f you find this policy useful, I hope you'll consider sharing it with your social network on Twitter, Facebook or Linkedin. If you'd like to blog or reference this policy in another work, please use the phrase "social media policy template" as your anchor text and attribute it to www.ericschwartzman.com.
Group decision making involves individuals collectively choosing from alternatives, with everyone affected contributing. Group decisions tend to be more cohesive and democratic than individual decisions. A security company's social media policy outlines guidelines for using social networks professionally and protecting customer information, including monitoring employee usage. The policy may be amended by management and requires workers to comply with relevant laws.
These are the social media media/marketing guidelines approved by Folsom Lake College in 2010. They are designed to help guide faculty, staff, and students in their use of social media.
The document provides guidelines for Steria employees on using social media. It defines social media and divides it into three categories: blogs, social networks, and content sharing websites. It then provides details on appropriate use of key social networks like Facebook, Twitter, LinkedIn, and content sharing sites. The guidelines emphasize representing Steria professionally, following branding standards, respecting confidentiality, and obtaining permissions. It encourages monitoring social media and provides governance and access information.
ISACA Corporate Guidelines For Social Media EffortsRaul Colon
This document provides guidelines for companies regarding social media efforts. It discusses how different stakeholders view social media and where they typically agree. It also covers understanding strategy, tactics, goals and targets. Additionally, it identifies common risks with social media, discusses how to formulate appropriate policies, and how to plan for crisis management and inevitable issues that may arise.
Trade associations face challenges like declining membership and difficulties communicating with members. Social media tools within an integrated online community can help associations overcome these issues and grow sustainably. For example, the American College of Healthcare Executives launched an exam preparation community using social media that increased test applicants, stimulated member interaction, and advanced ACHE's long-term goals. Long-term, a robust social community attracts new members, encourages networking, and generates additional revenue for associations.
This document discusses social media and its uses both personally and professionally. It defines social media as online content created by people using technologies that allow highly accessible publishing. It then discusses different types of social media like blogs, wikis, social networking sites, and media sharing sites. It outlines benefits and risks of using social media professionally, including raising your profile, engaging with clients, and marketing your services at scale. However, it notes risks around blurring personal and professional boundaries and content reflecting negatively. It emphasizes managing privacy settings and considering how your activities may be viewed in the future.
The document discusses the purposes, content, target users, revenue sources and legal/ethical issues of Facebook, Instagram, and Snapchat. It notes that Facebook's purpose is to share information and connect people. It generates 98% of its revenue from advertising. Instagram's purpose is for sharing photos/videos and its revenue comes from advertising like sponsored posts. Snapchat's purpose is to send images/videos that delete, and it earns revenue from various types of advertising. The document also outlines some negative effects of social media like increased anxiety and depression, and links between heavy social media use and mental illness.
f you find this policy useful, I hope you'll consider sharing it with your social network on Twitter, Facebook or Linkedin. If you'd like to blog or reference this policy in another work, please use the phrase "social media policy template" as your anchor text and attribute it to www.ericschwartzman.com.
Group decision making involves individuals collectively choosing from alternatives, with everyone affected contributing. Group decisions tend to be more cohesive and democratic than individual decisions. A security company's social media policy outlines guidelines for using social networks professionally and protecting customer information, including monitoring employee usage. The policy may be amended by management and requires workers to comply with relevant laws.
These are the social media media/marketing guidelines approved by Folsom Lake College in 2010. They are designed to help guide faculty, staff, and students in their use of social media.
The document provides guidelines for Steria employees on using social media. It defines social media and divides it into three categories: blogs, social networks, and content sharing websites. It then provides details on appropriate use of key social networks like Facebook, Twitter, LinkedIn, and content sharing sites. The guidelines emphasize representing Steria professionally, following branding standards, respecting confidentiality, and obtaining permissions. It encourages monitoring social media and provides governance and access information.
ISACA Corporate Guidelines For Social Media EffortsRaul Colon
This document provides guidelines for companies regarding social media efforts. It discusses how different stakeholders view social media and where they typically agree. It also covers understanding strategy, tactics, goals and targets. Additionally, it identifies common risks with social media, discusses how to formulate appropriate policies, and how to plan for crisis management and inevitable issues that may arise.
