Cease and Desist Notification Letter from Rome Perlman, Assistant General Counsel at National Student Clearinghouse to Melissa Williams-Brown regarding fraudulently obtained educational records. Melissa Williams-Brown used forged consent forms and posed as an employer conducting backround checks to illegally obtain protected educational records and other personal data from the National Student Clearinghouse
8 Jan 2018
Dear Ms. Brown,
I am writing on behalf of the National Student Clearinghouse to request that you immediately cease and desist giving any third parties access to information provided by the Clearinghouse through our verification services. This includes posting on social media the results of a verification of information.
The Terms and Conditions that you agreed to in order to use the verifications service provided by the Clearinghouse state that “[a] Requestor may obtain information from the Clearinghouse under these Terms and Conditions on behalf of a single employer, employment agency, background screening firms, retailer with student or graduate discount, provider of services based on student or graduate status or similar organizations, and may release the information to that single entity. The Requestor agrees that it will not otherwise release, transfer, distribute, share or re-disclose any information that it has obtained from the Clearinghouse to any other entity or individual, whether for sale or free of charge, except to the student or certificate holder whose enrollment, degree or certification was verified.” Providing information to any third party, including posting that information on social media websites, is a violation of the Terms and Conditions you agreed to prior to performing the verification.
Furthermore, the Terms and Conditions state that “[i]n order to be eligible to verify the dates of attendance, degrees, and other educational achievements provided by a student, the Requestor certifies that the student has applied for or received products, services or employment that depend upon verification of degree and/or enrollment status.” If the information was not requested for one of these authorized purposes, the verification request constituted a fraudulent use of our services. As such, we request that you immediately destroy or permanently erase (on all forms of physical or electronic media) the information you received from the Clearinghouse regarding xxxx xxxx and delete any copies of the information that you have posted online. Please email me at perlman@studentclearinghouse.org no later than Friday, January 12, 2018 to confirm that you have destroyed the information you received from the Clearinghouse from all such locations.
Sincerely,
Rome Perlman
Assistant General Counsel
National Student Clearinghouse
---
The document discusses privacy and professionalism regarding social media use, particularly on Facebook. It provides tips for Facebook privacy settings and lists several examples of inappropriate or unwise Facebook posts related to one's employer, coworkers, or job. It also discusses the importance of companies having social media policies to provide guidance for employees on appropriate personal and professional social media use and representation of the company. The last parts provide further advice, such as keeping work-related posts separate, maintaining a positive tone, and remembering that posts are public announcements when representing a company on social media.
When it comes to writing social media policy, you just can't say no. View this presentation on the 4 areas that must be covered when writing an effective policy. Also covered is the 7 things every policy needs and the 3 steps to get started.
8 Ways to Design the Best Social Media Policies by the GovernmentSimplify360
Social Media is almost an inevitable platform for all forms of organisations. Whether it is a private ltd. company or a government organisation, there is no better way to reach the target audience, than taking the social media way.
We have taken a look at various social media policies adopted by governments from across the world and come up with solutions for the same.
The Use of Social Media in Your Veterinary Practicebktassava
The document discusses using social media in veterinary practices. It defines social media and notes that it is people-centered rather than customer-centered. The key steps are listening to online conversations, joining discussions on platforms like Twitter and Facebook, and managing a social media program with tools like StumbleUpon. Popular platforms discussed include Twitter, Facebook, LinkedIn, YouTube and Foursquare. The goal of social media is to earn attention by creating valuable content rather than directly selling products.
This document discusses the roles and responsibilities of veterinary technicians. It begins by explaining that veterinary technicians were not granted the title of "nurse" due to laws reserving that term for human medicine. It then lists common roles that veterinary technicians fill and their comparisons to roles in human medicine. The document also provides an overview of the average salary and job outlook for veterinary technicians, noting projected employment growth. It concludes with background information on licensing regulations for veterinary technicians in New York State.
Building, Training and Retaining Your Veterinary Dream Teambktassava
A full-day workshop presentation that takes you through the ins and outs of the recruiting, training and hiring process while providing you with the tools needed to change your practice culture for growth and longevity.
Establishing a clear social media policy is important for providing direction to employees who engage on behalf of a brand in social media and for protecting the corporate reputation. Here are a few tips on how to effectively set up and implement your policy.
