Title: 
Headings: 
Sample
 
Social
 
Media
 
Policy
  

POLICY
  

PROCEDURES
  


Content: Sample
 
Social
 
Media
 
Policy
  
POLICY
  
This
 
policy
 
provides
 
guidance
 
for
 
employee
 
use
 
of
 
social
 
media,
 
which
 
should
 
be
 
broadly
 
understood
 
for
 
purposes
 
of
 
this
 
policy
 
to
 
include
 
blogs,
 
wikis,
 
microblogs,
 
message
 
boards,
 
chat
 
rooms,
 
electronic
 
newsletters,
 
online
 
forums,
 
social
 
networking
 
sites,
 
and
 
other
 
sites
 
and
 
services
 
that
 
permit
 
users
 
to
 
share
 
information
 
with
 
others
 
in
 
a
 
contemporaneous
 
manner. PROCEDURES
  
The
 
following
 
principles
 
apply
 
to
 
professional
 
use
 
of
 
social
 
media
 
on
 
behalf
 
of
 
[Company]
 
as
 
well
 
as
 
personal
 
use
 
of
 
social
 
media
 
when
 
referencing
 
[Company]. Employees
 
need
 
to
 
know
 
and
 
adhere
 
to
 
the
 
[Company’s
 
Code
 
of
 
Conduct,
 
Employee
 
Handbook,
 
and
 
other
 
company
 
policies]
 
when
 
using
 
social
 
media
 
in
 
reference
 
to
 
[Company]. Employees
 
should
 
be
 
aware
 
of
 
the
 
effect
 
their
 
actions
 
may
 
have
 
on
 
their
 
images,
 
as
 
well
 
as
 
[Company’s]
 
image. The
 
information
 
that
 
employees
 
post
 
or
 
publish
 
may
 
be
 
public
 
information
 
for
 
a
 
long
 
time. Employees
 
should
 
be
 
aware
 
that
 
[Company]
 
may
 
observe
 
content
 
and
 
information
 
made
 
available
 
by
 
employees
 
through
 
social
 
media. Employees
 
should
 
use
 
their
 
best
 
judgment
 
in
 
posting
 
material
 
that
 
is
 
neither
 
inappropriate
 
nor
 
harmful
 
to
 
[Company],
 
its
 
employees,
 
or
 
customers. Although
 
not
 
an
 
exclusive
 
list,
 
some
 
specific
 
examples
 
of
 
prohibited
 
social
 
media
 
conduct
 
include
 
posting
 
commentary,
 
content,
 
or
 
images
 
that
 
are
 
defamatory,
 
pornographic,
 
proprietary,
 
harassing,
 
libelous,
 
or
 
that
 
can
 
create
 
a
 
hostile
 
work
 
environment. Employees
 
are
 
not
 
to
 
publish,
 
post
 
or
 
release
 
any
 
information
 
that
 
is
 
considered
 
confidential
 
or
 
not
 
public. If
 
there
 
are
 
questions
 
about
 
what
 
is
 
considered
 
confidential,
 
employees
 
should
 
check
 
with
 
the
 
Human
 
Resources
 
Department
 
and/or
 
supervisor.