CypressHR

Policies may be updated

This page describes how Quick HR Solutions, LLC handles privacy and security for CypressHR in the U.S. We may update these pages when laws, vendors, or product controls change. This is not legal advice.

Terms of Service

Last updated: October 19, 2026

Quick HR Solutions, LLC (“Quick HR,” “we,” “us,” or “our”)
cypresshr.app | support@cypresshr.app

These Terms of Service (the “Terms”) are a contract between Quick HR and the company or person that creates an account or otherwise buys or uses CypressHR (the “Customer,” “you”). By using the Service, you agree to these Terms.

This is HR software. You remain the employer. We are not your PEO, not your lawyer, and not your payroll system of record. Month-to-month. Use it responsibly. Don’t upload prohibited data to the wrong place. Medical files belong in the Medical / ADA vault.

1. The Service

1.1 What we provide

Quick HR provides a software-as-a-service product, CypressHR, in which each customer’s data is kept separate from every other customer’s, for United States SMB employers (U.S. only for now), including an employee portal and related features described in your order, plan, or statement of work (the “Service”).

Features may include: profiles/directory; org/locations; secure documents & handbook hosting with e-sign acknowledgments; employee portal; PTO; timesheets; restricted tasks/cases; onboarding/offboarding checklists; compliance calendar and weekly state-aware informational updates feed (awareness only); state notice templates; announcements; roles; multi-factor sign-in and company account controls; audit/backups; light analytics; Medical / ADA vault; and billing.

1.2 License

Subject to these Terms and timely payment, Quick HR grants Customer a limited, non-exclusive, non-transferable (except as allowed in Section 15), non-sublicensable right to access and use the Service during the subscription term for Customer’s internal human-resources and workforce-operations purposes.

1.3 What we are not

  • Not a PEO / co-employer. Quick HR is not a professional employer organization. We do not co-employ Customer’s workers.
  • Customer is the employer of record for Customer’s employees and contingent workers.
  • The Service is a tool. Quick HR does not make hiring, firing, discipline, compensation, accommodation, or other employment decisions for Customer.
  • Quick HR does not provide legal advice. Materials in the Service are not a substitute for counsel.
  • Quick HR is not Customer’s payroll or tax-filing system of record.

1.4 Fractional HR (if purchased)

If Customer purchases the Service plus fractional HR consulting, those services are HR consulting only. They are not legal advice, not representation by an attorney, and not a law-firm engagement. Customer remains responsible for decisions and for obtaining qualified legal counsel when needed.

2. Accounts, admins, and users

Customer must designate one or more administrators. Customer is responsible for:

  • All activity under its company account and user accounts
  • Maintaining accurate admin contact information
  • Configuring roles, permissions, and MFA
  • Ensuring only authorized individuals have access
  • Workers’ use of the employee portal consistent with Customer’s policies

Customer will promptly disable access when a user should no longer have it (termination, role change, etc.).

3. Subscription, fees, month-to-month

  • Unless a written order says otherwise, subscriptions are month-to-month.
  • Fees are as quoted in the order, checkout page, or invoice, plus applicable sales tax.
  • Payment is due as stated on the invoice / billing page. Late amounts may result in suspension after notice.
  • Taxes are Customer’s responsibility except taxes based on Quick HR’s net income. Quick HR collects Texas sales tax where it applies and shows it as a separate line on checkout, invoices, and receipts.
  • Either party may terminate as described in Section 13. Unless the order says otherwise, Customer may cancel at any time in the app's billing settings or by emailing support@cypresshr.app. Cancellation takes effect at the end of the current billing period, and Customer keeps access until then. Fees already paid for the current period are not refunded except where required by law.
  • Founding price: $500 a month for companies that sign up by December 1, 2026 (11:59 PM Central). Standard price is $700 a month after that. Like all pricing, it may change with at least 30 days' written notice before any change takes effect.

4. Customer content and ownership

“Customer Content” means data, documents, text, acknowledgments, configurations, and other materials Customer or its users upload to or generate in the Service (including Customer Employee Data).

  • Customer owns Customer Content. Quick HR does not claim ownership of Customer Content.
  • Customer grants Quick HR a limited license to host, process, transmit, display, and back up Customer Content solely to provide and secure the Service, prevent abuse, and comply with law, consistent with the Privacy Policy and Customer DPA.
  • Customer represents it has all rights and notices required to upload Customer Content and to permit processing as described.

5. E-sign acknowledgments

Handbook and document “e-sign” features are designed as acknowledgments of receipt (and similar attestations Customer configures). They are not a warranty that a policy is lawful, enforceable, or tailored to Customer’s workforce.

Customer is solely responsible for the content of its policies and for determining whether an acknowledgment meets Customer’s legal needs. Quick HR does not market handbook templates as legally compliant for every situation.

