The Guiding Rule
Conduct that negatively affects an employee’s job performance, the job performance of fellow employees, or the Company’s legitimate business interests—including its reputation and ability to make a profit—may result in disciplinary action up to and including termination.
Below are some guidelines for the use of social media. These guidelines are not intended to infringe on an employee’s Section 7 rights and any adverse action taken in accordance with this policy will evaluate whether employees were engaged in protected concerted activity.
Avoiding Harassment
Employees must not use statements, photographs, video, or audio that could reasonably be viewed as malicious, obscene, threatening, or intimidating toward customers, employees, or other people or organizations affiliated with the Company. This includes, but is not limited to, posts that could contribute to a hostile work environment on the basis of race, sex, sexual orientation, disability, religion, national origin, or any other status protected by state or federal law.
Avoiding Defamation
Employees must not post anything they know or suspect to be false about the Company or anyone associated with it, including fellow employees and clients. Writing something untrue and ultimately harmful to any person or organization is defamation and can lead to significant financial liability for the person who makes the statement.
Confidentiality
Employees must maintain the confidentiality of Company trade secrets and confidential information. Trade secrets include, but are not limited to, information regarding the development of systems, products, and technology. Private and confidential information includes, but is not limited to, customer lists, financial data, and private personal information about other employees or clients that they have not given the employee permission to share.
Representation
Employees must not represent themselves as a spokesperson for the Company unless requested to do so by management. If the Company is a subject of the content being created—whether by an employee or third party—employees should be clear and open about the fact that they are employed with the Company but that their views do not necessarily represent those of the Company.
Accounts
Employees must not use Company email addresses to register for social media accounts unless doing so at the request of management. Employees who manage social media accounts on behalf of the Company should ensure that at least one member of management has all the login information needed to access the account in their absence.
