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Staff Handbook - Communications, Email, Internet and Social Media Policy

Updated: Dec 18, 2022

This policy on Communications, Email, Internet and Social Media defines what the company considers to be an acceptable use of its communications facilities, with particular attention paid to the use of email, telephone, internet, and social media.

This policy also addresses what the company considers to be an acceptable use of its communications facilities.

Within the framework of the policy is the provision for a choice between completely prohibiting personal use of company email and internet capabilities or permitting restricted and responsible use within the parameters of the policy.

According to the policy, employees are strongly encouraged to use the firm's communications facilities, such as email and the internet, as a quick and dependable mode of contact that offers considerable benefits for the organisation.

However, the policy also cautions employees of the dangers that the misuse of communications might bring, exposing both the employees and the organisation to potential legal and commercial consequences as well as criminal offences. Specifically, the policy states that:

The alluring pull of making one more post, one more share, or one more like on social media can cause employees to lose hours of work time, which can be a significant drain on the resources available in the company.

On the other hand, social media can also be an effective marketing tool, and it is gradually becoming a normal component of the marketing mix for many different kinds of companies.

The detailed social media provisions that are included in this policy accommodate both positions and can be used to either allow limited personal use of social media at work or to completely ban it.

In addition to addressing work use of social media by providing detailed rules applicable to employees' representation of their employers on social networking sites, these provisions also address the issue of personal use of social media at work.









  • 社交媒体包括在互联网及和所有社会计算形式上传播或发布任何类型信息或内容的一切方式。

  • 社交媒体平台有多种不同形式,包括但不限于您或他人的博客或微博(如 Twitter, Tumblr)、内容社区(如 YouTube)、 社交及专业人士交际网站(如 Facebook, LinkedIn)、 论坛和讨论板(如 Whirlpool, Google Groups)、 在线百科全书(如 Wikipedia) 以及虚拟游戏和社交世界(如,“魔兽世界”、“第二人生”)。


The following templates are offered solely for educational and informational reasons:

✅ Please note that, even though the material is helpful, there is no assurance that it is correct or complies with all applicable laws. Visitors from all around the world read this website, and each business is unique. Therefore, it is also recommended that you check with your lawyer or an HR consultant to ensure that your legal interpretation and decisions are appropriate for your current circumstances.

✅ Before disseminating the policy to employees, it is strongly advised that the employer have it reviewed by an attorney beforehand, especially if the template itself is litigious, has potential legal implications, and has a personal impact on employees (e.g., security procedures).

✅ You must maintain open lines of communication with your legal counsel to obtain the attorney's assistance in analyzing the terms of the policy in light of any potential legal ramifications.


以下模板仅出于教育和提供信息的目的而提供: ✅ 请注意,即使这些材料是有帮助的,也不能保证其正确性或符合所有适用法律。来自世界各地的访问者阅读本网站,而每个企业都是独一无二的。因此,也建议你向你的律师或人力资源顾问查询,以确保你的法律解释和决定适合你目前的情况。

✅ 在向员工传播政策之前,强烈建议雇主事先让律师进行审查,尤其是如果该模板本身具有诉讼性质,有潜在的法律影响,并且对员工有个人影响(例如,安全程序)。 ✅ 你必须与你的法律顾问保持开放的沟通渠道,以获得律师的协助,根据任何潜在的法律影响来分析政策的条款。

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