Best Practices Document

Incorporating and facilitating “Best Practices” in social media for company named “MP Corporation”

Don’t use your personal social media during your shift.  We all have a job to do and it’s easy to get wrapped up in social media, causing decreased productivity.  Don’t make personal social media accounts with your official work email unless it’s work related.  You must maintain professionalism at all time, both personal and professional.  Our contracted third party has the authorization to review your social media content to see if it’s violating any of our policies.  In addition, employees will not log into their personal social media accounts on any of the company’s computer equipment or devices.  Employees will not engage in posting negative comments about this corporation, as it may create misperception , risking damaging the corporation’s image.

Consequences:

Anyone caught using their personal devices during work hours will be verbally reprimanded.  Additional violations may result in a writeup, at the discretion of the supervisor.  Using company’s equipment’s or devices to access personal media is an automatic writeup.  Additional violations may lead to termination.  Anyone making disparaging comments about the corporation will be placed on unpaid administrative leave pending review for a major writeup or termination.

We have ethical policies in place, so we expect you to adhere to them, both personal and professional accounts.  As per federal law, there will be no tolerance for racism against other people, their religion, sexual orientation, etc.  Employees will be mindful on their professional account to always be nice to other people.  Any negative or angry comments could be viewed as harassment or cyberbullying.  This goes for both collaborating with other employees or, our clients/consumers.  If an employee comes across an irate client, do not respond, but rather, in for the social media department immediately and allow them to manage it.

Consequences:

Any negative deemed negative by the social media department or supervisor will be reviewed, resulting in either a verbal or written writeup, depending on the severity, could result in termination.  Any ethnic violation, if minor, will be an automatic writeup.  If ethical violation is severe and intentional, regardless of whether it’s the employee’s personal or professional account, it is automatic termination.  If an employees engages in a conflict irate consumer, and doesn’t inform the social media department could be either a verbal or writeup.  If this said conversation damages the company’s image in any way, it is automatically placed on unpaid administrative leave pending review, resulting in either a writeup or termination.

The employee will not engage in releasing confidential and sensitive information outside of the workplace.  This includes following HIPPA, client’s list, non-public financials, business strategies, legal matters, and marketing and sale plans.  HIPPA violations can have severe consequences.  Protecting our clients is important, this includes even being mindful and thanking them for their business as the consumer may have wanted to keep that private.  Releasing the corporation’s legal issues, non-public financials, and sales plan could lead to a negative disadvantage to the corporation.

Minor infractions will be either verbal or a write-up, such as unintentionally thanking a customer by name for their business.  Medium infractions is unintentionally sharing confidential information, such as unauthorized confirmation on the public suspicion of a new product coming out, will result in an automatic writeup.  If a medium infraction jeopardizes the corporation in any way, this may lead to termination.  Anyone caught intentionally releasing confidential information will automatically be terminated and prosecuted if any laws are broken.

Employees must follow the guidelines when using created social media content.  Check to make sure whether it’s copyrighted or not.  If so, get permission, then acknowledge them in your work.  The failure of doing so could have legal consequences.  Employees will be made aware that everything can be copyrighted, such as images, music, photos, and graphics.  When in doubt, don’t use it and create your own.  Also be mindful of your published work, check it through the certified scanner, to ensure your work doesn’t trigger plagiarism.  This could also cause legal implications with the corporation.   

Consequences:

Any violation of copyright laws will not be tolerated and will result at a minimum in a writeup.  If legal matter resulted from an employee violating copyright laws will be terminated.  This also applies to plagiarism.  Unintended and minor infraction of plagiarism will result in a writeup.  Intentional and major infractions will result in termination.

Social medial policies is laid out in the employee’s handbook in Section 3.  Every new hire will sign a form acknowledging the social media policies and a third party partner monitors employee’s personal and professional social media accounts.  The social media policies can also be found on video in our private YouTube library.  Employees are required to attend three social media training courses every 4 months, 3 times a year.  When in doubt, ask a supervisor because we take social media seriously.

We have a social media department.  They’re a part of human resource division.  They’re responsible for maintaining and enforcing policies.  Any accusation of social media policy violation will be written and submitted to the social media department’s disciplinary team for administrative review.  One appeal will be allowed.  Appeals are reviewed by the VP and/or assistant VP of the human resource division.  Their decision is final.

https://www.techtarget.com/whatis/feature/9-essential-social-media-guidelines-for-employees

https://www.insperity.com/blog/social-media-policy-for-employees/?pid=AdwordsWO_Search-TF-DSA&cid=7014x000000QbJvAAK&kw=&utm_source=google&utm_medium=cpc&utm_campaign=M2023_ALL_RETRO_AO-WO_SRCH-PD-GOOG&customer_id=855-678-2386&gad_source=1&gad_campaignid=21862396697&gbraid=0AAAAADpcGv9AwceE4ot7ck3Hc8QZujwJw&gclid=Cj0KCQjwt8zABhDKARIsAHXuD7YdKE5j8fZlLriFhaj27wjC3r6YbNh-h-kU_crLWlknJ2mc1ITEyJoaAmUoEALw_wcB

https://www.forbes.com/sites/american-cancer-society/2025/03/12/celebrating-the-power-of-partnership