Page 19 - 2017 Edition Staff Handbook

HLA’s social media reach is in the thousands. There are bound to be questions, conflicts, and misinformation that arise out of social media conversations. As far as general HLA questions are concerned, HLA encourages staff to engage with families and community to get information out as quickly and efficiently as possible. Staff must be certain that answers and information are accurate and up-to-date. Information, especially in certain areas of HLA, can change frequently. If you are unsure, please try to confirm before proceeding.
When misinformation is posted by a family and it is not regarding a topic of conflict, we encourage staff to reply with correct information that would help to clear up any confusion.
When there is a topic of conflict or a heated discussion that is directly related to HLA and you have been tagged to respond and feel comfortable doing so, keep your reply general and non-HLA specific, give factual information that is non-biased, and encourage them to seek answers from non-biased sources like HSLDA or state statutes. If other topics arise that are not related to the conflict, feel free to respond as needed. If you have not been tagged, HLA’s policy is to remain as neutral as possible and not become a part of the conflict. We are here to serve and that should remain the primary focus and not get sidetracked trying to defend ourselves. Looking for alternative ways to communicate the information in a non-hostile environment, such as our HLA Connect pages, is much more effective.
If there are topics of conflict or misinformation being communicated, use the HLA Connect pages to give accurate and specific information on those topics. Our HLA families can then use this as a resource to help them further answer these questions in other social media groups. It may even be appropriate to tag certain families with this information if they are members of the HLA Connect page. Keep these guidelines in mind along with discretion in other situations that you may encounter.
HLA has an open door policy. While we all agree that in our perfect little world, we have no grievances and we work out all things with biblical principles and with love and humility, we also know there are times when we need help in conflict resolution. If you are unable to resolve the situation among yourselves, then discuss with your Team Leader or Administrator.
If further resolution is needed, then refer to Complete HLA Handbook online for steps to resolve. Staff experiencing or having knowledge of harassment, whether sexual or otherwise, should report this immediately to Leadership.
Refer to the Complete HLA Handbook online for further information.
There may be times at HLA where Leadership may need to take action in resolving job performance issues, insubordination, or other job-related actions. We work hard to be sure to get staff in the “right seat” and working with the “right people” to gain the happiest and most productive staff possible. Corrective measures may include staff talks, task changes, and/or other discussion and correction to resolve performance issues as well as issues of disregard to freedoms allowed within the job and culture of HLA.
Record of discussions and changes due to poor job performance are kept on file for reference. It is the policy of HLA to be fair and to give every opportunity and allowance for growth and working through concerns or issues. If an employee should fail to respond or make positive efforts toward improvement, further corrective action may need to be taken.
Freedom is not the right to do what we want, but what we ought. ~Abraham Lincoln