Employer Terms | Fun First Jobs

Effective date: October 11, 2026.

Who these terms apply to

These Employer Terms apply to anyone who creates an employer account or posts jobs on Fun First Jobs, and to the organization they post for. They work together with our Job Posting Policy, our Terms of Use and our Privacy Policy. Fun First Jobs is a private job listing service operated by Molded By Grace Business Group LLC d/b/a Fun First Jobs. In these terms, “Fun First Jobs,” “we” and “us” mean Molded By Grace Business Group LLC d/b/a Fun First Jobs.

Job postings are free

Job postings on Fun First Jobs are free. Fun First Jobs may offer optional paid advertising, sponsorships, promoted placement, employer branding, or other promotional services, but purchasing those services is not required to post a job.

You’re authorized to post

You must be 18 or older to create an employer account. When you create it, you confirm that you’re at least 18 and authorized to act for the organization you’ll post jobs for, and you agree to these terms and our Terms of Use. You confirm that you’re authorized to act for each organization you add or join, to manage its profile and to post jobs for it. If that changes, for example because you leave the organization, stop posting for it and let us know.

Hiring workspaces and authority

Your organization’s or hiring group’s account on Fun First Jobs is a hiring workspace. Hiring workspaces must be created and managed only by people who are authorized to represent the organization or hiring group they’re for. A workspace’s owners and administrators decide who joins it and give each member a role and job access. Having an email address at an organization’s domain doesn’t, on its own, give anyone access to or ownership of its workspace.

If the people who managed a workspace have left, someone at the organization can ask us for help from the dashboard. We grant that kind of request only after we confirm the person’s authority using organizational evidence, such as confirmation from the organization’s management or HR department using contact details we find ourselves, or its official website or public records, and we record how we confirmed it. We tell the workspace’s current owners and administrators, if there are any, about the request. If we approve it, we may end the access of the workspace’s former owners and administrators, and we tell them. We never ask for identity documents, and nothing is approved just because no one responded.

If there’s a dispute about who controls or owns a workspace, who has authority to hire for the organization, or who should have administrative access, we may temporarily restrict access to the workspace, or changes to who administers it, to protect the people who use Fun First Jobs and their information. When appropriate, we’ll seek direction from legal counsel and ask suitable representatives of the organization for information. We consider applicable federal, state and local laws, the organization’s own policies and procedures, and documented delegations of authority when they’re available. Our decisions are about who may use the workspace on Fun First Jobs; we don’t decide who holds hiring authority within your organization.

Accurate, legitimate jobs

Post only real, current openings with your organization.
Use an accurate job title, and describe the duties, schedule, work location and requirements accurately. Keep them up to date.
If you list pay, list it accurately. Some states and cities require pay ranges or other details in job postings; you’re responsible for meeting those requirements.
Post only U.S.-based jobs. An on-site or hybrid job needs a work location in one of the 50 states or the District of Columbia, and a remote job must be open to applicants located in the United States, either nationwide or in the states you list.
List only requirements the job genuinely needs. State the minimum hiring age for each specific job accurately (job seekers see it as, for example, “Minimum hiring age: 16 & older”) and name any required certification. The minimum hiring age is for legal and genuine job requirements only, never to discourage older applicants.
Provide a working way to apply that leads to your organization or a hiring service acting for it: Apply on Fun First Jobs or your own website or hiring system.
Mark a job filled, or close it, when it’s no longer available.

What you confirm when you submit a job

Each time you submit a job, you confirm that, to the best of your knowledge:

you’re authorized to post the job for your organization;
the job is real and currently open;
the listing is accurate;
the job’s duties, hours, pay and stated minimum hiring age comply with the laws that apply to it;
any age, license or certification requirement is a genuine legal or job requirement;
the listing doesn’t express an unlawful preference based on a protected characteristic;
applicants won’t be charged any fee, deposit or required purchase to apply, be hired or start work;
you’ll keep the listing current and update or close it when it’s filled or changes;
you’ll confirm ongoing listings when we ask (about every 90 days);
no strike or lockout currently affects your organization, or you’ve already told us about it; and
you agree to the current Job Posting Policy.

We keep a record of each confirmation: who gave it, for which organization and job, which version, and when.

What you won’t ask applicants for

This applies to your listings, to questions you add to an application on Fun First Jobs and to messages you send applicants:

Money of any kind: no application, training, equipment, uniform, background-check or placement fees, and no required purchases.
Social Security numbers, bank or payment account details, or copies or numbers of identity documents as part of applying. Collect what you need for payroll and employment eligibility after a hiring decision, through your own onboarding.
Help moving money or goods: depositing checks, sending money, buying gift cards, handling cryptocurrency for someone else or reshipping packages.

