Website and computer use policy What is acceptable use?

The primary purpose for which access to email and the internet is provided to employees is to assist them in carrying out the duties of their employment. Except as otherwise provided in this policy, employees may use the Internet access provided by [Employer Name] only for authorised, lawful work-related activities. Any person who uses [Employer Names] IT resources is required to complete a User Declaration Form before being granted access to IT resources. Optional A person who is authorised to use [Employer Names] IT resources may also use the IT resources for limited, incidental personal purposes at lunchtime or outside work hours, or as otherwise authorised by [Employer Name]. Personal use of the IT resources is permitted provided such use is lawful, does not negatively impact on the persons work performance, hinder the work of other users, or damage the reputation, image or operations of [Employer Name]. Such use must not cause additional cost to [Employer Name]. When using the email or messaging system users must: Take all reasonable steps to ensure copyright is not infringed Take all reasonable care not to plagiarise another persons work or defame another person Not forward or otherwise copy a personal email (except with the permission of the author) or an email which contains personal information or an opinion about a person whose identity is apparent (except with the permission of that person).

What is not acceptable use? Email access provided by [Employer Name] may not be used for: Sending unsolicited bulk email Disseminating confidential information of [Employer Name] except as authorised by the Employer Disseminating messages containing material that is disparaging of other users, business partners or suppliers Any illegal purpose Knowingly causing interference with any network, information service, equipment or any user Accessing, downloading, storing or transmitting material which is inappropriate to the business activities of [Employer Name]. Such material includes, but is not limited to: Pornographic or sexually explicit material Material that may be considered offensive or defamatory to others Material that may be viewed as harassment or discriminatory The distribution of hoaxes, chain letters, or advertisements The propagation of viruses, whether deliberately or maliciously.

When using the Internet the following rules must be observed:

Master Builders Human Resources Manual

Employees must not sign up to any newsletters unless they are work related Employees must not join or participate in chat rooms Employees must not download software, even for trial purposes (including screen savers) Employees must not play games over the Internet.

[Employer Names] IT resources must not be used for private commercial purposes. Responsibilities of authorised users A person who has been authorised to use [Employer Names] IT resources has a responsibility at all times to: Keep all [Employer Names] IT resources secure and to observe this policy. Not compromise or attempt to compromise the security of any IT resource belonging to [Employer Name] or other organisations or individuals, nor exploit or attempt to exploit any security deficiency. Take reasonable steps to ensure the physical protection of the computer by means of electrical power management, anti-static measures, protection from theft and sound magnetic media practices, and by avoiding improper use and damaging actions, such as spillage of food or drink. Ensure that computers are not left unattended without logging-out and/or securing the entrance to the work area, particularly if the computer system contains sensitive or valuable business information.

Consequences of unacceptable use Employees are responsible for ensuring that their use of email and Internet is always in accordance with this policy. [Employer Name] will review any alleged breach of this policy on an individual basis. If the alleged breach is proven and is of a serious nature, such as dissemination of pornography, the breach may be treated as grounds for disciplinary action and even dismissal. Unlawful use of IT resources will breach this policy and will be dealt with as a disciplinary offence. Unlawful use of IT resources may also lead to criminal or civil legal action being taken. This could result in serious consequences, such as a fine, damages and/or costs being awarded against the employee, or even imprisonment. [Employer Name] will not defend or provide support to any employee who uses IT resources for an unlawful purpose.

Master Builders Human Resources Manual