|Title:||Policy on Use of Social Media|
|Document ID:||Operational Directive OD 0326/11|
|Date of issue:||Wednesday, 8 June 2011|
|Status:||NO LONGER APPLICABLE|
|Description:||Policy on Use of Social Media|
|Applicable to:||WA Health|
|Period of effect:||from 23 May 2011|
|Review date:||23 May 2016|
|Authorised by:||Kim Snowball, Director General, Department of Health WA, 08-Jun-2011|
|Print version:||View print version|
Policy on Use of Social Media
The purpose of this policy is to ensure that employees do not engage in online communication that is disparaging and/or discriminatory towards the WA Health and/or colleagues. Communication may include, but is not limited to emails, blogging and posts via social media sites such as Facebook, MySpace, Twitter, YouTube and Flickr. Disparaging communication includes negative, adverse, inappropriate, offensive, discriminatory and abusive blogs/posts that criticises WA Health and/or colleagues in a public way.
The use of online communication via social media to post or blog disparaging comments about WA Health and/or colleagues is a breach of an employee’s duty of fidelity and good faith which will result in disciplinary action and in some cases termination of employment.
This policy applies to all staff within WA Health entities including:
This policy covers all online communication via social media sites made by an employee, whether during work hours on a work computer, or during work hours on a personal electronic device, or outside work hours on a personal electronic device. Online communication via social media sites that is prohibited includes, but is not limited to, communication that:
Prohibited online communication via social media sites may also be in contravention of:
An employee that engages in online communication to make disparaging comments about the Department, management, colleagues and/or patients will be in breach of their duty of fidelity and good faith. Such conduct will be found to be misconduct which will result in disciplinary proceedings and may lead to termination of employment.Any queries regarding this directive can be sent to email@example.com.
This circular last updated: Monday, 4 May 2015 at 3:09pm