Cease and Desist Notification Letter from Rome Perlman, Assistant General Counsel at National Student Clearinghouse to Melissa Williams-Brown regarding fraudulently obtained educational records. Melissa Williams-Brown used forged consent forms and posed as an employer conducting backround checks to illegally obtain protected educational records and other personal data from the National Student Clearinghouse
8 Jan 2018
Dear Ms. Brown,
I am writing on behalf of the National Student Clearinghouse to request that you immediately cease and desist giving any third parties access to information provided by the Clearinghouse through our verification services. This includes posting on social media the results of a verification of information.
The Terms and Conditions that you agreed to in order to use the verifications service provided by the Clearinghouse state that “[a] Requestor may obtain information from the Clearinghouse under these Terms and Conditions on behalf of a single employer, employment agency, background screening firms, retailer with student or graduate discount, provider of services based on student or graduate status or similar organizations, and may release the information to that single entity. The Requestor agrees that it will not otherwise release, transfer, distribute, share or re-disclose any information that it has obtained from the Clearinghouse to any other entity or individual, whether for sale or free of charge, except to the student or certificate holder whose enrollment, degree or certification was verified.” Providing information to any third party, including posting that information on social media websites, is a violation of the Terms and Conditions you agreed to prior to performing the verification.
Furthermore, the Terms and Conditions state that “[i]n order to be eligible to verify the dates of attendance, degrees, and other educational achievements provided by a student, the Requestor certifies that the student has applied for or received products, services or employment that depend upon verification of degree and/or enrollment status.” If the information was not requested for one of these authorized purposes, the verification request constituted a fraudulent use of our services. As such, we request that you immediately destroy or permanently erase (on all forms of physical or electronic media) the information you received from the Clearinghouse regarding xxxx xxxx and delete any copies of the information that you have posted online. Please email me at perlman@studentclearinghouse.org no later than Friday, January 12, 2018 to confirm that you have destroyed the information you received from the Clearinghouse from all such locations.
Sincerely,
Rome Perlman
Assistant General Counsel
National Student Clearinghouse
---
The document discusses privacy and professionalism regarding social media use, particularly on Facebook. It provides tips for Facebook privacy settings and lists several examples of inappropriate or unwise Facebook posts related to one's employer, coworkers, or job. It also discusses the importance of companies having social media policies to provide guidance for employees on appropriate personal and professional social media use and representation of the company. The last parts provide further advice, such as keeping work-related posts separate, maintaining a positive tone, and remembering that posts are public announcements when representing a company on social media.
When it comes to writing social media policy, you just can't say no. View this presentation on the 4 areas that must be covered when writing an effective policy. Also covered is the 7 things every policy needs and the 3 steps to get started.
8 Ways to Design the Best Social Media Policies by the GovernmentSimplify360
Social Media is almost an inevitable platform for all forms of organisations. Whether it is a private ltd. company or a government organisation, there is no better way to reach the target audience, than taking the social media way.
We have taken a look at various social media policies adopted by governments from across the world and come up with solutions for the same.
The Use of Social Media in Your Veterinary Practicebktassava
The document discusses using social media in veterinary practices. It defines social media and notes that it is people-centered rather than customer-centered. The key steps are listening to online conversations, joining discussions on platforms like Twitter and Facebook, and managing a social media program with tools like StumbleUpon. Popular platforms discussed include Twitter, Facebook, LinkedIn, YouTube and Foursquare. The goal of social media is to earn attention by creating valuable content rather than directly selling products.
This document discusses the roles and responsibilities of veterinary technicians. It begins by explaining that veterinary technicians were not granted the title of "nurse" due to laws reserving that term for human medicine. It then lists common roles that veterinary technicians fill and their comparisons to roles in human medicine. The document also provides an overview of the average salary and job outlook for veterinary technicians, noting projected employment growth. It concludes with background information on licensing regulations for veterinary technicians in New York State.
Building, Training and Retaining Your Veterinary Dream Teambktassava
A full-day workshop presentation that takes you through the ins and outs of the recruiting, training and hiring process while providing you with the tools needed to change your practice culture for growth and longevity.
