Employee Handbook - Appendix VII
Social Media Policy
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It is the policy of CREST Technologies, Inc. (the “Company”) to ensure the appropriate use of social media both during and outside of working hours. The Company depends upon a work environment of tolerance and respect for the achievement of its goals. Therefore, it is imperative that any and all use of social media reflects an atmosphere of professionalism, courtesy, and respect that does not interfere with the rights of the Company, its customers, employees, or representatives.
The purpose of this policy is to provide notice to employees of the Company that their use of social media must conform to the law and this policy. This policy is designed to govern the professional and personal use of social media in a responsible manner and to avoid inappropriate uses that can: (1) breach confidentiality by revealing protected information about the Company, its customers, or its employees; or (2) expose the Company to legal liability for employer or employee behavior that may be harassing, or defamatory
1 - Definition of Terms for Purpose of this Policy
- Customers: All prospective, current, and past customers of the Company
- Social Media: Online forums in which employees participate in the exchange of ideas, messages, and content including blogs, microblogs, and social networking sites (e.g., Facebook, LinkedIn, Twitter)
- Electronic Media: All forms of electronic communication, transmission, or storage, including, but not limited to, websites and any content contained therein or related thereto
- Testimonials and Endorsements: Any advertising message (including verbal statements, demonstrations, or depictions or other identifying personal characteristics of an individual or organization) that the public are likely to believe reflects the opinions, beliefs, findings, or experiences of a party other than the sponsoring advertiser, even if the views expressed by that party are identical to those of the sponsoring advertiser
2 - General Provisions
- Employees may not use social media for personal reasons during regular working time without the authorization of their managers. However, employees may use social media during non-working time (e.g., lunch and rest breaks). Access to and use of social media must not interfere with productivity and/or the ability to perform the duties and responsibilities of employment with the Company.
- Employees' use of social media is also subject to the Company's Sexual Harassment Policy Sexual Harassment Policy, and the other policies and standards of conduct and rules.
- There is no guarantee of privacy for electronic communications. The Company reserves the right to review and/or monitor all electronic records and communications, at any time, with or without notice, including individual user folders and other information stored on the Company's electronic communications systems. In accessing the Internet, including social media sites, users should assume that all connections and sites visited will be monitored and recorded. This examination helps to ensure compliance with Company policies, assists when internal investigations must be conducted, and supports the management of the Company's information systems. Use of the Company's electronic communication devices, including, but not limited to, Company-issued email accounts, internet services, intranet, cell phone services, smart phones (e.g., iPhones, Samsung Galaxy, etc.), laptops, and computer software constitutes acceptance of such monitoring.
- All users are expected and required to conduct themselves in a professional manner consistent with the Company's policies and standards of conduct, both on and off duty
- Employees must not reveal any confidential, trade secret, or privileged information about the Company, its customers, its administration, or its employees. Employees must be particularly careful to protect against the inadvertent disclosure of Confidential Information, as defined herein. Employees shall seek prior-approval before referencing any of the above-referenced information on any personal social media.
- Employees must not threaten or harass the Company or any of its employees, regardless of the time, place, form, or manner in which the information is posted or transmitted. Examples of such conduct include offensive postings meant to intentionally harm someone's reputation, or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion, or any other status protected by law or company policy. Online postings that harass or threaten any other employees are expressly prohibited. Harassing or discriminatory comments may be deemed inappropriate in violation of this policy even if the Company's name or the names of any of its employees are not posted in the comment.
- Employees are prohibited from mentioning or posting on social media sites the personal information of other employees (e.g., medical information or personal/sensitive family information) obtained as a result of their employment.
- Any online postings or transmissions that constitute “endorsements” or “testimonials” attributable to the Company or any of its employees or services must be accompanied by a disclaimer stating that, (1) the author is an employee of the Company and his/her position; (2) the author is not authorized as a spokesperson of the Company; and (3) any expressed views or opinions belong exclusively to the author and do not necessarily reflect those of the Company.
- Employees may not anonymously post or transmit any content to circumvent the requirements of this policy
- For postings that are not expressly authorized by the Company, employees should not represent themselves as a spokesperson for the Company. If the Company is a subject of the content created by an employee, the employee should be clear and open about the fact that he/she is an employee of the Company and should make it clear that his/her views do not represent those of the Company, fellow employees, customers, suppliers, vendors, or any other agent of the Company. Employees who publish blogs or other online posts related to the work they do or subjects associated with the Company, and such blogs or posts are not expressly authorized by the Company, must make clear that they are not speaking on behalf of the Company.
- Employees are expressly prohibited from using social media to engage in any activity or conduct that violates federal, state, or local law (e.g., software or data piracy, child pornography, etc.).
- Employees are prohibited from using social media to engage in any activity that creates a conflict of interest for the Company.
- Supervisors, Managers, and department heads are expressly prohibited from using any review or recommendation feature or system on a social media site (e.g., LinkedIn) to post reviews or other comments about subordinate employees.
3 - Misuse and Discipline
The Company encourages anyone who uses social media in contravention of this policy to be honest and admit the error as soon as it occurs. Although errors cannot always be erased, prompt notification can make a significant difference in the Company's ability to correct or remedy the issue.
Should any employee of the Company receive or become aware of a violation of this policy, including, but not limited to, harassing, threatening, or intimidating communication via a social media site from another employee of the Company, the recipient employee should report the violation to Human Resources or any other member of management. Any individual who violates this policy, including failing to report violations by others, shall be subject to appropriate discipline, up to and including termination of employment.
Anyone who is unsure whether a particular posting or contribution to online social media violates this policy is encouraged to ask Human Resources. As a general rule, if a person is hesitating to post something, it probably should not be posted, but questions and concerns are nevertheless welcomed and encouraged.