Community Standards

  1. Purpose of policy

This policy is intended to help users and publishers of FRONTONET to make appropriate decisions about the use of our website.

This policy outlines the standards FRONTONET requires publishers to observe when using social media, the circumstances in which FRONTONET will monitor your use of social media and the action that will be taken in respect of breaches of this policy.

 

  1. Who is covered by the policy?

This policy covers all visitors, publishing content, and commenting freely in any article and content published in FRONTONET.

 

  1. Responsibility for implementation of the policy

The FRONTONET Administrator has overall responsibility for the effective operation of this policy.

All staff are responsible for their own compliance with this policy and for ensuring that it is consistently applied. All staff should ensure that they take the time to read and understand it. Any content which breach of this policy should be reported to the Administrator.

 

  1. Using work-related social media

Only the Responsible individual is/are permitted to post material on a website in his/her name and/or the company/organization name and behalf. The content of anyone who breaches this restriction will be remove. The publisher will face the company’s disciplinary procedure. This may be restriction to publish any type of content and/or commenting in any type of content.

 

  1. General rules for social media use

Whenever you are publishing or commenting in any content, in accordance with this policy, you must adhere to the following general rules.

  • Do not post or forward a link to any abusive, discriminatory, harassing, derogatory, defamatory or inappropriate content.
  • Never disclose commercially sensitive, anti-competitive, private or confidential information. If you are unsure whether the information you wish to share falls within one of these categories, you should discuss this with the party involved.
  • Do not post material in breach of copyright or other intellectual property rights.
  • Be honest and open, but be mindful of the impact your contribution might make to people’s perceptions of the company.
  • You are personally responsible for content you publish and comment – be aware that it will be public for many years.
  • When using social media for personal use, use a disclaimer, for example: ‘The views expressed are my own and don’t reflect the views of my employer’. Be aware though that even if you make it clear that your views on such topics do not represent those of the organisation, your comments could still damage our reputation.
  • You should avoid social media communications that might be misconstrued in a way that could damage our business reputation, even indirectly.
  • Do not post anything that your colleagues or our customers, clients, business partners, suppliers or vendors would find offensive, insulting, obscene and/or discriminatory.
  • If you have disclosed your affiliation as an employee of our organisation you must ensure that your profile and any content you post are consistent with the professional image you present to client and colleagues.

Where it is believed that an employee has failed to comply with this policy, they will face the company’s disciplinary procedure. If the employee is found to have breached the policy, they will face a disciplinary penalty ranging from a verbal warning to dismissal.

The penalty applied will depend on factors such as the seriousness of the breach; the nature of the posting; the impact it has had on the organisation or the individual concerned; whether the comments cause problems given the employee’s role; whether the employer can be identified by the postings; other mitigating factors such as the employee’s disciplinary record etc. Remember the same test of reasonableness applies when dismissing for improper use of social media as it would for any other misconduct dismissal.

 

  1. Policy review and update

The FRONTONET Administration has overall responsibility for the review and update of this policy at the beginning of each year or more regularly as required.

 

  1. Agreement

All company employees, contractors or temporary staff are required to sign this agreement confirming their understanding and acceptance of this policy.