Establishing a clear social media policy is important for providing direction to employees who engage on behalf of a brand in social media and for protecting the corporate reputation. Here are a few tips on how to effectively set up and implement your policy.
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.
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.
The document discusses social media usage policies for employees. It recommends that companies [1] review existing electronic communication policies and adopt specific social media policies, [2] define what social media is covered under the policy, and [3] establish guidelines for appropriate social media use at work and content of social networking posts. It also suggests [3] training employees on the policies and applying the policies consistently.
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.
Organisations that are formally or informally participating in social media should have a robust, organic social media policy in place. This is just a quick example and sample for you and your company to start to organise your own Social Media policy.
Creating a Dealership Social Media Policy With TeethJim Radogna
This document provides guidance on developing an effective social media policy to build a brand while avoiding legal issues. It discusses how social media policies should cover appropriate employee use, potential legal risks, and guidelines for using social media in hiring decisions. It also summarizes laws around discrimination, privacy, overtime pay, harassment, and prohibiting fake reviews or disclosing relationships with reviewers.
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.
The National Labor Relations Board (NLRB) has approved of a social media policy that provides employees guidance on appropriate social media use without restricting discussions of working conditions. The approved policy outlines examples of prohibited conduct such as discrimination and threats rather than broad restrictions. It allows employees to discuss topics like salaries and working conditions, but asks they do so in a respectful manner and not disclose confidential company information. The NLRB views this policy as balancing employees' social media use with protecting the employer's legitimate interests.
Key Points in this presentation:
- Application of Social Media in the Workplace
- Are Employers Permitted to Monitor Social Media Use by Employees at Work?
- Percentage of Business using Social Media
- How does your organization use SM for Internal communications
- Managing the Risks
- Social Media Policy
- Steps to creating a Policy
This document provides guidance for managers on Akron Children's Hospital's social media use policy. It encourages employees to access social media channels to deepen engagement and increase morale. It discusses the benefits of social media use including building trust, improving employee retention and recruitment, boosting communication and productivity. The document then provides Akron Children's goals for social media use and addresses common questions managers have around monitoring employees' social media use, connecting with patients/families, discussing former employees, and allowing personal social media use at work.
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.
Suppose that you are the administrator at a health care facility. A .pdfferoz544
Suppose that the inverse demand for cotton is P-150- Qd, where P is the price of cotton in
USD/lb, and Qd is the quantity demanded of cotton in 1000 lbs. Suppose that the inverse supply
for cotton is P -30+ Qs. The equilibrium price is equal to (USD/lb) and the equilibrium quantity
is equal to (1000 lbs). 60,90 O 50, 50 O 100, 50 O 90,60
Solution
Inverse demand function, P= 150-Qd . Now, write it in other form , Qd = 150- P.
Inverse supply function , P= 30 + Q\'s . Now, write it in other form , Qs = P - 30.
For equilibrium price and quantity , equate Qs with Qd.
Qd = Qs
150 - P = P -30
150 +30 = 2P
180 = 2P
P = 90. {Equilibrium price}
Now ,put P= 90 in any of the quantity equation, we get,
Q = 90- 30
Q= 60. {Equilibrium quantity }
Hence, option (D) is correct . {90,60} ..
This document outlines policies for social media and internet usage at a company. It provides guidelines for using social media to represent the company, interacting respectfully online, and protecting private information. The policies address issues like using social media for business purposes only, getting authorization before speaking on behalf of the company, maintaining confidentiality, and respecting copyrights and privacy rights. Employees are informed that the company owns all communication and data on its devices.
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.
See the full story visit: http://wp.me/p4bshS-15D
Pursuant to an informal, bilateral NLRB settlement agreement, Wendy’s International LLC agreed to modify its handbook Rules. The unmodified Rules were found to be “unlawful and overboard.” Here is a look at the Rules before and after modification:
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.
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.
The document discusses social media usage policies for employees. It recommends that companies [1] review existing electronic communication policies and adopt specific social media policies, [2] define what social media is covered under the policy, and [3] establish guidelines for appropriate social media use at work and content of social networking posts. It also suggests [3] training employees on the policies and applying the policies consistently.
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.
Organisations that are formally or informally participating in social media should have a robust, organic social media policy in place. This is just a quick example and sample for you and your company to start to organise your own Social Media policy.
