Page 81 - Operations & Procedures Manuals

2. Follow BGCS Policies and Values and Avoid Discrimination. Even when employees are engaged in personal social media activity, the content that they post can easily become public and impact BGCS and its employees. Employees may not, whether online or on the job, violate BGCS policies involving employee conduct, violate state or federal law, or disrupt the Club environment. As always, BGCS policies against workplace harassment, discrimination and retaliation must be observed. Employees should be aware that all existing policies and behavior guidelines extend to Club-related activities in the online environment as well as on Club premises. This includes, but is not limited to, BGCS’s non-discrimination policy.
3. Do Not Use BGCS Logos. Employees must not use BGCS logos or any other images or iconography on personal social media or websites. Employees must not use the BGCS’s name to promote or endorse any product, cause, political party, or candidate.
4. Respect Professional Time and Property. BGCS computers and time at work are to be used for professionally related purposes. Employees must not use their BGCS email accounts to access or identify them when engaging in any social media activity that is unrelated to their work and are encouraged to obtain a personal email account and use personal time for such activity.
5. Ethical Responsibilities. All BGCS employees’ online behavior should reflect the same standards of honesty, respect, and consideration that are used face to face, and be in accordance with the highest professional standards. Comments related to BGCS should always meet the highest standards of professional discretion. In addition, as is prohibited in all other forms of contact between employees and members, inappropriate personal communications with members using social media is prohibited.
6. Be Cautious. Employees must remember that they are responsible for any content they post online, and that such content may remain accessible too their users even if it appears to have been deleted from the site where employees first posted the content. Employees should closely monitor their privacy settings, remembering that such settings are subject to change and may not fully protect their content, and that even anonymously posted content may be traced back to them. When posting, even under the strictest privacy settings, employees should act on the assumption that all postings are in the public domain.
Penalties
Employees who violate any provisions of this Employee Code of Conduct for Social Media do so at the risk of disciplinary actions, which may include, but are not limited to, termination of employment, legal action, and/or referral to law enforcement as appropriate.
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