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you make a mistake, correct it quickly. If an Employee is about to post or publish
something that makes him/her the slightest bit uncomfortable, please reconsider.

• If an Employee is in a management or executive position, he or she is reminded that
personal thoughts may be interpreted by the public as expressing official company policy
simply because of such Employee’s position with the LSBA. If an Employee is part of
management, it should be assumed that readers may attribute expressed views to the LSBA,
and the employee is urged to take special care.

• Employees should be respectful and avoid vulgar language, strident opinions and
inflammatory rhetoric that reasonably could be viewed as malicious, obscene, threatening
or intimidating, or that might constitute harassment or bullying in violation of the LSBA’s
Discrimination, Harassment and Retaliation, or Workplace Violence policies. Examples of
such conduct might include knowingly false posts meant to intentionally harm an
individual’s reputation or posts that could contribute to a hostile work environment on the
basis of a protected characteristic, such as race, gender, disability, religion or any other
status protected by law.

• Inappropriate posting that include discriminatory remarks, harassment, and threats of
violence or similar inappropriate or unlawful conduct in violation of applicable law or
LSBA policies, such as the Discrimination, Harassment and Retaliation or Workplace
Violence policies, will not be tolerated and may result in disciplinary action, up to and
including, termination.

The provisions in this Social Networking policy are not intended to prohibit and will not be enforced in
a manner that inappropriately interferes with or limits the rights of employees under federal or state
laws and regulations, including the National Labor Relations Act, to discuss, debate and communicate
with each other regarding the terms and conditions of their employment with the LSBA. If you have
questions or need further assistance, please contact Loretta Larsen.

Any employee whose behavior or postings by, through, or from a social networking site are deemed
unethical, inappropriate, and/or in violation of LSBA policy, may be subject to disciplinary action, up
to and including termination.
Amended August 23, 2014

2.22 ILLEGAL RECORDINGS AND CAPTURING OR POSTING PHOTOGRAPHIC
IMAGES

Numerous federal and state laws govern the audiorecording of private conversations. It is the policy of
the LSBA to specifically prohibit Employees from secretly audiorecording conversations of their
fellow Employees or management inside or outside the workplace, without their permission. Where
such taping violates federal or state law, Employees may be subject to criminal sanctions in addition to
the disciplinary sanctions imposed by the LSBA.

Employees and managers are to be aware of this policy and are instructed to adhere to applicable law
and LSBA policy.

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