Creating a Dealership Social Media Policy With TeethJim Radogna
This document provides guidance on developing an effective social media policy to build a brand while avoiding legal issues. It discusses how social media policies should cover appropriate employee use, potential legal risks, and guidelines for using social media in hiring decisions. It also summarizes laws around discrimination, privacy, overtime pay, harassment, and prohibiting fake reviews or disclosing relationships with reviewers.
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.
The National Labor Relations Board (NLRB) has approved of a social media policy that provides employees guidance on appropriate social media use without restricting discussions of working conditions. The approved policy outlines examples of prohibited conduct such as discrimination and threats rather than broad restrictions. It allows employees to discuss topics like salaries and working conditions, but asks they do so in a respectful manner and not disclose confidential company information. The NLRB views this policy as balancing employees' social media use with protecting the employer's legitimate interests.
Key Points in this presentation:
- Application of Social Media in the Workplace
- Are Employers Permitted to Monitor Social Media Use by Employees at Work?
- Percentage of Business using Social Media
- How does your organization use SM for Internal communications
- Managing the Risks
- Social Media Policy
- Steps to creating a Policy
This document provides guidance for managers on Akron Children's Hospital's social media use policy. It encourages employees to access social media channels to deepen engagement and increase morale. It discusses the benefits of social media use including building trust, improving employee retention and recruitment, boosting communication and productivity. The document then provides Akron Children's goals for social media use and addresses common questions managers have around monitoring employees' social media use, connecting with patients/families, discussing former employees, and allowing personal social media use at work.
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.
Suppose that you are the administrator at a health care facility. A .pdfferoz544
Suppose that the inverse demand for cotton is P-150- Qd, where P is the price of cotton in
USD/lb, and Qd is the quantity demanded of cotton in 1000 lbs. Suppose that the inverse supply
for cotton is P -30+ Qs. The equilibrium price is equal to (USD/lb) and the equilibrium quantity
is equal to (1000 lbs). 60,90 O 50, 50 O 100, 50 O 90,60
Solution
Inverse demand function, P= 150-Qd . Now, write it in other form , Qd = 150- P.
Inverse supply function , P= 30 + Q\'s . Now, write it in other form , Qs = P - 30.
For equilibrium price and quantity , equate Qs with Qd.
Qd = Qs
150 - P = P -30
150 +30 = 2P
180 = 2P
P = 90. {Equilibrium price}
Now ,put P= 90 in any of the quantity equation, we get,
Q = 90- 30
Q= 60. {Equilibrium quantity }
Hence, option (D) is correct . {90,60} ..
This document outlines policies for social media and internet usage at a company. It provides guidelines for using social media to represent the company, interacting respectfully online, and protecting private information. The policies address issues like using social media for business purposes only, getting authorization before speaking on behalf of the company, maintaining confidentiality, and respecting copyrights and privacy rights. Employees are informed that the company owns all communication and data on its devices.
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.
See the full story visit: http://wp.me/p4bshS-15D
Pursuant to an informal, bilateral NLRB settlement agreement, Wendy’s International LLC agreed to modify its handbook Rules. The unmodified Rules were found to be “unlawful and overboard.” Here is a look at the Rules before and after modification:
2. Do You Have a Policy?
Unless you write it down, it doesn’t exist
Your policy should consist of three things:
Written protocol
Staff training session
Signed acknowledgement
3. Writing a Protocol
Determine “approved” websites
Define social media and give specific
examples of what this definition applies to
“can include, but are not limited to”….
Develop “professional guidelines” for your staff
to follow
Be specific if key individuals are granted social
media privileges that do not apply to the entire
team
4. Purpose: To empower your team to
enhance client service and education
Approved Websites
5. Websites You Might Approve
Your practice’s
website
Your practice’s blog
Your practice’s staff
intranet site
Your local humane
society’s website
Mapquest, Yahoo or
Google Maps
www.vetmedteam.co
m
www.vspn.org
www.petmd.org
www.aspca.org
www.4act.com
www.petconnection.c
om
7. Employee Online Social Media Policy
The [your hospital’s name] has a
strict Internet and social media
policy. Unless specifically
authorized by _________ to do so
as part of your position as an
employee, you are not permitted to
blog or use other forms of social
media or technology on the Internet
during working hours. This applies
to personal electronic and mobile
devices, as well.
