Page 34 - Honeygrow Employee Handbook PROOF

RESTAURANT POLICIES + PRACTICES
You are never to violate laws or ethical standards, especially when using social media as a business tool. For example, do not use social media in a false or misleading way, such as by claiming to be someone that you are not, or by creating an artificial “buzz” around honeygrow. You are never to use honeygrow trademarks, logos, or any copyrighted material or link to honeygrow’s website, without express permission from honeygrow management.
You should never provide references for current or former honeygrow employees concerning their performance at honeygrow, via social media or otherwise.
You may not use social media during your work time or use any honeygrow equipment, unless you are specifically directed to do so by honeygrow management.
honeygrow understands that you may wish to mention your work at honeygrow in personal discussions on social media, and does not want to discourage employees from using social media for self-publishing, self-expression, to pursue personal interests and affiliations, or other lawful purposes.
However, honeygrow does have an interest in your off-duty personal conduct to the extent that your off-duty conduct has an adverse impact on your work performance; or violates or provides evidence of a violation of some law or honeygrow policy. For example, if a group of employees engages in unlawful behavior during working time and then posts a video of their activities on YouTube identifying this as occurring at honeygrow, honeygrow has the right to take action over this “off- duty” posting because it would be evidence of violations of several honeygrow policies and would be a misuse of honeygrow property.
For these reasons, you need to be cautious when identifying yourself as a honeygrow employee, and remember that you are personally responsible for any comments that you make on social media, and can be held personally liable under law for commentary that is considered defamatory, obscene, proprietary, or libelous by any offended party. Employees should take time to consider that social media posts are accurate and that they reflect only the personal opinion of the employee.
31