Social media, if used correctly, can be a powerful tool to connect with others and to create brand awareness. However, it can be just as powerful in destroying relationships, our image and our brand. While an employee may speak for his or her behalf on social media, your actions may reflect on Zimplats.
You could get into legal trouble for the things you say and post on social media, so this policy aims to assist you to use social media in a responsible and safe way. Zimplats could also get into legal trouble for the things you say or post on social media, so we expect you to act responsibly when you use social media. This policy will explain to you what we expect of you when you use social media.
When we talk about social media, we refer to platforms such as Facebook, LinkedIn, Twitter, Pinterest, YouTube, Instagram, WeChat, WhatsApp, TikTok, blogs and all other similar social media or communication platforms.
This policy applies to all the temporary and permanent employees of Zimplats as well as agents and/or contractors working for Zimplats from to time. When we talk about “employees” in this policy we refer to all employees, agents and contractors of Zimplats.
Employees must ensure that the use of social medial does not interfere with work commitments. Excessive and/or unauthorised use of social media during working hours may result in disciplinary action.
Employees must ensure that the use of social media does not contravene any other company policy, in particular the Zimplats Information Systems (IT) Policy, Internet and E-mail Policy, all other relevant security policies and, most importantly, the Zimplats Code of Ethics. Please ensure that you regularly familiarise yourself with these policies.
Zimplats expects its employees to honour people’s differences and never post, react to, or share content that could be seen as discriminatory against any person or group, for any reason. Be polite and courteous, even if you disagree.
Employees should not post, share, react or comment on a post that may be abusive, racist, constitute hate-speech, obscene, pornographic, discriminatory, harassing, derogatory, defamatory, unlawful or otherwise inappropriate. We will refer to this as “inappropriate content” in this policy. The posting, sharing, liking, commenting on, or reacting to inappropriate content is not acceptable to Zimplats. Your posting, sharing, liking, commenting on or reacting to inappropriate content may lead to Zimplats taking disciplinary action against you and it may also lead to a criminal or civil claim against you. You should therefore be cautious and should not engage in any online activities that may bring you or Zimplats into disrepute.
Employees should not post or share any content belonging to any third party unless they have the third party’s permission (copyright infringement is a crime, in other words, you could get into legal trouble for posting content, photos, music, etc. that does not belong to you).
Employees should at all times be respectful and quote accurate facts. Not everything you read on social media is true. You could be liable for defamation if you post untrue statements or comments about someone. In other words, you could get into legal trouble for posting something about someone that is not true.
Employees should be considerate of other people’s privacy. Do not discuss or post information about colleagues, competitors, customers or business associates without their prior written approval.
Employees are not allowed to post, share or forward any information about Zimplats that isn’t meant for the public. This includes any information that is confidential or proprietary to Zimplats.
Employees are not allowed to use any Zimplats logos and/or trademarks and/or images of the workplace in their posts on social media.
If for any reason, your personal posts or views could be confused to be that of Zimplats, you should make it clear that what you say is your own view and opinion and not that of Zimplats. This is particularly important for managers, executives and all authorised employees who post on social media in their personal capacity. Authorised employees’ personal postings should include the following standard disclaimer: “These are my own views and do not necessarily represent the views of Zimplats“. See definition of authorised employees below.
The company will not condone any infringement or violation of any law nor will it condone any unethical dealings or behaviour.
Employees are also encouraged to remain mindful of the reputational damage they can do to themselves through the unwise use of social media.
Only employees who are authorised by Zimplats in writing may participate in social media on behalf of Zimplats. We call these employees, “authorised employees”. In other words, unless you are an authorised employee, you may not say or post anything on social media that may create the impression that you are talking on behalf of Zimplats. If you see negative posts or comments about Zimplats on social media, you should let the comany know so that an authorised employee can deal with it in an appropriate way.
An authorised employee who participates in social media on behalf of Zimplats must:
Employees are legally responsible for their postings on social media and may be held liable if their posts are found to be defamatory, libelous or in violation of any other law. Employees may also be held liable if they post any material belonging to Zimplats or a third party that is of a confidential nature or is subject to copyright. Disciplinary action will be taken against employees who bring Zimplats into disrepute and threaten Zimplats’ reputation. This will be treated as a serious offence which could result in dismissal.
Employees shall not use social media platforms for business communications with customers or business associates.
Should an employee have a complaint against a colleague or management, proper channels should be used to address work-related issues and should not be posted on social media.
Failure to comply with this policy may result in disciplinary action being taken against the relevant employee. Employees should note that certain instances of non-compliance of this policy may lead to summary dismissal.
Zimplats reserves the right, in its sole and absolute discretion, to restrict or prevent access to certain social media websites through Zimplats’ network or IT systems as stipulated in the Zimplats Internet and E-mail Policy.
The use of social media (whether or not accessed for work purposes or using Zimplats’ assets and network) by employees may be monitored by Zimplats.
Zimplats is not an expert in online security, but to help you be safer online, we provide these simple tips:
The Head: Corporate Affairs is responsible for reviewing and amending this policy when required, subject to Exco approval.