Learn to draft a future-ready and practical social media policy focusing on a modern workplace. This article talks about the statutory framework, common implementation challenges, and offers tried and tested strategies to help you navigate with confidence. Whether you are an aspiring HR professional or an experienced one, you will find this article helpful.
Table of Contents
Introduction
Miraa, the HR manager at TrusteMe Bank, was sipping her hot coffee on a Monday morning. It was then that her phone started buzzing constantly. Her organisation’s name was trending on Twitter, but not in a good way. A customer support executive’s chat about a query from the client had gone viral, filled with confidential details and some choice words about the customer. Sounds like a nightmare? Welcome to the reality of doing business in the digital age.
A decade or so ago, it was beyond one’s comprehension how one tweet could go viral, a LinkedIn post could influence hiring trends, and an Instagram story could unintentionally leak sensitive information. And today, it is our reality. We are living in a world where a brand’s reputation can be made or broken by what happens in someone’s social media feed at 2 AM.
Let me reveal an uncomfortable truth: Your company’s online image is not just shaped by your polished corporate posts anymore. It is also influenced by what your employees share, comment on, like, and sometimes even what they don’t say. Every team member with a smartphone is essentially a brand ambassador, whether they realise it or not.
So, how do you solve this puzzle? How do you encourage your people to be genuine advocates for your brand while protecting your company’s reputation, legal interests, and those all-important confidential details that keep you competitive?
Enter the social media policy, not the boring, legal-jargon-heavy document that gets filed away and forgotten, but a smart, practical guide that actually makes sense to your people living real digital lives.
A well-drafted social media policy is not just about avoiding disasters, but it is about:
- Building awareness around digital responsibility
- Aligning online behaviour with company culture
- Empowering employees to be confident brand ambassadors
- Creating clear guidelines that people want to follow
This expertise is incredibly marketable. HR consultants are making serious money offering social media policy development, employee training workshops, and digital conduct audits, especially to startups and growing businesses that do not know where to start.
In this guide, I will walk you through how to create a practical and future-ready social media policy, identifying key legal touchpoints to framing practical clauses that reflect evolving digital conduct. Whether you are in HR, legal, or internal communications, this is your one-stop blueprint for keeping your brand safe and your employees empowered.
Ready to dive in? Let us get started.
What is a social media policy? And what does it entail?
A social media policy is a statement of practice that outlines the rules, guidelines, and best practices an organisation expects its employees to follow when using social media, both professionally and, in some cases, personally.
A well-drafted policy usually covers:
While reviewing the infographic, you might wonder whether a social media policy limits an employee’s freedom of speech, especially in cases where someone expresses support for or criticises a political party on a social media platform. However, when the policy clearly states that employees are free to share personal views as long as they include a disclaimer clarifying that these are their own opinions and not those of the company, it helps preserve that sense of voice.
In reality, a well-crafted social media policy is not about restriction, it is a digital safety net. It empowers employees to engage online thoughtfully while protecting the company’s values, people, and reputation.
What is the legal framework for a social media policy?
So far, in India, there is no legislation exclusively governing employee conduct on social media. Thus, several existing laws and regulations intersect to form the legal basis for a solid social media policy. These laws provide the backing for disciplinary action, data protection, brand protection, and employee conduct.
1. Information Technology Act, 2000 (IT Act)
This is the backbone of India’s cyber law framework.
- Section 66 & 66D: These provisions deal with penalising identity theft and impersonation and can be invoked when an employee misrepresents the company or its officials online.
An employee creates a parody Twitter account of the company CEO and posts content of a nature that is likely to damage the company’s reputation and image.
- Section 67: When an employee shares obscene or sexually explicit content, this section can be invoked.
An employee posts a sexually suggestive joke in a team’s WhatsApp group, creating an unprofessional setup and making others uncomfortable.
- Section 43A & Section 72A: These provisions pertain to handling personal data and penalise failure to protect sensitive personal information that is critical for employees managing customer or client data on digital channels.
