LEVEILLE Staffing™
1. Acceptance of Terms
By accessing this website, submitting an employment application, requesting workforce services, or otherwise engaging with LEVEILLE Staffing™ (“Company,” “we,” “us,” or “our”), you acknowledge and agree to be bound by these Terms of Service.
If you do not agree to these Terms, you must discontinue use of this website.
2. No Employment Guarantee
Submission of an application or resume does not:
• Guarantee employment
• Guarantee interview selection
• Guarantee job placement
• Create an employment contract
• Create any entitlement to wages
All placements remain subject to:
• Client business needs
• Background screening (where applicable)
• Drug screening (where applicable)
• Employment eligibility verification (I-9 compliance)
• Client operational requirements
3. Employment Status & Co-Employment Structure
LEVEILLE Staffing™ may serve as the Employer of Record for temporary associates placed with client companies.
However:
• Client companies control day-to-day supervision
• Client companies manage operational direction
• LEVEILLE Staffing does not control client workplace policies
• We are not liable for client operational or managerial decisions
Nothing herein creates joint employer status beyond legally required scope.
4. At-Will Employment
All employment relationships are at-will, unless otherwise required by written agreement.
Employment may be terminated at any time:
• By the associate
• By LEVEILLE Staffing
• By client direction
With or without cause, subject to applicable law.
5. Client Relationship Disclaimer
Client companies are independent business entities.
Nothing on this website creates:
• Partnership
• Joint venture
• Agency relationship
• Franchise relationship
Between LEVEILLE Staffing and any client or website user.
6. Payroll & Compensation Terms
Compensation is governed by:
• Assignment confirmation documents
• Written employment agreements
• Applicable wage and hour laws
LEVEILLE Staffing is not responsible for:
• Client overtime scheduling decisions
• Workplace disputes outside employer-of-record scope
• Wage discrepancies caused by inaccurate time reporting
• Delays resulting from incorrect payroll information submitted by associate
Associates are responsible for accurate timekeeping.
7. Background Screening & Compliance
Certain placements require:
• Criminal background screening
• Employment verification
• Drug screening
• Credential verification
Separate written authorization will be obtained where legally required.
All screenings comply with applicable FCRA regulations.
8. Website Use & System Integrity
Users agree not to:
• Submit false information
• Misrepresent qualifications
• Attempt to breach website security
• Interfere with platform functionality
• Upload malicious code
We reserve the right to restrict or terminate access.
9. Limitation of Liability
To the maximum extent permitted by law:
LEVEILLE Staffing™ shall not be liable for:
• Indirect or consequential damages
• Lost income due to non-placement
• Client termination decisions
• Website downtime
• Data transmission interruptions
• Third-party system failures
Total liability shall not exceed $100 unless otherwise required by law.
10. Indemnification
You agree to indemnify and hold harmless LEVEILLE Staffing™ and LEVEILLE LLC from claims arising from:
• False or misleading submissions
• Violation of employment laws
• Misrepresentation of eligibility
• Improper use of our services or systems
11. Arbitration & Dispute Resolution
Any dispute arising from:
• Website use
• Application process
• Placement consideration
• Employment engagement
Shall be resolved by binding arbitration in the State of North Carolina.
You waive:
• Jury trial rights
• Class action participation
12. Electronic Communications & Signatures
By submitting information electronically, you consent to:
• Electronic records
• Electronic acknowledgments
• Electronic signatures
• Digital communications
Such communications carry the same legal effect as physical documents.
13. Intellectual Property
All website content, branding, trademarks, structure, and materials are property of:
LEVEILLE Staffing™
Unauthorized use is prohibited.
14. Force Majeure
We shall not be liable for delays or service interruptions caused by:
• Natural disasters
• Government action
• Internet outages
• Client shutdowns
• Labor disruptions
• Acts beyond reasonable control
15. Governing Law & Multi-State Compliance Framework
These Terms shall be governed by and construed in accordance with:
• Applicable United States federal law; and
• The laws of the state in which workforce services are rendered, provided, or performed;
Unless otherwise required by mandatory state or federal law.
For corporate governance, website administration, and enterprise policy matters, primary jurisdiction shall be the State of North Carolina.
Where workforce services are performed in multiple states, applicable employment, wage, and compliance laws of the relevant service state shall apply as required by law.
16. Multi-State Workforce Operations Clause
LEVEILLE Staffing™ operates or may operate across multiple U.S. jurisdictions.
Accordingly:
• Employment placements are subject to the labor laws of the state where work is physically performed.
• Wage and hour compliance shall align with the governing state of assignment.
• Licensing requirements shall be observed where applicable.
• Nothing in these Terms overrides mandatory state employment protections.
If any provision conflicts with applicable state law, that provision shall be interpreted to comply with the minimum legal requirement of the relevant jurisdiction.
17. Arbitration & Venue (Enterprise Version)
Except where prohibited by law:
Any dispute arising from website use, employment consideration, placement engagement, or workforce services shall be resolved by binding arbitration.
Arbitration shall occur:
• In the state where services were rendered; or
• In North Carolina for corporate or website-related disputes.
You waive the right to:
• Jury trial
• Class or collective action participation
To the extent permitted by law.
18. Limitation on Time to File Claims
To the maximum extent permitted by law:
Any claim or cause of action arising out of or relating to:
• These Terms of Service
• Website use
• Application submission
• Employment consideration
• Workforce placement
Must be commenced within one (1) year after the cause of action arises.
If not filed within this period, the claim shall be permanently barred.
This limitation does not apply where prohibited by applicable state or federal law.
Last Update: February 2026