Trade associations face challenges like declining membership and difficulties communicating with members. Social media tools within an integrated online community can help associations overcome these issues and grow sustainably. For example, the American College of Healthcare Executives launched an exam preparation community using social media that increased test applicants, stimulated member interaction, and advanced ACHE's long-term goals. Long-term, a robust social community attracts new members, encourages networking, and generates additional revenue for associations.
This document discusses social media and its uses both personally and professionally. It defines social media as online content created by people using technologies that allow highly accessible publishing. It then discusses different types of social media like blogs, wikis, social networking sites, and media sharing sites. It outlines benefits and risks of using social media professionally, including raising your profile, engaging with clients, and marketing your services at scale. However, it notes risks around blurring personal and professional boundaries and content reflecting negatively. It emphasizes managing privacy settings and considering how your activities may be viewed in the future.
The document discusses the purposes, content, target users, revenue sources and legal/ethical issues of Facebook, Instagram, and Snapchat. It notes that Facebook's purpose is to share information and connect people. It generates 98% of its revenue from advertising. Instagram's purpose is for sharing photos/videos and its revenue comes from advertising like sponsored posts. Snapchat's purpose is to send images/videos that delete, and it earns revenue from various types of advertising. The document also outlines some negative effects of social media like increased anxiety and depression, and links between heavy social media use and mental illness.
This document provides a framework for a social media plan for an organization. It includes sections on the organization's mission and values, communication objectives aligned with strategic goals, key audiences and messages, planned social media platforms and activities, and aligning social media with other communication channels. The objectives are to be succinct and measurable. The plan identifies audience segments, their motivations, and tailored messaging for key life events. It outlines activities for broadcast, engagement, and promotional social media use, as well as monitoring across platforms.
Our presentation from June 2013 to GovCamp in Canberra exploring both ours and our client's view of service design led innovation in information technology and communications (ICT)
Public Sector Design - Driving Internal and External Change One Step at a TimeDesign Managers Australia
Our presentation to Service Design 2012 in Melbourne. You can hear the audio of our presentation via our blog. Copy this link into your browser: http://designmanagers.com.au/?p=370
The document discusses co-design and provides examples of tools and techniques used in a co-design process. It begins with a brief history of co-design and defines it as an approach that deliberately engages users, deliverers of services, and experts to understand and change a system together. The document then discusses specific co-design tools like customer experience maps, user typologies, and service blueprints. It provides three case studies that illustrate how these tools are used in co-design processes to redesign maternal and child health services.
This document provides a sample social media policy for insurance agencies with 3 main points:
1. It establishes guidelines for appropriate use of social media by agency employees to ensure a professional online presence.
2. The policy applies to all agency personnel and covers any social media sites they participate in. It defines social media and social networking sites.
3. The policy outlines procedures for social media use regarding confidentiality, terms of service, opinions, proprietary information, referencing others, purpose, copyright, permanent records, productivity, and disciplinary action for violations. Employees must sign agreeing to adhere to the guidelines.
This document provides guidelines for employees using social media. It defines social media as websites that allow sharing information and building communities. The guidelines explain that as representatives of an organization, employees should be professional, responsible, credible, and responsive online. Employees are personally responsible for anything they post and should make clear they are speaking for themselves, not the organization, unless authorized. Failure to comply with the guidelines could result in disciplinary action.
Memphis Business Journal. Social Media Policies. Published 8.20.10Barbara Richman, SPHR
1. The growing popularity of social media has created a need for organizations to implement social media policies to provide guidance to employees on appropriate use and avoid potential legal issues.
2. Examples of what can be included in a social media policy are establishing that employee social media use may have employment implications, informing employees that their online presence reflects on the organization, and prohibiting harassment or disclosure of confidential information.
3. Developing an effective social media policy also requires considering the organization's needs, consulting legal counsel, communicating the policy to employees, and monitoring ongoing changes to social media.
This social media policy provides guidance for employees on appropriate use of social media both for professional purposes and personal use. It defines social media and outlines procedures for social media use, including adhering to the company's code of conduct. The policy prohibits posting confidential information, defamatory, pornographic or libelous content. Employees are advised to separate personal and professional social media accounts.
