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Updated July 2020
This policy describes the standards expected of employees, volunteers and external contractors of the Royal Agricultural Society of WA (RASWA) in their use of social media.
The policy encompasses all RASWA brands including but not limited to the Royal Agricultural Society of Western Australia, Perth Royal Show, Claremont Showground and Perth Royal Food Awards.
RASWA recognises that its employees have an interest in using social media during their non- working time without unnecessary employer interference. We respect your right to participate in social media during your non-working time for personal reasons. However, the use of social media carries with it certain risks and responsibilities, some of which can have an impact on the workplace.
This Social Media Policy has been established to assist you in making responsible decisions about your use of social media and to ensure that you understand the types of conduct that are prohibited.
This policy applies to all employees and contractors of RASWA.
This policy applies to the use of current and emerging forms of social media including social networking sites, blogs, micro-blogs, online discussion forums, collaborative spaces and media sharing services.
Only nominated RASWA employees are authorised to make comment to the media or make comment via social media on behalf of RASWA.
Should an employee, contractor or consultant be approached by a member of the media they should refer the person to the RASWA marketing and media team. Similarly, if you are asked a question about RASWA by a member of the public via social media, you should refer the question to the RASWA Marketing and Media Team who are authorised to comment in social media.
Social media is defined in this policy as all online or social media sites that allow user participation and interaction.
Social media sites include but are not limited to:
Social media includes any site that allows a user to contribute content whether that is in the form of status updates, articles, blog entries, photos, images, video or comments, forums or live chat. This includes news websites displaying articles that users can respond to in comments.
Official RASWA social sites can only be set up and branded by authorised RASWA staff. Any questions or comments directed to any official RASWA page can only be responded to by RASWA authorised staff.
When participating in social media other than on behalf of RASWA, your legal obligations as an employee, consultant or contractor with RASWA remain the same as they would be in other contexts of your life, even if you believe you are participating anonymously. All employees should not use personal work emails to sign up to social media accounts.
Should an employee, consultant or contractor choose to participate as a private citizen in social media, they should do so without damaging the reputation of or infringing the intellectual property rights of RASWA, its employees, contractors, consultants, customers or suppliers. RASWA may take reasonable and lawful steps in relation to any use of social media that is not authorised or in breach of this policy.
Employees, contractors or consultants can participate in social media that is unrelated to RASWA as any private citizen would without needing to reference their role at RASWA. As with any publicly visible activity, employees of RASWA should endeavour to conduct themselves in accordance with RASWA’s values and in a manner that will not bring RASWA into disrepute.
However, if an employee, contractor or consultant makes reference to RASWA, its people, products, clients, business partners, suppliers or other associates, in a social media context they must:
You must not:
Depending on the circumstances, non-compliance with this policy may constitute a breach of employment or contractual obligations, misconduct, sexual harassment, discrimination, or some other contravention of the law.
Those who fail to comply with this policy may face disciplinary action and, in serious cases, termination of their employment or engagement.
The following is offered as general guidance to assist you in complying with the obligations set out in this policy. When in doubt, seek further guidance from your manager or the Manager Marketing and Communications / Marketing Executive.
You should only use information obtained in the course of your employment/engagement with RASWA in a manner consistent with RASWA Value Statements.
You should not publish or report on conversations or information that is deemed confidential or classified or deals with matters that are internal in nature.
You should respect copyright laws and fair use of copyrighted material and attribute work to the original author/source wherever possible.
RASWA Harassment Policy applies online and in the physical workplace.
Workplace bullying and harassment includes any bullying or harassing comments employees make online, even on their own private social networks or out of office hours.
Abusive, harassing, threatening or defaming postings are in breach of RASWA Harassment Policy, and may result in disciplinary action being taken.
All employees are expected to treat their colleagues with respect and dignity and must ensure their behaviour does not constitute bullying and/or harassment.
You should refrain from publishing material that may cause injury to another person, organisation, association or company’s reputation, and should seek further guidance if publication of such material is thought to be necessary.
Material may be offensive or obscene and may infringe relevant online classification laws if it is pornographic, sexually suggestive, harassing, hateful, racist, sexist, abusive or discriminatory.
We acknowledge the Traditional Owners and custodians of country throughout Australia and their continuing connection to land, waters and community. We pay our respects to the people, the cultures and the Elders past, present and emerging.
