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Enter the full name of the employer (such as the company or other organisation) to which this social media policy applies. This employer will be referred to as the "employer" in subsequent questions.

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SOCIAL MEDIA POLICY

________ (ACN.................................................) ("Employer")


Effective date: ________


(1) COMMITMENTS

We are committed to providing all Employees with a professional workplace which is pleasant, safe, inclusive and fulfilling.

We respect the rights of our Employees to engage in public discussion and debate on social media or otherwise.

We also expect that our Employees will at all times act professionally and ethically on social media, will honour their obligations to us, and will act in a way that maintains our professional standards and reflects our values.

Your personal activity on the internet may be subject to this Social Media Policy ("Policy") if it impacts the business of our organisation, our Employees, or your work at our organisation.

Please take the time to read and review this Policy as thoroughly as possible. If you have any questions, please reach out to your manager or supervisor.


(2) SOCIAL MEDIA

(a) In the context of this Policy, "Social Media" means mobile and web-based applications for user-generated content, communication, and social interaction.

(b) This Policy covers all Social Media services, platforms and applications including but not limited to:

(I) social networking sites such as Facebook, Twitter, Instagram, Reddit or Snapchat;

(II) video sharing sites such as YouTube, Vimeo or TikTok;

(III) professional networking sites such as LinkedIn;

(IV) online collaborations such as Slack, Wikipedia, or Google Groups;

(V) forums, discussion boards, blogs, online communities, and review sites;

(VI) blogging, vlogging, podcasting or other similar activity;

(VII) other Social Media services or platforms which may not exist as at the date of this Policy but may be created or developed in future;

(VIII) commenting, liking, following, sharing or other similar activity in relation to content on any social media service or platform.


(3) APPLICATION OF POLICY

(a) This Policy applies to all of our employees, including full time, part time and casual employees, temporary employees, permanent employees, managers, supervisors, interns and apprentices, student trainees, volunteers and other representatives of our organisation as well as any persons in the role of director or secretary for our organisation (together hereinafter "Employees").

(b) This Policy will cover the following:

(I) Employee Social Media activities while at work;

(II) use of Social Media by Employees in the course of performing their duties for us;

(III) Employee Social Media activities while using our property, resources or electronic devices;

(IV) restrictions on representing our organisation online;

(V) Employee Social Media activities as a private citizen, while on their own time and not using our property, resources or electronic devices.


(4) EMPLOYEE ACKNOWLEDGEMENTS

(a) All Employees understand and acknowledge that any content posted on Social Media is public and may be distributed worldwide.

(b) All Employees understand and acknowledge that this Policy asks them to assume that all of their online activities are publicly visible and available at any given time.

(c) All Employees understand and acknowledge that any content posted on Social Media which reflects negatively on us, has the potential to significantly harm our business and reputation, whether or not that content is published during work hours, or on the Employee's own time and whether it is published through our Social Media account, or through the Employee's own Social Media account.


(5) PERSONAL SOCIAL MEDIA AND EMAIL USE WHILE ON DUTY

(a) Employees are not permitted to use Social Media while on duty, except with the express permission of a manager or supervisor.

(b) Employees are not permitted to use personal email or conduct other personal internet activity while on duty, except with the express permission of a manager or supervisor.


(6) WORK RELATED SOCIAL MEDIA USE

(a) We may choose to use Social Media or other internet based platforms to assist with the marketing and promotion of our business. If this occurs then we may ask Employees to assist with or support that marketing and promotional activity (for example, by liking or sharing our posts).

(b) In the event that we permit or require Employees to use Social Media in connection with their work (for example, by responding to customer service matters via Social Media platforms):

(I) We reserve the right to any "friends", "followers", or Social Media contacts, email addresses or other contacts that Employees gain through Social Media in connection with their work; and

(II) An Employee's work related Social Media activity may be monitored.


(7) REPRESENTING OUR ORGANISATION ONLINE

(a) Employees may not make a comment, present an opinion, or portray themselves as a representative of our organisation, unless they are specifically authorised in writing by us to do so.

(b) Employees who are permitted to access our social media accounts in order to post content online will be specifically notified as such in writing. If an Employee is not notified in this manner, they may not use our organisation's official Social Media accounts or represent our organisation online in any way.