Whether or not your organization is using social media for business, your employees probably are using it. Whether they're engaging in a personal or professional way, your company needs a social media policy.
This document provides an introduction and guidelines for using social media for public relations purposes. It begins with definitions of social media and an overview of the CIPR Code of Conduct. It then lists dos and don'ts for social media engagement, emphasizing listening, understanding audiences, planning strategies, engaging in conversations consistently across platforms, being transparent, correcting errors, and considering legal and ethical issues. The document aims to help PR professionals navigate social media challenges in a rapidly changing environment.
This is the handout I gave to participants at the Sex::Tech workshop I led about client confidentiality. You can use this as a starting point to develop your own organization's social media policies and guidelines.
These guidelines are intended as an introductory guide to highlight core principles that must be considered when developing a communications strategy and campaigns including social media in the United Kingdom. For international activity, members are advised to review the guidelines and legal considerations of their respective countries.
The CIPR social media advisory (CIPRSM) panel would like to thank all those who contributed to updating these guidelines.
A social media policy for employees is a set of guidelines, rules, and best practices that an organization uses to govern its employees’ use of social media. The policy usually covers guidelines for what is to be shared on social media, the language that should be used, the times and frequency of posts, and how to handle customer inquiries or complaints. In today’s world, people extensively use social media, and because of this reason, it is essential to state the rules and regulations for both corporate and personal use.
Why do you need a Social Media Policy?
A Social Media Policy is a set of guidelines that outlines how employees should use social media networks in the workplace. It helps protect the company by ensuring that employees use social media responsibly and in accordance with the company’s values. It also helps protect employees by outlining expectations for their behavior on social media networks. Additionally, it can help a company maintain a positive public image and protect its reputation by ensuring that employees’ posts are in line with the company’s values.
How do You Write a Social Media Policy?
1. Clear Expectations
It is also important to remind them to be respectful when engaging with customers and other users on social media. Explain the importance of being professional and the necessity of avoiding inflammatory language or inappropriate behavior. Additionally, ensure that the employees know to not share any confidential information about the company.
2. Protocols and Security
Ensure you and your staff have strong passwords and two-factor authentication enabled, have an acceptable use policy in place, and regularly educate staff on the dangers of social media. Make sure access to any online accounts is restricted to only those who need it and that there is a way to audit and monitor who is accessing what. Implement a strict policy around file sharing, including the use of encryption and access control.
3. Roles and Responsibility
A good candidate for managing the social media account and policy aspects of your company would be a digital marketing specialist. This person should be knowledgeable in the latest trends and technologies related to social media and have a strong understanding of the company’s mission and goals. They should also have experience in creating and managing social media campaigns. They should have excellent communication and organizational skills and be able to quickly respond to customer inquiries in a professional manner.
4. Create a Crisis plan
One essential part is creating a fully proof-working social media crisis plan.
The document provides a sample social media policy for an insurance agency. It outlines objectives for using social media to promote the agency's brand and products. It establishes guidelines for both corporate-authorized social media use during work hours and personal use. Guidelines regulate protecting confidential information, avoiding harming the agency's reputation, and monitoring employee online activities. Violations can result in discipline up to termination. An acknowledgment form requires employees to confirm reading and agreeing to comply with the policy.
Social Media at Work Place Training ManualLaura Lee
I created this training manual for the purpose of training senior management regarding Social Media at Work Place and how to inform their Employees regarding the impact social media has on the Work Place Environment.
The HOTS network provides an online platform for workers in housing, outreach, and transitional support to strengthen relationships and enhance support networks for clients. By sharing experiences and strategies, members contribute to collective knowledge that strengthens the social safety net. The network aims to discover new solutions to problems around poverty and homelessness by facilitating collaboration between frontline workers. A network coordinator monitors activity, assists members, identifies issues to examine, and tracks member participation trends. Guidelines for the network require members to identify themselves, write respectfully within their areas of expertise, maintain confidentiality, and ensure participation does not interfere with work commitments.
