Single P Support Policy
About this Support PolicyThis Support Policy describes what support you can expect from us in regards to Single P Service.
If you have questions about this Support Policy or do not agree with it, please Contact Us before using the Website. We may amend this Support Policy from time to time, so check this page to ensure that you are aware of any changes. This Support Policy is effective from 1 June 2017.
By using any part of the Website or providing personal information to us, you consent to us processing it as set out in this Support Policy.
1. Policy statement
1.1. This policy is intended to help users make appropriate decisions about the use of Single P
1.2. This policy outlines the standards we require users to observe when using Single P, the circumstances in which we will monitor your use of Single P and the action we will take in respect of breaches of this policy.
1.3. This policy does not form part of any contract of employment and it may be amended at any time.
2. Who is covered by the policy?
2.1. This policy covers all individuals working at all levels and grades, including editors, administrators, services providers (legal, nanny, daycare, etc) collectively referred to as users in this policy).
3. The scope of the policy
3.1. All users are expected to comply with this policy at all times to protect the privacy, confidentiality, and interests of our company and our services, employees, partners, customers, and competitors.
3.2. Breach of this policy may be dealt with under our Disciplinary Procedure and, in serious cases, may be treated as gross misconduct leading to summary suspension or outright ban.
4. Responsibility for implementation of the policy
4.1. The position of relevant person has overall responsibility for the effective operation of this policy.
4.2. The position of relevant person is responsible for monitoring and reviewing the operation of this policy and making recommendations for changes to minimise risks to our operations.
5. Using single p
Any breach of these restrictions will amount to gross misconduct.
7. Using single p
7.1. We recognise the importance of the internet in shaping public thinking about our company and our services, employees, partners and customers. We also recognise the importance of our staff joining in and helping shape industry conversation and direction through interaction in social media.
7.2. You are therefore permitted to interact on single p about industry developments and regulatory issues.
8. Personal use of single p
8.1. We permit the incidental use of single p for personal use subject to certain conditions set out below. However, this is a privilege and not a right. It must neither be abused nor overused and we reserve the right to withdraw our permission at any time at our entire discretion.
8.2. The following conditions must be met for personal use to continue:
(a) use must be minimal and take place substantially out of normal working hours (that is, during lunch hours, before 9 am or after 5.30 pm);
(b) use must not breach any of the rules set out in paragraph 9 below.
(d) use must comply with our policies including those of Equal Opportunities Policy, Anti-Harassment Policy, Data Protection Policy and Disciplinary Procedure.
9. Rules for use of single p
Whenever you are permitted to use single p in accordance with this policy, you must adhere to the following general rules:
9.1. Always write in the first person, identify who you are and what the service you provide is, and use the following disclaimer “The views expressed are my own and don’t reflect the views of my employer”.
9.2. Do not upload, post, forward or post a link to any abusive, obscene, discriminatory, harassing, derogatory or defamatory content.
9.4. Never disclose commercially sensitive, anti-competitive, private or confidential information. If you are unsure whether the information you wish to share falls within one of these categories, you should discuss this with our support department.
9.5. Do not upload, post or forward any content belonging to a third party unless you have that third party's consent.
9.6. It is acceptable to quote a small excerpt from an article, particularly for the purposes of commenting on it or criticising it. However, if you think an excerpt is too big, it probably is. Quote accurately, include references and when in doubt, link, don't copy.
9.7. Before you include a link to a third party website, check that any terms and conditions of that website permit you to link to it. All links must be done so that it is clear to the user that they have moved to the third party's website.
9.9. Do not post, upload, forward or post a link to chain mail, junk mail, cartoons, jokes or gossip.
9.10. Be honest and open, but be mindful of the impact your contribution might make to people’s perceptions of us as a company. If you make a mistake in a contribution, be prompt in admitting and correcting it.
9.11. You are personally responsible for content you publish into social media tools – be aware that what you publish will be public for many years.
9.12. Don't escalate heated discussions, try to be conciliatory, respectful and quote facts to lower the temperature and correct misrepresentations. Never contribute to a discussion if you are angry or upset, return to it later when you can contribute in a calm and rational manner.
9.13. If you feel even slightly uneasy about something you are about to publish, then you shouldn’t do it.
9.14. Don’t discuss colleagues, competitors, customers or suppliers without their prior approval.
9.15. Always consider others’ privacy and avoid discussing topics that may be inflammatory e.g. politics and religion.
9.16. Avoid publishing your contact details where they can be accessed and used widely by people you did not intend to see them, and never publish anyone else's contact details.
9.17. Before your first contribution on single p, observe the activity on the site for a while before launching in yourself to get a feel for the style of contributions, the nature of the content and any ‘unwritten’ rules that other contributors might follow.
9.18. Activity on single p during office hours should complement and/or support your role and should be used in moderation.
10. Monitoring use of single p
10.1. Users should be aware that single-p may be monitored and, where breaches of this policy are found, action may be taken under our Disciplinary Procedure.
10.2. We reserve the right to restrict or prevent access to certain single p if we consider personal use to be excessive. Monitoring is only carried out to the extent permitted or as required by law and as necessary and justifiable for business purposes.
10.3. Misuse of single p can, in certain circumstances, constitute a criminal offence or otherwise give rise to legal liability against you and us. It may also cause embarrassment to us and to our clients.
10.4. In particular uploading, posting forwarding or posting a link to any of the following types of material on single p, whether in a professional or personal capacity, will amount to gross misconduct (this list is not exhaustive):
(a) pornographic material (that is, writing, pictures, films and video clips of a sexually explicit or arousing nature);
(b) a false and defamatory statement about any person or organisation;
(c) material which is offensive, obscene, criminal discriminatory, derogatory or may cause embarrassment to us, our clients or our users;
(d) confidential information about us or any of our staff or clients (which you do not have express authority to disseminate);
(e) any other statement which is likely to create any liability (whether criminal or civil, and whether for you or us); or
(f) material in breach of copyright or other intellectual property rights, or which invades the privacy of any person. Any such action will be addressed under the Disciplinary Procedure and is likely to result in summary dismissal.
10.5. Where evidence of misuse is found we may undertake a more detailed investigation in accordance with our policy, involving the examination and disclosure of monitoring records to those nominated to undertake the investigation and any witnesses or managers involved in the investigation. If necessary such information may be handed to the police in connection with a criminal investigation.
11. Monitoring and review of this policy
11.1. The chief editor shall be responsible for reviewing this policy to ensure that it meets legal requirements and reflects best practice.