A Social Media Policy clause outlines the guidelines and expectations for employees' use of social media platforms, both on behalf of the company and in their personal capacity, to protect the company's reputation and confidential information. This clause typically addresses issues such as permissible content, privacy settings, and the consequences of non-compliance.
Pacific Ridge Capital Partners investigates and responds to all reports of violations of the social media policy and other related policies. Violation of the company’s social media policy will result in disciplinary action up to and including immediate termination. Any disciplinary action or termination will be determined based on the nature and factors of any blog or social networking post, or any unauthorized communication. Pacific Ridge Capital Partners reserves the right to take legal action where necessary against employees who engage in prohibited or unlawful conduct. If you have any questions about this policy or a specific posting on the web, please contact the Chief Compliance Officer.
B&G must ensure that the use of these communications maintains our integrity and reputation while minimizing actual or potential regulatory and legal risks, whether used inside or outside the workplace. It is the right and duty of B&G to protect itself and its employees from unauthorized disclosure of information. B&G’s electronic and social media policy includes rules and guidelines for company authorized and personal forms of electronic and social media.
I have read and understand the attached policies and procedures contained in the Code of Conduct Electronic Media and Social Media Policy, recognize that they apply to me and agree to comply in all respects with the procedures described therein for the duration of my employment with Bahl & Gaynor, Inc.
Employees may not discuss the Company’s business or confidential information in public places, including posting confidential Company information on the internet or through social media platforms, regardless of whether employees use their own name or a pseudonym, and directors should avoid discussing confidential information on cellular phones to the extent practicable. Please see the Company’s Corporate Communications and Social Media Policy for additional information.
All Company emails, voicemails and other communications are presumed confidential and should not be forwarded or otherwise disseminated outside of the Company, except where required for legitimate business purposes. Please see the Company’s Corporate Communications and Social Media Policy for additional information.
When we use TD Electronic Communication Devices, communicate over TD Electronic Networks or discuss TD Subject Matter in an Electronic Communication (as defined in the Electronic Communication & Social Media Policy), we must comply with the TD Electronic Communication & Social Media Policy (and the Social Media Guidelines if applicable). In addition, when conducting TD business via Electronic Communication, we must use the TD Electronic Networks or Electronic Networks (as defined in the Electronic Communication & Social Media Policy) and devices that TD has authorized us to use.
All Employees should be cognizant that they are representing the Firm, even during non-business hours. Employees should adhere to the Code in a public setting and when using social media. In addition, other relevant policies and procedures, including the Firm’s Insider Trading, Information Security and Privacy policies are applicable to both professional and personal activities online.
SOCIAL MEDIA POLICY The purpose of the Oaktree Social Media Policy, which is part of Oaktree’s Computer Acceptable Use Policy, is to establish prudent and acceptable practices regarding the use of social media sites and to educate individuals who use social media sites of the responsibilities associated with such use. Oaktree recognizes that employees may wish to post content on the Internet via various social media sites, blogs and tools such as Facebook, Instagram, Twitter, LinkedIn, etc. (collectively referred to as “social media sites”). However, because Oaktree is subject to the rules and regulations of the securities industry, certain postings may be considered to be “investment advice,” “correspondence” or “advertising.” Additionally, postings may reflect poorly on the employee, and, by implication, may negatively impact Oaktree’s reputation. In order to address the potential risks inherent in using social media sites, Oaktree has established certain social media use requirements to which all employees must adhere.
For the year ending ______________________________ , I certify that I only use social media platforms with the understanding that I, as an employee of the Firm, am prohibited from discussing or conducting Firm business (except as permitted in the Firm’s Social Media policy) in such social media platforms, chat rooms, blogs, wikis, list serves and other web-enabled links, or in any other online media. Further, I am aware that these sites are allowed for personal networking only and may not be used for any business purposes, except as permitted in the Firm’s Social Media policy. Additionally, I am aware that the following guidelines, must be followed: 1. The site must be used solely for personal networking and not for soliciting Advisory Clients, or for conducting Firm business. 2. All information listed on the site must be limited to factual data, limited to my name, title, and contact information, and may not contain any other information about the Firm. 3. I cannot put any marketing content on the site, nor post unapproved comments to Firm-approved posts. 4. I may not provide or receive a recommendation or referral to or from any other person on the site with respect to the investment management services provided by the Firm. 5. I may not use the email or messaging function on any site to conduct business or to solicit or communicate with Clients.
