Employee Conduct

Confidential Information
Employment at UAPB may result in an employee having access to academic, personnel, budgetary or other such confidential information. An employee is expected to respect the confidentiality of such information and not disclose it to anyone who does not have an official need for the information, except as required by law.The Family Educational Rights and Privacy Act, also known as FERPA or the Buckley Amendment, prohibits, with certain limited exceptions, the release of information from a student’s educational records unless the student has given written consent. Questions about FERPA compliance should be directed to the Registrar or the General Counsel.The Health Insurance Portability and Accountability Act of 1996 (HIPAA). The HIPAA Privacy Rule provides federal protections for personal health information held by covered entities and gives patients an array of rights with respect to that information. The Office of Human Resources is the custodian of all HIPPA information.
Code of Ethical Conduct
The University of Arkansas at Pine Bluff recognizes that its reputation is one of its most valuable assets and is committed to maintaining the trust and confidence of both the University community and the citizens of the State of Arkansas. Therefore, employees are required to meet certain ethical standards.Employees shall conduct themselves in a manner that strengthens the public’s trust and confidence by adhering to the following principles: • conduct that is beyond reproach and integrity of the highest caliber; • honesty and fairness; and • accountability, transparency and commitment to compliance.1. Scope. This Code of Ethical Conduct applies to all University employees. It is intended to apply across the University at all affiliates and maybe amended or supplemented from time to time by the Board of Trustees.2. Purpose. This Code of Ethical Conduct serves (1) to emphasize the University’s commitment to ethical conduct and compliance with the law; (2) to set forth basic standards of ethical behavior; (3) to provide reporting mechanisms for known or suspected ethical violations; and (4) to help prevent and detect wrongdoing.Given the variety and complexity of ethical questions that may arise in the course of carrying out the University’s business, this Code can serve only as a general guide. Confronted with ethically ambiguous situations, employees should keep in mind the University’s commitment to the highest ethical standards and seek advice from appropriate levels of University administration so as to ensure that this commitment is honored at all times.Ethical Standards
Compliance with Laws, Rules, and Regulations. Obeying the law, both in letter and in spirit, is the foundation on which the University’s ethical standards are built. In conducting the affairs of the University, employees must comply with applicable laws, rules, and regulations at all levels of government in the United States and in any other jurisdiction in which the University does business. Although employees are not expected to know all the details of these laws, it is important to know enough about applicable federal, state, and local laws to determine when to seek advice from appropriate levels of the University’s administration.
Fair Dealing.
Whenever employees act on the University’s behalf, and regardless of whether they are dealing with colleagues or third parties, employees are required to act honestly, in good faith, and with professionalism. No employee may take unfair advantage of another person through unlawful harassment, manipulation, abuse of privileged information, misrepresentation of material facts, or any other unfair practice.
Protection and Proper Use of University Resources.
Employees owe a duty to the University to advance its legitimate interests whenever possible, and they are prohibited from taking for themselves, or members of their immediate family, opportunities that are discovered through the use of University property, information, or position without the prior written consent of the University. No employee may use University property, information, or position for improper personal gain, and no employee may directly or indirectly compete with the University. Employees should protect the University’s assets and ensure their proper and efficient use. University facilities and equipment should not be used for unauthorized non-University business. The obligation of employees to protect the University’s assets includes, but is not limited to, its proprietary information. Proprietary information can include intellectual property such as patents, trademarks, and copyrights, as well as business plans, databases, records, employment information, and any unpublished financial data and reports. Unauthorized use of this information violates this University policy.
Timely and Truthful Public Disclosures.
Employees involved in the preparation of reports and documents (and information included therein) filed with or submitted to federal, state, and local authorities by the University are required to make disclosures that are full, fair, accurate, timely, and understandable. They may not knowingly conceal or falsify information, misrepresent material facts, or omit material facts. These same obligations also apply to other public communications made by the University.
To ensure transparency, sound business practice, and compliance with law, and because of its obligations as an organization entrusted with government and private funds, the University depends on rigorous observance of internal control, generally accepted accounting principles, financial recordkeeping and reporting policies, and on the maintenance of internal audit and compliance mechanisms. University employees must record, allocate, and document revenue, expenditures, time, effort and other information in a way that is accurate, clear, complete and timely.
Attestation.
Employees are asked to sign a statement at the start of employment declaring that they have read, understood and will comply with this policy.
