Terms and conditions myJobDrop

App / Website: the software and online services operated by myJobDrop.

User: any person registered on the App or Website (employer or temporary worker).

Employer: natural or legal person engaging temporary workers via myJobDrop.

Temporary Worker: natural person made available by myJobDrop under a temporary employment contract.

Agreement: commercial arrangements between the Employer and myJobDrop.

Registration and use are personal and non-transferable. Users are responsible for all actions carried out through their accounts.

myJobDrop may suspend or block an account in case of breach of these Terms or misuse of the platform.

Providing false or misleading information is prohibited.

The Employer must provide myJobDrop with all necessary information in due time: wage data, contract details, Dimona declarations, etc.

All hours worked and salary components are invoiced. Absences that are normally paid to permanent staff (public holidays, compensatory leave, etc.) are also invoiced.

Hours registered in the app are deemed accepted by the Employer if not disputed within 5 working days. Accepted or undisputed hours form the basis for invoicing.

If a shift is cancelled or shortened after the employment contract with the temporary worker has been concluded, the wage costs that myJobDrop remains legally required to pay to the temporary worker under labour law will be invoiced to the Employer.

Invoices are payable upon receipt unless otherwise agreed in writing.

Late payment: 12% annual default interest, 10% flat-rate indemnity (minimum €125), and suspension of further services.

Complaints regarding invoices must be reported in writing, stating the reasons, within 15 calendar days of the invoice date. After this period, the invoice is deemed definitively accepted.

Disputes or counterclaims of the Employer do not entitle the Employer to set off amounts against invoices of myJobDrop or to suspend their payment; set-off is expressly excluded.

myJobDrop reserves the right to refuse or suspend assignments in case of doubt about the Employer's solvency.

The Employer is responsible for workplace safety, job descriptions, protective equipment, and compliance with labour law.

In the event of a work accident, the Employer shall immediately notify myJobDrop after taking the necessary urgent measures and provide all information required for the accident declaration. In the event of a serious work accident, the Employer is responsible for the detailed accident report; the related costs are borne by the Employer.

myJobDrop's work accident insurer compensates the temporary worker directly. The Employer cannot recover the consequences of a work accident from myJobDrop; late or incomplete notification makes the Employer liable for the resulting damages.

Upon registration, the Temporary Worker must provide accurate and complete information (INSZ/BIS number, address, status, student@work certificate, IBAN).

Temporary Workers are entitled to the same wages and benefits as comparable permanent employees of the user undertaking.

Payment: no later than the second Monday following the week in which the work was performed.

Unnotified absence ("no-show") may lead to account suspension.

Data of temporary workers processed via myJobDrop is confidential and may not be shared with third parties without myJobDrop's consent. Breach = flat-rate indemnity of €10,000 per infringement.

myJobDrop BV provides its services with the greatest possible care. It is only liable for proven direct damages that are the direct result of an attributable contractual fault.

The total liability of myJobDrop BV is in any event limited to the total amounts invoiced to the client under the relevant agreement during the 12 months preceding the event giving rise to the damage, with an absolute maximum of €100,000.

myJobDrop BV is not liable for any indirect damages, including but not limited to loss of profit, missed savings, reputational damage, loss of customers, business damages, or administrative fines.

Except in cases of wilful misconduct, gross negligence, or non-performance of essential obligations under the agreement, myJobDrop BV cannot be held liable for faults of its directors, employees, or other agents acting on its behalf.

The parties expressly agree that, to the extent permitted by applicable law, any non-contractual liability of myJobDrop BV, its directors, employees, and other auxiliary persons is excluded.

The Employer remains fully responsible for correct compliance with all applicable labour legislation, social security obligations (including Dimona), safety regulations, and civil liability towards third parties for the deployment of the temporary worker.

Under no circumstances can myJobDrop BV be held liable for damages resulting from force majeure.

myJobDrop does not accept any waiver of recourse, in whole or in part, from the Employer, its insurers, or third parties. A waiver of recourse included in the Employer's documents has no effect; myJobDrop and its insurers retain all their legal and contractual rights of recourse.

Under penalty of forfeiture, any complaint regarding the services must be reported in writing within 8 calendar days after the Employer became aware, or should reasonably have become aware, of the damage, and any claim for compensation must be submitted in writing within 6 months of the event giving rise to the damage.

myJobDrop processes personal data in accordance with the GDPR and Belgian data protection law.

A separate Privacy Policy explains how data is collected, used, and protected.

myJobDrop may terminate or suspend the Agreement in cases of:

• repeated or serious breaches of obligations,
• non-payment or insolvency,
• fraud or provision of false information.

Upon termination of the Agreement, employment contracts already concluded with temporary workers and scheduled shifts remain due in accordance with Article 3; the wage costs that myJobDrop remains legally required to pay to the temporary workers will be invoiced to the Employer.

These Terms are governed exclusively by Belgian law.

Parties shall first attempt an amicable settlement; failing that, only the courts of Ghent shall have jurisdiction.

Partial nullity: if a clause is invalid, the remaining provisions remain in force.

Electronic communications and signatures (including simple electronic signatures) have the same legal value as paper documents.

Amendments: myJobDrop may amend these Terms (e.g. following legislative changes) and will inform Users via the Website or App. Continued use implies acceptance.