9 SOCIAL NETWORKING SITES AND BLOGS

9.1 SOCIAL MEDIA

Whilst social media can be used to strengthen the Employer’s brand and overall image of the business, work related issues or materials being placed on social media can adversely affect the Employer, a customer/client, colleague or others.

Social media is a mechanism for communication and sharing, rather than one specific program, activity or object. It is often a website or other electronic application that enable users to create and share content or to participate in social networking.

To protect the mutual interest of all involved, work related matters must not be placed on social media at any time either during or outside of working hours and this includes access via any mobile computer equipment, including mobile phone or other devices unless approved in advance. Work-related usually means that the Employer, its clients, suppliers, employees, contractors or any other associated parties can be identified and be in some way connected back to your relationship with the Employer.

Where you have been authorised in relation to work related matters, you must not bring the Employer, its clients, suppliers, contractors or any other associated parties into disrepute through the content of your usage. While representing the Employer on social media, it is expected that you will exhibit a professional and courteous attitude with clients, your colleagues, suppliers and other members of the public and ensure that you act in the Employer’s best interests at all times.

All employees are prohibited from using social media (whether on the Employer’s devices or their own personal device) during work time for personal reasons.

Any breach of this policy will be considered serious and may result in disciplinary action.

9.2 WHAT THIS POLICY COVERS

This policy sets out the Employer’s position on employees' use of social networking sites and blogs, whether conducted on Employer media and in work time or your own private media in your own time.

9.3 YOUR RESPONSIBILITIES

Social networking sites and blogs offer a useful means of keeping in touch with friends and colleagues, and they can be used to exchange views and thoughts on shared interests, both personal and work-related.

The Employer does not object to you setting up personal accounts on social networking sites or blogs on the internet, in your own time and using your own computer systems. However, you must not do so on Employer media or in work time.

You must not link your personal social networking accounts or blogs to the Employer's website. Any such links require the Employer's prior consent.

You must not disclose Employer secrets, breach copyright, defame the Employer or its clients, suppliers, customers or employees, or disclose personal data or information about any individual that could breach the Privacy Act 1988 on your blog or on your social networking site.

Social networking site posts or blogs should not be insulting or abusive to employees, suppliers, Employer contacts, clients or customers.

9.4 REFERENCES TO THE EMPLOYER

If reference is made to your employment or to the Employer, you should state to the reader that the views that you express are your views only and that they do not reflect the views of the Employer. You should include a notice such as the following:

'The views expressed on this website/blog are mine alone and do not reflect the views of my employer'

You should always be conscious of your duty as an employee to act in good faith and in the best interests of the Employer under Australian law. The Employer will not tolerate criticisms posted in messages in the public domain or on blogs about the Employer or any other person connected to the Employer.

You should note that the Employer adopts a zero tolerance stance towards any use of social media which constitutes bullying or harassment, you should refer to the Employer’s Bullying and Harassment policy for further information.

You must not bring the Employer, its clients, suppliers, contractors or any other associated parties into disrepute through the content of your website entries or your blogs.

Any misuse of social networking sites or blogs as mentioned above may be regarded as a disciplinary offence and may result in dismissal without notice.

You should be aware that any information contained in social networking sites may be used in evidence, if relevant, to any disciplinary proceedings.

9.5 THIRD PARTIES

You must not disclose any information that is confidential or proprietary to the Employer or to any third party that has disclosed information to the Employer.

9.6 PROCEDURE

Breaches of this policy will be dealt with under the Employer's Disciplinary Procedure. You should be aware that the Employer regards breach of any part of this policy as gross misconduct that may result in disciplinary action up to and including dismissal without notice.