Page 33 - Honeygrow Employee Handbook PROOF

RESTAURANT POLICIES + PRACTICES
6. Using E-Mail for personal matters in a manner that is excessive or interferes with job performance.
7. Violating the provisions of this E-Mail policy.
8. Using E-Mail in violation of any Company Policy.
Team member Termination
Computer access, including access to E-Mail, will be terminated immediately upon termination of employment, for security purposes.
EMPLOYEE USE OF SOCIAL MEDIA
You are expected to comply with all of honeygrow’s policies when using social media websites. The fact that a policy does not specifically mention social media does not mean that it does not apply. For example, the following are some examples of existing policies and procedures that affect use of social media, whether you are on or off the job:
You should never represent or suggest that you are speaking on behalf of or for honeygrow unless expressly authorized to do so by honeygrow management.
You must not violate honeygrow’s policies on confidentiality, and must not disclose any confidential or proprietary information about honeygrow or others gained by virtue of employment with the Company, even after the end of your employment with honeygrow. Such information includes honeygrow’s internal business practices, procedures, and recipes.
You must not use social media as a means to violate or circumvent honeygrow’s ethics and other conduct polices.
You should not use social media as a tool to harass, defame, or discriminate against other honeygrow employees or customers on the basis of any protected characteristics or conduct, in violation of the honeygrow’s equal employment opportunity policies.
You are expected at all times to be courteous to honeygrow’s customers and the community in general. You should not use social media to engage in any form of harassment or unwanted behavior toward, or comments about, customers who you encountered while working for honeygrow.
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