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 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 intend 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. That means that employees may not post words or images that could be construed as threatening, harassing, degrading, or offensive on social media. If employees have any questions about what is appropriate and what is not, please consult with any member of the management team. ● COPC suggests to employees when using social media, they add a disclaimer to their posts indicating the opinions the employee expresses on social media are those of the employee’s and do not necessarily represent the Company’s opinion.
● 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. ● If, through a social media outlet, employees are contacted by a member of the media seeking the Company’s official position on a matter, the Company strongly suggests, prior to responding, employees first contact their Direct Supervisor, the Marketing Department, or the Human Resources Department. This policy is not intended to restrict an employee’s right to discuss or act together to improve, wages, benefits and working conditions with co-workers or in any way restrict employees’ rights under the National Labor Relations Act. Violation of this policy may result in disciplinary action, up to and including termination of employment.
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Questions and concerns can be directed to your immediate supervisor, Human Resources (614) 304-2080 or the Compliance Hotline (866) 539-5813
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