This document provides guidance to insurance agencies on developing a social media policy. It recommends agencies evaluate their business goals and how social media can support them. The policy should clarify what online behaviors are allowed for employees representing the agency. Developing the policy requires input from a team and deciding issues like employee access and monitoring. Initial and ongoing training is important to enforce the policy and its provisions on topics like confidentiality and professional conduct.
Risks and opportunities for using social media for government transparencyStan Skrabut, Ed.D.
This presentation reviews guidelines that government agencies should follow to ensure laws and regulations are met while providing a communication outlet for citizens.
The document provides guidance on developing a social media policy for schools. It discusses key considerations for different groups covered by the policy, including students and parents, faculty and staff, site administrators, and privacy, defamation, intellectual property, and commentary issues. Sample policies from other organizations are also referenced for examples. The overall document aims to help schools support their mission through a thoughtful social media policy.
This document provides a framework for a social media plan for an organization. It includes sections on the organization's mission and values, communication objectives aligned with strategic goals, key audiences and messages, planned social media platforms and activities, and aligning social media with other communication channels. The objectives are to be succinct and measurable. The plan identifies audience segments, their motivations, and tailored messaging for key life events. It outlines activities for broadcast, engagement, and promotional social media use, as well as monitoring across platforms.
Our presentation from June 2013 to GovCamp in Canberra exploring both ours and our client's view of service design led innovation in information technology and communications (ICT)
Public Sector Design - Driving Internal and External Change One Step at a TimeDesign Managers Australia
Our presentation to Service Design 2012 in Melbourne. You can hear the audio of our presentation via our blog. Copy this link into your browser: http://designmanagers.com.au/?p=370
The document discusses co-design and provides examples of tools and techniques used in a co-design process. It begins with a brief history of co-design and defines it as an approach that deliberately engages users, deliverers of services, and experts to understand and change a system together. The document then discusses specific co-design tools like customer experience maps, user typologies, and service blueprints. It provides three case studies that illustrate how these tools are used in co-design processes to redesign maternal and child health services.
This document provides a sample social media policy for insurance agencies with 3 main points:
1. It establishes guidelines for appropriate use of social media by agency employees to ensure a professional online presence.
2. The policy applies to all agency personnel and covers any social media sites they participate in. It defines social media and social networking sites.
3. The policy outlines procedures for social media use regarding confidentiality, terms of service, opinions, proprietary information, referencing others, purpose, copyright, permanent records, productivity, and disciplinary action for violations. Employees must sign agreeing to adhere to the guidelines.
This document provides guidelines for employees using social media. It defines social media as websites that allow sharing information and building communities. The guidelines explain that as representatives of an organization, employees should be professional, responsible, credible, and responsive online. Employees are personally responsible for anything they post and should make clear they are speaking for themselves, not the organization, unless authorized. Failure to comply with the guidelines could result in disciplinary action.
Memphis Business Journal. Social Media Policies. Published 8.20.10Barbara Richman, SPHR
1. The growing popularity of social media has created a need for organizations to implement social media policies to provide guidance to employees on appropriate use and avoid potential legal issues.
2. Examples of what can be included in a social media policy are establishing that employee social media use may have employment implications, informing employees that their online presence reflects on the organization, and prohibiting harassment or disclosure of confidential information.
3. Developing an effective social media policy also requires considering the organization's needs, consulting legal counsel, communicating the policy to employees, and monitoring ongoing changes to social media.
This social media policy provides guidance for employees on appropriate use of social media both for professional purposes and personal use. It defines social media and outlines procedures for social media use, including adhering to the company's code of conduct. The policy prohibits posting confidential information, defamatory, pornographic or libelous content. Employees are advised to separate personal and professional social media accounts.
Whether or not your organization is using social media for business, your employees probably are using it. Whether they're engaging in a personal or professional way, your company needs a social media policy.
This document provides an introduction and guidelines for using social media for public relations purposes. It begins with definitions of social media and an overview of the CIPR Code of Conduct. It then lists dos and don'ts for social media engagement, emphasizing listening, understanding audiences, planning strategies, engaging in conversations consistently across platforms, being transparent, correcting errors, and considering legal and ethical issues. The document aims to help PR professionals navigate social media challenges in a rapidly changing environment.