Personal conduct and social media policy Personnel should take care when presenting themselves in public settings, as well as online and in web-based forums or networking sites. Each Personnel is encouraged to conduct himself or herself in a responsible, respectful, and honest manner at all times. PropertyGuru understands that Personnel may wish to create and maintain a personal presence online using various forms of social media. However, in so doing Personnel should include a disclaimer that the views expressed therein do not necessarily reflect the views of PropertyGuru. Personnel should be aware that even after a posting is deleted, certain technology may still make that content available to readers. Personnel are prohibited from using or disclosing confidential, proprietary, sensitive or trade secret information of PropertyGuru, its partners, vendors, consultants or other third parties with which PropertyGuru does business. Harassment of other directors, officers or Personnel will also not be tolerated. No Personnel may provide any content to PropertyGuru social media sites that may be construed as political lobbying or solicitation of contributions, or use the sites to link to any sites sponsored by or endorsing political candidates or parties, or to discuss political campaigns, political issues or positions on any legislation or law.
SOCIAL MEDIA POLICY All employees are required to comply with the principles set forth in the Firm’s Code of Ethics regarding the use of social media. Please refer to the Compliance Manual for the comprehensive policy related to the use of social media.
The company’s social media policy is that, unless you are expressly authorized, you are strictly prohibited from commenting, or posting about, or otherwise discussing the company, its customers, its investors, its employees, and its securities, investments and other business matters on all social media forums, including, but not limited to, social media networks and platforms, chat rooms, wikis, virtual worlds and blogs (collectively, “social media”). You are a representative of the company when engaging in online activities and you must ensure that your behavior online, including on social media, is appropriate and consistent with our values. For further details on the appropriate use of social media, you should refer to the company’s Social Media Policy and to Brookfield’s Enterprise Information Security Policy.
A Social Media Policy is a document or set of guidelines that outlines how an organization and its employees should conduct themselves online. It serves as a guardrail for employees’ online behavior and interactions, both on official company accounts and their personal profiles, when representing the company in any capacity. The policy aims to protect the organization’s reputation, ensure compliance with legal and regulatory requirements, and encourage positive engagement with the audience.
A Social Media Policy should be implemented in various scenarios:
When launching a company social media account: To provide guidelines on who can post, what content is appropriate, and how to respond to feedback.
When employees participate in social media discussion related to the company: To ensure they understand their role and responsibility in these interactions.
In response to a social media crisis or controversy: To mitigate risk by providing a clear plan of communication and response.
When onboarding new employees: To ensure they are aware of and adhere to the organization’s expectations and responsibilities regarding social media use.
Creating an effective Social Media Policy involves several steps:
Identify Objectives: Define what the policy should achieve, such as protecting the brand, ensuring consistency in messaging, or safeguarding against legal issues.
Define Scope: Clarify what platforms and types of activities the policy covers, including both official and personal use that could impact the organization.
Establish Guidelines: Outline acceptable and unacceptable behaviors, including content sharing, confidentiality, interacting with followers, and crisis management.
Include Legal Considerations: Ensure compliance with laws and regulations, such as data protection, intellectual property, and advertising standards.
Encourage Positive Engagement: Provide examples of appropriate communication and content that align with the company’s values and voice.
Set Consequences: Clearly outline the repercussions of failing to adhere to the policy.
Review and Update: Regularly revise the policy to reflect new platforms, technologies, and legal requirements.
Social Media Policies can be integrated or referenced in several types of contracts or agreements within an organization:
Employment Contracts: To establish expectations and obligations regarding employees’ use of social media.
Non-Disclosure Agreements (NDAs): To reinforce the importance of confidentiality and secure handling of sensitive information online.
Freelancer or Contractor Agreements: To ensure non-employees understand and adhere to the company’s social media standards when representing the brand.
Employee Handbooks: As a comprehensive inclusion that aligns with other organizational policies and procedures.
By incorporating Social Media Policies into these contracts, organizations can effectively manage risks related to online activities while promoting a cohesive and professional online presence.
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