Reporting Known or Suspected Violations.
Employees are required to report promptly any known or suspected violations of this Code to the campus administration, unit compliance officials, the Office of the General Counsel and/or the Internal Audit Department. No retaliatory action of any kind will be permitted against anyone making such a report in good faith. The University will strictly enforce this prohibition.
Accountability for Violations.
If an employee violates this Code, including (without limitation) by failure to report a violation or by withholding information relating to a violation, the offending employee may be disciplined, with penalties up to and including termination of employment. Violations of this Code may also constitute violations of law and may result in criminal and/or civil liability for the offending employee and the University. All employees are required to cooperate in internal investigations of possible misconduct.
Guidance.
All employees must work together to ensure prompt and consistent enforcement of this Code of Ethical Conduct. In some situations, it may be difficult to know if a violation has occurred. Because it is impossible to anticipate every situation that will arise, it is important to be able to approach a new question or problem with confidence. Employees having questions about their obligations under this Code should consult the University’s administration and/or the Office of the General Counsel.
Employee and Contractor Ethical Conduct, Conflict of Interest and Commitment
It is the policy of the University of Arkansas at Pine Bluff to ensure that employees of the University of Arkansas at Pine Bluff and persons or entities contracting with the university conduct their activities in an ethical manner and in accordance with applicable law, regulations, and University policies. This policy is established pursuant to Board Policy 330.1.
General Principles
A conflict of interest exists when financial, fiduciary, personal, or other outside interest of a University employee could improperly influence or reasonably appear to improperly influence that employee’s performance of duties, responsibilities, or professional role. Employees shall not use or attempt to use their positions to secure special privileges for themselves, their families, or any enterprise in which they or an immediate family member hold any financial interest. A conflict of commitment exists when a University employee’s time and effort given to outside activities and interests interferes or competes with that individual’s obligations and responsibilities to the University. External activities must not substantially interfere with University duties or assignments.(For purposes of this policy, “immediate family members” shall mean the employee’s spouse, parents, siblings, children and grandparents, per Ark. Code Ann. 19-11-701).All employees are required to complete and submit a disclosure of Potential Conflict of Interest and Commitment Form annually, no later than April 30. New hires are required to complete and submit the form during the orientation period. The form is submitted in Workday.Adequate and timely disclosure of actual and potential conflicts of interest and commitment, and a method for resolving such conflicts, and shall be coordinated with campus policies to implement Board of Trustees Policy 450.1 regarding outside employment. Employees in purchasing, billing, collections, financial aid offices, and any other offices otherwise engaged in contracting for expenditure or receipt of funds shall not: (a) accept gifts or gratuities from persons or entities soliciting, contracting with, or otherwise engaged in business with the University, and (b) shall not participate in any matter pertaining to a contract or subcontract, or potential contract or subcontract, with the employee, with an immediate family member of the employee, or with a business in which the employee acts as a manager, officer, director or partner, in which the employee holds a financial interest, or is seeking prospective employment.
This policy requires that any conflict of interest-related requirements of federal research sponsors are met. Further, the campus policies shall ensure adequate disclosure and assessment of affiliations, gifts, and contracts involving foreign sources, including notification to the Office of the General Counsel of any suspected or actual violations of such policies that are established for this purpose. The term “foreign sources” includes a foreign government, a legal entity created solely under the laws of a foreign state, an individual who is not a citizen or national of the United States, and an agent for any of the foregoing. Examples of foreign activities subject to disclosure include, but are not limited to, research funded by a foreign entity, paid or unpaid service to a foreign entity, scientific collaborations with foreign persons/entities in connection with federally funded research, and participation in any foreign government talent recruitment program.
Employees and persons or entities contracting with the University must be notified of this conflict-of-interest policy and policies adopted pursuant to it, provisions of the Ethics in Public Contracting Law and other applicable laws and rules dealing with conflict of interest and ethical conduct of public employees and contractors.
1. Employment Prohibited without Review and Approval
  The University shall not, without the Chancellor or Chancellor’s designee hire the following persons.
  1. 1. Members of the Arkansas General Assembly during their term of office,
    2. Constitutional officers during their term of office
    3. Former members of the Arkansas General Assembly in any job created or enhanced by legislation in the two-year period immediately preceding the end of that person’s term of office
    4. Former constitutional offers in any job created or enhanced by legislation in the two-year period immediately preceding the end of that person’s term of office, and
    5. Immediate family members of members of the General Assembly, constitutional officers and state boards and commissions.
