Social Media Policy

Policy

This policy provides guidance for employee use of social media. Social media has many forms, which this policy broadly applies to; these include but are not restricted to Facebook, Twitter, LinkedIn, Share, Blogging, Messenger, message boards, chat rooms, electronic newsletters, online forums, social networking sites and wikis.

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Employees need to be aware that their actions may have an impact on their individual image as well as the practice's image. The information that employees post or publish may be public information for a long time. Employees must use their best judgement in posting material that is neither inappropriate nor harmful to the practice, its employees or patients. 

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Overall employees must observe the principles of integrity, professionalism, privacy and impartiality when posting online.

There may be disciplinary implications for employees not complying with the practice's social media policy and guidelines.

Procedure

Social Media Sites for Tatiara Medical Centre:

  • Only authorised staff are permitted to post material on a social media website in Tatiara Medical Centres name, and on Tatiara Medical Centre’s behalf. Any breach of this restriction will amount to gross misconduct.

 

Use of Work-Related Social Media:

  • At Tatiara Medical Centre, we recognise the importance of the internet shaping public thinking about Tatiara Medical Centre and our services, employees, and customers. We also recognise the importance of our staff joining in and helping shape industry conversation and direction through interaction in social media. Therefore, in some instances, the Practice Manager may permit an employee to interact with the Tatiara Medical Centres internet website/Facebook page.
  • Prior to participation, the employee should:
  1. Discuss involvement with the Practice Manager
  2. Receive approval from Tatiara Medical Centres Practice Manager
  3. Ensure they are familiar with the relevant policies and protocols, and agree on parameters for the project.

 

Employees Social Media Sites regarding Tatiara Medical Centre:

  • Where an employee’s comments or profile can identify them as a Tatiara Medical Centre employee, that employee:
  1. Must ensure any communication is consistent with Tatiara Medical Centres Code of Conduct, values, policies, and applicable laws
  2. Write on all postings that the stated view are your own and are not those of Tatiara Medical Centre
  3. Must not imply that you are authorised to speak as a representative of Tatiara Medical Centre
  4. Must not make any comment or post any material that might otherwise cause damage to Tatiara Medical Centres reputation or bring it into disrepute
  5. Must not post material that includes confidential / proprietary information or trade secrets, or information that is offensive, obscene, defamatory, libellous, threatening, harassing, bullying, discriminating, hateful, racist, or sexist
  6. Must not use any Tatiara Medical Centre logos without written permission from the Practice Manager
  7. Can only disclose and discuss publicly available information
  8. Must adhere to the Terms of Use of the relevant social media platform, as well as copyright, privacy, defamation, contempt of court, discrimination and other applicable laws, and Tatiara Medical Centres Privacy of Health Records and Personal information policies.

Employee's Personal Use of Social Media

  • This policy does not discourage, nor unduly limit employees using social media for personal expression or other on-line activities in the personal life
  • Employees should be aware of and understand the potential risks and damage to Tatiara Medical Centre that can occur, either directly or indirectly from their personal use of social media and should comply with this policy to ensure that the risk is minimised.
  • Employees are personally responsible for content published in their personal capacity on any form of social media. When in doubt, the employees can seek guidance from the Practice Manager on how to comply with the following obligations.

 

Employees must:
  • Agree to sign social media agreement annually
  • Only disclose and discuss publicly available information
  • Ensure that all content published is accurate and not misleading and complies with all relevant practice policies and other legal and professional requirements
  • Ensure use is minimal and taken place substantially out of normal working hours (during lunch hours, before 9am and after 5:30pm)
  • State that stated views are personal and are not representative of the practice
  • Behave politely and respectfully
  • Adhere to the terms of use for using the social media platform or website, and adhere to legislation including copyright, privacy, defamation, contempt of court, discrimination and other applicable laws, and the practices Privacy Policy
  • Ensure use complies with our policies in the Equal Opportunities Policy, Harassment, Discrimination and Bullying Policy, Privacy and Confidentiality Policy, and Disciplinary Policy.

 

Employees must not:
  • Post material that is offensive, obscene, defamatory, threatening, harassing, bullying, discriminatory, hateful, racist, sexist, infringes copyright, constitutes a contempt of court, breaches a court suppression order, or is otherwise unlawful.
  • Imply that they are authorised to speak as a representative of the practice, nor give the impression that the views expressed are those of the practice.
  • Use the identity or likeness of another employee or any other member of the practice
  • Use their practice email address or any practice logos that may give the impression of official support or endorsement of their personal comment
  • Use or disclose any confidential information or personal information obtained in the capacity as an employee of the practice.
  • Post material that is, or might be construed as, threatening, harassing, bullying or discriminatory towards another employee of the practice.
  • Comment or post any material that might otherwise cause damage to the practices reputation or bring it in to disrepute.
  • Upload or post any content belonging to a third party, unless there is written consent from that third party.

 

Adherence:
  • When accessing social media while at work, you must use these resources reasonably, in a manner that does not interfere with your work, and is not inappropriate or excessively accessed.

 

Reasonable Use:
  • Accessing Facebook during an official break time-         
  • Replying to a family members email/message
  • does not include promoting personal business or private enterprise

Compliance



Misuse:

Misuse of social media websites can, in certain circumstances, constitute a criminal offence or otherwise give rise to legal liability against you and Tatiara Medical Centre.

 

Rights:
  • Tatiara Medical Centre reserves the right to initiate action against any staff member, in accordance with the organisations Disciplinary Procedure, who uses social media in a manner that could be considered inappropriate or not consistent with this policy or any other of Tatiara Medical Centres policies.
  • Tatiara Medical Centre reserves the right to restrict or prevent access to certain social media website if personal use is considered to be excessive. Monitoring is only carried out to the extent permitted or as required by law and as necessary and justifiable for business purposes.

 

Disciplinary Action:
  • Where evidence of misuse is found, Tatiara Medical Centre may undertake a more detailed investigation in accordance with our Disciplinary Process Policy and disciplinary action may include termination of employment.
  • When considering disciplinary action, management will consider:
  1. the nature and severity of the post
  2. the source of the post
  3. whether Tatiara Medical Centre was named
  4. if the post is public
  5. if other co-workers have seen the post,
  6. if Tatiara Medical Centre or the Health Industry has been damaged
  7. if the comment was impulsive or deliberate
  8. breaches of Privacy and Confidentiality Laws
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