Acceptable Use and Content Policy

1. Why this policy exists

Seasoned.info only works if the reviews on it are honest, first-hand and fair. Seasonal workers rely on them to decide where to spend a winter, who to work for, and whether the pay covers the rent. Employers are named. That means a careless or malicious review can do real damage — to a business, and to you personally, because you are legally responsible for what you write.

This policy sets the rules. It applies to reviews, photos, photo captions, comments, profile text, screen names, avatars, data corrections and anything you type into the AI assistant.

It forms part of our Terms of Service.

2. The core rule: write what happened to you

A review must be your own first-hand experience of an actual season you worked.

That means:

You personally worked the season, or a substantial part of it, at the resort you are reviewing.
For an employer review, you personally worked for that employer — as an employee, contractor, or under a season contract.
You are describing what happened to you, not what a friend told you, not what you read on a forum, and not what you assume goes on.

You must not:

review a resort or employer you have only visited as a tourist or guest;
review a job you applied for but did not do;
review on behalf of someone else, or reproduce someone else's account as your own;
post a review because you were asked, paid or incentivised to — by an employer or by anyone else;
post a negative review of a competitor, or a positive review of a business you are connected to, without disclosing the connection (and we will usually remove it anyway);
use multiple accounts to post more than one review of the same season.

Say roughly when you worked the season. A review of a 2019 season is useful; a review of a 2019 season presented as current is misleading.

3. Pay, rent, hours and conditions

This is the most valuable part of the site and the part most likely to cause trouble. Get it right.

Describe your own package, in your own words, as your experience.

✅ "I was on €1,450 a month gross, with rent of €380 deducted at source. I worked six days a week, usually 45–50 hours."
✅ "My accommodation was a shared room with three others. That was what I was offered; I don't know what other staff got."
❌ "They pay everyone below minimum wage." — This is a statement of fact about the whole business, it is an allegation of illegality, and you cannot know it.
❌ "They're committing tax fraud." / "They're breaking employment law." — Do not make legal accusations. Describe what happened and let the reader draw conclusions.

Rules:

State the currency, the period (per hour, week, month, season), and whether it is gross or net.
Say what was deducted and what was included (accommodation, meals, lift pass, insurance, travel).
Do not present your figures as company policy, an average, or what anyone else received.
Do not guess. If you are unsure, say you are unsure.
If your contract, pay or conditions were unusual — a trial period, a promotion, a family connection — say so.

If you believe an employer has broken employment law, the right course is to report it to the relevant labour authority in that country, not to publish the accusation as fact. You may say that you reported something, or that you believe something was wrong, and describe the facts you personally observed.

4. Do not name individuals

Do not name individual co-workers, managers, supervisors, chalet hosts, HR staff, or any other individual person.

Not their full name, not their first name plus a role that makes them identifiable ("the head chef Marco"), not their nickname, not their Instagram handle, not their initials in a way anyone in that resort would decode.

You may refer to people by role only, and only when the role is not effectively a single identifiable person in a small business:

✅ "My line manager", "the bar manager", "one of the supervisors", "the HR team"
❌ "Marco", "Sarah in HR", "the Australian guy who ran the bar", "the owner's son"

Why this is strict. Naming a person turns a review of a business into an allegation about an individual. That is where defamation claims come from, and where the harm to a real person is greatest. It is also personal data about someone who never agreed to be on our site.

The only exception: a business that trades under a person's own name (e.g. a chalet company named after its founder) may be identified as the business. Criticise the business, not the person.

5. Photos

Upload only photos you took, or that you have the right to upload.
People in photos: do not upload identifiable images of other people without their agreement. Crowd shots on a mountain are fine. A photo of your roommate in staff accommodation is not, unless they are happy with it.
Never upload images of children.
No nudity, sexual content, or images intended to humiliate anyone.
No photos of documents containing personal data — payslips with names on, contracts, passports, ID cards, rotas with staff names. If you want to evidence a pay figure, redact everything except the figure — and know that we may still remove it.
No images of company confidential material.
Photos must relate to the review they are attached to.

6. Content that is never allowed

Defamatory content — untrue statements that damage a person's or business's reputation. Write only what you can stand behind.
Discrimination and hate — content attacking or demeaning people on the basis of race, ethnicity, nationality, religion, sex, gender identity, sexual orientation, disability, age or any other protected characteristic.
Harassment, bullying, threats or intimidation, whether aimed at a business, a user or an individual.
Doxxing — publishing anyone's home address, phone number, personal email, social media accounts or other private contact details.
Confidential information and NDA breaches — if you signed a non-disclosure or confidentiality agreement, do not publish what it covers. In many countries an employer cannot lawfully gag you about your own pay and working conditions, but this varies from country to country, and we cannot advise you. If you are unsure, describe your experience without disclosing anything specifically covered by the agreement. You are responsible for your own contractual obligations.
Trade secrets, recipes, client lists, commercial pricing and similar business information.
Sexual content, graphic violence or shock content.
Content promoting illegal activity, including drug supply, illegal working, visa fraud, or advice on circumventing immigration rules.
Personal data about third parties beyond what this policy permits.
Copyright infringement — text, photos or content copied from elsewhere.
Impersonation of a business, an employer, a member of staff, or another user, including in your screen name or avatar.
Spam, advertising, recruitment posts, affiliate links and off-topic promotion.
Manipulation — vote brigading, coordinated review campaigns, fake accounts, or attempting to game rankings.
Attacks on the platform — attempts to break moderation, evade bans, abuse rate limits, or manipulate the AI assistant into producing prohibited content.