(c) If an Employee is permitted to officially represent our organisation online, they must:

(I) be professional, respectful and polite;

(II) act in accordance with the best social networking methods at all times;

(III) respect the perspectives and opinions of others;

(IV) listen and respond to customer feedback courteously and professionally;

(V) never get into arguments with customers or clients;

(VI) avoid making promises - if Employees are dealing with a customer service issue, always offer to speak to the customer or client on the phone, rather than making express promises online;

(VII) do not answer questions that are not within their expertise. If they need help from senior managers, they should ask before they post;

(VIII) follow all of our organisation's written guidelines, such as our employee handbook, privacy policy, and any other written documents;

(IX) remain in constant contact with any relevant member(s) of our marketing team regarding content they post;

(X) avoid deleting customer or client comments or questions, even if they disagree with them;

(XI) never share our sensitive or confidential information, even if it is not subject to a written policy. Confidentiality is further addressed under the "Confidentiality" section, below;

(XII) not post anything involving any form of discrimination, bullying or harassment. Do not post anything involving any content which incites violence or which is abusive, sexist, racist, hateful, threatening, defamatory, offensive, or obscene. Discrimination, bullying and harassment are further addressed under the "Discrimination, bullying and harassment" section, below;

(XIII) correct false information about our organisation as soon as possible.
Never violate the intellectual property rights of any third party. Obtain proper permission to use any content, and always use the correct attribution form.


(8) PERSONAL SOCIAL MEDIA USE WHILE OFF DUTY

(a) We recognise that Employees, as private citizens, may engage in public discussion and debate on Social Media or otherwise.

(b) If using Social Media, sending emails, or conducting other internet activity while off duty, Employees have a responsibility of privacy and confidentiality towards us, and must not do anything which may harm us in any way, such as by harming our reputation or by releasing sensitive or confidential information.


(9) INTELLECTUAL PROPERTY

(a) All of our copyrights, proprietary information, trademarks and intellectual property must be respected and maintained with the utmost confidentiality while using Social Media.

(b) Employees may not use our logos, imagery, branding, business name, email addresses or other intellectual property in connection with their personal Social Media use.


(10) CONFIDENTIALITY

(a) Employees may not discuss any private, sensitive or confidential information about or related to our organisation on any Social Media. This includes but is not limited to information about our operations, activities, security, future plans, challenges, customers, clients, employees, prices, debts, obligations, profits, general finances, or any other information which may reasonably be considered to be private, sensitive or confidential, or which is declared by us to be private, sensitive or confidential.

(b) Employees may not publish or share any photographs of any other Employees, customers, clients, partners or affiliates on any Social Media except with the express permission of that person and their manager or supervisor.

(c) Employees may not discuss any other Employees, customers, clients, partners or affiliates on any Social Media except with the express permission of that person and their manager or supervisor.

(d) Employees may not identify any other Employees customers, clients, partners or affiliates on any Social Media except with the express permission of that person and their manager or supervisor.

(e) Employees may not discuss their or any other Employee's work conditions, work conditions or rate of remuneration on any Social Media.


(11) DISCRIMINATION, BULLYING AND SEXUAL HARASSMENT

(a) Discrimination, bullying and sexual harassment are not accepted at our organisation, whether they occur in our workplace generally, or via Social Media, and whether they occur during ordinary work hours, or outside of ordinary work hours.

(b) In addition to this Policy, Employees are required to be familiar with, and to comply with, our Discrimination Policy. Our Discrimination Policy sets out our specific rules in relation to bullying and sexual harassment, which apply to our workplace generally as well as to Employee use of Social Media.

(c) Employees must not engage in discrimination, bullying or harassment towards any other Employee via Social Media.

(d) Employees must not engage in any Social Media activity with any other Employee involving any content which incites violence or which is abusive, sexist, racist, hateful, threatening, defamatory, offensive, or obscene.

(e) If representing our organisation online, Employees must not engage in any form of discrimination, bullying or harassment.

(f) If representing our organisation online, Employees must not post anything involving any content which incites violence or which is abusive, sexist, racist, hateful, threatening, defamatory, offensive, or obscene.


(12) SECURITY PRACTICES

(a) Employees must take all reasonable security precautions when using Social Media in connection with their work.

(b) Employees hereby acknowledge and agree that Social Media platforms may contain a large amount of personal information and may pose security risks.

(c) Employees must make use of any relevant privacy settings, security settings or other settings in order to minimise any security risks when using Social Media in connection with their work.