Fair hiring and the law

Don’t publish a listing that shows a preference for, or discourages applicants because of, race, color, religion, sex (including pregnancy, sexual orientation and gender identity), national origin, age (40 or older), disability or genetic information, or any other characteristic protected where the job is located.
You’re responsible for following the laws that apply to your listings, your hiring and your workplace, including anti-discrimination, wage and hour, pay-transparency and youth-employment laws.
Questions you add to an application on Fun First Jobs must be job-related and lawful. Don’t ask about disability, health or medical history before a job offer, or about race, color, religion, sex, national origin, age, genetic information or other protected characteristics. Our team reviews the wording of each question you write before it appears, but that review isn’t a legal determination.
Rules for workers under 18 cover which jobs and tasks they may do and, for younger teens, the hours they may work. Federal and state rules can both apply, and the stricter rule must be followed. You, not Fun First Jobs, are responsible for whether workers of the age you list may do the job’s duties and hours where they will work.
Fun First Jobs doesn’t decide whether a job, a requirement or a practice is lawful. Verifying your organization or publishing your job is not a determination that it is.

Applicant information

Applicants reach you in the way you choose for each job:

Your own process. If a job sends people to your website or hiring system, you receive and handle their information directly.
Apply on Fun First Jobs. If a job uses Apply on Fun First Jobs, applicants apply on our site. We securely store each application and make it available to your organization for that job, in your employer dashboard, to the members of your hiring workspace whose role and job access allow it. Depending on their role, they can review applications, record recruiting statuses, add notes, and download permitted PDFs or exports. We email you that an application arrived; the application itself stays on Fun First Jobs. Fun First Jobs doesn’t evaluate, score, rank, recommend or screen applicants and doesn’t make hiring decisions; you do.

For applicant information you receive in either way, you agree to:

use it only to consider the applicant for the job they applied to and to contact them about it;
manage your hiring workspace’s permissions: give people on your team only the role and job access they need for that hiring process, remove access promptly when someone should no longer have it, for example because they’ve left, and tell us if you can’t remove it yourself;
keep your accounts and any copies secure;
not sell, rent or trade it, and not use it for advertising, marketing or anything unrelated to that hiring process;
not share it outside your organization except with service providers acting for you in that hiring process, or when the law requires it;
keep notes and statuses job-related, and never record health, disability or other protected characteristics in them;
keep it as long as you need it and as long as the laws that apply to your organization require you to keep hiring records, and then delete it. You’re responsible for your organization’s recordkeeping obligations. Tell us if you need application records preserved for a legal reason;
respect an applicant’s request to stop contacting them; and
tell us right away if you suspect someone accessed applicant information on Fun First Jobs without authorization.

We keep applications sent through Fun First Jobs for two years from the date each was submitted, or longer where the law where your organization is located requires it (for example, four years for organizations located in California), and for as long as a legal hold applies. We use the location in your organization’s profile to apply these rules, so keep it accurate. Tell us right away if you need application records preserved for a legal reason. If we suspend your organization or account, or your account closes, your access to applications through Fun First Jobs may be paused or ended; we keep the records securely for the retention period and any legal hold, then delete them. Our Privacy Policy explains this in more detail.

Verification and review

Jobs must pass our verification and safety checks before publication. Some jobs or organizations need a manual review, and we may ask you for more information or for changes first. Jobs from verified employers that pass every check may be published without waiting for a manual review; we can still review, pause, change the status of or remove any job at any time, and that eligibility can be withdrawn.
The standard path to verification is a confirmed work email at your organization’s own website domain. You may use another email address, but your organization will then need additional review before it can be verified. A confirmed email address on its own never verifies an organization. We don’t ask for identity documents.
“Verified employer” means we confirmed that your organization controls, or is reasonably associated with, its listed website or contact information. It isn’t an endorsement, a background check, a legal certification or a guarantee of workplace safety, and you may not describe it as one.
We may decline a job, take one down, or limit or revoke your organization’s verification when we believe it’s needed to keep the site trustworthy and safe or to enforce these terms and our policies. We may also restrict, suspend or end access as described under “Restricting, suspending or ending access” below. When we take action, we tell you the reason. Our internal review notes stay internal.

