Social Media Policy
Social Media Policy
This document outlines the Kelly Services, Inc. (“Kelly or “Company”) policy regarding employee participation and conduct within social media networks. The policy is intended to preserve and protect Kelly’s legitimate business interests, intellectual property, and reputation.
As an employee of Kelly, you are personally responsible for any comments about and on behalf of the Company that you post to a social media network (e.g., Facebook, LinkedIn, Twitter, YouTube, blogs, or forums). When identifying yourself on these networks as a Kelly employee, you associate yourself with the Company, your colleagues, managers, and customers. Therefore, be mindful that your postings will be available to the general public, reflect on the Company’s reputation and business interests, and may not interfere with your work or create a conflict of interest between you and Kelly Services.
To protect Kelly, our customers, and other parties with whom we do business, Kelly Services has adopted rules of permissible and prohibited conduct regarding employee use of social media networks. You are expected to observe this policy when using social media networks. Your failure to comply with these rules may result in disciplinary action, up to and including termination of employment, subject to applicable law.
Any intellectual property created by you on such social media networks that is created during the course of your employment and/or using the property of Kelly Services shall be considered “work made for hire” and shall be the property of Kelly Services.
I. Guidelines for Social Media Use
- Clearly identify yourself and your role within Kelly when communicating about Kelly, its products and services, customers, suppliers, vendors, and competitors.
Only approved Kelly officers, employees, and representatives can speak on behalf of Kelly as a whole. When posting comments on the Web, make it clear your comments are your own and not those of Kelly.
- If you identify yourself as a Kelly employee, post a prominent disclaimer stating that you are only expressing your personal views and not those of the Company. For example:
“The views expressed on this Web site/Weblog are mine alone and do not necessarily reflect the views of my employer.”
- Do not use Kelly Services logos or images, which includes setting up Kelly branded pages or sites on social networks such as a Kelly Facebook page or Kelly Twitter account.
- Use good judgment. Be smart about what you publish; once you post something, assume it lives forever. You are responsible for what you post. Take it seriously.
- Be respectful.
- Be truthful. Strive for accuracy. Stick to the facts.
- Always credit sources with citations or links. Respect third-party trademarks and copyrights.
- All Company policies and standards apply, including, but not limited to, policies related to illegal harassment, code of conduct, non-competition, conflicts of interest, and protecting confidential and/or proprietary information. When posting, be cognizant of these policies.
II. Prohibited Conduct Includes:
- Disclosing confidential or proprietary information, or trade secrets, belonging to the Company, customers, candidates, or employees, such as candidate lists, customer lists, pricing information, strategy discussions, Social Security numbers, personal health information, information regarding the development of systems, processes, products, know-how, technology, internal reports, policies, procedures, or other internal business-related confidential communications and Company proprietary information.
- Violating the Company’s Code of Business Conduct and Ethics and other policies.
- Exposing yourself or others to material online or through e-mail that may create a hostile work environment.
- Using statements that could be viewed as malicious, obscene, threatening or intimidating, that disparage employees, customers, members, associates, or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion, or any other status protected by law or Company policy.
- Forming biases against an applicant based on information that is not appropriate to consider when making a networking or hiring decision.
- Spamming (i.e., sending unsolicited bulk e-mail that is not work related, such as commercial advertising).
- Allowing the use of social media to interfere with work responsibilities - while you are on work time, refrain from online activities that are not work related.
- The prohibited conduct is not intended to limit, restrict, or affect any rights employees may have under the National Labor Relations Act (“NLRA”) to communicate with other employees or the public about their wages, hours, or other terms and conditions of employment, or any other rights employees may have under the NLRA. You will not be disciplined, discriminated against, retaliated against, or experience any adverse consequences as a result of exercising any of your rights under the NLRA or any other law.
III. Reporting Social Media Postings
- If a negative post or comment is found online about the Company, or a post that may violate Company policy, contact Electronic Investigations at firstname.lastname@example.org for review and evaluation to determine appropriate action, if necessary. For instance, if a post is found online of an employee disclosing a Company trade secret, an employee threatening violence, or an employee complaining about harassment at the workplace, contact Electronic Investigations.
IV. Employee and Applicant Social Media Usernames and Passwords
- Do not request or require any employee or prospective employee to provide any password or other related account information in order to gain access to the employee’s or prospective employee’s account or profile on a social network.
- Full-time Kelly Staff: For questions regarding this policy, contact your HR generalist.
- Temporary/Contract Kelly Employees: Contact the HR generalist who supports the local Kelly office. Their name and phone number can be obtained from your local Kelly office, or the Human Resources department at Kelly’s Corporate Headquarters.