Staff are reminded of boundaries and are adhere to the responsibilities contained within the Local Authorities model code of conduct It is advised that: Education establishments ensure that contracts of employment refer to the Social Media Policy and a policy is drafted covering the use of social media for employees. (Copy of a draft policy is attached at appendix 3). Education establishments could consider the following: Warning on offensive, obscene, discriminatory or harassing online behaviour. Warning on derogatory comments on other staff, pupils or parents. Misuse of confidential, sensitive, personal or copyrighted information. Guidance for in or out of work time. Block pupils as friends. Consideration of colleagues as friends. Rules on privacy settings. Ban on use in work time. Consequence of breach of policy and link to other policies. You should ensure that each member of is aware of the education establishments Social Media Policy. If the education establishment encourages the positive use of social networking sites as part of the educational process, it should provide clear guidance on what is considered to be appropriate contact with students. Having a thorough policy in place will help staff and students to keep within reasonable boundaries All must understand that social network sites are not private and are not considered outside the work domain. There is a significant risk of damage to the reputation of an education establishment and teacher and damage to careers when inappropriate content is inputted online. All Staff should be aware of the role of the LADO (Local Authority Designated Officer for Safeguarding). Employers can take action (including dismissal) for inappropriate online conduct outside working time provided: - There is actual or potential damage to the education establishment’s reputation. - There is evidence of harassment/bullying. Discrimination or otherwise offensive behaviour. - The education establishment has a clear policy making it clear what is acceptable and unacceptable; and - The education establishment responds in a reasonable and proportionate way. You should seek advice from your HR Provider if you are considering disciplinary action. Appendix 2 contains a draft policy for education establishments for their employees.
Staff are reminded of boundaries and are adhere to the responsibilities contained within the Local Authorities model code of conduct It is advised that: Education establishments ensure that contracts of employment refer to the Social Media Policy and a policy is drafted covering the use of social media for employees. (Copy of a draft policy is attached at appendix 3). Education establishments could consider the following: Warning on offensive, obscene, discriminatory or harassing online behaviour. Warning on derogatory comments on other staff, pupils or parents. Misuse of confidential, sensitive, personal or copyrighted information. Guidance for in or out of work time. Block pupils as friends. Consideration of colleagues as friends. Rules on privacy settings. Ban on use in work time. Consequence of breach of policy and link to other policies. You should ensure that each member of is aware of the education establishments Social Media Policy. If the education establishment encourages the positive use of social networking sites as part of the educational process, it should provide clear guidance on what is considered to be appropriate contact with students. Having a thorough policy in place will help staff and students to keep within reasonable boundaries All must understand that social network sites are not private and are not considered outside the work domain. There is a significant risk of damage to the reputation of an education establishment and teacher and damage to careers when inappropriate content is inputted online. All Staff should be aware of the role of the LADO (Local Authority Designated Officer for Safeguarding). Employers can take action (including dismissal) for inappropriate online conduct outside working time provided: - There is actual or potential damage to the education establishment’s reputation. - There is evidence of harassment/bullying. Discrimination or otherwise offensive behaviour. - The education establishment has a clear policy making it clear what is acceptable and unacceptable; and - The education establishment responds in a reasonable and proportionate way. You should seek advice from your HR Provider if you are considering disciplinary action. Appendix 2 contains a draft policy for education establishments for their employees.
Social%20Media%20Guidance.docx