(d) Employees must proactively take any other reasonable steps in order to minimise any security risks when using Social Media in connection with their work, for example by restricting the information that they share on Social Media or that they provide when registering accounts on Social Media platforms, using suitable passwords, and regularly changing passwords.


(13) 558888885 288 588582 25858 555 258588228

(________) 2522 58822 528858 22585, 522822228 552 222 225282225 22:

(a) 2588885 25 85552 522 25222255258 22 522 22525 522822228, 858222258, 8882228, 25522258 25 5228885228 22 522 528858 22585 258222 8825 252 2525288 2252888822 22 25285 2525225 25 8522588825;

(b) 5888588 522 522822228, 858222258, 8882228, 25522258 25 5228885228 22 522 528858 22585 258222 8825 252 2525288 2252888822 22 25285 2525225 25 8522588825;

(c) 5888588 25 82225288522 8825 522 52282222 885 522 528858 22585 82 522 852 85885 82585 5258225882 82 8228852525 5555882222 25 85882822;

(d) 5888588 25285 25 522 22525 52282222'8 8252 8225828228 22 522 528858 22585;

(e) 5888588 522 2588522, 822882882 25 822285222858 82225252822 58252 25 5285225 22 255 252528852822 22 522 528858 22585;

(f) 85222822 2522828828 58 52 52282222 22 255 252528852822, 528288 2522 552 5525258825 22 52 82;

(g) 858288882 25 82228582 58252 255 252528852822, 25 522 22525 522822228, 858222258, 8882228, 25522258 25 5228885228 22 528858 22585;

(h) 2522 5 8222222, 2528222 52 2282822, 25 52 52225822 2882 85885 825828 22 525252822 25 8222555882 252 258888 2258222822 22 255 252528852822 82 522 852, 225 2552282 82 8522282822 2552 255 522822228 52 222 52522 8825 25 8888 222 822822222 255 22888828 25 2528255528.

(________) 52 252 28222 2552 522822228 5582 2522258 5285225 22 25285 8252 2552 2522 2225 22 5888588, 2522 252 52252585 5 2525225 25 8522588825 225 5 822285222858 5888588822.

(________) 888 255 528858 22585 58825228 8888 522582 28225 82 255 252528852822, 5225558288 22 522 5525258852822 52 52282222 252 5282882 22 2282 22 2522.

(________) 822 22585 828585828 52 52282222 52828828 522555822 255 252528852822 2582 82 58528225 22 5 2525225, 8522588825, 25 255222822 2252 82225852282. 522822228 252 222 5282225 22 522 22585 828585828 8825252 2525288 8582222 5525258852822 2522 58.

(________) 522822228 552 8225882 52822288882 225 52225822 2522 2282 22 25285 22582258 528858 22585 58825228, 828855822 2588552 22 58888282 5285282285828 82 255222822, 25 2282822 58252 522 52858258 58288822. 52 522822228 8828522 522 8588 85882 2282822 22 255 528858 22585 58825228, 2522 252 82 52858525 22 825222822 58 225 522 5525228 855825.


(14) BREACH

(a) Behaviour that breaches this Policy is strictly unacceptable at our organisation.

(b) If any Employee breaches this Policy, the following disciplinary procedures may apply:

(I) a formal warning;

(II) a requirement to provide an apology (either verbal or in writing);

(III) a requirement to attend discrimination related training;

(IV) a requirement to attend counselling;

(V) demotion;

(VI) a missed opportunity for promotion;

(VII) suspension;

(VIII) termination.

(c) These disciplinary procedures will apply equally and fairly to any Employee who breaches this Policy, regardless of that Employee's position or seniority at our organisation.


(15) REPORTING

(i) All Employees are required to comply with this Policy.

(j) Employees have a duty to proactively report any breach of this Policy to us.

(k) We take breaches of this Policy seriously. We encourage any Employee who believes a breach may have occurred, to address it promptly.

(l) In the event that an Employee reports a breach of this Policy, we will handle the reported breach sensitively and confidentially.


(16) HOW TO MAKE A REPORT OR SEEK ASSISTANCE

Employees may contact a supervisor or manager for a confidential discussion in relation to this Policy.