Be specific!
8. These actions can include, but are not
limited to:
Give
examples!
Video or wiki postings
Personal or professional blog
postings
Chat room conversations
Facebook updates
MySpace updates
Twitter updates
YouTube searches and videos
9. Exceptions
Be specific! The following individuals are
authorized to use these specified
social media resources as an
integral part of their job, while at
work or on-the-clock:
All veterinarians are granted access
to VIN while at work
______ is authorized to update the
hospital’s Twitter account and
Facebook page while at work.
10. The [hospital’s name] recognizes and
encourages your rights to self-expression,
and the use of social media on your own
time. Please be aware of, and follow these
professional guidelines for independent
self-expression:
Develop Professional
Guidelines
11. Professional Guidelines
Bloggers are personally responsible for their
commentary.
Employees cannot use the Internet to harass,
threaten, discriminate against, or disparage other
employees or anyone associated with the
[hospital’s name]. Negative statements about the
[hospital’s name], its products and services, its
team members, its clients, or any other related
entity may lead to disciplinary action up to and
including termination of employment. In addition,
appropriate legal action may be taken, if
warranted.
12. Professional Guidelines
Employees who identify themselves as
employees of the [hospital’s name] must state
that the views expressed are their own and not
those of the [hospital’s name] or of any person
or organization affiliated with the [hospital’s
name].
Employees cannot post the name, trademark,
logo, or any other privileged information
associated with the [hospital’s name] or any
other business connected to [hospital’s name].
This includes posting advertisements and
selling hospital products.
13. Professional Guidelines
Employees cannot post photographs or videos of
clients, vendors, other team members, suppliers,
or people engaged in the [hospital’s name]
business or events without express written
consent and authorization from ______________.
Employees cannot link to the [hospital’s name]’s
internal or external websites without obtaining
written permission.
The [hospital’s name] reserves the right to use
content management tools to monitor, review, and
block content on hospital blogs and Website
pages that violates our Internet and Social Media
rules and guidelines.
15. Training the Team
Everyone receives written policy.
Policy is read out loud and discussed point by
point.
Opportunity for questions and answers.
Signed acknowledgements collected at end of
meeting.
16. Signed Acknowledgement
I have read and understand the [hospital’s
name] Social Media Policy. I further
understand that failure to comply with these
rules and guidelines may lead to disciplinary
action up to and including termination of
employment and appropriate legal action, if
warranted.
I agree to abide by these rules and guidelines
as long as the [hospital’s name] employs me.
17. Examples: Misguided Social Media
Behavior
Your young
associate DVM
“likes” a page on
Facebook called: “I
Hate the Stupid
Things Pet Owners
Say to their
Veterinarian”
Your hospital posts a
digital x-ray of a dog that
has ingested 12 pacifiers.
You ask clients to guess
how many objects the dog
ate.
Staff member uses
comments section to wish
the dog well, using both
the dog’s name and client’s
last name within the
thread.
Facebook Groups & Pages Client Confidentiality
19. Explain the Purpose
The [hospital’s name] utilizes social media marketing
as a form of marketing and advertising. Within the
context of promoting the business, the employer
would like to use your images and/or names as
employees of the [hospital’s name]. You may or may
not wish to participate. Please do not feel pressure in
any way to participate, if you do not wish your image
or name to be used.
We would like to continue to feature stories about the
work we do in the practice, including photos. We
would also like to honor our staff by letting clients
know when they celebrate milestones such as
employment anniversaries, the birth of their children,
graduation from college programs, attendance at
continuing education conferences, etc.
20. Please Select One of the
Following:
I grant permission to
the [hospital’s name] to
use my image, and first
and last name in the
context of marketing
the business through
our websites and social
media marketing.
I grant permission to
the [hospital’s name] to
use my image and first
name only in the
context of marketing
the business through
our websites and social
media marketing.
I grant permission to
the [hospital’s name] to
use my image only in
the context of
marketing the business
through our websites
and social media
marketing.
I decline permission to
the [hospital’s name] to
use my image and/or
name in the context of
marketing the business
through our websites
and social media
marketing.