Frequently Asked Questions

Templates provide a starting point, but content often deviates from the original. Here's where SafeReq may help:

• Content customization: Hiring managers frequently modify templates, which may introduce language that doesn't align with current requirements.
• Template updates: California employment law evolves rapidly–SB 1162 (pay transparency), SB 642 (exemption disclosures), AB 2188 (cannabis use)–and template libraries may not reflect the latest changes immediately.
• An additional layer: SafeReq acts as an additional review layer before posting publicly. Think of it as an automated check for potential issues.

Templates provide the foundation; SafeReq offers supplemental analysis.

General-purpose AI chatbots are useful writing assistants, but they work very differently from a purpose-built compliance scanner, and the differences matter here:

• Completeness depends on your prompt. A chatbot only evaluates what you think to ask about–if your prompt doesn't mention pay-scale disclosure, criminal-history timing, or age-coded language, you may get nothing about them, and there's no way to know whether one more prompt would have surfaced one more issue. SafeReq runs its full set of California checks against every posting, every time–you don't have to know what to ask.
• Currency. General AI models are trained on data with a cutoff date and may not reflect California's newest requirements or the wage rates that took effect this year. SafeReq is maintained as legislation changes, so our analysis reflects new requirements when they take effect.
• Nuance. California compliance is full of interplay: employer-size thresholds, city ordinances that differ from state law, remote-role treatment, and recognized legal exceptions (licensed professions, bona fide occupational qualifications, and others). SafeReq models these explicitly–it can tell you a rule was not applied because of your organization's size, or adjust a finding because a recognized exception may apply, with the statute cited. A general chatbot may gloss over these details or state them incorrectly with complete confidence; general models are known to occasionally invent citations or misstate thresholds.
• Consistency. Ask a chatbot the same question twice and you may get two different answers. SafeReq gives the same posting the same findings every time, so every hiring manager is held to the same bar.
• Time. Drop a posting into SafeReq and a findings report typically returns in seconds. Getting comparable coverage from a chatbot usually means several minutes of back-and-forth prompting–and you still can't be sure the review was complete.

As with everything on this site: SafeReq is an informational tool, not legal advice, and no automated analysis (ours included) replaces the judgment of a licensed California employment attorney.

If your posting practices are ever questioned–by leadership, an auditor, or outside counsel–a chat transcript is difficult to stand behind: it's conversational, unversioned, shaped by how the questions happened to be phrased, and often not reproducible. SafeReq produces a cohesive, timestamped report built for record-keeping:

• A complete record per analysis. Each analysis is stored with its date, the checks that were applied, severity counts, and the specific findings–including the exact quoted language that triggered each one, the statute reference, a confidence score, and suggested alternative language.
• Exportable and historical. Reports are exportable to PDF on paid plans, and your dashboard keeps revision history, so you can show a posting was reviewed, what was flagged, what changed, and when.
• Repeatable. Results are repeatable, so an analysis can be reproduced later if questions arise.
• Private. Your postings are not used to train AI models and are not shared with third parties; pasting draft postings into a consumer chatbot may expose them to third-party retention or training, depending on that provider's terms.

Together this gives you consistent documentation of the review you actually performed–useful if you ever need to show how postings were checked and corrected. It is informational documentation only: it is not legal advice and does not guarantee compliance or any particular outcome. For advice about your specific situation, consult a licensed California employment attorney.

SafeReq's analysis engine references:

• Pay Transparency (CA Labor Code § 432.3 / SB 1162): salary range disclosure requirements.
• FEHA Protected Classes (CA Gov Code § 12940): age, disability, gender, and other protected categories.
• Salary History (AB 168): prohibited salary-history inquiries.
• Criminal History (AB 1008): ban-the-box requirements, plus local fair-chance ordinances in cities like San Francisco and Los Angeles.
• Pay Equity and Stay-or-Pay Provisions (SB 642, AB 692): bad-faith pay ranges and training-repayment clauses.
• Worker Classification (AB 5, CA Labor Code § 515): independent-contractor and exempt-status considerations.
• Cannabis Use (AB 2188) and Expense Reimbursement (CA Labor Code § 2802).
• Minimum Wage: the state wage floor and local city ordinances.
• Federal Baseline: Title VII, ADEA, ADA, FCRA, and related federal requirements on every analysis.

Our checks are updated as new legislation is enacted. This is an informational analysis tool, not legal advice.

Automated analysis has inherent limitations. It may:

• Miss nuanced issues that require contextual judgment.
• Flag items that are acceptable in context (false positives).
• Not account for emerging legal interpretations or recent case law.
• Struggle with complex exemption classifications.

For critical postings, executive roles, or complex situations, consider consultation with legal counsel. Automated tools complement but do not replace human judgment.

SafeReq provides:

• Severity summary: Critical, High, Medium, Low, and Informational counts.
• Detailed findings: specific items flagged with statute references and explanations.
• Suggested alternatives: alternative language for consideration.

You make your own decisions about whether and how to modify your materials. You may choose to re-analyze after making changes. SafeReq's output is informational–not legal advice.

SafeReq keeps it simple:

• Free: unlimited anonymous analyses with severity counts (no account needed), and a free account adds saved history so you can track postings over time.
• Paid: unlocks full findings with statute references, suggested alternative language, PDF/DOCX uploads, and exportable PDF reports. Paid access is sold either as credit packs, where one credit analyzes one document and larger packs carry volume discounts, or as a plan that includes your analyses – the pricing page shows what is available. Either way, small revisions to a posting you've already analyzed stay free; a substantially different posting counts as a new one.

See the pricing page for current pricing.

SafeReq implements security measures including:

• Encryption at rest (AES-256) and in transit (TLS 1.3).
• Role-based access control.
• Access logging.
• No third-party data sharing for marketing purposes.
• Compliance with applicable data protection requirements.

See our privacy policy and security documentation for detailed information about our practices.

Automated analysis has limitations and may not identify all potential issues. Possible reasons include:

• Nuanced language that's difficult for automated systems to evaluate.
• Very recent legal developments not yet reflected in our checks.
• Context-dependent situations requiring human judgment.
• System limitations and edge cases.

If you're concerned about specific language, consult with legal counsel. SafeReq is a tool to assist your process–not a guarantee of compliance.