(17) ACKNOWLEDGEMENT

By signing below, the Employee acknowledges having read and understood this Policy, and the Employee agrees to be bound by this Policy:


.......................................................
Employee Signature


.......................................................
Employee Name


.......................................................
Date

See your document
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SOCIAL MEDIA POLICY

________ (ACN.................................................) ("Employer")


Effective date: ________


(1) COMMITMENTS

We are committed to providing all Employees with a professional workplace which is pleasant, safe, inclusive and fulfilling.

We respect the rights of our Employees to engage in public discussion and debate on social media or otherwise.

We also expect that our Employees will at all times act professionally and ethically on social media, will honour their obligations to us, and will act in a way that maintains our professional standards and reflects our values.

Your personal activity on the internet may be subject to this Social Media Policy ("Policy") if it impacts the business of our organisation, our Employees, or your work at our organisation.

Please take the time to read and review this Policy as thoroughly as possible. If you have any questions, please reach out to your manager or supervisor.


(2) SOCIAL MEDIA

(a) In the context of this Policy, "Social Media" means mobile and web-based applications for user-generated content, communication, and social interaction.

(b) This Policy covers all Social Media services, platforms and applications including but not limited to:

(I) social networking sites such as Facebook, Twitter, Instagram, Reddit or Snapchat;

(II) video sharing sites such as YouTube, Vimeo or TikTok;

(III) professional networking sites such as LinkedIn;

(IV) online collaborations such as Slack, Wikipedia, or Google Groups;

(V) forums, discussion boards, blogs, online communities, and review sites;

(VI) blogging, vlogging, podcasting or other similar activity;

(VII) other Social Media services or platforms which may not exist as at the date of this Policy but may be created or developed in future;

(VIII) commenting, liking, following, sharing or other similar activity in relation to content on any social media service or platform.


(3) APPLICATION OF POLICY

(a) This Policy applies to all of our employees, including full time, part time and casual employees, temporary employees, permanent employees, managers, supervisors, interns and apprentices, student trainees, volunteers and other representatives of our organisation as well as any persons in the role of director or secretary for our organisation (together hereinafter "Employees").

(b) This Policy will cover the following:

(I) Employee Social Media activities while at work;

(II) use of Social Media by Employees in the course of performing their duties for us;

(III) Employee Social Media activities while using our property, resources or electronic devices;

(IV) restrictions on representing our organisation online;

(V) Employee Social Media activities as a private citizen, while on their own time and not using our property, resources or electronic devices.


(4) EMPLOYEE ACKNOWLEDGEMENTS

(a) All Employees understand and acknowledge that any content posted on Social Media is public and may be distributed worldwide.

(b) All Employees understand and acknowledge that this Policy asks them to assume that all of their online activities are publicly visible and available at any given time.

(c) All Employees understand and acknowledge that any content posted on Social Media which reflects negatively on us, has the potential to significantly harm our business and reputation, whether or not that content is published during work hours, or on the Employee's own time and whether it is published through our Social Media account, or through the Employee's own Social Media account.


(5) PERSONAL SOCIAL MEDIA AND EMAIL USE WHILE ON DUTY

(a) Employees are not permitted to use Social Media while on duty, except with the express permission of a manager or supervisor.

(b) Employees are not permitted to use personal email or conduct other personal internet activity while on duty, except with the express permission of a manager or supervisor.


(6) WORK RELATED SOCIAL MEDIA USE

(a) We may choose to use Social Media or other internet based platforms to assist with the marketing and promotion of our business. If this occurs then we may ask Employees to assist with or support that marketing and promotional activity (for example, by liking or sharing our posts).

(b) In the event that we permit or require Employees to use Social Media in connection with their work (for example, by responding to customer service matters via Social Media platforms):

(I) We reserve the right to any "friends", "followers", or Social Media contacts, email addresses or other contacts that Employees gain through Social Media in connection with their work; and

(II) An Employee's work related Social Media activity may be monitored.


(7) REPRESENTING OUR ORGANISATION ONLINE

(a) Employees may not make a comment, present an opinion, or portray themselves as a representative of our organisation, unless they are specifically authorised in writing by us to do so.

(b) Employees who are permitted to access our social media accounts in order to post content online will be specifically notified as such in writing. If an Employee is not notified in this manner, they may not use our organisation's official Social Media accounts or represent our organisation online in any way.

