GSEM Employee Handbook 2022-2023

INFORMATION TECHNOLOGY This policy applies to all users of the Girl Scouts’ computers, networks, or systems. Girl Scouts’ “IT assets” (i.e.: email, Internet, networks, telephone, GSEM-provided cell phone, facsimile access, and file transfers, including, but not limited to, computers, electronic mail, and voice mail) are to be used only by Girl Scouts staff at all times. We understand and accept that incidental personal use will occur, within reason. Incidental personal use includes, but is not limited to checking on family situations, making personal arrangements, etc. Such use should be limited in nature and done on personal time (such as during breaks) rather than work time. All Girl Scouts assets are owned solely by and are the property of Girl Scouts. This includes, but is not limited to, email messages, stored files, and network transmissions. Employees should not have any expectation of privacy as to any non work-related data or information generated with, transmitted with, accessed through, or stored on Girl Scouts’ IT assets. Employees may not use Girl Scouts’ IT assets to: • Engage in any activity that is illegal under local, state, federal or international law. • Transmit, access, or download images, documents or texts involving derogatory comments of any kind, or insults that may be construed as illegally harassing or offensive to others. • Transmit or download copyrighted documents, images, games, or text belonging to third parties without the copyright-holder's express permission. • Transmit an unauthorized disclosure of confidential Girl Scout or client information to third parties. See more details in the Girl Scouts Data Privacy and Confidentiality policy located in the Operations Policy Manual • Deliberately introduce malicious programs into the Girl Scouts’ network or server (e.g., viruses, worms, Trojan horses, phishing, etc.) • Execute any form of network monitoring unless employee has responsibility for IT administrative duties and unless such monitoring has been assigned by an executive leadership member of GSEM. • Log into a server or account which the individual is not expressly authorized to access, unless these duties are within the scope of the employee’s regular duties; or • Circumvent user authentication or security of any computer, network, or account. For details about proper authentication and physical security related to Girl Scouts’ assets, please refer to the Password Policy and the Girls Scouts Physical Security Policy located in the Operations Policy Manual. Girl Scouts is committed to the legal and ethical use of all software. No software may be installed on Girl Scouts IT assets without proper licensing. Unauthorized installation, copying, or borrowing of copyrighted software is not permitted. Employees may not use email addresses issued by Girl Scouts to register on social networks or other online tools utilized for personal use. This policy includes all Girl Scouts locations and locations at which any employee may be working. Employees who violate this policy may be subject to disciplinary action, up to and including termination of employment. Communications originated, received, or stored on or through Girl Scouts’ systems are not the private property of the social media user. Girl Scouts reserves the right to monitor communications made with or on any Girl Scouts or client computer systems, or other IT asset, including monitoring access usage. Employees may encrypt their e-mail and files only with software approved by Girl Scouts. Girl Scouts may require a copy of any key or password necessary to access encrypted e-mail messages or files. INITIAL EMPLOYMENT PERIOD All employees of the Council are employees “at will,” and no promise is made or implied in this handbook (or any other policies contained herein) or otherwise of any specific employment term. In addition, the first six months of an employee’s employment with the Council are considered an Initial Employment Period. The Initial Employment Period provides time during which both employer and employee can assess the suitability of the employment relationship.

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