  2. The Chancellor or other university official shall consult with the President prior to hiring of persons in categories 1 through 5 above.
2. Contracts and Grants Prohibited Without Review and Approval
  1. The University shall not, without approval by the Chancellor or, enter into, extend, amend, or renew a contract with, or award a discretionary grant to, current or former:
    1. members of the Arkansas General Assembly,
    2. constitutional officers,
    3. state board or commission members, or
    4. state employees,
    5. the immediate family member, including the spouse, of any of 1 through 4, or
    6. any entity in which any person designated in 1 through 5 holds any position of control or holds any ownership interest of ten percent (10%) or greater.
  2. The Chancellor or other appropriate University official shall consult with the President prior to approving a contract with a current or former member of the Arkansas General Assembly, their immediate family member, or any entity in which such person holds any position of control or holds any ownership interest of ten percent (10%) or greater.
Use of the University Name and Trademark
The institution’s name is used in many contexts and for a wide range of purposes. Use of the name “University of Arkansas at Pine Bluff” shall be limited to official UAPB activities. It is not to be used to imply endorsements or personal preferences for any political or corporate entities.Brand and logo guidelines are maintained by the Office of Institutional Advancement/Communications. Visit the website at https://www.uapb.edu/administration/institutional_advancement/communications/branding_standards.aspx
Political Activities
University employees, as citizens, have the right to participate in political activity consistent with UA System Board Policy 465.1. (Board Policy 465.1 Political Activity (uasys.edu)No employee may involve the institution’s name, symbols, property or supplies in political activities.An employee who intends to seek public office, or to assume a major role in a political campaign, is obligated to discuss his/her plans with the supervisor. If the supervisor determines that the activity will impinge to any extent upon the full discharge of the employee’s responsibilities to UAPB, the plans must be reviewed through regular administrative channels to the president for a determination of work load and salary adjustment.
Freedom of Information Act
In accordance with the Arkansas Freedom of Information Act (FOIA), documents maintained by University Arkansas at Pine Bluff, with some exceptions, are considered public records, and must be made available to the public for inspection and review during regular business hours. FOIA requests must be responded to within twenty‐four hours of the request during the regular business hours of the university unless the records are in active use or storage. If a determination is made that the records are in “active use or storage” as defined by the FOIA, the requester of the records must be notified, and the request must be responded to within three business days. If copies are requested and made, University of Arkansas at Pine Bluff may charge a fee for copying which shall not exceed the actual cost for the copies. If an employee receives a FOIA request, it shall be reported immediately to the department head and the administrator designated as custodian of the records for FOI requests who will work with General Counsel for guidance and advice. The unit possessing the requested documentation is responsible for researching, copying, and submitting records to the FOIA administrator.
Public Contact
The University is supported by the State of Arkansas and serves people through teaching, research, and public service. Success in carrying out the mission of the University depends largely on how employees treat the public. Each employee of the University must share in building and maintaining good relations with the public. The University is judged not only on the quality of its graduates, but also on the public’s contact with employees. Discourteous treatment of any member of the public through correspondence (including electronic communication, i.e. e‐mail, social media, etc.), telephone conversations, or interaction with visitors to the campus may result in disciplinary action.
Workplace Appropriate Dress
The supervisor will inform employees of any uniform dress code required for their position. If no dress code is required, good judgment should be used in the choice of clothing and personal grooming techniques.Employees should be mindful of the fact that they are public employees and their image reflects on the University. Uniforms, if required, should be kept neat and clean at all times. Safety clothing (helmets, shoes, goggles, etc.) must be worn when required.
Criminal Arrest, Charges and Convictions
University employees must report to their supervisor within the first 72 hours on the first scheduled work day following the incident, any criminal arrest, criminal charges, or criminal convictions, excluding misdemeanor traffic offenses punishable only by fine. Employees must cooperate fully during any review process undertaken by the University. Failure to make such a report or to cooperate with such a review shall constitute grounds for disciplinary action, up to and including termination.
