Page 64 - ITM Employee Handbook September 2020

4. Always be conscious when mixing your business and personal lives. Online, your personal and
business profiles are likely to intersect. The Company respects the privacy of all employees, but
you must remember that clients and colleagues may have access to the online content you post.
Keep this in mind when publishing information online that can be seen by more than friends and
family, and please know that information originally intended just for friends and family can be
forwarded on very easily.

5. Please be aware that the Internet is permanent and the although the GDPR may enhance your
‘right to be forgotten’; once information is published online; it is essentially part of a permanent

record, even if you “remove/delete” it later or attempt to make it anonymous.

6. Be aware of both compliments and criticism of the Company. Even if you are not an official
spokesperson for the Company, you can be a vital asset in monitoring the social media
landscape. If you come across positive or negative remarks about the Company online that you
believe are important, consider sharing with a MANAGER.

3.21.2 Protecting Employees from online abuse
Given the nature of and the high levels of participation in social media sites and on-line forums in
Ireland, ITM TECH employees may from time to time become the victim of abuse or defamation by
members of the public through comments made and published on the internet or on social networks.
Where this occurs, Company management will work to support its employees in every way possible.

Where staff are notified of or are concerned about an abusive or defamatory post, profile, comment
or page relating to a Company employee or service, this should be reported immediately to a
MANAGER. A MANAGER should arrange for the post to be reviewed, and where possible or
appropriate, the post should be reported as abuse with the relevant site’s existing reporting process.
A screenshot should be recorded of the comment.

3.21.3 Policy Review
This policy will be reviewed and updated annually or more frequently if necessary, to ensure that any
changes to the Company structure and business practices are properly reflected in the policy.

3.22 DRIVING LICENCE, INSURANCE & PENALTY POINTS SYSTEM

3.22.1 Driving License
If the Company requires an employee to drive a Company vehicle, under any circumstances, they must
hold an appropriate current valid driving licence. For insurance purposes all employees who drive a
Company vehicle will be requested to furnish a copy of their current driving licence on an annual basis.
The employees referred to above must notify the Company immediately if they should cease to hold
a valid driving licence whether by disqualifications or by revocation on medical grounds. Loss of driving
licence may result in employment being terminated. Any endorsement must be notified to a
MANAGER immediately.

Employees using their own vehicle for Company business (not including travel to another company
location) must provide the Company with evidence of adequate insurance cover for business use.

3.22.2 Penalty Points System Policy - The L aw
Under the system a driver accumulating 12 penalty points within a 3-year period will automatically
lose their driving licence for 6 months. The number of penalty points imposed at any one time will
depend on the severity of the offence.

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