6. Compliance / regulatory update feed and notices

CypressHR may include a compliance calendar, weekly informational / regulatory update feed, and state notice templates or links. Content may be filtered by the operating state(s) Customer configures for its company account.

Feed items are awareness notes only. They are not legal advice, not a lawyer–client relationship, and not a certification that Customer is compliant with any federal or state law. Quick HR does not promise complete, current, or jurisdiction-perfect coverage for every state. U.S. state coverage continues to expand; gaps may exist.

The feed does not assert that a specific legal mandate, deadline, or penalty applies to Customer unless content is owned or approved by Customer’s counsel (or otherwise clearly labeled as Customer-owned). Customer must confirm applicability with its own advisors.

Suggested / helper changes (for example, a PTO floor notice): If the Service notifies Customer of a possible policy update and lists potentially affected employees, any change to policies, balances, or employee records requires explicit Customer admin confirmation. The Service does not silently auto-apply those changes. Helpers are not a determination that the law requires the change.

Quick HR may provide Texas and other state notice templates or links as a convenience only.

6A. Privacy and data protection

Customer’s use of the Service is also subject to the Privacy Policy and Customer DPA. CypressHR is offered for United States use only at this time. Quick HR aims to follow applicable U.S. privacy and data-security laws and to keep site legal pages updated. Quick HR does not market international / GDPR compliance claims.

7. Acceptable use

Customer and its users will not:

  • Break the law or violate others’ rights
  • Probe, scan, or attack the Service (except with Quick HR’s prior written permission for a coordinated security test)
  • Bypass access controls, MFA, or the separation that keeps each customer’s data apart from every other customer’s
  • Resell, white-label, or provide the Service to third parties as a bureau without our written consent
  • Upload malware or attempt to disrupt the Service
  • Use the Service to send marketing SMS or any SMS without a recorded opt-in where required
  • Use the Service for AI features that auto-discipline, auto-reject, or auto-score protected traits
  • Misrepresent Quick HR as Customer’s PEO, attorney, or payroll provider

8. Prohibited data (keep-outs)

Customer will not upload, complete, or store in the Service:

  1. In-app electronic I-9 workflow / Section 2 examination, remote ID verification, ID-scan vault used as verification, or biometric/selfie identity checks. Allowed: upload/store a completed Form I-9 (PDF/scan) in restricted employee files plus status/checklist, not marketed as electronic I-9
  2. Biometric timeclock data
  3. Background-check ordering, CRA report storage, or adverse-action workflows
  4. Medical content in the general uploader: put doctor notes, medical certifications, diagnosis records, and ADA/FMLA/workers’ comp medical paperwork in the Medical / ADA vault. Non-medical operational ADA notes may remain in restricted general HR files
  5. Native payroll / tax filing as system of record packages beyond supported time/PTO features
  6. Full carrier claims integrations outside Medical vault document hosting
  7. Content inviting Quick HR staff to read ER investigation files as a paid service (we do not offer that)

Quick HR may remove prohibited data, suspend features, or suspend the account if keep-outs are violated. Customer will indemnify Quick HR for claims arising from prohibited uploads (Section 11).

8.1 Medical / ADA vault (feature)

CypressHR offers a Medical / ADA vault for medical employment documents (doctor notes, medical certifications, diagnosis-related accommodation paperwork). Customer should use the vault for those materials rather than the general uploader.

When Customer uses the Medical / ADA vault, Customer uploads medical and accommodation records there rather than in general files.

General files remain for ordinary HR documents. Non-medical operational ADA notes (no medical content) may stay in restricted general HR files.

9. Privacy; DPA; security

Our Privacy Policy explains Track A (our website/account data) vs Track B (Customer Employee Data processed as a service provider/processor).

Where Customer Employee Data is personal data, the Customer DPA (when executed or incorporated by reference for paid Customers) governs processing. Security overview: encryption, MFA, keeping each customer’s data separate from every other customer’s, backups, audit logs. See Security Posture one-pager.

10. Warranties and disclaimers

Customer warranties. Customer warrants it will use the Service lawfully, that it is the employer (or authorized agent) for Customer Content about workers, and that it will not upload prohibited data to the wrong place.

Quick HR warranties. Quick HR will provide the Service in a professional and workmanlike manner consistent with these Terms.

Disclaimer. EXCEPT AS EXPRESSLY STATED, THE SERVICE AND ALL CONTENT ARE PROVIDED “AS IS” AND “AS AVAILABLE.” TO THE MAXIMUM EXTENT PERMITTED BY LAW, QUICK HR DISCLAIMS ALL IMPLIED WARRANTIES, INCLUDING MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE, TITLE, AND NON-INFRINGEMENT. WE DO NOT WARRANT THAT THE SERVICE WILL BE UNINTERRUPTED, ERROR-FREE, OR THAT IT WILL MEET CUSTOMER’S LEGAL COMPLIANCE OBLIGATIONS. EMPLOYMENT COMPLIANCE REMAINS CUSTOMER’S RESPONSIBILITY.

