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My HR Knowledge Bank

Welcome to My HR Knowledge Bank.  You will find frequently asked questions on all current HR Policies and procedures, links to all policies, useful forms, guidelines and toolkits.

SOCIAL NETWORKING

Can I show my employer as Rhondda Cynon Taf Council on my status on social networking sites?

Whilst it is acceptable for Rhondda Cynon Taf Council to be shown as the place of work on an employees profile comments should not be made about an employees job, things that happen in work, colleagues, or any information that may be considered confidential to the job role on a profile, or status in any public forum.

Care should be taken that any comments made cannot be considered as bringing the Council into disrepute; these types of comments may lead to disciplinary action.

Employees should ensure that they comply with the Internet and E-mail Acceptable Use Policy

This is important whether you have listed your employment details, or not. You should always ensure that you comply with the Internet and E-mail Acceptable Use Policy and Social Media Policy.

Both Council policies can be accessed here.

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Can I use social networking sites in work?

Access to social Networking sites on Council equipment is restricted. If you access Social Networking sites on your own personal devices this must be done in your own time and you should avoid featuring information which can be related to your work, or reflect on the work or reputation of the Council.

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If pictures are posted on Facebook or other social networking sites that have been taken in work showing service users in the background, what should I do?

It is not appropriate to post images of clients, service users or incidents that take place during an employee's working day. You should report your observation to your manager immediately.

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Should there be 'exchanges' on social networking sites that refer to, or are about work or people at work?

It depends on the nature of the information that is being exchanged or made public. The Council acknowledges the right to freedom of expression, but would remind employees of the potential legal implications of disclosing material, which could be considered abusive or defamatory.

Social networking websites are always a public forum, particularly if you are part of a 'network'. It should not be assumed that entries on any website will remain private, and once posted and viewed by others are not easily retracted.

If you see exchanges that you feel are inappropriate, you should report them to your manager.

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What should happen if colleagues post details of work disputes on social networking sites?

Inform your manager if you notice anything on social networking pages that might damage working relationships between employees, clients, service users or partner agencies.

Inappropriate social use of the internet outside the workplace could bring the Councils reputation into disrepute or expose the Council to potential liabilities.

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Who can you be friends with on social networking sites?

You should use your own judgement in deciding who your friends should be. Bear in mind the Codes of Conduct and policies that are part of your professional and employment requirements.

You should consider issues of confidentiality, the clauses in your Contract of Employment, the Councils Dignity at Work Policy and Disciplinary Rules Policy and Disciplinary Procedure.

Customers and clients are able to search the internet for information on Council employees they have involvement with. Check your security settings on social networking sites so that your information is only visible to the people who you want to see it.

You should consider whether it is appropriate for clients and service users to see your personal information and exchanges.

It would be advisable to speak to your manager about such requests before taking action that could impact in some way on your work or working relationships.

All of the Council policies mentioned above can be found here.

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Who should be advised if bullying or abuse is being perpetrated on social networking sites between employees?

If an employee is being subject to abuse by colleagues through use of a social networking site, the manager should be informed immediately.

In such cases, employment policies of the Council, such as Dignity at Work Policy, Disciplinary Rules Policy, Disciplinary Procedure and Whistleblowing Policy apply equally to actions outside of work, since employee relationships stem from the workplace, and these actions could impact on their work, and be detrimental to the interests of the Council.

All of the Council policies mentioned above can be accessed here.

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