_________________________

Introduction

_________________________ (the “Employer”) recognizes social media’s significant role and growing influence in our professional and personal lives. Social media provides every individual with a platform to share their thoughts, opinions, and beliefs, but it has its limitations and risks. This Social Media Policy (the “Policy”) sets out the Employer’s rules, procedures, and expectations for employees’ social media access and use. The Policy is set in place to protect both the employees and the Employer, including its brand, reputation, and privacy.

Unless otherwise provided in this Policy, this Policy replaces any social media policies previously issued by the Employer.

The Employer reserves the right to amend or modify this Policy in the future to accommodate any changes in the use of social media in the workplace. Any changes to the Policy will be communicated to employees in a timely manner.  

Scope

1. Definition of Social Media
   

   “Social Media” includes any form of electronic communication used to share information, messages, ideas, photos, videos, and other content. This may include, but is not limited to, social networking sites, image-sharing networks, video-streaming platforms, blogs, and discussion forums.

2. Covered Employees
   

   The Policy applies to all employees of the Employer.

3. Reason, Place, and Time for Social Media Use
   

   This Policy covers the Employees’ use of social media for professional or personal reasons, while in or outside the workplace. This Policy applies at all times, including outside work hours.

Policies

1. Online and Social Media Etiquette
   

   Employees are expected to be responsible and always maintain a high level of professionalism when posting on Social Media. Employees are encouraged to always think before they post and to consider any potential impact their posts may have on the Employer, the management, their fellow employees, and themselves.
   
   Employees should refer to the Code of Conduct, or exercise their discretion and best judgment when faced with situations not specified in this Policy.

2. Inappropriate Use of Social Media
   

   The Employer strongly prohibits discrimination or harassment of any kind, including on Social Media. Harassment includes but is not limited to:
   

   • Unwelcome conduct towards another that offends or humiliates them and is based on their protected status (e.g. race, age, color, sex, religion, creed, national origin, marital status, disability, or any other status protected by law);

   • Behavior that creates a hostile or abusive environment, such as bullying, stalking, or uttering threats; and

   • Unwelcome sexual advances, requests for sexual favors, and sending inappropriate sexual messages.

3. Personal Social Media Accounts
   
   1. Access During Work Hours
      

      Employees are not permitted to access their personal Social Media accounts during work hours, excluding break times.

   2. Use of Company Property
      

      Employees are not permitted to use company property (“Company Property”) to access their personal Social Media accounts.
      
      Company Property includes, but is not limited to, computers, tablets, or mobile devices.
      

   3. Use of Work Email Addresses
      

      Employees may not use their work email addresses to register or create personal Social Media accounts.

4. Posting Rules
   
   1. Protected Concerted Activity
      

      Employees have the right to engage in protected concerted activity for purposes of collective bargaining. Employees may use social media as a form of protected concerted activity, and they can discuss work-related issues and share information about pay, benefits, and working conditions with their co-workers or a labor union.
      
      Employees who engage in protected concerted activities are not violating this Policy and will not be subjected to disciplinary action, except when:
      

      1. Employees who are part of the activity make deliberately false or offensive claims about their employer;
         
      2. Employees who are part of the activity post comments or statements tarnishing their employer's reputation without relating their complaints to any labor issue; or
         
      3. An employee individually posts their complaints, which are unrelated to a group activity among employees.
         
   2. Confidential Information
      

      Unless authorized, Employees shall not disclose any Confidential Information on Social Media. Confidential information includes proprietary information, intellectual property, trade secrets, financial data, sensitive information about or related to the Employer and its clients, customers, subcontractors, and Employees, and any other non-public information (the “Confidential Information”).
      
      Unauthorized disclosure of Confidential Information may cause serious and irreparable harm to the Employer, including reputational damage, financial loss, and legal issues.
      
      Employees who disclose Confidential Information without authorization will be subject to disciplinary action and legal action, if necessary.

   3. False or Misleading Information
      

      The Employer strictly prohibits Employees from spreading false or misleading information about the Employer, its management, clients or customers, subcontractors, employees, and competitors.
      
      False or misleading information could potentially harm or impact the Employer’s brand or reputation. Employees who violate this rule will be subject to disciplinary actions and legal action, if necessary.  
      
      If you encounter any information and are unsure if it is accurate, you are encouraged to speak to your immediate supervisor to verify the information and determine the next appropriate steps.
      

Disciplinary Actions

The Employer will promptly assess and investigate any reports of violations made by an employee on a case-by-case basis. The Employer will consider the context of the post, the language used in the post, and any applicable laws, regulations, or public policies, when determining the appropriate disciplinary action.

Employees who violate the Policy will be subject to disciplinary action.

The Employer may also take legal action against Employees who harm the Employer’s name or reputation, or breach any applicable laws.

If you are aware of or have reason to believe that an employee violated or is violating this Policy, please immediately inform _________________________________, _________________________.

Governing Law

This Policy will be construed in accordance with and governed by the laws of the State of Alabama.

Inquiries

If you have any questions about the Policy, please talk to your immediate supervisor, or contact _________________________________, _________________________ at _________________________________.