This is the handout I gave to participants at the Sex::Tech workshop I led about client confidentiality. You can use this as a starting point to develop your own organization's social media policies and guidelines.
These guidelines are intended as an introductory guide to highlight core principles that must be considered when developing a communications strategy and campaigns including social media in the United Kingdom. For international activity, members are advised to review the guidelines and legal considerations of their respective countries.
The CIPR social media advisory (CIPRSM) panel would like to thank all those who contributed to updating these guidelines.
A social media policy for employees is a set of guidelines, rules, and best practices that an organization uses to govern its employees’ use of social media. The policy usually covers guidelines for what is to be shared on social media, the language that should be used, the times and frequency of posts, and how to handle customer inquiries or complaints. In today’s world, people extensively use social media, and because of this reason, it is essential to state the rules and regulations for both corporate and personal use.
Why do you need a Social Media Policy?
A Social Media Policy is a set of guidelines that outlines how employees should use social media networks in the workplace. It helps protect the company by ensuring that employees use social media responsibly and in accordance with the company’s values. It also helps protect employees by outlining expectations for their behavior on social media networks. Additionally, it can help a company maintain a positive public image and protect its reputation by ensuring that employees’ posts are in line with the company’s values.
How do You Write a Social Media Policy?
1. Clear Expectations
It is also important to remind them to be respectful when engaging with customers and other users on social media. Explain the importance of being professional and the necessity of avoiding inflammatory language or inappropriate behavior. Additionally, ensure that the employees know to not share any confidential information about the company.
2. Protocols and Security
Ensure you and your staff have strong passwords and two-factor authentication enabled, have an acceptable use policy in place, and regularly educate staff on the dangers of social media. Make sure access to any online accounts is restricted to only those who need it and that there is a way to audit and monitor who is accessing what. Implement a strict policy around file sharing, including the use of encryption and access control.
3. Roles and Responsibility
A good candidate for managing the social media account and policy aspects of your company would be a digital marketing specialist. This person should be knowledgeable in the latest trends and technologies related to social media and have a strong understanding of the company’s mission and goals. They should also have experience in creating and managing social media campaigns. They should have excellent communication and organizational skills and be able to quickly respond to customer inquiries in a professional manner.
4. Create a Crisis plan
One essential part is creating a fully proof-working social media crisis plan.
The document provides a sample social media policy for an insurance agency. It outlines objectives for using social media to promote the agency's brand and products. It establishes guidelines for both corporate-authorized social media use during work hours and personal use. Guidelines regulate protecting confidential information, avoiding harming the agency's reputation, and monitoring employee online activities. Violations can result in discipline up to termination. An acknowledgment form requires employees to confirm reading and agreeing to comply with the policy.
Social Media at Work Place Training ManualLaura Lee
I created this training manual for the purpose of training senior management regarding Social Media at Work Place and how to inform their Employees regarding the impact social media has on the Work Place Environment.
The HOTS network provides an online platform for workers in housing, outreach, and transitional support to strengthen relationships and enhance support networks for clients. By sharing experiences and strategies, members contribute to collective knowledge that strengthens the social safety net. The network aims to discover new solutions to problems around poverty and homelessness by facilitating collaboration between frontline workers. A network coordinator monitors activity, assists members, identifies issues to examine, and tracks member participation trends. Guidelines for the network require members to identify themselves, write respectfully within their areas of expertise, maintain confidentiality, and ensure participation does not interfere with work commitments.
This document provides guidance to insurance agencies on developing a social media policy. It recommends agencies evaluate their business goals and how social media can support them. The policy should clarify what online behaviors are allowed for employees representing the agency. Developing the policy requires input from a team and deciding issues like employee access and monitoring. Initial and ongoing training is important to enforce the policy and its provisions on topics like confidentiality and professional conduct.
Risks and opportunities for using social media for government transparencyStan Skrabut, Ed.D.
This presentation reviews guidelines that government agencies should follow to ensure laws and regulations are met while providing a communication outlet for citizens.