A customer support executive posts a screenshot of a complaint (with customer name and number visible) on LinkedIn to showcase their work. This leads to a breach of privacy.
2. Digital Personal Data Protection (DPDP) Act, 2023
The DPDP Act is India’s first comprehensive data privacy law that mandates:
- Lawful processing of personal data with explicit consent.
- Clear data retention and sharing protocols.
- Employers must ensure that employees do not share any personal or sensitive personal data via social media or digital platforms without authorisation.
- Violations could result in hefty penalties for both the company and the individual.
When a hiring manager posts a screenshot of a candidate’s resume on social media, praising the applicant without their consent.
3. Section 356– Defamation under Bharatiya Nyaya Sanhita, 2023
For companies and employees, this means:
- You cannot post or share anything negative, false, or hurtful about coworkers, seniors, clients, or even competitors on personal or official accounts.
- Even if it is meant as a joke or meme, it can still land you or your company in legal trouble.
- HR should ensure employees are trained on what counts as defamatory content, especially online.
Defamation basically means saying or sharing something in words, pictures, videos, or even emojis that can harm someone’s reputation. If you post, share, or comment on social media that damages a person’s good name, and you knew or should have known it would cause harm, it could be treated as defamation. For example, an ex-employee puts up a sarcastic LinkedIn post mocking a former employer’s work culture or management style. If named or easily identifiable, this could amount to defamation.
4. Employment and labour laws
Although Indian labour laws do not directly regulate social media use, employers can act under:
- Shops and Establishments Acts – State-specific rules that cover professional misconduct.
- Employment contracts & service rules – Should include clauses on social media usage, digital conduct, and disciplinary consequences.
An employee repeatedly criticises their company on social media, violating service conduct clauses. HR may take disciplinary action under company rules or invoke misconduct clauses under the relevant legislations.
5. SEBI (Prohibition of Insider Trading) Regulations, 2015
Relevant for listed companies:
- Employees must not share unpublished price-sensitive information (UPSI) on platforms like LinkedIn, X (Twitter), or even WhatsApp.
- Violation can attract SEBI penalties and criminal prosecution.
A mid-level finance employee posts a cryptic LinkedIn status hinting at an upcoming merger before the official announcement. This could be treated as relieving sensitive information under these regulations.
6. Trademark and Copyright Laws
- Unauthorised use of company logos, brand names, marketing material, or creative assets by employees can lead to IPR violations.
A former employee starts a consultancy firm but continues to use their previous employer’s logo on their LinkedIn banner or website to appear affiliated.
7. POSH Act, 2013
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act covers virtual and digital spaces too.
- Any form of harassment, trolling, inappropriate jokes, or sexual comments made by employees on social media (even outside work hours) can attract POSH complaints if they affect a colleague.
- HR must ensure this is covered under the codes of conduct and the POSH policy.
A male employee sends flirtatious messages to his female colleague on Facebook after seeing her recent post. She may file a POSH complaint if she feels bothered and harassed.
How to draft a social media policy?
What happened after that tweet went viral?
Miraa never imagined in her wildest dreams that a tweet would spark controversy.
Within hours, the bank got flak. Customers were furious, and the reputation suffered.
That is when it hit Miraa that the bank had no social media policy. There were no clear rules, and no training.
She quickly collaborated with legal, thoroughly studied the legal framework, and drafted a practical, employee-friendly social media policy. It covered online conduct, confidentiality, tone of voice, and off-duty behaviour: all rolled out with quick training and clear dos and don’ts.
Miraa turned a public relations crisis into a leadership moment, proving why HR is also about safeguarding trust in the digital age.
Let us have a look at the social media policy of TrustMe Bank. The explanations are in red.
Social Media Policy for the Personnel Employed or Engaged by the Bank
1. INTRODUCTION
This section sets the context by highlighting the impact of social media in the modern workplace and the need for responsible use. It explains the policy’s role in protecting the Bank’s reputation, information security, and compliance.