Whistleblower Policy
1. Introduction
  The University of Arkansas System has a responsibility for the stewardship of University resources and the public and private support that enables it to pursue its mission. The University is committed to compliance with the laws and regulations to which it is subject and to promulgating University policies and procedures to interpret and apply these laws and regulations in the University setting. The University’s internal control system is intended to detect, prevent and deter noncompliance with applicable laws, regulations and University polices. However, even the best internal control systems cannot provide absolute safeguards against wrongful conduct. The University has a responsibility within its established control system to investigate and report to appropriate parties’ disclosures of suspected wrongful conduct and the actions taken by the University to address those disclosures. This policy is intended to encourage all University employees to report suspected or actual occurrences of alleged wrongful conduct without fear of retribution and to bring forward serious concerns to the University’s management for review, prior to seeking resolution outside the University. The University will provide fraud and compliance hotlines for the purpose of soliciting information from whistleblowers about alleged wrongful conduct.
2. Definitions
  1. A person or entity making in good faith a protected disclosure on a matter of public concern is commonly referred to as a whistleblower. Whistleblowers may be University employees (academic or staff), applicants for employment, students, patients, vendors, contractors, or the general public.
  2. Wrongful Conduct. Wrongful conduct is an activity undertaken by a University employee in the performance of the employee’s official duties or by an individual, corporation or other entity doing business with the University that are in violation of law as defined in Arkansas and federal whistleblower laws.
3. Whistleblower Rights.
  Role and Responsibilities In accordance with the Arkansas Whistleblower Act, whistleblowers have the right to be protected from retaliation. A University employee who retaliates against a whistleblower who reports alleged wrongful conduct in good faith is subject to discipline up to and including termination of employment from the University. A whistleblower’s right to protection from retaliation however does not extend to immunity for any complicity in the matters that are the subject of the disclosure or an ensuing investigation. The University also has the right to act upon the intentional filing of a false report, whether orally or in writing. Whistleblowers frequently make their reports in confidence and often wish to remain anonymous. Protection of a whistleblower’s identity will be maintained to the extent possible under applicable state and federal laws. Whistleblowers should be cautioned that their identity may become known for reasons outside of the control of University administrators and investigators. Should the whistleblower choose to self-disclose their identity to the University, the University may not be able to maintain confidence over the identity. The whistleblower’s role is as a reporting party. Whistleblowers provide information related to a reasonable belief that alleged wrongful conduct has occurred within the University’s operations. Whistleblowers have a responsibility to be candid with the University’s Board, management, or investigators to whom they make a report of alleged wrongful conduct and shall set forth all known information regarding any reported allegations. Persons making a report of alleged wrongful conduct should be prepared to be interviewed by University employees who have the authority to conduct investigations. A whistleblower has the right to be informed of the subsequent disposition of their disclosure unless the information is legally protected from release.
Solicitation, Fund-raising, and Gifts
University facilities are for the non‐profit, tax‐exempt use of the University’s program of higher education and may not be used for raising money not connected with a University activity or for the conduct of private business. However, in certain limited areas, the University contracts with private businesses to provide services on campus for students, faculty, and staff.University Development’s goals are to see that gifts are deposited, disbursed, and processed in a timely manner, that donors are properly thanked and receipted within an appropriate time frame, that alumni and friends of the University are not inundated with requests for support, and that the campus’ fund‐raising priorities are addressed and met. The following guidelines are intended to ensure the efficient and effective operation of development programs and to maximize the campus’ potential for receiving private support:
1. All annual fund programs and solicitation, especially direct mail solicitations, are to be carried out for the University’s departments and colleges by the Office of Development/Athletics.
2. Campus units may not conduct major gift solicitations or fund‐raising activities without the knowledge and consent of the Vice Chancellor for Institutional Advancement. All direct fund‐raising solicitations should be cleared in advance by the appropriate dean or director. The Vice Chancellor for Institutional Advancement must also approve access to alumni addresses for fund‐raising purposes. Procedures for processing gifts received by colleges, departments, or other campus units can be found on webpages for the Office of Development and Athletics.
