Employees who create content or use Social Media for the Company’s business purposes must understand that they are contributing content on behalf of the Company, and, therefore, representing the Company. Such employees must adhere to the guidelines listed above, plus the following additional guidelines: Use caution and your best professional judgment when linking to third-party web sites or videos. Consult with the Marketing Department before responding to any business-related negative comments, posts, or content. Use proper grammar and spelling. Identify yourself as a Company employee while conducting business; failing to do so could be misleading to readers or viewers. Do not engage in covert advocacy for the Company. Whenever you provide content about the Company, identify yourself as a Company employee. The Company’s Facebook, Twitter and LinkedIn pages are the sole property of the Company. Employees who manage, monitor, or contribute to these pages on behalf of the Company must share the usernames and passwords for these pages with the Senior Vice President of Marketing and cease accessing such pages upon separation from employment. Covenants entered into by employees or others who have signed post- employment restrictive covenants with the Company (including, but not limited to confidentiality, non- disclosure, non-use, non-competition, non-solicitation, and works made for hire agreements) are applicable to the use of Social Media. Media Contacts If you are not authorized to speak on behalf of the Company by senior management of CREA, do not speak to the media on behalf of the Company. Direct all media inquiries for official Company responses to the Senior Retaliation or any other negative action is prohibited against anyone who, based on a reasonable belief, reports a possible deviation from this policy or cooperates in an investigation. Those who retaliate against others for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination. Exercise of Lawful Rights not Prohibited Nothing in this policy is designed to interfere with, restrain, or prevent employees from communications regarding wages, hours, or other terms and conditions of employment, or to restrain employees in exercising any other right protected by law. All employees have the right to engage in, or refrain from, such lawful activities. Vice President of Marketing. Retaliation and Your Rights
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