(c) If an Employee is permitted to officially represent our organisation online, they must:

(I) be professional, respectful and polite;

(II) act in accordance with the best social networking methods at all times;

(III) respect the perspectives and opinions of others;

(IV) listen and respond to customer feedback courteously and professionally;

(V) never get into arguments with customers or clients;

(VI) avoid making promises - if Employees are dealing with a customer service issue, always offer to speak to the customer or client on the phone, rather than making express promises online;

(VII) do not answer questions that are not within their expertise. If they need help from senior managers, they should ask before they post;

(VIII) follow all of our organisation's written guidelines, such as our employee handbook, privacy policy, and any other written documents;

(IX) remain in constant contact with any relevant member(s) of our marketing team regarding content they post;

(X) avoid deleting customer or client comments or questions, even if they disagree with them;

(XI) never share our sensitive or confidential information, even if it is not subject to a written policy. Confidentiality is further addressed under the "Confidentiality" section, below;

(XII) not post anything involving any form of discrimination, bullying or harassment. Do not post anything involving any content which incites violence or which is abusive, sexist, racist, hateful, threatening, defamatory, offensive, or obscene. Discrimination, bullying and harassment are further addressed under the "Discrimination, bullying and harassment" section, below;

(XIII) correct false information about our organisation as soon as possible.
Never violate the intellectual property rights of any third party. Obtain proper permission to use any content, and always use the correct attribution form.


(8) PERSONAL SOCIAL MEDIA USE WHILE OFF DUTY

(a) We recognise that Employees, as private citizens, may engage in public discussion and debate on Social Media or otherwise.

(b) If using Social Media, sending emails, or conducting other internet activity while off duty, Employees have a responsibility of privacy and confidentiality towards us, and must not do anything which may harm us in any way, such as by harming our reputation or by releasing sensitive or confidential information.


(9) INTELLECTUAL PROPERTY

(a) All of our copyrights, proprietary information, trademarks and intellectual property must be respected and maintained with the utmost confidentiality while using Social Media.

(b) Employees may not use our logos, imagery, branding, business name, email addresses or other intellectual property in connection with their personal Social Media use.


(10) CONFIDENTIALITY

(a) Employees may not discuss any private, sensitive or confidential information about or related to our organisation on any Social Media. This includes but is not limited to information about our operations, activities, security, future plans, challenges, customers, clients, employees, prices, debts, obligations, profits, general finances, or any other information which may reasonably be considered to be private, sensitive or confidential, or which is declared by us to be private, sensitive or confidential.

(b) Employees may not publish or share any photographs of any other Employees, customers, clients, partners or affiliates on any Social Media except with the express permission of that person and their manager or supervisor.

(c) Employees may not discuss any other Employees, customers, clients, partners or affiliates on any Social Media except with the express permission of that person and their manager or supervisor.

(d) Employees may not identify any other Employees customers, clients, partners or affiliates on any Social Media except with the express permission of that person and their manager or supervisor.

(e) Employees may not discuss their or any other Employee's work conditions, work conditions or rate of remuneration on any Social Media.


(11) DISCRIMINATION, BULLYING AND SEXUAL HARASSMENT

(a) Discrimination, bullying and sexual harassment are not accepted at our organisation, whether they occur in our workplace generally, or via Social Media, and whether they occur during ordinary work hours, or outside of ordinary work hours.

(b) In addition to this Policy, Employees are required to be familiar with, and to comply with, our Discrimination Policy. Our Discrimination Policy sets out our specific rules in relation to bullying and sexual harassment, which apply to our workplace generally as well as to Employee use of Social Media.

(c) Employees must not engage in discrimination, bullying or harassment towards any other Employee via Social Media.

(d) Employees must not engage in any Social Media activity with any other Employee involving any content which incites violence or which is abusive, sexist, racist, hateful, threatening, defamatory, offensive, or obscene.

(e) If representing our organisation online, Employees must not engage in any form of discrimination, bullying or harassment.

(f) If representing our organisation online, Employees must not post anything involving any content which incites violence or which is abusive, sexist, racist, hateful, threatening, defamatory, offensive, or obscene.


(12) SECURITY PRACTICES

(a) Employees must take all reasonable security precautions when using Social Media in connection with their work.

(b) Employees hereby acknowledge and agree that Social Media platforms may contain a large amount of personal information and may pose security risks.

(c) Employees must make use of any relevant privacy settings, security settings or other settings in order to minimise any security risks when using Social Media in connection with their work.