7. Screen names, profiles and avatars

Your screen name and profile are public. They must not:

contain your employer's name in a way that suggests you speak for them;
impersonate a real person or business;
contain slurs, harassment or obscenity;
contain contact details or promotional links.

8. Disagreements between users

You can disagree with a review. Do it in comments, civilly, and about the substance. Do not attack the reviewer personally, speculate about who they are, or try to identify them. Attempting to unmask a pseudonymous reviewer is a serious breach and will normally result in an immediate ban.

9. If you are an employer

You are welcome here, but:

Do not post or solicit reviews of your own business.
Do not ask staff to post reviews, or make it a condition of anything.
Do not create accounts to reply to reviews as if you were a worker.
If you want to respond publicly, or challenge something, use the Notice and Takedown Procedure — it includes a right of reply that lets you publish a response alongside a review.
Be aware how that procedure works before you use it. Complaints are decided on their merits, not on whether the reviewer replies to us: a review does not come down because its author has moved on and stopped reading email. Unlawful content, doxxing, named individuals and clear policy breaches are removed quickly. A disputed factual claim gets investigated, and where it cannot be resolved the review stays up with a visible note that you dispute it. A worker's account of their own pay, hours and conditions is not removed because it is unwelcome. Repeated or bad-faith complaints aimed at suppressing lawful reviews may be refused, and we may decline to process further complaints from that source.

Retaliating against a worker for posting a review may be unlawful in your jurisdiction. We will treat evidence of retaliation as a serious matter.

10. How moderation works

A mix of automated screening and human decision-making.

Automated screening. New reviews, photo comments and submitted data corrections pass through AI checks. These look for abusive or discriminatory language, named individuals, obvious spam, and figures that look implausible. Automated screening flags content; it can hold content for review before publication.
Human review. A person reviews flagged content and makes the final decision on removal, editing, suspension or ban. No account is banned by an automated system alone.
Reports. Any user can report content using the report link. We aim to look at reports within 5 working days, and faster where the content appears seriously harmful.
Formal complaints. Employers and named parties should use the Notice and Takedown Procedure, which has defined timescales.

Moderation is carried out by a small team. The timescales above are the targets we hold ourselves to rather than guarantees, and content that appears seriously harmful is always prioritised over everything else in the queue.

11. Moderation is best-effort, not a guarantee

We do our best, but we want to be honest about the limits:

We do not pre-check every piece of content, and we do not verify that reviews are true. We have no way to confirm what someone was paid or what their hours were.
Content may be published before a human has looked at it.
Automated screening makes mistakes in both directions — it misses things, and it flags things wrongly.
The fact that content is on the site does not mean we have approved, endorsed or verified it.
We are a host, not the author. We do not write, commission or adopt user reviews as our own statements, and we are not paid to place them. What we commit to is conduct rather than a legal status: we publish these rules, we apply them consistently, and we act promptly to remove unlawful content and clear policy breaches once we have proper notice of them, under our Notice and Takedown Procedure. Nothing in this policy is a promise of general monitoring.
We are based in British Columbia, Canada, and our users are worldwide. We moderate under BC law and under this policy — which in places is stricter than the law requires. Users and complainants elsewhere may have rights under their own law, and nothing here takes those away.

12. What happens if you break these rules

We take a proportionate approach, based on how serious the breach was, whether it looks deliberate, and your history.

Level	Typical response
Minor or first breach	Content edited or removed, with an explanation and a chance to repost within the rules
Repeat or careless breach	Formal warning; content removed; posting privileges temporarily limited
Serious breach	Account suspended, typically 7 to 30 days; all affected content removed
Severe or repeated serious breach	Permanent ban and deletion of content
Unlawful content	Immediate removal; permanent ban; referral to the authorities where required or appropriate

Immediate permanent bans are normal for: attempting to identify a pseudonymous reviewer; targeted harassment; doxxing; fabricated reviews; paid or incentivised reviews; ban evasion.

13. Appeals

If we remove your content or restrict your account and you think we got it wrong, email support@seasoned.info with "Appeal" in the subject line and tell us why.

We will acknowledge within 3 working days.
We will give a decision within 14 days.
The appeal will be reviewed by a person, not an automated system.
If we agree we were wrong, we will restore the content and lift any restriction.

14. Changes

We will update this policy as the platform grows and as we learn what causes problems. Material changes will be notified to registered users by email with at least 14 days' notice. The date at the top always shows the current version.

15. Contact

Questions about this policy: support@seasoned.info