Relations with Legislators and Members of Congress
The University of Arkansas Board of Trustees, through its policies and designees, is the only body with the authority to speak for the University on matters of public policy or public interest. An employee should not, unless specifically authorized, attempt to speak as an agent of the University in conversations or correspondence, regardless of the forum, with members of the Arkansas General Assembly, Arkansas’ constitutional officers or any member of Congress. The Board of Trustees, President of the University, Vice President for University Relations, Chancellor or chief executive officer for each campus, division or unit, and their designees are the University officials responsible for communicating with candidates, elected officials and their staffs, and the media concerning legislation or programs potentially affecting any unit of the University. An employee who is interested in a particular matter and would like the University to consider a certain point of view should contact the appropriate official in the office of his or her Chancellor or chief executive officer for each campus, division, or unit. (USAP 465.1)
Employment of Constitutional Officers and Spouses
If an individual is elected to a constitutional office (including Governor, Lieutenant Governor, Secretary of State, Treasurer of State, Attorney General, Commissioner of State Lands, Auditor of State, member of the Arkansas House of Representatives, or member of the Arkansas Senate) he or she may not be hired by any state agency or institution after being elected and during the elected term, unless they resign the constitutional office prior to being hired.If the individual was employed by a state agency or institution prior to being elected to a constitutional office, he or she can continue employment. However, their position cannot be reclassified unless it is a general reclassification affecting all positions in the employee class and grade equally. The employee will not be eligible to receive any pay increases, other than cost‐of‐ living increases authorized by the General Assembly, without the prior approval of the Joint Budget Committee (or the Legislative Council if the General Assembly is not in session) and the Governor.If the individual’s spouse is elected to a constitutional office, the employee may not be hired by a state agency or institution after the spouse is elected and during the spouse’s term of office without the prior approval of the Joint Budget Committee (or the Legislative Council if the General Assembly is not in session) and the Governor.If the individual was employed by a state agency prior to the spouse being elected to a constitutional office, or if the employee is hired by a state agency during the spouse’s term of office, the employee is subject to the following restrictions: (a) their position cannot be reclassified unless it is a general reclassification affecting all positions in the employee class and grade equally, (b) while the spouse serves as a constitutional officer and for two years after the spouse leaves office, the employee cannot be promoted or transferred without the prior approval of the Joint Budget Committee or the Legislative Council and the Governor, (c) the employee cannot receive any pay increases in excess of 15 percent without the prior approval of the Joint Budget Committee (or the Legislative Council if the General Assembly is not in session) and the Governor.Former members of the General Assembly and their spouses cannot be employed by a state agency within 24 months after the legislator leaves office in any job which (a) was newly created by legislative action within 24 months prior to the legislator leaving or (b) had a maximum salary increase of more than 15% authorized by legislative action within 24 months prior to the legislator leaving office.
Selection of Architects or Engineers for Small Projects and On-Call Contracts
On-call architects or engineers shall be selected through the process described in Board Policy 740.1. No UA System level approval is required to begin the selection process.Scope of On-Call Contracts
On-call architects or engineers may be used for any of the following types of projects where the estimated construction costs of such project do not exceed $2,000,000: maintenance, repair or minor renovation projects, feasibility studies, programming studies, preliminary plans and budget estimates, technical assistance, and emergency damage recovery projects. Such projects are not subject to Board Policy 730.1 (Procedure for Capital Projects).On-Call Contract Terms
The professional services contract for on-call architects and engineers may be for a term of up to four years and may be renewed for up to three additional years, or such longer term as may be authorized by Arkansas law. No retainer or other fee shall be paid except those associated with specific projects and the firm or firms selected to provide on-call architectural or engineering services shall not, by virtue of such contract, be assured of any specific amount of work under such contract. Contracts for on-call architectural or engineering services shall not provide expressly or by implication that the design professional or professionals providing such services will be awarded a contract for new construction or renovation related to or arising out of services performed under such contracts.Architects and Engineers for Small Projects
The campus may retain architects and engineers for individual small projects without seeking Board approval where the fees for the services of the architect or engineer will not exceed the small procurement limit set by Arkansas law. (Ark. Code Ann. §19_11_204)
Computer Usage Policy
The Computer Usage Policy has been created to define what the University of Arkansas at Pine Bluff considers responsible and ethical behavior in using its computing facilities and resources and is applicable to all UAPB faculty, staff, students, and guests. This modern computer technology places a significant amount of power and information in the hands of its users. This power carries with it an equal amount of responsibility. Access to UAPB information, systems, and facilities must be consistent with the UAPB Technology Services Department.Individuals who are granted computing accounts or use computing resources at the University of Arkansas at Pine Bluff accept responsibility with such access. Each user is expected to use accounts or resources within the University approved educational, research, or administrative purposes for which they are granted. Activities beyond these stated purposes are strictly prohibited.A code of computing practices for the University is stated below. Violations of this code will be reviewed through established University judicial and administrative procedures. Actions to restrict computer usage may be challenged through the same procedures. For detailed information related information visit the Technology Services website.