Social media plays a significant role in today’s digital landscape, offering opportunities for communication, brand promotion, and engagement with various stakeholders. Social media includes the internet technologies that enable consumers to easily share content online, including but not limited to, social networks, blogs, videos, photos, wikis, online reviews, and more.
There is are plethora of social channels, networks, and media tools, and the list is growing. Social media platforms like X (formerly Twitter), Facebook, WhatsApp, YouTube, Telegram, Instagram, Google+, blogs, LinkedIn, etc. have created online communities where people share all kinds of information, ideas, views, etc. as they desire, with other members. The result is an enormous amount of digital information readily available on the web, which can be easily shared, searched, promoted, disputed, and modified.
TrustMe also disseminates important information through its official social media platforms. However, there are various risks associated with communicating on the social media platform, which necessitate guidelines for Workforce members with regard to the use of social media. The Bank must guard against risks social media can bring to our confidential information, brand and reputation and compliance. The purpose of this policy is to provide guidance to the Workforce about acceptable behaviour on social media and to caution the Workforce about the consequences of violating the Bank’s social media policy.
2. DEFINITIONS
To remove ambiguity, this clause defines key terms like “social media” and “inappropriate use” and ensures everyone understands the scope and nature of the platforms and behaviours being regulated.
- “Bank” means TrustMe Bank Pvt. Ltd.
- “Social media”, for the purpose of this policy, refers to but is not limited to broad range of social community networking websites or apps such as Blogs, Facebook, X (Twitter), YouTube, Linkedln, WhatsApp, Telegram, Glassdoor, Instagram, Quora, Snapchat, Wikis, to name a few, other internet newsgroups, chat rooms, etc. and any other similar webbased or digital platforms that may arise in future.
- Inappropriate use of social media includes, but is not limited to comments or endorsements (including likes, shares, forwards and retweets) which could be interpreted as offensive or critical, or those which can potentially result in damage to the Bank’s reputation, impersonation, misrepresentation, actions leading to sexual harassment, communicating false pretences, encouraging unlawful acts, violating privacy and confidentiality, or otherwise disrespectful of the rights of others or contrary to the Bank’s policies.
For instance, sharing memes mocking management in WhatsApp groups may be deemed “inappropriate use”.
3. SCOPE
Employees need to know if the policy applies to them or not, depending on the categories, such as permanent, temporary, and contract personnel. Further, if this policy is to be read in consonance with any other guidelines/policy of the organisation, even that needs to be mentioned here.
- The Social Media Policy applies to all permanent employees and temporary, part-time, contractual personnel or those on the agency rolls of the Bank (hereinafter referred to as Personnel / Workforce).
- This Policy should be read in conjunction with the Bank’s guidelines on Prevention and Redressal of Sexual Harassment of women at the workplace, Data Security Policy, Cyber Security Policy, and any other relevant guidelines in place. While these are indicative and are not to be construed as the only guideline, the general principle of employee accountability will continue to hold good. The policy supplements the existing guidelines on HR matters, and it does not substitute for any of them.
- This social media policy applies to current and emerging social media platforms (e.g., virtual reality platforms, metaverse environments, or AI-driven social tools) that the Bank may or may not be present on in the future.
4. KEY PRINCIPLES
A. Personal accountability
These guidelines emphasise on individual responsibility for online behaviour, reinforcing that personal actions can affect the Bank’s reputation and attract disciplinary consequences.
- Use of social media while at work is permitted to the extent required for official purposes, subject to adherence to the Social Media Policy guidelines.
- As a matter of principle, workforce members should not be part of such groups on social media platforms where anti-establishment messages (messages against official policy / executive management) are posted/shared.
- Online conduct is the workforce members’ responsibility, and it is important that they remain aware that posting information on social networking sites in a personal capacity cannot be entirely isolated from their working life.
- Workforce members shall not share documents, etc., obtained in their official capacity with unrelated people. In this context, forwarding and posting of such messages are to be construed as the same.
