HR Policies
technology
Social Media Policy
Personal + professional social media — protect brand, protect confidential info, preserve NLRA Section 7 rights.
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What's inside this template
Personal Use
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Employees are free to maintain personal social media accounts. The views you express on personal accounts are your own, not the company's. When discussing the company, include a disclaimer like "Opinions are my own."
Confidentiality
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Do not share confidential information on social media. This includes financial data, customer information, unannounced products, and internal strategies. The Confidentiality Policy applies to social posts.
Protected Speech
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This policy does not restrict employees' rights under NLRA Section 7 to discuss wages, working conditions, or organize. Employees may discuss workplace concerns publicly, even critically, as long as the posts are not maliciously false or violate confidentiality of customer or other employee data.
Anti-Harassment
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Posts that harass, threaten, or discriminate against coworkers — even on personal accounts — may violate the Anti-Harassment Policy. The workplace extends to digital communication when it affects coworkers.
Official Social Channels
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Only authorized employees may post on official company social channels. Marketing maintains the official voice and brand. Customer service channels are staffed by the support team.
Crisis Response
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If you become aware of a social media issue affecting the company (negative viral post, customer complaint going viral, security incident posted publicly), notify the Communications team immediately. Do not engage publicly without authorization.
Common use cases
Employee social presence
Brand protection
Crisis communication
Frequently asked questions
Can I post about my job?
Yes. You can share that you work here, post company content if it's public, and discuss general role topics. Avoid sharing confidential information, internal strategies, or unreleased product details.
Can I criticize the company on social media?
NLRA Section 7 protects honest discussion of working conditions. However, knowingly false statements that damage the company can be actionable. We encourage raising concerns internally first — HR, Ethics Hotline, or skip-level — where they can be addressed.
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