Section 4.0305-00 Social Media/Blogging/Social Networking Policy
This blogging/social networking/social media policy is intended to respect employees’ rights to personal expression while limiting NCBA CLUSA’s legal liability and protecting NCBA CLUSA’s proprietary information and business interests. Importantly, this policy applies to all NCBA CLUSA employees, and pertains to blogging/social media/social networking:
- Performed both on and off NCBA CLUSA time;
- Performed both on and off NCBA CLUSA’s premises; and
- Regardless of whether it is performed on NCBA CLUSA equipment (computers, smartphones, tablets, etc.), or on the employee’s or any third party’s equipment.
For purposes of this policy, the term “social networking” includes, but is not limited to, the use or viewing of such sites as Facebook, Twitter and LinkedIn.
If employees use NCBA CLUSA’s systems for social networking, employees may only access and post to blogs, social networks, and social media during non-working time.
Blogs/posts may not contain any content that:
- violates any laws, including laws pertaining to intellectual property;
- infringes any third party rights (including intellectual property rights);
- is defamatory or libelous or might be construed as harassment or disparagement in violation of NCBA CLUSA policy on the basis of race, color, religion, sex, sexual orientation, national origin, age, disability, genetic information, or any other status protected by applicable law;
- discloses security information relating to NCBA CLUSA or its affiliates, as it may place employees and those with whom we work at an undue safety risk;
- discloses information relating to accidents or incidents where there is a pending law enforcement investigation, for the safety and security of those with whom we work;
- discloses any trade secrets, "insider information" or similar confidential or proprietary information of NCBA CLUSA; or
- Supports or comments favorably on a competitor of NCBA CLUSA or its affiliates.
- The following are permitted only with the express prior written permission of the Chief Human Resources Officer or the CEO:
- Blogs or social networking that represent or imply sponsorship or support by NCBA CLUSA;
- Blogs or social networking that use any logos or trademarks of NCBA CLUSA or its affiliates in any manner that expresses or implies that the communication is from or is endorsed by NCBA CLUSA; or
- Blogs or social networking that use NCBA CLUSA’s time, facilities, resources, or supplies unless approved by your supervisor or manager in advance.
If a blog or social networking post refers to NCBA CLUSA or its operations, personnel, products, activities or services, and the employee’s name is generally associated by the general public with NCBA CLUSA (an employee who is unsure of whether this applies to him or her should consult the Chief Human Resources Officer or the CEO), the employee blogger/poster must (i) notify the Chief Human Resources Officer or the CEO of the existence of the blog or post, and (ii) include a statement in the blog/post that all views expressed are those of the blogger/poster and have not been reviewed or approved by NCBA CLUSA. Similarly, if an employee blogs or otherwise posts online an endorsement of NCBA CLUSA or its activities, services or products, the employee must
identify themselves as an NCBA CLUSA employee.
Unless an employee is blogging or posting as part of his or her job, blogs or posts may not be crafted so as to appear as if they were being made by NCBA CLUSA or on its behalf. If any blog or post would appear as if it is being made on behalf of NCBA CLUSA, the blogger/poster must include a statement in the blog/post that all views expressed are those of the blogger/poster and have not been reviewed or approved by NCBA CLUSA.
Management reserves the right to require an employee to stop posting any blog or post which contains content that it deems to violate this policy.
This policy is a statement of legal and ethical principles for individual and business conduct. Failure to comply with this policy may subject an employee to disciplinary action, up to and including termination of employment. If you have any questions regarding this policy, please contact the Chief Human Resources Officer or the CEO.
Nothing in this policy is meant to prevent employees from discussing the terms and conditions of their employment as permitted by law or engaging in any other activities protected under Section 7 of the National Labor Relations Act or any other applicable federal, state or local law.