Arkansas Support Network recognizes that many of its employees use social media such as Facebook, Twitter, LinkedIn, YouTube and Instagram, to name a few. However, employees' use of social media could become a problem if it:
- Interferes with the employee's work
- Is used to harass or discriminate against co-workers or the individuals and families we support
- Creates a hostile work environment as defined in the Handbook
- Divulges confidential information about our agency or the people we support; or
- Harms the goodwill and reputation of our organization
Social media includes, but is not limited to: Facebook, Instagram, Twitter, LinkedIn, and media outlets used to distribute individual information.
Because of the confidential nature of ASN services, it is inappropriate for an employee to describe activities engaged in with a specific individual receiving services or to display pictures of an individual receiving services without the express written consent of that individual or his/her guardian.
If consent to publicize has been achieved, proof of that consent must be presented to the Director of Employment and Policy concurrent with the publication of the statement or photograph.
Failure to get consent before publication of a photograph or a statement regarding a specific individual receiving services will result in a request to remove the offending item from an individual's social media feed and may result in disciplinary action, up to and including termination based on the seriousness of the offense.
Representations of your personal opinions as being endorsed by ASN is strictly prohibited. Accordingly, ASN names or logos may not be used to endorse, denigrate, or comment on any opinion, product, private business, cause, or political candidate.
Don't forget that you are responsible for what you write or present on social media. You can be sued by other employees or any individual that views your social media posts as defamatory, harassing, libelous, or creating a hostile work environment.
All organizational policies that regulate off-duty conduct apply to social media activity including, but not limited to, policies related to illegal harassment, code of conduct, nondiscrimination, and protecting confidential and/or proprietary information.
Employees may not use organizational equipment for non-work-related activities without permission. Personal use of our computers, including personal social media activities, should not interfere with your duties at work. Our facilities may be monitored to ensure compliance with this restriction.
Violations of this policy will result in discipline, up to and including termination of employment.
Nothing in this policy is intended or will be applied to preclude or restrict employees from communicating with other employees about workplace issues, including wages and benefits or other working conditions.