laws and regulations. These features are subject to the following limitations:

  • Monitoring covers a limited set of public sources and does not constitute comprehensive regulatory monitoring. Many relevant legal changes may occur through agency guidance, administrative decisions, court rulings, local ordinances, or other channels not covered by our monitoring.
  • Alerts may be delayed, incomplete, or inaccurate. The classification and impact assessment of legal changes involves automated analysis that may mischaracterize the significance or applicability of a change.
  • The absence of an alert does not mean that no relevant legal changes have occurred. You should not interpret silence from the monitoring system as confirmation that your documents remain compliant.
  • Compliance monitoring is not a substitute for retaining qualified legal counsel to advise your business on an ongoing basis regarding employment law compliance.

5. Standard Operating Procedures (SOPs) Disclaimer

SOPs generated by the Service are based on information you provide through the AI interview process and general best practices. SOP-specific limitations include:

  • SOPs are generated based on your interview responses and may not capture all relevant details, risks, safety requirements, or regulatory obligations specific to your operations.
  • SOPs in regulated industries (healthcare, food service, manufacturing, cannabis, transportation, etc.) may be subject to specific regulatory requirements (OSHA, FDA, DOT, state licensing boards, etc.) that the Service does not fully address.
  • SOPs should be reviewed by qualified professionals with expertise in your specific industry and operations before implementation.
  • Rulewize is not liable for workplace injuries, safety incidents, regulatory violations, or operational failures that occur in connection with SOPs generated by the Service.

6. User Responsibility

You bear sole and exclusive responsibility for:

  • Reviewing all Generated Content for accuracy, completeness, and applicability to your specific business before any use or implementation
  • Obtaining independent legal review from a qualified employment attorney licensed in your jurisdiction(s) before implementing, distributing, or relying upon any Generated Content
  • Ensuring that your workplace policies and procedures comply with all applicable federal, state, local, and industry-specific laws and regulations
  • Providing accurate, complete, and current information to the Service — the quality and applicability of Generated Content depends directly on the information you provide
  • Monitoring for changes in applicable laws and updating your policies accordingly, regardless of whether the Service identifies such changes
  • Making all final decisions regarding employment policies, employee relations, hiring, termination, disciplinary action, and other workplace matters
  • Understanding that Generated Content may require substantial customization, revision, or supplementation to meet the needs of your specific business

7. Specific Disclaimers by Content Type

7.1 Employee Handbooks

Generated employee handbooks are starting-point documents that require professional legal review. A handbook that is legally compliant for one employer may be wholly inadequate or even harmful for another employer in the same state and industry due to differences in size, structure, workforce composition, existing agreements, and operational specifics. Distributing an unreviewed handbook to employees may create unintended contractual obligations, waive employer rights, or violate applicable law.

7.2 Custom Policies

Custom policies generated by the Service are based on general templates and AI-generated content. They may not address all legally required elements for your jurisdiction, may conflict with existing company agreements or practices, and may not be enforceable as written. Certain policies (e.g., arbitration agreements, non-compete clauses, drug testing policies) are subject to rapidly evolving and jurisdiction-specific legal requirements that require specialized legal expertise.

7.3 Compliance Alerts and Impact Assessments

Compliance alerts and impact assessments are automated analyses that may oversimplify complex legal developments, mischaracterize the scope or applicability of legal changes, or fail to identify all implications for your business. They are informational summaries, not legal analysis.

7.4 Exported Documents (PDF, DOCX, Checklist)

Exported documents are formatted versions of Generated Content and carry all the same limitations and disclaimers. The professional formatting of an exported document does not indicate that the content has been legally reviewed, verified, or approved. Exported documents should not be treated as final, legally vetted policies without independent attorney review.

8. Industries with Heightened Risk

Certain industries are subject to heightened regulatory requirements that may not be fully addressed by the Service. If your business operates in any of the following areas, independent legal and regulatory review is particularly critical:

  • Cannabis and marijuana: Subject to complex, conflicting federal and state laws with rapidly evolving regulations
  • Healthcare and medical: Subject to HIPAA, state licensing requirements, and patient safety regulations
  • Financial services: Subject to federal and state banking regulations, FINRA, SEC requirements, and anti-money laundering laws
  • Transportation: Subject to DOT regulations, FMCSA requirements, and drug/alcohol testing mandates
  • Food service and hospitality: Subject to FDA regulations, state health codes, and tip credit/minimum wage complexities
  • Construction: Subject to OSHA construction standards, prevailing wage laws, and multiemployer worksite regulations
  • Government contractors: Subject to Executive Orders, FAR/DFAR requirements, affirmative action obligations, and SCA/DBA compliance
  • Education: Subject to FERPA, Title IX, state education codes, and tenure/certification requirements
  • Childcare: Subject to state licensing requirements, background check mandates, and child safety regulations

