9.3
Social Media Use Policy COPC understands that employees access social media accounts. While social media creates opportunities for communication and collaboration, it also creates responsibilities for COPC employees. This policy sets forth appropriate social media use for public social media accounts and those with patient and employee facing content. For purposes of this policy, social media includes technology which enables individuals to communicate over the internet and share information. While new forms of social media emerge frequently, examples of social media may include, but are not limited to, websites such as LinkedIn, Facebook, Twitter, YouTube, Instagram, and blogs the employee writes or blogs upon which the employee may comment. Use of social media is subject to the following rules: ● For performance, privacy and security reasons, personal use of social media on Company- owned devices and/or while employees are on working time is prohibited. You can expect no right of privacy while accessing social media at work or on company owned equipment. ● Employees are prohibited from using the COPC email addresses assigned for work- related purposes, when registering on social networks, blogs, or any online tools the employee intends to use for personal use. ● When an employee uses any form of social media, COPC expects the employee will do so in a professional and responsible manner, in accordance with all Company policies and procedures. ● COPC expects all employees to treat each other and our patients with civility and respect and this includes any form of social media communications. Employees are expected to exercise discretion and professionalism when sharing opinions on social media. While everyone has the right to express personal beliefs, employees may not post words or images that could be construed as threatening, harassing, degrading, or offensive on social media. Content that is inflammatory, derogatory, or disrespectful toward individuals or groups with differing views can undermine the respectful, inclusive environment we strive to maintain.
○ Given that our employees serve a diverse patient population and work
alongside colleagues with a wide range of perspectives, it is especially important to avoid: • Using language or images, engaging in arguments or commentary that could be perceived as hostile, mocking, or offensive to those with opposing beliefs. • Posting opinions in ways that could reflect poorly on the workplace or suggest bias, exclusion, or judgment toward others. ○ Employees are encouraged to be thoughtful about how their online presence may be perceived by a reasonable person, especially when publicly visible or connected in any way to their professional identity. ○ It is acceptable to share content that is educational, informative, and aligned with COPC’s mission to support health, wellness, and respectful dialogue. Employees should ensure that such content is accurate, presented professionally, and free of judgement or bias. ● In accordance with the COPC Confidentiality Agreement, employees are prohibited from disseminating the Company’s confidential or non-public, proprietary information. ● Employees are prohibited from the use of social media to post comments about co-workers and patients which may violate the Company’s policy against discrimination, harassment, or confidentiality. ● When using social media for business-related purposes, employees are prohibited from using slurs, personal insults or obscenities or engaging in any conduct that violates the Company’s policy against discrimination, harassment, or confidentiality. ● All copyright and other intellectual property laws must be adhered to without exception. 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 should always be respected and adhered to. ● Employees may never disclose confidential or proprietary information regarding patients or individuals with whom the Company does business without their prior consent.
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