The document provides guidance on developing a social media policy for schools. It discusses key considerations for different groups covered by the policy, including students and parents, faculty and staff, site administrators, and privacy, defamation, intellectual property, and commentary issues. Sample policies from other organizations are also referenced for examples. The overall document aims to help schools support their mission through a thoughtful social media policy.
001002003004005006007008009010011012013014015
Introduction
According to Internet and Social Media on lawsoup.org, employer has no right to restrict
employee’s use of social media on their own time. The exceptions are when employee post contents that
negatively implicates the employer or complain about the employer. Also, according to
hippajournal.com “The HIPAA Privacy Rule prohibits the use of PHI on social media networks. That
includes any text about specific patients as well as images or videos that could result in a patient being
identified. PHI can only be included in social media posts if a patient has given their consent, in writing,
to allow their PHI to be used and then only for the purpose specifically mentioned in the consent form.
Social media channels can be used for posting health tips, details of events, new medical research, bios
of staff, and for marketing messages, provided no PHI is included in the posts.”
I think our facility should draft a social media policy to act as a guideline to protect privacy of
patients and to prevent future lawsuit regarding social media uses by employees. All departments should
and will be included on the social media policy committee specially the department with access to the
PHI and clinical staffs. Especially with contractors, vendors those not consider employees of the facility,
we will include the policy in the contract so they can understand and follow the policy as a social media
use guideline.
In order to carry forward and ensure the policy is well known and understood by all of our
employees, we should also establish an agreement for both new and existing employees. New employees
will have to agree on the policy before they start working. We will have orientation regarding the policy
for existing employees, they will sign the agreement within a designed period of time or else they will
be suspended from work until they do so.
We respect employee’s personal use of social media, also encourage employees to use social
media as a platform to get together to address work-related issues and share information about pay,
benefits, and working conditions. We welcome any staff who wish to express their opinions or views
about health care issues on social media. However, employees will have to follow the policy as a
guideline while posting on all social media to ensure not violate any of the rules. Any violation to the
policy may result in suspension of work, let go by the facility or even lawsuit. The facility will have
authority for interpretation of the policy. Remember you.
Social Media Policy Template And ResourcesAntone Johnson
Form of social media policy based on IBM's social computing guidelines, a widely used template, together with commentary and links to additional resources.
The document outlines the social media policy for employees of the Office of Information Technology at a university. It provides guidelines for using social media accounts and representing the university in an authentic, transparent, and safe manner. The policy aims to protect privacy, confidential information, copyrights, and stakeholders while promoting the university brand. It also states that violations of the policy will be subject to disciplinary action or legal consequences.
Social Media Business Council Disclosure Best Practices ToolkitElizabeth Lupfer
The Disclosure Best Practices Toolkit is a draft series of checklists to help companies, their employees, and their agencies learn the appropriate and transparent ways to interact with blogs, bloggers, and the people who interact with them.
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Psaroudakis: Family and Football – The Psaroudakis Success StoryPsaroudakis
Psaroudakis, a name that resonates with football fans around the globe, is a testament to the powerful synergy between familial support and individual passion. Born on March 10, 1992, in the historic city of Heraklion, Crete, Psaroudakis’ journey to international football stardom is a compelling narrative of dedication, perseverance, and unwavering family support. His story not only highlights his athletic prowess but also underscores the crucial role his family played in shaping his career and character.
Psaroudakis’ early life in Heraklion was deeply influenced by a supportive and nurturing family environment. His father, a former semi-professional footballer, recognized Psaroudakis’ potential from an early age. Acting as his first coach, his father’s guidance was instrumental in igniting Psaroudakis’ passion for football. This paternal influence instilled in him a strong work ethic and fundamental skills that would become the foundation of his future success. His mother, a dedicated homemaker, provided a stable and nurturing environment, ensuring that Psaroudakis could pursue his dreams without any hindrances.
From a young age, Psaroudakis showed an innate talent for football. Growing up in Heraklion, he spent countless hours playing football in local parks and streets with friends and family. His natural ability was evident even in these informal settings, and his enthusiasm for the game was infectious. By the age of five, Psaroudakis had joined a local youth football club, where his skills began to flourish. His father’s role as his first coach during these formative years was crucial, as he emphasized not only technical skills but also the importance of discipline and teamwork.
