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posted includes internal reports, policies, procedures or other internal business-
related confidential communications.

 Employees are not authorized to create a link to a Molzen Corbin website from
any blog, website or other social networking site.

 Employees should be aware of the effect their actions may have on their images,
as well as Molzen Corbin’s image. The information that employees post or
publish may be public information for a long time.

 Employees should be aware that Molzen Corbin may observe public content and
information made available by employees through social media. Employees
should use their best judgment in posting material regarding Molzen Corbin, its
employees, or clients.

 Employees are prohibited from using social media to enact conduct that is
otherwise prohibited by Molzen Corbin’s policies, specifically including using
social media to discriminate – including the performance of illegal harassment or
creation of a hostile work environment – or to retaliate against other Molzen
Corbin staff.

 Social media use should not interfere with the performance of employee
responsibilities at Molzen Corbin. Molzen Corbin’s computer systems are to be
used for business purposes only. When using Molzen Corbin’s computer
systems, use of social media for business purposes is allowed (ex.: Facebook,
Twitter, Molzen Corbin blogs and LinkedIn) but personal use of social media
networks or personal blogging of online content is discouraged and could result
in disciplinary action, up to and including possible termination.

Ultimately, users of social media are solely responsible for what is posted online.
Before creating online content, consider some of the risks and rewards that are
involved. Keep in mind that any conduct that violates federal or state law with regard
to Molzen Corbin’s employees, clients, suppliers, people who work on behalf of
Molzen Corbin or Molzen Corbin’s legitimate business interests may result in
disciplinary action up to and including possible termination.

Compliance with Related Policies and Agreements. All of Molzen Corbin’s policies
that might apply to social media remain in full force and effect in the social media
context. Social media should never be used in a way that violates any of Molzen
Corbin’s other policies or employee obligations. If the content of social media
activity would violate any of Molzen Corbin’s policies in another forum (e.g., e-mail,

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“Nothing in this guidebook changes the “at-will” nature of employment with Molzen Corbin. This guidebook is not an exhaustive statement of all rights and
responsibilities of Molzen Corbin employees. Employees are directed to ask Human Resources for additional information about matters addressed in this
guidebook. Furthermore, nothing in this guidebook shall prohibit or is intended to interfere with the exercise of Employee rights under Section 7 of the
National Labor Relations.