Electronic and Telephonic Communications Policy
All electronic and telephonic communication systems and all communications and information transmitted by, received from or stored in these systems are the confidential property of BRI and, as such, are to be used solely for work related purposes. The use of any software or other business equipment, including but not limited to, facsimiles, telecopy, telephones, voice mail, computers, BRI’'s E-mail system, the Internet, VPN access, wireless devices, instant messaging systems and copy machines for personal (non-business) purposes is prohibited.
Further, BRI employees are not permitted to use a code, access a file, or retrieve any stored communication unless authorized to do so or unless they have received prior clearance from an authorized BRI representative. All pass codes are the confidential property of BRI. No employee may use a pass code or voice mail access code that has not been issued to that employee or that is unknown to BRI, without authorization. Moreover, improper use of the e-mail system, instant messaging system ( e.g., transmitting or spreading sexually, racially or other discriminatory or harassing jokes or remarks, abusive or profane language, threatening others, etc.), including via the Internet or any other equipment, is prohibited. Employees who violate this policy are subject to disciplinary action, up to and including an unpaid suspension or termination.
To ensure that the use of electronic and telephonic communications systems and business equipment is consistent with BRI's legitimate business interests, authorized representatives of BRI may monitor the use of such equipment from time to time. This includes monitoring live on-screen activity, internet usage of any kind, listening to recordings, or stored voicemail messages. Thus, BRI's employees do not have any personal privacy in these communications systems. BRI provides access to the Internet. The Internet represents a useful tool for BRI in conducting its business but, like any other tool, it must be used properly. For purposes of this policy, the “internet” includes any public electronic data communications network.
Internet e-mail offers greatly similar capabilities to other BRI e-mail systems, except that correspondence is external to BRI. External e-mail messages may carry one or more attachments. An attachment may be any kind of computer file, such as a word processing document, spreadsheet, software program or graphic image.
Just as BRI has an official Internet web site, so do other organizations. Most public web sites are "read only," meaning that they permit a person who visits the site to read material posted on the site but not to leave a message. Other sites permit visitors to establish continuing contact by leaving a message (the electronic equivalent of leaving your business card or a telephone message). The owner or operator of a web site may record the information that a connection was made from BRI.
As a general rule, employees may not forward, distribute, or incorporate into another work, material retrieved from a web site or other external system. Very limited or "fair use" may be permitted in certain circumstances. Any employee desiring to reproduce or store the contents of a screen or web site should contact the Human Resources Department to ascertain whether the intended use is permissible.
Use of the Internet includes all restrictions which apply generally to the use ofBRI's e-mail and other electronic and telephonic equipment, as noted above. In addition, the following rules apply with respect to Internet usage:
1. No visiting of pornographic or sexually explicit web sites: Employees are prohibited from visiting pornographic or sexually explicit web sites.
2. No Downloading of Non-Business Related Data: BRI allows the download of files from the Internet. However, downloading files should be limited to those which relate directly to BRI's business.
3. No Downloading of Application Programs: BRI does not permit the download or installation on BRI's computers of application software from the Internet. Such software may not only contain embedded viruses, but also is untested and may interfere with the functioning of standard BRI applications.
4. No Participation in Web-based Surveys without Authorization: When using the Internet, the user implicitly involves BRI in his/her expression. Therefore, users should not participate in Internet or e-mail based surveys or interviews without BRI's authorization.
5. No Use of Subscription-based Services without Prior Approval: Some Internet sites require that users subscribe before being able to use them. Users should not subscribe to such services without BRI' s express approval.
6. No Violation of Copyright: Many of the materials on the Internet are protected by copyright. Even though they may seem to be freely accessible, many of the intellectual property laws which apply to print media also apply to software and material published on the Internet. Employees are permitted to print out Internet pages and to download
material from the Internet as long as the purpose for such copying falls into the category of"faireuse". Please do not copy or disseminate material which is copyrighted. Employees having any questions regarding such materials should contact the legal department for guidance.
7. No blogging: Employees are prohibited from blogging, i.e., keeping online journals that chronicle various aspects of the blogger's life, such as problems on the job, issues in their personal life, politics, their favorite TV shows, etc. Prohibited by this policy is spending time writing one's own biogs, reading those created by others or otherwise making disparaging or derogatory comments or remarks about BRI or any of its current or former customers, clients, directors, officers, or employees.
As a condition of employment and continued employment, employees are required to sign the receipt and acknowledgement of BR Interviewing, Inc., Employee Handbook form which includes an email and voicemail acknowledgement. Employees who violate this policy are subject to disciplinary action, up to and including an unpaid suspension or termination.