WorkinVirtual news publishing policy

1. What qualifies as news

News must be both new and consequential. Examples include a material remote-work policy change, a verified employer hiring announcement, a regulatory change affecting remote work, a significant platform change, or a documented labor-market development. A rewritten press release, generic hiring list, unsupported salary claim, or minor corporate update does not qualify.

2. Source standard

Writers must begin with a current primary source: an employer announcement or careers system, regulator, court, government agency, standards body, official filing, or original WorkinVirtual platform data. Independent reporting may add context, but it cannot substitute for the underlying source when that source is available. Anonymous social posts, scraped vacancy pages, and search-result snippets are leads—not publication evidence.

3. Original value

Every article must explain who is affected, what changed, when it takes effect, what remains uncertain, and what the reader should verify next. It should add WorkinVirtual’s remote-specific analysis: location eligibility, time zones, employment arrangement, application route, candidate risk, or employer implementation impact. We do not publish thin aggregation or mechanically paraphrased announcements.

4. Accuracy, labels, and corrections

Headlines must reflect confirmed facts and avoid false urgency. Publication and modification times must be visible. Estimates, forecasts, and interpretations must be labelled. Material corrections should be made promptly with a correction note explaining the change. If the central claim becomes false, the page must be corrected, redirected to a stronger maintained resource, or retired through the documented review process.

5. Cadence and category control

The starting cadence is two to four high-value news items per week, not daily filler. News will use one controlled News section with a small number of durable topic labels. We will not recreate dozens of overlapping categories. Evergreen hiring guidance, career education, tools, employer explainers, and job listings remain separate content types.

6. Freshness lifecycle

Each item receives a 30-day accuracy check when it concerns an active hiring route or deadline and a formal 90-day disposition review. The review selects one of four outcomes: update as news, convert into an evergreen guide, consolidate into a maintained canonical resource, or retire after backlink and reader-impact checks. Old dates and expired vacancies must not be silently presented as current.

7. Search and structured data

Only genuine time-sensitive reporting may use NewsArticle structured data. A news sitemap should contain only eligible recent news URLs. Evergreen explainers use Article or the most accurate specific schema. Structured data must describe visible page content and must never invent an author, date, employer, salary, review, or vacancy.

8. Advertising independence

Advertising does not determine coverage, ranking, conclusions, or corrections. Sponsored content must be clearly labelled before the headline and kept separate from independent news. WorkinVirtual will not add extra ads merely because a story attracts traffic; the controlled advertising policy limits eligible editorial pages to one or two placements and excludes essential application and account workflows.

9. Safety and fairness

Job-scam signals, discriminatory criteria, privacy risks, worker-classification issues, and unsupported “work from anywhere” claims require heightened review. High-stakes legal, tax, immigration, health, or financial claims require qualified review or a precise limitation explaining what remains unverified.

10. Accountability

Each news item must have an accountable byline or editorial desk, a source log, and an owner for the next review. Readers may report an error through WorkinVirtual Support. Our broader job and content verification process is described in How WorkinVirtual reviews remote jobs.