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Social Media Policy

POLICY

This policy provides guidance for employee use of social media, which should be broadly understood for purposes of this policy to include blogs, wikis, microblogs, message boards, chat rooms, electronic newsletters, online forums, social networking sites, and other sites and services that permit users to share information with others in a contemporaneous manner.

PROCEDURES

The following principles apply to professional use of social media on behalf of Masszymes, inc. as well as personal use of social media when referencing Masszymes, inc.

• Users and Employees need to know and adhere to Masszymes, inc.’s Handbooks and company policies when using social media in reference to Masszymes, inc.

• Users and Employees should be aware of the effect their actions may have on their images, as well as Masszymes, inc.’s image. The information that users and employees post or publish may be public information for a long time.

• Users and Employees should be aware that Masszymes, inc. may observe content and information made available by employees through social media. Users and Employees should use their best judgment in posting material that is neither inappropriate nor harmful to Masszymes inc., its employees, or customers.

• Although not an exclusive list, some specific examples of prohibited social media conduct include posting commentary, content, or images that are defamatory, pornographic, proprietary, harassing, libelous, or that can create a hostile work environment.

• Employees are not to publish post or release any information that is considered confidential or not public. If there are questions about what is considered confidential, employees should check with the Human Resources Department and/or supervisor.

• Social media networks, blogs and other types of online content sometimes generate press and media attention or legal questions. Employees should refer these inquiries to authorized Masszymes, inc. spokespersons.

• If employees encounter a situation while using social media that threatens to become antagonistic, employees should disengage from the dialogue in a polite manner and seek the advice of a supervisor.

• Users and Employees should get appropriate permission before referring to or posting images of current or former employees, members, vendors or suppliers. Additionally, employees should get appropriate permission to use a third party's copyrights, copyrighted material, trademarks, service marks or other intellectual property.

• Use of social media for business purposes is allowed (ex: Facebook, Twitter, Blogs, Instagram and LinkedIn), but personal use of social media networks or personal blogging of online content is discouraged and could result in legal action.