- Any information published online can be accessed across the world within seconds, will be publicly available, and is not easy to delete/withdraw once published. Hence, the Workforce members should be careful while sharing any information, especially that pertaining to their work and the Bank, which is not available in the public domain.
- Workforce members are responsible for all the content posted and should always be aware that they carry an indirect liability for their posts on social media, if used inappropriately by a third person.
- The bank will not be responsible/liable for any content posted by the Workforce.
- Violation of this policy, non-adherence to the Do’s and Don’ts prescribed in the policy, and inappropriate use of social media may invite appropriate disciplinary action as per the Terms and Conditions of appointment/engagement, as applicable.
B. Dos and don’ts
You need to explicitly state a list of acceptable and prohibited actions to guide behaviour on social media. It acts as a practical reference to avoid policy violations.
Example: Liking a defamatory post about a competitor may result in disciplinary action.
The social media space is a public forum. When participating in social media forums, the Workforce members implicitly commit to the following Dos and Don’ts:
i) Dos
- Workforce member is permitted to use social media for official communication, subject to adherence to the Bank’s Social Media Policy guidelines. If the Workforce members identify themselves as an employee of TrustMe in any social media posting, they are required to include the following disclaimer, wherever possible, in a reasonably prominent place such as the profile space in the forum or their posts “The views and opinions expressed or implied herein are my own and does not reflect those of my employer”. The comments posted should be accurate and not misleading/false. They must not disparage competitors or their products.
- Personal dignity, privacy, and personal rights of every individual should be respected.
- Workforce members should be aware that social media interaction might result in personal liability if their postings include confidential or copyrighted information. Pre-clearance / approval is required from a competent authority to post a blog, vlog, or an original article on a social media site that pertains to a Workforce member’s job and the Bank.
- Workforce members are free to post developmental initiatives/ success stories/ events undertaken by the Bank on social media in their capacity, on their responsibility, provided the posts are in line with the Bank’s Social Media policy.
- The Workforce members can form Internal Groups/ Teams to discuss ideas, coordinate tasks, seek help & inputs on specific business agendas that they are working on to drive the business, etc. Workforce members may share articles of interest and value which are beneficial to the staff members in these groups. In case a group/ team has any member who is not a personnel of the Bank, the group/ team would not be treated as an Internal Group/ Team.
- The Workforce members of the Bank are mandatorily required to seek permission from the competent authority for contribution to the press, radio, TV, etc. If they are approached by any kind of media (print/ electronic/social, etc.) to comment on behalf of the Bank, the latter must be directed to the competent authority.
- Employees must exercise abundant caution while interacting with third-party entities such as influencers, media outlets, bloggers, or marketing agencies on social media, particularly in instances where the Bank is tagged, mentioned, or referenced. No employee may engage in a manner that implies endorsement or official association without prior approval from the designated team.
- Employees authorised to use social media for official purposes must do so only through official devices or approved secure channels. If personal devices are used, adequate security measures (e.g., password protection, encryption, VPN access) must be in place. Cases of loss, breach, or misuse must be reported immediately to the IT and compliance teams.
- The Bank reserves the right to monitor publicly available content on social media platforms, including posts made using or referencing official Bank accounts, or content that can be reasonably linked to the Bank’s image or business. Monitoring will be limited to ethical, lawful, and non-intrusive methods, with a primary focus on reputational protection and regulatory compliance.
- The Bank shall monitor publicly available content on social media platforms, including posts made using or referencing official Bank accounts, or content that can be reasonably linked to the Bank’s image or business.
ii) Don’ts
- Social Media should not be used in a manner that could be considered discriminatory, bullying, harassment, trolling, or offensive to any individual or group of individuals through posts or endorsements.
- No Workforce member should post or forward, or discuss views which can be construed to be/are indecent, derogatory, abusive, immoral, unparliamentary, or vulgar. The post/ forward/ comment must also not be provoking/ instigating people to commit any act(s) which do not fall under proper behaviour/ conduct norms/ guidelines or are illegal or criminal in nature.
