Page 61 - O'Kelly Sutton Employee Handbook June 23 Revision 2 2020

3. Should you come across negative posts about the Company, you should avoid
responding yourself. Please notify a Partner/Director of a Partner/Director on the presence
of the post and they will handle matters from there.
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 Partner/Director.

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, O’Kelly Sutton 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
Partner/Director. A Partner/Director 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
Partner/Director 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
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