This policy provides principles on the use of social media by employees and the use of employees data by the CRI group. It does not give detailed solutions to every situation we face in our day to day activities. This CRI Group policy indicates behavioural guidelines that all directors, officers and employees of CRI, i.e., all the people working in CRI Group (this Policy applies to all associates who work for CRI Group or any of its subsidiary companies, including ABAC Group), including part-Time employees and associates, should be aware of while conducting his or her daily work.
As a member of the CRI Group, you are asked to comply with and CRI group code of conduct. Please familiarise yourselves with the contents of this policy. Feel free to reach out to the compliance department if you are not confident about our conduct, if you have any questions about compliance issues, or if you witness or learn of any conduct that may violate compliance standards.
In case you are unable to talk or you are not comfortable talking with the compliance department for some reason, please use the compliance hotline or anonymous reporting. CRI Group does not tolerate any form of retaliation against any person who consults with the compliance hotlines.
This Policy covers all forms of social media, including Facebook, Instagram, LinkedIn, Youtube, Twitter, other social networking sites, and other internet postings, including blogs and website portals. It applies to the use of employees’ image / voice on social media by both business and employees, during working hours and in employees’ own time to the extent that it may affect CRI Group and employees’ privacy.
Whilst we recognise the benefits which may be gained from the appropriate use of social media, it is also important to be aware that it poses significant risks to our business. These risks include disclosure of confidential information and intellectual property, damage to our reputation and the risk of legal claims. To minimise these risks, this Policy sets out the rules applying to the use of social media.
CRI Group’s marketing activities will include harnessing employees image and voice to promote CRI Group via “employee advocacy” efforts both in print and on social media during and after employment. This is done with good positive intentions to demonstrate that the company values its staff and the services they provide to our business clients. However this policy will discuss employees rights to not consent to such use.
This Policy covers all employees [and others, including consultants, contractors, and casual and agency staff]. Breach of this Policy may result in disciplinary action up to and including dismissal. Any misuse of social media should be reported to [the Head of the IT Department/Systems Administrator]. Questions regarding the content or application of this Policy should be directed to Marketing or HR. This Policy is not contractual, and we may amend it at any time if it considers it appropriate to do so.
In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s weblog or blog, journal or diary, personal website, social networking or affinity website, web bulletin board or a chat room, whether or not associated or affiliated with CRI Group, as well as any other form of electronic communication.
The same principles and guidelines found in CRI Group policies and three basic beliefs apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow associates or otherwise adversely affects members, customers, suppliers, people who work on behalf of CRI Group or CRI Group’s legitimate business interests may result in disciplinary action up to and including termination.
CRI Group uses the photographs of their staff to promote our business as part of our business marketing campaigns both in print and on social media. CRI Group’s marketing activities will include harnessing employees to promote their Employer via “employee advocacy” efforts. This is done with good positive intentions to demonstrate that the company values its staff and the services they provide to our business clients.
The CRI Group will not use photographic images of an employee for publicity or any other purposes, including the transfer of these images to a third party, without that employee’s written consent. Such photographic images are personal data under the Data Protection Act 1998 and the Human Rights Act 1998.
In order to address employee concerns and objections, CRI Group will obtain each employee’s consent in writing. All CRI Group employees were asked to sign (or elect to not sign and thereby not grant consent) a blanket authorisation permitting the CRI Group – the company- to use photos in marketing material, including social media, company websites, and other graphic media during employees tenure with CRI Group and beyond.
If consent is requested, the consent should include full details about the purposes for using the photo/video and how the material will be used. Employee consent is completely voluntary, and the consent can be revoked. Furthermore, CRI Group and any employee in charge of creating videos or photos should inform employees if they will be allowed to see the photo/video before it is used. CRI Group respects the decision of those who do not consent.
At CRI Group, we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends, and co-workers worldwide. However, social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for the appropriate use of social media.
We are all responsible for the reputation of CRI Group whether during office hours or otherwise. Our actions may adversely affect CRI Group reputation, which can be detrimental to CRI Group’s business and consequently to patients. In order to protect CRI ’s reputation we should be mindful of what we post on social media in a personal capacity and avoid being seen to be acting on behalf of CRI Group, or expressing CRI’s official view or opinion. Any social media accounts created for CRI business purposes must be properly approved in accordance with CRI policies and procedures.
Always be fair and courteous to fellow associates, customers, members, suppliers or people who work on behalf of CRI Group. Also, remember that you are more likely to resolve work-related complaints by speaking directly with your co-workers or by utilising our Open Door Policy than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, videos or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, disparaging customers, members, associates or suppliers, or might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment based on race, sex, disability, religion or any other status protected by law or company policy.
Make sure you are always honest and accurate when posting information or news, and if you make a mistake, correct it quickly. Be open about any previous posts you have altered. Remember that the Internet archives almost everything; therefore, even deleted postings can be searched. Never post any information or rumours that you know to be false about CRI Group, fellow associates, members, customers, suppliers, people working on behalf of CRI Group or competitors.
CRI Group prohibits taking negative action against any associate for reporting a possible deviation from this Policy or cooperating in an investigation. Any associate who retaliates against another associate for reporting a possible deviation from this Policy or cooperating in an investigation will be subject to disciplinary action, including termination.
Associates should not speak to the media on CRI Group’s behalf without contacting the Marketing. All media inquiries should be directed to them.
Carefully read these guidelines, the CRI Group Ethics & Compliance Policy, the CRI Group Privacy Policy, the Compliance Department Manual and the Brand Book, and ensure your postings are consistent. Inappropriate postings that may include discriminatory remarks, harassment, threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action, including termination.
If you have questions or need further guidance, please contact your HR representative or marketing.
Any revision in this Policy is discretion of CRI Group to make sure it complies with the applicable law and conforms to changes in our business. We may need to update this Policy, and we reserve the right to do so at any time. Your use of the Services constitutes your acceptance of the terms of this Privacy Policy as amended or revised by us from time to time.
Copyright ©2025 CRI Group™. All Rights Reserved.