9. Limitation of Liability

TO THE MAXIMUM EXTENT PERMITTED BY APPLICABLE LAW, RULEWIZE SHALL NOT BE LIABLE FOR ANY DIRECT, INDIRECT, INCIDENTAL, SPECIAL, CONSEQUENTIAL, PUNITIVE, OR EXEMPLARY DAMAGES ARISING FROM OR RELATED TO:

  • Any inaccuracy, error, or omission in Generated Content
  • Your reliance on Generated Content without independent legal review
  • Any employment-related claim, lawsuit, regulatory action, fine, penalty, or settlement arising from or related to your use of Generated Content
  • Claims by employees, former employees, job applicants, or labor organizations relating to policies derived from the Service
  • Wrongful termination, discrimination, harassment, retaliation, or wage-and-hour claims connected to Generated Content
  • EEOC charges, Department of Labor investigations, OSHA citations, or state agency enforcement actions
  • Failure of compliance monitoring to identify relevant legal changes
  • Workplace injuries, safety incidents, or operational failures connected to SOPs generated by the Service
  • Loss of business, revenue, profits, contracts, or goodwill
  • Any damages arising from the unavailability, interruption, or malfunction of the Service

THIS LIMITATION APPLIES REGARDLESS OF THE LEGAL THEORY (CONTRACT, TORT, NEGLIGENCE, STRICT LIABILITY, OR OTHERWISE) AND EVEN IF RULEWIZE HAS BEEN ADVISED OF THE POSSIBILITY OF SUCH DAMAGES.

10. Assumption of Risk

By using the Service, you expressly acknowledge and voluntarily assume all risks associated with:

  • Using AI-generated content for workplace documentation
  • Implementing policies without independent legal review
  • The possibility that Generated Content may be inaccurate, incomplete, outdated, or inapplicable
  • The possibility that employment laws may change after content generation, rendering documents non-compliant
  • The possibility that compliance monitoring may not capture all relevant legal developments
  • The possibility that SOPs may not address all safety, regulatory, or operational requirements
  • The inherent limitations of AI technology in legal and regulatory contexts

You agree that you have been adequately warned of these risks and have made an informed decision to use the Service despite them.

11. Indemnification

You agree to indemnify, defend, and hold harmless Rulewize and its officers, directors, members, managers, employees, agents, and affiliates from and against any and all claims, demands, damages, losses, liabilities, costs, and expenses (including reasonable attorneys' fees) arising out of or related to: (a) your use of Generated Content; (b) your implementation of policies or procedures derived from the Service; (c) any employment-related claims, regulatory actions, or legal proceedings connected to your use of the Service; (d) your failure to obtain independent legal review of Generated Content; or (e) your violation of these Terms or any applicable law.

12. No Warranties

THE SERVICE AND ALL GENERATED CONTENT ARE PROVIDED "AS IS" AND "AS AVAILABLE" WITHOUT WARRANTIES OF ANY KIND, WHETHER EXPRESS, IMPLIED, OR STATUTORY, INCLUDING BUT NOT LIMITED TO WARRANTIES OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE, ACCURACY, COMPLETENESS, LEGAL COMPLIANCE, NON-INFRINGEMENT, AND TITLE.

No oral or written information or advice given by Rulewize or its representatives shall create a warranty. Any reliance on such information is at your own risk.

13. External Links and Third-Party Content

The Service may contain links to external websites, legal resources, or third-party content. These links are provided for convenience only. Rulewize does not endorse, control, or guarantee the accuracy, relevance, timeliness, or completeness of any external content. Accessing external links is at your own risk and subject to the terms and privacy policies of those third-party sites.

14. Severability

If any provision of this Disclaimer is found to be unenforceable or invalid, that provision shall be limited or eliminated to the minimum extent necessary, and the remaining provisions shall continue in full force and effect.

15. Governing Law

This Disclaimer is governed by and construed in accordance with the laws of the State of New Mexico, without regard to conflict of law principles. Any disputes arising under this Disclaimer are subject to the dispute resolution provisions set forth in our Terms of Service.

16. Recommendation

Rulewize strongly and expressly recommends that every user retain a qualified employment attorney licensed in their applicable jurisdiction(s) to review all Generated Content before implementation. This recommendation applies to all content types — handbooks, SOPs, custom policies, and compliance updates — regardless of business size, industry, or perceived simplicity.

The cost of professional legal review is a fraction of the potential liability exposure from implementing non-compliant workplace policies. Rulewize is designed to accelerate and simplify the drafting process, not to eliminate the need for professional legal oversight.

17. Contact Information

If you have questions about this Disclaimer, please contact us:

Rulewize LLC — Albuquerque, New Mexico