Page 111 - Employee Handbook

c) take care not to allow their interaction on these websites to damage working
relationships between members of staff and clients of mdgroup.
Monitoring of Internet Access at Work
mdgroup reserves the right to monitor employees’ internet usage, but will
usually inform an affected employee when this is to happen and the reasons for
it. mdgroup considers that valid reasons for checking an employee’s internet
usage include (but are not limited to) suspicions that the employee has:
a) been spending an excessive amount of time viewing websites that are not
work- related;
b) acted in a way that damages working relationships with other members of
mdgroup; or
c) acted in a way that damages the reputation of mdgroup and/or breaches
commercial confidentiality.
mdgroup reserves the right to retain information that it has gathered on
employees’ use of the internet on Company computers for a period of one year.

Internet Access using Privately Owned Devices
As many staff members may own their own computing equipment and/or hand
held device that may access social networking sites and/or the internet, the
section ‘Personal Use of the Internet’ shall also be deemed to apply to those
devices. It expected that staff will not use personal equipment for accessing the
internet during working hours for any reason and reasons may be sought from
employees demonstrating use of personal computing equipment (including
‘smart phones’) during working hours.
Personal Conduct and Monitoring of internet access at work will be valid for the
purpose of this policy whilst any member of mdgroup is either working in the
office or whilst on site at an event.
Prohibited Use
You must not:
a) use Social Media to make statements
criticising the Company or its staff;
b) use Social Media in such a way that could
damage the reputation of the Company;
c) harass, bully or discriminate against any
member of the Company’s staff via Social Media;
d) make statements on Social Media on behalf
of the Company without obtaining the prior

111 Employee Handbook