SOCIAL MEDIA POLICY:
Save-An-Angel realizes that many employees, volunteers and Board Members may participate in social media as a way to share their life experiences and thoughts with family, friends and colleagues. Social Media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal website, social networking or affinity web site, web bulletin board or chat room whether or not associated or affiliated with SAA, as well as any other form of electronic communication. An employee, volunteer or Board Member’s use of Social Media may involve certain risks and requires an employee, volunteer and Board Member to exercise certain responsibilities. Thus, it is important for employees, volunteers and Board Members to remember that any conduct that adversely affects the job performance, the performance of colleagues or others who work on behalf of or for the SAA, such as suppliers, vendors, etc., may result in disciplinary action up to and including termination for employees, removal from the Board for Board Members, and a termination of service for volunteers.
To assist employees, volunteers and Board Members in making responsible decisions about the use of social media, SAA has established the following guidelines for the appropriate use of Social Media.
Personal Use (Not Related to SAA Business)
Employees, volunteers or Board Members may not participate in Social Media while on work time, except as explicitly permitted below in the section entitled “SAA Business- Related Use.” Any personal use of SAA computer or communications equipment such as workstations, phones, laptops, or network infrastructure, to participate in Social Media must be minimal, occasional, limited to non-work times, may not or interfere in any way with the business needs and operations of SAA, and may not impose costs on SAA. An employee, volunteer or Board Member shall not use her/his SAA email address to register on any Social Media website for personal use. Any Social Media postings by an employee shall be consistent with SAA's policies including, but not limited to, SAA's anti- harassment and non-discrimination policies as well as SAA's policies regarding the non-disclosure of information SAA is required to keep confidential pursuant to state and federal laws. Inappropriate postings that may include defamatory remarks, discriminatory remarks, harassment and threats of violence or similar inappropriate or unlawful conduct will not be tolerated. If SAA is a subject of Social Media content an employee, volunteer or Board Member is creating, the employee, volunteer or Board Member must be clear and open about the fact that s/he is an employee and her/his views do not represent those of SAA. For example: “The views and comments stated herein are personal and do not necessarily reflect the views of SAA.” An employee, volunteer or Board Members should be honest and accurate when posting information or news and if a mistake is made, the employee, volunteer or Board Members should quickly correct it. An employee, volunteer or Board Member should never post any information or rumors that s/he knows to be false about SAA, SAA clients or people working on behalf of SAA.
SAA Business-Related Use
Employees, Volunteers or Board Members who do have authorization from SAA and post messages on SAA websites or social media accounts should understand that they are posting on behalf of SAA and must adhere to SAA's professional standards, values, policies and applicable laws at all times. Employees, volunteers or Board Members who have authority to post information to SAA maintained websites and and/or social media accounts understand and agree that the content and followers of the blog or other website belong exclusively to SAA and that upon request the employee, volunteer or Board Member must provide SAA with any information necessary to log in to a SAA-maintained website or social media account. No employee, volunteer or Board Member may create an official SAA account or change a password, as this is solely the responsibility of SAA's Executive Director. Any content posted on SAA social medial accounts should be current and accurate. If you do make an error, take responsibility for it and correct it quickly. Do not post any information that is obscene, defamatory, libelous, threatening, harassing, or intimidating to another person or entity. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion or any other status protected by law or SAA policy. Individuals may be held personally liable for such remarks. If you have any questions or concerns regarding these policies, you are encouraged to speak to Jeremy Parks, Executive Director.