11. Indemnities

11.1 Customer indemnity (employment decisions & content)

Customer will defend and indemnify Quick HR and its officers, members, and employees against third-party claims arising from: (a) Customer’s employment decisions or workplace practices; (b) Customer Content (including alleged defamation, privacy, or IP claims); (c) prohibited data uploads; (d) Customer’s breach of these Terms; or (e) Customer’s failure to provide legally required notices to its workers, except to the extent caused by Quick HR’s willful misconduct.

11.2 Quick HR indemnity (IP)

Quick HR will defend and indemnify Customer against third-party claims that the Service technology provided by Quick HR (not Customer Content) infringes a U.S. intellectual property right, and will pay resulting damages finally awarded, provided Customer gives prompt notice, reasonable cooperation, and sole control of the defense. Quick HR may modify the Service, obtain a license, or terminate the affected Service with a pro-rata refund of prepaid fees for the unused period. This Section does not apply to combinations with Customer Content or third-party items not provided by Quick HR.

12. Limitation of liability

TO THE MAXIMUM EXTENT PERMITTED BY LAW:

  • NEITHER PARTY IS LIABLE FOR INDIRECT, INCIDENTAL, SPECIAL, CONSEQUENTIAL, OR PUNITIVE DAMAGES, OR LOST PROFITS, REVENUE, OR DATA, EVEN IF ADVISED OF THE POSSIBILITY.
  • EACH PARTY’S TOTAL LIABILITY UNDER THESE TERMS WILL NOT EXCEED THE AMOUNTS PAID OR PAYABLE BY CUSTOMER TO QUICK HR FOR THE SERVICE IN THE TWELVE (12) MONTHS BEFORE THE EVENT GIVING RISE TO LIABILITY.

Carve-outs (still subject to applicable law): obligations that cannot be limited by law; Customer’s payment obligations; Customer’s indemnity for employment decisions/prohibited data; Quick HR’s IP indemnity; and liability for a party’s willful misconduct or gross negligence.

13. Termination; export; deletion

  • Customer may terminate for convenience as described in Section 3. Quick HR may terminate for convenience on 30 days' written notice (email sufficient) and will refund any prepaid fees for the unused period.
  • Either party may terminate for material breach if not cured within 15 days after notice (or for unpaid fees after notice and a reasonable cure period).
  • On termination or non-renewal, Customer may export Customer Content during a 30-day window using available export tools or by written request.
  • After the export window, Quick HR will delete Customer Content from active systems within 60 days and allow backups to age out per the Retention & Deletion Schedule, except for limited copies retained as required by law, dispute resolution, or security logs.
  • Litigation holds: Customer must notify Quick HR in writing; deletion timelines pause as reasonably necessary.

14. Confidentiality

Each party may receive Confidential Information from the other. The receiving party will use it only for performing under these Terms, protect it with reasonable care, and not disclose it except to personnel/subprocessors with a need to know under confidentiality obligations, or as required by law (with notice if legally allowed). Customer Content is Customer’s Confidential Information. These Terms’ non-public pricing is Quick HR’s Confidential Information.

15. Assignment

Neither party may assign these Terms without the other’s consent, except to an affiliate or in connection with a merger, acquisition, or sale of substantially all assets, provided the assignee assumes the obligations. Quick HR may use subprocessors as described in the DPA.

16. Governing law; venue

These Terms are governed by the laws of the State of Texas, excluding conflict-of-law rules.

Exclusive venue: state or federal courts located in Dallas County, Texas, and each party consents to personal jurisdiction there.

17. Changes to the Service or Terms

We may improve or modify the Service. If we make material adverse changes to these Terms, we will provide notice (email or in-app) and the updated Terms will apply on the stated effective date. Continued use after that date constitutes acceptance, except where Texas law requires a different process for the Customer type.

18. Miscellaneous

  • Entire agreement: These Terms, the order, Privacy Policy, and DPA (if applicable) are the entire agreement and supersede prior proposals on the same subject.
  • Order of precedence: Order-specific terms control over these Terms for the conflicting point; DPA controls for privacy processing conflicts.
  • Severability; waiver: If a provision is unenforceable, the rest remains; a waiver must be in writing.
  • Notices: To Quick HR: support@cypresshr.app. To Customer: the admin email on the account.
  • Force majeure: Neither party is liable for delays beyond reasonable control (excluding payment obligations).
  • Independent contractors: The parties are independent contractors.
  • No third-party beneficiaries except as stated in indemnities.
  • Export and sanctions: Customer will not use the Service in violation of U.S. export or sanctions laws.

19. Contact

Quick HR Solutions, LLC

support@cypresshr.app