- No workforce member should post, forward, or discuss views without knowing the full facts and background of any matter or against the Bank/ any individual, or against the Government, or any Constitutional Body.
- Any official information, communication, document, or material that has come into the possession of the workforce member during the course of their employment/ engagement, whether proprietary, confidential, or otherwise, should not be posted on Social Media without prior permission from the Bank. Never disclose any commercially sensitive, anti-competitive, private, or confidential information about the Bank. The official information or material posted in the Internal Group /Team should be relevant to the Group/Team.
- Personal information like Official identity cards, key Personally Identifiable Information (PII), telephone numbers, mailing addresses or email addresses of other Workforce members or individuals associated or dealing with the Bank should not be posted on Social Media platforms (except those which are already in the public domain, i.e., public websites).
- Workforce members should not use Social Media in any manner that would bring the organisation into disrepute or would tantamount to a breach of confidentiality.
- The Bank’s logo or any other image of the Bank should not be used on Social Media sites. Any and all use of Bank’s name, logo, and/or related marks by Bank’s workforce requires prior, express, written consent of Bank. If the Bank is referenced in any media by the Bank’s workforce, all social media guidelines related to the Bank’s Workforce will apply.
- The Bank’s name should not be used to promote a cause or political party, or candidate.
- Use of any photographs or videos taken on the Bank’s premises or associated with the Bank’s events without the express consent of the Bank should be avoided.
- The Social Media portals allowing access to outsiders without restriction should not be used for communication with fellow Workforce members concerning official matters.
- Workforce members should not resort to any other action on social media that impinges on their ability or that of a fellow employee to carry out official duties.
- No workforce member of the Bank should create or promote any group, community or webpage which uses the name or logo/ identifier of the Bank or become a member of any such unofficial group/ community or webpage.
- No Workforce member should express negative views or criticise the Bank’s Management, policies or strategies on social media platforms. They must not express any view about the working of the Bank or the business of the Bank, or generally about the Bank or any of its officials, without consent from the Bank.
- In order to ensure that workplace concerns are properly escalated and addressed, if Workforce members witness illegal, unsafe or unethical conduct by another Workforce member, customer, or service provider, follow the internal reporting process. Such matters should not be posted on Social media. No Workforce member should engage in collusive behaviour on any social media Platform, with the Bank’s competitors or their Workforce.
- Any workforce member of the bank found creating alternate IDs/ fake IDs and escalating grievance issues in the public domain by tagging the Bank’s higher authorities, such action will be treated as a violation of the Social Media Policy for Workforce and may be meted out strict action as deemed fit by the competent authority.
- The workforce should not use the Bank’s email addresses to register on social networks, blogs, or other online tools utilised for personal use.
- When using online accounts, the workforce must ensure that the email ID of any workforce member is not exposed to the public/ Social Media platform, except when that is required as part of the Bank’s business or activities or with the express consent of the Bank. Do not create any online account or profile that implies such account or profile is connected to or owned by the Bank without the Bank’s prior consent.
- Do not share internal circulars & policies with any third party (other than the Bank’s Workforce) as it harms the Bank’s competitive position with respect to its competitors.
- The Workforce must ensure that all content shared on social media reflects cultural, religious, and linguistic sensitivity, particularly when engaging with a diverse audience. Content that may be perceived as discriminatory and/or offensive across regions is strictly prohibited.
C. Connecting with other stakeholders
You need to be careful while interacting with customers, vendors, and ex-employees on social media to avoid breaches of confidentiality or perceived favouritism.
Example: Publicly endorsing a key client on Instagram might imply a special relationship.
It might be natural to establish connections whom workforce members who know and work on personal and professional social media platforms. Workforce members may connect with other Workforce members, former colleagues, suppliers, vendors etc; however, the workforce member must use caution and judgement when connecting with customers/clients on social media, for example (i) appearing to show favouritism to one customer over another (ii) identifying a client as having a business relationship with us, if that business relationship is to be kept confidential (iii) Sharing another customer data, Bank data, etc.