Social Media
This Policy is intended to provide the University of Arkansas at Pine Bluff employees with guidelines for appropriate online activity. Although this Policy cannot address every instance of inappropriate social media use, it is intended to offer guidelines to employees. This Policy applies to all employees’ use of the Internet, including participation in and use of social media, regardless of whether such use occurs in the workplace and regardless of whether such use involves the University of Arkansas at Pine Bluff’s electronic equipment or other property.“Social Media” Defined
The rapid speed at which technology continuously evolves makes it difficult, if not impossible, to identify all types of social media. By way of example, social media includes: (1) social‐ networking sites (i.e. Facebook, LinkedIn); (2) blogs and micro‐blogs (i.e. Twitter, Blogger); (3) content‐sharing sites (i.e. Google+, SlideShare); and (4) images sharing sites (i.e. PhotoBucket, YouTube). This list is for illustrative purposes only, however, and all online activity is governed by this Policy.Application of Other Policies
All University of Arkansas at Pine Bluff’s employment policies apply to conduct that occurs online in the same way that they apply to conduct that occurs in the workplace. For example, Employees’ online conduct must comply with the University of Arkansas at Pine Bluff’s Anti‐ Discrimination, Anti‐Harassment, Confidentiality, and Conflicts of Interest policies.Association with the University of Arkansas at Pine Bluff
Employees who identify themselves online as being associated with the University of Arkansas at Pine Bluff must comply with the rules set forth in this section. If you disclose your affiliation or relationship with the University of Arkansas at Pine Bluff, for example in your online profile, you must use an appropriate disclaimer to make clear that you are speaking only on behalf of yourself and not on behalf of or as an agent of the University of Arkansas at Pine Bluff. An example of an appropriate disclaimer follows:
1. The opinions and viewpoints expressed are those of the author and do not necessarily represent the position or opinion of the author’s employer.
2. To ensure continuity of the University of Arkansas at Pine Bluff’s message, employees may not represent themselves to be speaking on behalf of the University of Arkansas at Pine Bluff unless expressly authorized to do so.
  Prohibited Conduct
  Employees are prohibited from engaging in any of the following in their online activities and posts: Disclosing any confidential or proprietary information belonging to the University of Arkansas at Pine Bluff or obtained by the employee as a result of his employment with the University of Arkansas at Pine Bluff; posting, uploading, or sharing any recording or images (including audio, pictures, and videos), taken in the workplace or at any University of Arkansas at Pine Bluff‐sponsored event without express advance authorization; and, using University of Arkansas at Pine Bluff’s email addresses to register on social networks, blogs or other online tools utilized for personal use.
  Examples include:
  1. Making any false or misleading statements
  2. Promoting or endorsing violence;
  3. Promoting illegal activity, including the use of illegal drugs;
  4. Disclosing any confidential or proprietary information belonging to the University of Arkansas at Pine Bluff or obtained by the employee as a result of his employment with the University of Arkansas at Pine Bluff; and
  5. Do not use University of Arkansas at Pine Bluff’s email addresses to register on social networks, blogs or other online tools utilized for personal use.
    Nothing in this Policy is intended to or will be applied in a manner that limits employees’ rights to engage in protected concerted activity as prescribed by the National Labor Relations Act.
    Duty to Report
    Employees have an ongoing duty to report any violations of this policy by any other employees. The University of Arkansas at Pine Bluff considers the duty to report to be a critical component of its efforts to ensure the safety of its employees and to preserve the University of Arkansas at Pine Bluff’s reputation and goodwill in the community. Therefore, any employee who fails to report any conduct that reasonably appears to be in violation of this policy may be subject to discipline for such failure.
    University of Arkansas at Pine Bluff prohibits taking negative action against any employee for reporting a possible deviation from this policy or for cooperating in an investigation. Any employee who retaliates against another employee for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.
    Questions about This Policy
    Social media changes rapidly and there will likely be events or issues that are not addressed in this policy. If, at any time, you are uncertain about the application of this policy or if a question relating to the appropriate use of social media arises that is not fully addressed by this policy, you should seek the guidance of the appropriate person before posting or otherwise engaging online. When in doubt, employees always should ask for guidance first because, once the information is online, it can never be deleted.