| In this Social Media in the Workplace Policy, there are five (5) instances of language that would be deemed unlawful by the National Labor Relations Board under the National Labor Relations Act (NLRA). Please highlight the sentences that would be deemed unlawful and should be removed from this policy.To help you make your determination, read the following article: Your social media activity could get you fired. Is that legal (Links to an external site.)? https://www.chicagotribune.com/business/ct-social-media-labor-board-0804-biz-20150804-story.html Upload a copy of this Social Media Policy in Word, with the five (5) unlawful sentences highlighted. Social Media in the Workplace Policy
At Pierce Enterprises (“Company”), we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. Because we are an organization that expressly prohibits our employees from unionizing, it is critical that you are mindful of your actions on social media, and the impact they could have on the Company. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media. This policy applies to all Company employees. Guidelines
In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, whether or not associated or affiliated with the Company, as well as any other form of electronic communication. The same principles and guidelines found in Company policies, and these basic beliefs apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider the risks and rewards that are involved. Employees are strictly prohibited from sharing information regarding your personal salary or working conditions with other employees. Know and follow the rules
Carefully read these guidelines and all Company policies to ensure your postings comply. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including discharge. Even if requested, you are not permitted to share a copy of this policy or anything else in this employee handbook with another individual outside of the organization. Be fair and courteous
Always be fair and courteous to fellow employees, clients and others who work with the Company. Also, keep in mind that you are more likely to resolve work-related complaints by speaking directly with your co-workers, your supervisor, the Human Resources Administrator or any member of management with whom you are comfortable, than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage employees, clients, or others who work with the Company, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts 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. Posting content on social media
• Upon hire, you are required to share the passwords for your social media accounts with your manager in the event any questionable postings/content needs to be investigated related to a compliant or violation of this policy.
• Maintain the confidentiality of Company trade secrets and private or confidential information. Trade secrets may include information regarding the development of systems, processes, products, know-how and technology. Do not post internal reports, policies, procedures or other internal business-related confidential communications. Do not mention clients, funding sources, business partners, suppliers or related information without prior approval.
• Respect all copyright and other intellectual property laws. For the Company’s protection as well as your own, it is critical that you show proper respect for the laws governing copyright, fair use of copyrighted material owned by others, trademarks and other intellectual property, including the Company’s own copyrights, trademarks and brands. Using social media at work
Use of social media on Company equipment during working time is permitted, if your use is for legitimate, preapproved Company business. Please discuss the nature of your anticipated business use and the content of your message with your supervisor and the Human Resources Administrator. Please obtain their approval prior to such use. All requests for references or recommendations, even those that are received through social networking should be handled in accordance with the Company’s standard policy for responding to such requests. Retaliation is prohibited
The Company prohibits taking negative action against any employee for reporting a possible deviation from this policy or for cooperating in an investigation. Any employee who retaliates against another employee for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including discharge. Media contacts
You are never permitted to speak to the media under any circumstances. If you have questions or need further guidance, please contact the HR Administrator. |