D. Personal safety and privacy
You would be constantly reading, watching or listening to the news about how cyber attackers trap the bank employees and extract relevant information out of them. To avoid such situations, you need to adequately educate the employees on the risks of exposing personal and professional details online and also provide tips to maintain privacy and avoid identity theft.
Example: Posting your work location and client meeting details on Facebook may lead to phishing attempts.
- Workforce members need to be aware that the information they post on their personal social media profiles will leave a digital footprint and can make them identifiable to service providers and other users, who will be able to access such information legally or otherwise.
- They should, therefore, be judicious in disclosing personal details when setting up their online profile, particularly confidential personal information, photographs, and images providing details of their occupation, employer, and work location.
- They should take care to set their privacy levels at an appropriately high level. It would also be necessary to bear in mind that even when the levels are set high, privacy can be compromised by ‘friends’ who may not have set their privacy levels/ security to the same standard.
- The Workforce should watch for phishing attempts, where scammers may attempt deception to obtain information relating to either the Bank or its customers.
- The Workforce should avoid clicking on links in posts and updates which are from unknown domains/or sources that look suspicious.
E. Addressing allegations of misuse
If you act against the policy, you will be held accountable. Tell your employees about it. They cannot simply get away with it. So you need to explain to the employees the consequences of violating the policy and provide a mechanism for reporting misuse and holding individuals accountable for their actions.
Example: Creating a fake profile to escalate complaints on X (Twitter) can lead to disciplinary action.
- All the Workforce, permanent, temporary, or part-time, as well as others as indicated in ‘Scope’ above, are required to adhere to this policy.
- The key principles and the Dos and Don’ts of the policy should be followed scrupulously.
- Any violation of this policy by the Workforce could be treated as an act of misconduct and may attract the provisions of the appointment/engagement, as applicable.
- Any liability on the institution arising out of such use of media by any of the Workforce or constituents of the Bank shall fall solely and squarely on the individual(s), and the Bank reserves the right to recover any loss caused to the Bank from the concerned employee(s).
- Ignorance of the policy or its guidelines also would not be an excuse for breach of the Social Media policy by any employee.
- If any Workforce member notices any violation of the social media policy, he/ she should immediately bring this to the notice of the HR manager and IT vertical.
F. Social media account ownership
It needs to be clarified that official social media accounts, and their contents (followers, posts, credentials), belong to the Bank and not to individual employees.
Example: An employee leaving the Bank cannot retain admin rights over a LinkedIn company page.
If approved, social media activities are part of a Workforce member’s job at the Bank (i.e. approved as part of the Bank’s business initiative), any TrusteMe-branded account that he/she accesses and the related information and contact list are considered the Bank’s property. When employment/contract ends, workforce members must return to the Bank any information regarding any TrusteMe account, including all passwords, contacts, and connections.
Workforce members may not:
- Use any information regarding any TrusteMe account.
- Attempt to change the password or account name for any such account.
- Create an account name that is similar to any such account.
- Assert any ownership rights regarding any of the contacts or connections to which they gained access through any such account.
G. Monitoring and review of the policy
This clause outlines the Bank’s intent to regularly review the policy to keep it relevant and legally compliant, and invites employees to raise queries.
Example: If metaverse platforms rise in use, the policy will be updated to include them.
The Policy will be reviewed periodically to ensure that it meets legal requirements and reflects best practices. For any clarifications/concerns on this policy, please contact the HR manager.
H. Training and awareness programs
Commits to educating staff on the safe use of social media through induction and regular training, ensuring long-term compliance and awareness.
The Bank shall also conduct training and awareness programs periodically to educate employees on social media usage, associated perils, and compliance obligations. These programs will form part of the induction process and will be reinforced through refresher sessions at regular intervals.
I. Crisis management protocol
What happens when the wrong things go viral? Who is to be approached? This is why we need a crisis response mechanism in place in order to avoid incidents that could affect the Bank’s image or operations.
