603 – SOCIAL MEDIA USE

The Company encourages employees to share information with co-workers and with those outside the Company for the purposes of gathering information, generating new ideas, and learning from the work of others. Social media provide inexpensive, informal, and timely ways to participate in an exchange of ideas and information. However, information posted on a website is available to the public and, therefore, the Company has established the following guidelines for employee participation in social media.

Note: As used in this policy, “social media” refers to blogs, forums, and social networking sites, such as Twitter, Facebook, LinkedIn, and YouTube among others.

Off-duty use of social media. Employees may maintain personal websites or web logs on their own time using their own facilities. Employees must ensure that social media activity does not interfere with their work. In general, the Company considers social media activities to be personal endeavors, and employees may use them to express their thoughts or promote their ideas as long as they do not conflict with Company policies or business.

On-duty use of social media. Employees may engage in social media activity during work time provided it is directly related to their work, approved by their manager, and does not identify or reference Company clients, customers, or vendors without express permission. The Company monitors employee use of Company computers and the Internet, including employee blogging and social networking activity.

Respect. Demonstrate respect for the dignity of the Company, its customers, its vendors, and its employees. A social media site is a public place, and employees should avoid inappropriate comments. For example, do not use ethnic slurs, personal insults, or obscenity, or use language that may be considered inflammatory. Even if a message is posted anonymously, it may be possible to trace it back to the sender. Employees must keep in mind that if they post information on a social media site that is in violation of Company policy and/or federal, state, or local law, any disclaimers (that the views of the employee posted on the site do not reflect the views of the Company/employer) will not shield them from disciplinary action. 

Competition. Employees should not use a social media to criticize the Company’s competition and should not use it to compete with the Company.

Confidentiality. Do not identify or reference Company clients, customers, or vendors without express permission. Employees may write about their jobs in general but may not disclose any confidential or proprietary information. For examples of confidential information, please refer to the confidentiality policy. When in doubt, ask before publishing.

Please remember that new ideas related to work, or the Company’s business belong to the Company. Do not post them on a social media site without the Company’s permission. 

Legal. Employees are expected to comply with all applicable laws, including but not limited to, copyright, trademark, and harassment laws.

Trademarks and copyrights. Do not use the Company’s or others’ trademarks on a social media site or reproduce the Company’s or others’ material without first obtaining permission. 

Discipline. Violations of this policy may result in discipline up to and including immediate termination of employment.

Note: Nothing in this policy is meant to, nor should it be interpreted to, in any way limit your rights under any applicable federal, state, or local law to engage in protected concerted activities with other employees to improve terms and conditions of employment, such as wages and benefits.

@2021 The DPI Group. Revision Dates: 02/10/2021 - The policies do not form a contract, express or implied, nor do they guarantee employment for any specific length of time. Employment with The DPI Group or any subsidiary is at-will. This means that either the employee or employer can terminate the employment relationship at any time, for any reason. No statements made by any supervisor or manager can alter this at-will relationship. The at-will relationship can only be changed through a signed written agreement that specifically sets forth the terms between the employee and the President/Chief Executive Officer of the Company.