Restricting, suspending or ending access

Subject to applicable law, we may restrict, suspend, remove or terminate an employer account, a hiring workspace, a job posting or anyone’s access to them when we believe it’s justified. Reasons may include:

false or misleading information;
fraud, a suspected scam or unsafe conduct;
misrepresenting an organization, or your authority to act or hire for it;
violating our Terms of Use, these Employer Terms or our Job Posting Policy;
a job posting that may be unlawful or discriminatory;
misusing applicant information;
trying to get around our verification or moderation; or
repeated reports about your jobs or organization, or other concerns that need investigation.

Our team reviews reports. Three or more reports about the same job or employer may lead to additional review, and a report of a serious concern, such as a scam or a request for money, may be reviewed sooner. While we look into a serious concern, we may pause a job posting or hold new job submissions for review. A pause or hold isn’t a finding that you did anything wrong. The number of reports alone never establishes a violation, and we don’t suspend an account, a hiring workspace or a job posting only because of how many reports it received.

When a serious safety, security or legal concern calls for it, we may act right away, before our review is complete. Restricting or suspending access can also pause or end your access to applications, as described under “Applicant information.” If you think we got something wrong, tell us through our contact form. We don’t promise a fixed review time or a particular outcome.

Strikes and lockouts

If a strike or lockout begins at your organization while it has jobs on Fun First Jobs, tell us right away through our contact form.

When we learn that a strike or lockout affects your organization:

we suspend all of its active job listings and pause new job submissions;
we keep a record of the reason and the date;
we email you.

When the strike or lockout has ended, a workspace owner or administrator confirms that in the dashboard. Your jobs then return to your drafts and go through our usual checks when you resubmit them. Ending the hold doesn’t skip verification or review, and a job keeps its original posting date.

Prohibited listings

Listings must follow our Job Posting Policy. It doesn’t allow fake, misleading or unauthorized listings; charging applicants anything; money-handling or reshipping arrangements; discriminatory language; unrealistic earnings claims; multi-level marketing, pyramid or recruit-others arrangements; commission-only or recruiting-based pay presented as wages; listings that are really ads for a product, course or business opportunity; harmful or inappropriate content; or deceptive or broken links. Anyone can report a listing, and our team reviews reports.

When listings end

You choose how long each listing runs: until an application deadline you set (up to one year ahead), open until filled, or hiring year-round. Open-until-filled and year-round listings must be confirmed about every 90 days; a listing that isn’t confirmed by the end of a 7-day grace period expires, and a year-round listing expires one year after it was first posted. You can close a listing at any time. When a job ends, is filled or is closed, it stops appearing as an open job. Its page may stay visible for up to 90 days with a clear notice that it’s no longer accepting applications, and is then removed from the public site.

Your content and logo

You keep ownership of the organization and job information you submit, including your logo. You give Fun First Jobs permission to host, copy, format, display and distribute it, including on job pages, organization profiles, search results and in information provided to search engines (such as structured data), while it’s posted and afterward as needed for records, safety and legal purposes. You confirm you have the right to give us that permission, including for any logo or image you upload.

Promotion and advertising

Paid promotion isn’t available at this time. If we offer it in the future, it will come with separate terms you can choose to accept. Paid placements will be clearly labeled “Sponsored” (display ads “Advertisement”) and kept apart from regular results, and paying for promotion will never skip verification or review, change what a listing says or how it’s described to search engines, or keep a job visible after it ends.

Account security

Keep your password private and your contact information current. You’re responsible for activity on your account. Tell us right away if you think someone else has used it.

Emails from us

We send account notices by email, such as email confirmations, password resets and review results. Hiring tips and news are optional; you can turn them on or off in your dashboard at any time.

Ending your account

You can stop using Fun First Jobs at any time. You can delete your employer account from Account and security in your dashboard: we deactivate it right away and permanently delete it 30 days later unless you restore it. If you’re your organization’s only owner, first make another team member an owner, or close the organization. Closing an organization takes its profile and active jobs down right away, and after 30 days we delete its profile content and team access. Restoring an account doesn’t republish jobs automatically; you review and resubmit them. We may also suspend or close an account or organization as described under “Restricting, suspending or ending access.” When an account is closed, we end its access and close its active jobs. Applications sent to your organization through Fun First Jobs are kept, without dashboard access, for their retention period and any legal hold; closing an account doesn’t delete them. We keep organization records only where still appropriate, and we keep only the minimum verification, moderation, security, audit and legal records our retention policy requires.

Governing law and other legal terms

The governing-law and dispute terms in our Terms of Use also apply to these Employer Terms.

Changes to these terms

We may update these terms. When we change these terms, our Terms of Use or our Job Posting Policy in a way that matters, we’ll publish the new version and ask you to accept it before you submit another job.

Questions

Use our contact form or email admin@funfirstjobs.com.