(d) Employees must proactively take any other reasonable steps in order to minimise any security risks when using Social Media in connection with their work, for example by restricting the information that they share on Social Media or that they provide when registering accounts on Social Media platforms, using suitable passwords, and regularly changing passwords.


(13) 558888885 288 588582 25858 555 258588228

(________) 2522 58822 528858 22585, 522822228 552 222 225282225 22:

(a) 2588885 25 85552 522 25222255258 22 522 22525 522822228, 858222258, 8882228, 25522258 25 5228885228 22 522 528858 22585 258222 8825 252 2525288 2252888822 22 25285 2525225 25 8522588825;

(b) 5888588 522 522822228, 858222258, 8882228, 25522258 25 5228885228 22 522 528858 22585 258222 8825 252 2525288 2252888822 22 25285 2525225 25 8522588825;

(c) 5888588 25 82225288522 8825 522 52282222 885 522 528858 22585 82 522 852 85885 82585 5258225882 82 8228852525 5555882222 25 85882822;

(d) 5888588 25285 25 522 22525 52282222'8 8252 8225828228 22 522 528858 22585;

(e) 5888588 522 2588522, 822882882 25 822285222858 82225252822 58252 25 5285225 22 255 252528852822 22 522 528858 22585;

(f) 85222822 2522828828 58 52 52282222 22 255 252528852822, 528288 2522 552 5525258825 22 52 82;

(g) 858288882 25 82228582 58252 255 252528852822, 25 522 22525 522822228, 858222258, 8882228, 25522258 25 5228885228 22 528858 22585;

(h) 2522 5 8222222, 2528222 52 2282822, 25 52 52225822 2882 85885 825828 22 525252822 25 8222555882 252 258888 2258222822 22 255 252528852822 82 522 852, 225 2552282 82 8522282822 2552 255 522822228 52 222 52522 8825 25 8888 222 822822222 255 22888828 25 2528255528.

(________) 52 252 28222 2552 522822228 5582 2522258 5285225 22 25285 8252 2552 2522 2225 22 5888588, 2522 252 52252585 5 2525225 25 8522588825 225 5 822285222858 5888588822.

(________) 888 255 528858 22585 58825228 8888 522582 28225 82 255 252528852822, 5225558288 22 522 5525258852822 52 52282222 252 5282882 22 2282 22 2522.

(________) 822 22585 828585828 52 52282222 52828828 522555822 255 252528852822 2582 82 58528225 22 5 2525225, 8522588825, 25 255222822 2252 82225852282. 522822228 252 222 5282225 22 522 22585 828585828 8825252 2525288 8582222 5525258852822 2522 58.

(________) 522822228 552 8225882 52822288882 225 52225822 2522 2282 22 25285 22582258 528858 22585 58825228, 828855822 2588552 22 58888282 5285282285828 82 255222822, 25 2282822 58252 522 52858258 58288822. 52 522822228 8828522 522 8588 85882 2282822 22 255 528858 22585 58825228, 2522 252 82 52858525 22 825222822 58 225 522 5525228 855825.


(14) BREACH

(a) Behaviour that breaches this Policy is strictly unacceptable at our organisation.

(b) If any Employee breaches this Policy, the following disciplinary procedures may apply:

(I) a formal warning;

(II) a requirement to provide an apology (either verbal or in writing);

(III) a requirement to attend discrimination related training;

(IV) a requirement to attend counselling;

(V) demotion;

(VI) a missed opportunity for promotion;

(VII) suspension;

(VIII) termination.

(c) These disciplinary procedures will apply equally and fairly to any Employee who breaches this Policy, regardless of that Employee's position or seniority at our organisation.


(15) REPORTING

(i) All Employees are required to comply with this Policy.

(j) Employees have a duty to proactively report any breach of this Policy to us.

(k) We take breaches of this Policy seriously. We encourage any Employee who believes a breach may have occurred, to address it promptly.

(l) In the event that an Employee reports a breach of this Policy, we will handle the reported breach sensitively and confidentially.


(16) HOW TO MAKE A REPORT OR SEEK ASSISTANCE

Employees may contact a supervisor or manager for a confidential discussion in relation to this Policy.


(17) ACKNOWLEDGEMENT

By signing below, the Employee acknowledges having read and understood this Policy, and the Employee agrees to be bound by this Policy:


.......................................................
Employee Signature


.......................................................
Employee Name


.......................................................
Date