The transition from playing in local parks to joining a structured football environment marked a significant step in Psaroudakis’ journey. At the age of ten, he joined the youth academy of OFI Crete, one of Greece’s most esteemed football clubs. This move marked the beginning of a more rigorous and professional approach to his training. The academy environment was demanding, focusing on honing technical abilities and instilling values of sportsmanship and dedication. Psaroudakis’ dedication to his craft was evident as he quickly rose through the ranks, becoming a standout player in the youth teams.
The support of Psaroudakis’ family was unwavering during this critical period. His father continued to be a source of guidance and mentorship, while his mother ensured that he had everything he needed to succeed. Their collective efforts created a balanced environment where Psaroudakis could focus entirely on his development as a footballer. This familial support was not just about providing the basics; it was about creating an environment where Psaroudakis felt encouraged and motivated to pursue his dreams relentlessly.
As Psaroudakis transitioned from the youth academy to professional football, the challenges became more significant.
Psaroudakis: Family and Football – The Psaroudakis Success Story
Generic social media policy
1. Name of Organisation Policy Reference
Title: Use of Social Media
1.0 Purpose
This policy is intended to protect the interests of this member organisation; it‟s
members and associated stakeholders by defining the requirements expected
in the use of social media.
Social Media offers the opportunity for people to gather in online communities
of shared interest and create, share or consume content. As a member-based
organisation, xxx recognises the benefits of social media as an important tool
of engagement and enrichment for its members.
Along with those benefits are associated risks to the reputation of the
organisation, it‟s members and followers and individuals who might interact
with the organisation through social media channels.
2.0 Definition of Social Media
Social media includes, but is not limited to, the generation or sharing of
content by an individual. It can include (bit is not limited to) such activities as:
Maintaining a profile page on social or business networking sites (such
as LinkedIn,Facebook, Shutterfly, Twitter or MySpace);
Content sharing include Flicker (photo sharing) and YouTube (video
sharing);
Commenting on blogs for personal or business reasons;
Leaving product or service reviews on retailer sites, or customer review
sites;
Taking part in online votes and polls;
Taking part in conversations on public and private web forums
(message boards);
Editing a Wikipedia or other editable page.
(see 2.0 below for definition) ORGANISATION, its state centres, branches
and clubs have long histories and are highly respected organisations. It is
important that Surf Life Saving‟s reputation is not tarnished by anyone using
social media tools inappropriately, particularly in relation to any content that
might reference the organisation.
3.0 Intent of the Policy
The intent of this policy is to include anything posted online where information
is shared that might affect members, colleagues, clients, sponsors or Surf Life
Saving as an organisation.
Who does it apply to?
2. This policy applies to ORGANISATION members, staff or any individual
representing themselves or passing themselves off as being a member of
ORGANISATION.
When someone clearly identifies their association with THE ORGANISATION,
and/or discusses their involvement in the organisation in areas defined as
social media, they are expected to behave and express themselves
appropriately, and in ways that are consistent with ORGANISATIONS stated
values and policies.
Insert reference to your values and associated policies here.
Where does it apply?
This policy covers all forms of social media.
This policy aims to provide some guiding principles to follow when using
social media. This policy does not apply to the personal use of social media
platforms by ORGANISATION members or staff where the ORGANISATION
member or staff makes no reference to the ORGANISATION or related
issues.
4.0 Guiding Principles
The web is not anonymous. ORGANISATION members and staff should
assume that everything they write can be traced back to them.
Due to the unique nature of sporting groups such as ORGANISATION, the
boundaries between a member‟s profession, volunteer time and social life can
often be blurred. It is therefore essential that members make a clear
distinction between what they do in a professional capacity and what they do,
think or say in their capacity as a volunteer for the ORGANISATION.
The ORGANISATION considers all members of the ORGANISATION are its
representatives.
Honesty is always the best policy, especially online. It is important that
ORGANISATION members think of the web as a permanent record of online
actions and opinions.
When using the Internet for professional or personal pursuits, all members
must respect the ORGANISATION brand and follow the guidelines in place to
ensure ORGANISATION's intellectual property or its relationships with
sponsors and stakeholders is not compromised, or the organisation is brought
into disrepute.
