|
In general, our camp views social networking sites (e.g., MySpace),
personal Web sites, and Weblogs positively and respects the right of
employees to use them as a medium of self-expression. If an employee
chooses to identify himself or herself as an employee of our camp on
such Internet venues, some readers of such Web sites or blogs may view
the employee as a representative or spokesperson of the camp. In light
of this possibility, our camp requires, as a condition of employment
at the camp, that employees observe the following guidelines when referring
to the camp, its programs or activities, its campers, and/or other employees,
in a blog or on a Web site.
- Employees must be respectful in all communications and blogs related
to or referencing the camp, its campers, and/or other employees.
- Employees must not use obscenities, profanity, or vulgar language.
- Employees must not use blogs or personal Web sites to disparage
the camp, campers, or other employees of the camp.
- Employees must
not use blogs or personal Web sites to harass, bully, or intimidate
other employees or campers. Behaviors that constitute harassment and
bullying include, but are not limited to, comments that are derogatory
with respect to race, religion, gender, sexual orientation, color,
or disability; sexually suggestive, humiliating, or demeaning comments;
and threats to stalk, haze, or physically injure another employee or
camper.
- Employees must not use blogs or personal Web sites to discuss engaging
in conduct that is prohibited by camp policies, including, but not
limited to, the use of alcohol and drugs, sexual behavior, sexual harassment,
and bullying.
- Employees must not post pictures of campers or other employees
on a Web site without obtaining written permission.
- Our camp does not host or sponsor a social networking site. The
use of our copyrighted camp name or logo is not allowed without written
permission.
Any employee found to be in violation of any portion of this Social
Networking and Blogging Policy will be subject to immediate disciplinary
action, up to and including termination of employment.
Originally published in the 2006 September/October
issue of Camping Magazine. |