Social media policy template

1. Scope

This policy covers all employees and others including consultants, contractors, and casual and agency staff. Breach of this policy may result in disciplinary action up to and including dismissal. Any misuse of social media should be reported to the IT department.

Questions regarding the content or application of this policy should be directed to the IT department.

This policy is not contractual, and we may amend it at any time if it considers it appropriate to do so.

2. Background

This policy covers all forms of social media, including Facebook, LinkedIn, Twitter, Wikipedia, other social networking sites, and other internet postings, including blogs. It applies to the use of social media for both business and personal purposes, during working hours and in your own time to the extent that it may affect the business of the Company.

Whilst we recognise the benefits which may be gained from appropriate use of social media, it is also important to be aware that it poses significant risks to our business. These risks include disclosure of confidential information and intellectual property, damage to our reputation and the risk of legal claims. To minimise these risks this policy sets out the rules applying to the use of social media.

3. Personal use of social media at work

You are not permitted to access any social media for your personal use during working time or using Centronic Information Systems. We allow staff to make occasional personal use of social media during working time so long as it does not involve unprofessional or inappropriate content and does not adversely affect your productivity or otherwise interfere with your duties to us. Any use must comply with this policy.

We may monitor your use of Centronic information Systems, including use of social media sites.

4. Business use of social media

If you are required or permitted to use social media sites while performing your duties for or on behalf of us, you should ensure that such use has appropriate authorisation and that it complies with the standards set out in this policy.

5. Responsible use of social media

You must not use social media in a way that might breach any of our policies, any express or implied contractual obligations, legislation, or regulatory requirements. Use of social media must comply with:

• the Equality, and Bullying & Harassment policies
• rules of relevant regulatory bodies
• contractual confidentiality requirements
• other key policies/requirements

In your use of social media, you must not:

• make disparaging or defamatory statements about us, our employees, clients, customers, or suppliers.
• harass, bully, or unlawfully discriminate in any way.
• use data obtained in the course of your employment with us in any way which breaches the provisions of the Data Protection Act 2018.
• breach copyright belonging to us.
• disclose any intellectual property, confidential or commercially sensitive information relating to our business.
• make statements which cause, or may cause, harm to our reputation or otherwise be prejudicial to our interests.

You should avoid using social media communications that might be misconstrued in a way that could damage our business reputation.

You should make it clear in personal postings that you are speaking on your own behalf, in particular write in the first person and use a personal e-mail address. If you disclose that you are an employee of us, you must state that your views do not represent those of your employer. For example, you could state, "the views in this posting do not represent the views of my employer".

Remember that you are personally responsible for what you communicate in social media. Often materials published will be widely accessible by the public and will remain accessible for a long time. If you are uncertain or concerned about the appropriateness of any statement or posting, you should discuss it with your manager before making the post.

This policy [does not] form[s] part of your terms and conditions of employment.

Version: [1.0]

Issue date: [date]

Author: [name, job title]