All new employees should be notified of the programme by their Store Manager and will be automatically sent a registration letter after the next data update. When taking any photo of a person in a BP store (including forecourt area), all BP Express Shopping Ltd employees should:
This policy does not create an express or implied contract with any employee.
“Not controlled when printed, for controlled copy refer to ROSIplus” V1 2016
Outlined below are a summary of my obligations and responsibilities when using social media, whilst in employment with BP Express Shopping Limited:
For more details, please refer to the BP Social Media Policy and Procedure
“Not controlled when printed, for controlled copy refer to ROSIplus” V1 2016
At BP we are committed to creating a workplace that is characterised by respect for people’s rights, responsibility, excellence and mutual trust. We value diversity of people and thought, and believe that everyone in BP is entitled to fair treatment, courtesy and respect. We are also committed to making the best use of all available technology and innovation to improve the way we work and do business.
This includes using all reasonable and cost-effective means to improve the way we communicate, reach out and interact with our employees, suppliers and third party clients.
This policy is intended to help employees make appropriate decisions about the use of social media and has been put in place to minimise the risks to our business through use of social media.
For the purpose of this policy, Social Media is a type of interactive online media that allows parties to communicate instantly with each other or share data in a public forum. This includes but not limited to online social forum such as Twitter, Facebook, MySpace and LinkedIn. Social media also covers blogs, Wikipedia and video-image–sharing websites such as Tumblr, Flickr, Instagram and YouTube, podcasts, message boards, direct messaging services such as WhatsApp, Messenger, internal application such as SMILE and any other social media platforms.
Employees should be aware that there are many more examples of social media than can be listed here and this is a constantly changing area. Employees should follow these guidelines in relation to any social media that they use.
This policy sets out the process to follow and outlines the standards BP Express Shopping expect employees to observe when using social media, and the action we will take in respect of breaches of this policy. This policy does not form part of any contract of employment and it may be amended at any time.
This policy covers all employees that are employed by BP Express Shopping Limited “The Company”.
All employees are expected to comply with this policy at all times to protect the privacy, confidentiality, and interests of the Company and its services, employees, partners, customers, and competitors.
The Company recognises that many employees use the internet at home for personal purposes and that many employees use social media websites. The Company respects an employee’s right to a private life. However the Company must also ensure that confidentiality and its reputation are protected. Employees must be aware that they can build or damage the reputation of the Company or a third
Employees are solely responsible for what they post online. Before creating online content, employees must consider the risk and rewards that are involved. What an employee posts online may be seen by other employees, customers or suppliers of BP. Personal posts may have an impact on the workplace or BP as a business Personal use of social media is never permitted during working time (except on authorised rest breaks) or by means of the Company’s computers, networks and other IT resources and communications systems.
The Company therefore requires employees using social media websites to adhere to the following rules. This is not an exhaustive list and a common sense approach must be taken at all times.
Employees must not make any social media communications that could damage the Company’s business interests, brand or reputation, even indirectly. * Employees must not load pictures or videos of BP stores or offices, or videos or photos taken of colleagues or customers [whilst on site] on to personal social media accounts. Additionally, employees must refrain from posting pictures or videos of any BP funded events organised for BP employees using the brand e.g. employees in uniform etc. * Employees must not deliberately access, store, post or publish any of the following through our digital systems (SMILE), WhatsApp or on our premises:
Employees must not use social media to discredit or disparage the Company, employees or any third party; to harass, bully or unlawfully discriminate against other employees or third parties; to make false or misleading statements; or to impersonate colleagues or third parties.
Employees must not express opinions on the Company’s behalf via social media, unless expressly authorised to do so. Employees may be required to undergo training in order to obtain such authorisation.
Employees must not post material that is harassing, obscene, abusive or inconsistent with our non-harassment and equal opportunities polices – see ‘Creating a respectful, harassment-free workplace in the Code of Conduct.
Employees must not post comments about sensitive business-related topics, such as the Company’s performance, or do anything to jeopardise the Company trading principles, confidential information and intellectual property.
Employees must not share sales, initiatives, promotions or policies on social media or any other way.
Employees must not distribute or display offensive material, including inappropriate pictures, cartoons and symbol of hatred
Employees must not include the Company’s logos or other trademarks in any personal social media posting or on a profile on any social media.
Employees must not spread malicious rumours or share offensive, derogatory or discriminatory information through any means about BP, fellow or former employees, customers or suppliers of BP or competitors
Employees must not set up personal social media accounts using their corporate email account(s), unless this is a confirmed requirement of their role and they are authorised to do so.
Employees should make it clear in social media postings, or in personal profiles, that they are speaking on their own behalf. Employees’ actions could reflect on the Company, so employees should be mindful of the impact postings might make to the public’s perceptions of BP. Employees should be respectful to others when making any statement on social media and be aware that they are personally responsible for all communications which will be published on the internet for anyone to see.
Employees must keep in mind that they are more likely to resolve work-related issues or complaints by speaking directly with their peers or manager than posting complaints onto a Social Media outlet
Employees are reminded that social media should never be used in a way that breaches other policies, including but not limited to: Data Protection Policy, Disciplinary Policy, Code of Conduct, Whistleblowing and Equal Opportunities Policy
Employees should exercise their judgment when using social media like “LinkedIn”. We remind all employees that their LinkedIn profile remains their personal responsibility and every BP employee has a responsibility to ensure that their actions on LinkedIn (and other social media) does not distract from, act counter to, or damage the interests of BP Employees disclosing their affiliation to the Company on their personal profile must state that their views do not represent those of BP.
If employees are uncertain or concerned about the appropriateness of any statement or posting, they should refrain from posting it until they have discussed it with their Line Manager.
If employees see social media content that disparages or reflects poorly on the Company, they should contact their Line Manager.
The Company reserves the right to monitor, intercept and review use of social media using our IT resources and communications systems, and to remove content or require employees to remove content, that the Company reasonably considers is a breach of this or other BP Policies.
Breach of this policy may result in disciplinary action up to and including dismissal and will be dealt with under our Disciplinary Policy.
Employees may be required to remove any social media content that the Company considers to constitute a breach of this policy. Failure to comply with such a request may in itself result in disciplinary action.
Employees should direct any enquiries about this Policy to their Line Manager in the first instance.
Grievance Policy Disciplinary and Appeals Policy Data Protection Policy Equal Opportunities Policy Code of Conduct Whistleblowing Policy
Employees are responsible for ensuring they are aware of this Policy and Procedure.
Line Managers are responsible for ensuring they managed breaches when they are made aware by investigating and discussing with Human Resources.
Human Resources are responsible for supporting Line Managers and employees in the fair and consistent application of this policy and assisting with advice when necessary.
The following template brief is available on ROSI+:
Social Media Policy – BP Express
Social Media Acceptable Use at BP Express Shopping Limited