3. 5.0 Usage
For ORGANISATION members and staff using social media, such use:
Must not contain, or link to, libelous, defamatory or harassing content.
This also applies to the use of illustrations or nicknames;
Must not comment on, or publish, information that is confidential or in
any waysensitive to ORGANISATION, its affiliates, partners or
sponsors; and
Must not bring the organisation or the sport into disrepute.
For ORGANISATION staff using social media, such use:
Must not interfere with work commitments.
Must abide by all existing policies and workplace rules and regulations
List relevant policies here
4Furthermore, ORGANISATION members and staff may not use the
ORGANISATION brand to endorse or promote any product, opinion, cause or
political candidate; and it must be abundantly clear to all readers that any and
all opinion shared are those of the individual, and do not represent or reflect
the views of ORGANISATION.
6.0 Branding and Intellectual Property (IP)
It is important that any trademarks belonging to ORGANISATION or any state
centre, branch or club are not used in personal social media applications,
except where such use can be considered incidental – (where incidental is
taken to mean “happening in subordinate conjunction with something else.”).
Trademarks include:
Club, branch and ORGANISATION logos;
ORGANISATION associated slogans;
Images depicting members, volunteers, staff and/or equipment, where
they can be identified as being part of the ORGANISATION, except
with thepermission of those individuals and within other stated
guidelines;
Other ORGANISATIONiconic imageryor the official ORGANISATION
uniforms.
7.0 Use of Official ORGANISATION social media presence or profiles
When creating a new website, social networking page or forum for staff/club
member use, care should be taken to ensure the appropriate person at a
club/branch/state level has given written consent to create the page or forum.
Similarly, appropriate permissions must be obtained for the use of logos or
images. Images of minor children may not be replicated on any site without
the written permission of the child‟s parent and/or guardian.
For official ORGANISATION blogs, social pages and online forums:
4. Posts must not contain, nor link to, pornographic or indecent content;
Some hosted sites may sell the right to advertise on their sites through
„pop up‟content, which may be of a questionable nature. This type of
hosted site should not be used for online forums or social pages as the
nature of the „pop up‟ content cannot be controlled;
ORGANISATION employees must not use ORGANISATION online
pages to promote personal projects; and
All materials published or used must respect the copyright of third
parties.
8.0 Consideration towards others when using social networking sites
Social networking sites allow photographs, videos and comments to be
shared with thousands of other users. ORGANISATION members and staff
must recognise that it may not be appropriate to share photographs, videos
and comments in this way. For example, there may be an expectation that
photographs taken at a private ORGANISATION event will not appear publicly
on the Internet. In certain situations, ORGANISATION members or staff could
potentially breach the privacy act or inadvertently make ORGANISATION
liable for breach of copyright.
ORGANISATION members or staff should be considerate to others in such
circumstance and should not post information when they have been asked not
to or consent has not been sought and given. They must also remove
information about another person if that person asks them to do so.
ORGANISATION staff should also not be seen to be in a position to be in
photographs, videos or other social media content that might be considered
controversial for the ORGANISATION if it can in any way be linked to their
role in the ORGANISATION, including:
Being at an ORGANISATION event or representing the
ORGANISATION at an event
Being in uniform whether public or private
Under no circumstance should offensive comments be made about
ORGANISATION members or staff online.
9.0 Breach of Policy
The ORGANISATION, its state centres, branches and clubs continually
monitor online activity in relationto the organisation and its members.
Detected breaches of this policy should be reported to ORGANISATION.
If detected, a breach of this policy may result in disciplinary action from
ORGANISATION. A breach of this policy may also amount to breaches of
other ORGANISATION policies. This may involve a verbal or written warning
or in serious cases, termination of your employment or engagement with
ORGANISATION. ORGANISATION members may be disciplined in
accordance with ORGANISATION disciplinary regulations.
5. 10.0 Consultation or Advice
This policy has been developed to provide guidance for ORGANISATION
members and staff in a new area of social interaction. ORGANISATION
members or staff who are unsure of their rights, liabilities or actions online and
seek clarification, should contact the ORGANISATION‟s designated officer.
Insert Designated Officer