In the event there occurs a social media incident, which may affect the Bank’s reputation, employees must immediately escalate the matter to the Corporate Communications Team or the designated Crisis Response Officer. Only authorised spokespersons may issue public statements. A social media crisis management plan shall be maintained, outlining steps for identification, escalation, communication, and resolution of such incidents.
J. Whistleblower protection on social media
Assures employees that whistleblowing through social media, though discouraged, will still be protected if done in good faith, aligning with the Bank’s Whistleblower Policy.
Example: An anonymous tweet revealing insider corruption will still trigger a fair investigation, not retaliation.
Employees are encouraged to report unethical or illegal conduct through internal channels, however, the Bank acknowledges that whistleblowing may, in rare cases, occur on social media. Any such disclosures made bona fide shall be protected under the Bank’s Whistleblower Policy. Retaliation against such employees will not be tolerated, and all claims will be investigated impartially.
What are the hurdles in implementing this policy? And how can one overcome it?
This can be better understood with the help of an infographic, which is stated below:
Parting thoughts
Now you see why we require a well-drafted social media policy. For organisations, especially those in regulated or reputation-sensitive sectors, it is a proactive step toward protecting their brand, data, and workplace integrity.
We have explored the common roadblocks like employee resistance, poor clarity, or enforcement gaps, and also offered tried-and-tested ways to overcome them. The goal is not to police online expression but to shape it mindfully, in line with the values and responsibilities of the workplace.
If drafted well, with clear scope, responsibilities, dos and don’ts, and crisis handling protocols, a social media policy becomes more than a document. It becomes a toolkit: empowering employees to participate online with confidence and clarity, while safeguarding the organisation’s trust, culture, and compliance.
FAQs
- Can I mention my employer on my personal social media profile?
Yes, you can mention that you work at the company, but it is advisable to add a disclaimer like: “Views are my own and not those of my employer.” Remember, once you are publicly connected to the organisation, your posts can be interpreted as reflecting on the company, so think before you post. - Am I allowed to share Bank events or campaigns on my profile?
Yes, you may share official and public-facing content like campaign launches or achievements, but only if it is already made public by the Bank or you have received permission. Avoid sharing updates of internal meetings, confidential achievements, or plans unless cleared by the appropriate authority. - What happens if I ‘like’ or ‘retweet’ something controversial?
Even passive endorsements like sharing, liking, or reacting can be interpreted as support. If the content is offensive, political, or against your organisation’s code of conduct, it may reflect poorly on both you and the organisation. - Can I criticise the Bank or its policies on social media if I do it from a personal account?
No. Public criticism of your employer, even on personal accounts, can violate the social media policy and may lead to disciplinary action. All grievances should be raised through internal channels, not public platforms. - What if I join a WhatsApp group with colleagues? Does the policy apply there too?
Yes. Even semi-private platforms like WhatsApp or Telegram fall within the scope of policy. Sharing confidential information or making inappropriate comments in such groups can have serious repercussions. - Can I connect with clients or vendors on LinkedIn or Instagram?
You can, but with caution. Avoid appearing to show favouritism, disclosing sensitive relationships, or sharing client data. Always maintain professional boundaries, and when in doubt, consult with your reporting manager. - What if someone else misuses a post I made innocently?
You are responsible for the content you post—even if someone else misuses or reshapes it. That’s why discretion is key. Be careful about tone, facts, and the possible interpretations of what you post online. - Are memes and humour also subject to this policy?
Absolutely. Satirical or humorous posts that appear harmless may still offend or breach workplace guidelines, especially if they involve colleagues, management, customers, or sensitive topics. - Will the Bank monitor my private social media activity?
The Bank does not monitor private accounts or intrude into personal spaces. However, anything that is public, tagged with the Bank’s name, or can reasonably be linked to the organisation may be reviewed if concerns arise. - What should I do if I see someone violating the Social Media Policy?
Report it to the HR or IT Compliance team confidentially. It helps the organisation handle the matter internally and sensitively, rather than letting it escalate into a reputational or legal issue.
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