Onion Lake Cree Nation values education and as such must empower and strengthen the youth by enriching their spirit through educating in a Nehiyaw-based environment.
OLCN expects all employees to abide by the following conditions with respect to the use of social media and Internet usage. Please take special care to make sure you follow all of the rules outlined below.
To the extent that such content relates in some way to OLCN or its employees, the content of an employee’s messaging/posts must comply with all OLCN policies, including, but not limited to: OLCN’s Internet, Email and Respectful Workplace policies, OLCN’s Code of Conduct, Oath of Confidentiality, and related OLCN laws, policies and applicable provincial or federal legislation.
OLCN employees and authorized users are deemed to acknowledge that social media use, as it relates to OLCN, its business interests or employees, is not private, and that such information or material posted on social networking sites may be collected, used and disclosed where necessary. Such action(s) will respect applicable privacy legislation.
This policy is designed to ensure the proper and effective implementation and use of social media by OLCN employees, and to ensure that all such use is undertaken in a manner consistent with and for purposes of assisting in the enhancement and maintenance of OLCN’s goals and objectives, as well as OLCN’s identity, integrity and reputation, while minimizing real or potential risk to OLCN, whether such use of social media occurs inside or outside of the workplace.
The use of official OLCN social media accounts must be proactively and responsibly operated by authorized users. When using multi-media, social networking websites, blogs and wikis for both professional use you are representing yourself and your company. Please make sure to use discretion. Although many of these sites are secure, anything you make accessible online has potential to be found and become accessible by the public.
Such use will be monitored periodically by the Network Administrator.
All employees are responsible to ensure they have authorization from their immediate supervisor/manager prior to the use of social media in an official capacity on behalf of OLCN.
When posting items to the Internet, do not use company logos or trademarks unless it has been approved by a supervisor.
Privacy and confidentiality are a priority and must be ensured. Only information that is approved by the Chief Operating Officer or Chief Executive Officer for use in the public domain may be published.
Social media sites can only be accessed after work hours. It is completely off limits to access social media sites during working hours unless it has been approved by a supervisor/manager.
While respecting an employee’s right to privacy, OLCN may, at its discretion, monitor personal social media use during working hours.
There is to be no mention of OLCN on social media sites by an OLCN employee unless the message has been approved. Only preapproved messages may be promoted and discussed.
Personal social media use by an employee that contravenes OLCN Laws, policies and/or applicable legislation is prohibited and an employee undertaking such activity may be subject to disciplinary/corrective measures where appropriate in accordance with the OLCN Personnel Policy.
Personal posts, regardless of origination and wherever published, including but not limited to personal blogs and other postings must not negatively affect the reputation of OLCN, its employees, goodwill or otherwise negatively affect OLCN.
Posted materials that are insulting, demeaning or offensive to OLCN or its employees or that are otherwise objectionable in that their content might be damaging to OLCN business affairs will not be tolerated, and an employee responsible for such posts may be subject to disciplinary/corrective measures where appropriate in accordance with the OLCN Personnel Policy.
Prohibited use of social media includes but is not limited to:
Posting confidential OLCN material or proprietary information without proper prior authorization;
Soliciting or obtaining information for purposes not related to OLCN business;
Use of social media for potentially libelous, defamatory or harmful purposes and that may be harmful to OLCN or its employees;
Posting defamatory, discriminatory or harassing messages or material;
Social media use occurring outside of OLCN work hours that undermines the employee/employer working relationship and/or that negatively impacts OLCN’s operational requirements or that damages OLCN’s reputation or violates laws, policy or legislation (this applies whether or not an employee is using OLCN’s or personal equipment).
To proactively address uncertainty about acceptable use of social media, it is the employee’s responsibility to clarify acceptable as opposed to prohibited use thereof and to obtain authorization for such use with the Human Resources Director or Chief Human Resource Officer before proceeding.
Where deemed necessary by OLCN, an employee may be notified that their social media use or activity will be reviewed to determine appropriateness of use and consequences of improper use, if any.
An employee who is determined to be engaging or to have engaged in prohibited or unauthorized use of OLCN equipment or who has otherwise engaged in objectionable or prohibited conduct relating to social media platforms will be subject to disciplinary or corrective action up to and including termination of employment in accordance with the OLCN Personnel Policy.
An employee may also be held personally liable for damages caused by any violations of this policy; and
Illegal/criminal use of social media by an OLCN employee will be reported to the appropriate authorities.
