Social media participation can have a significant impact on organizational and professional reputations from unauthorized disclosure of information when participating. Because participation blurs the lines between personal and professional, CSA has developed the following policy to help clarify how best to protect personal and professional reputations when participating in internal and external CSA social media outlets.

1. Insight, Answers and Results.
Client Solution Architects
CSA Social Media Policy
Published 26 March 2012

2. Insight, Answers and Results.
1. Purpose:
Social media participation can have a significant impact on organizational and professional
reputations from unauthorized disclosure of information when participating. Because
participation blurs the lines between personal and professional, CSA has developed the
following policy to help clarify how best to protect personal and professional reputations when
participating in internal and external CSA social media outlets.
CSA’s Fundamental Social Media Guiding Principles:
• CSA recognizes that this outlet can be very powerful and can help our firm drive
innovative ideas and new concepts, as the wisdom of the crowd is generally better
than the wisdom of the few. We want to encourage the use of social media to
develop an environment where we collectively benefit from the talents of our
people.
• CSA will not block employee access to social media sites as the company believes in
empowering its workforce and instinctively trusts employees to work responsibly
and adhere to the CSA Code of Conduct.
• CSA employees may use social networking sites while at work and to conduct
business following the advice and guidance contained in the policy below.
2. Scope:
This policy applies to all CSA employees as it relates to internal and external CSA social media
outlets. Social media is defined as media designed for information dissemination through social
interaction, created using highly accessible and scalable publishing techniques. Examples
include, but are not limited to, internal CSA blogs and bulletin boards, LinkedIn, Twitter,
Facebook, YouTube, and MySpace.
3. Policy:
• Know and follow the CSA Workplace Conduct Policy and General Computer Usage
Policy. The same principles and guidelines that apply to CSA employee activities in the
workplace, as found in the CSA Workplace Conduct Policy and the CSA General
Computer Usage Policy (as documented in the CSA Employee Handbook), apply to any
and all CSA employee activities online as well, including the use of social media. In
general, what you do on your own time is your affair. However, activities in or outside of
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3. Insight, Answers and Results.
work that affect your CSA job performance, the performance of others, or CSA’s
business interests are a proper focus for company policy.
• Be transparent. Your honesty—or dishonesty—will be quickly noticed in the social
media environment. If you are blogging about your work at CSA, use your real name,
identify that you work for CSA, and be clear about your role. If you have a vested
interest in something you are discussing, be the first to point it out. Transparency is
about your identity and relationship to CSA. In so doing, also be mindful that it is very
important to maintain confidentiality regarding corporate and/or client proprietary
documentation, information and content.
• Be judicious. Ask permission ahead of time before publishing or reporting on
conversations that may have been meant to be private or internal to CSA. Before
making statements that commit CSA to anything, ensure you have secured approval
and/or the authorization to do so. All statements must be true and not intentionally
misleading and all claims must be substantiated and approved. Refrain from
commenting on anything related to CSA legal matters without the appropriate approval.
If you want to write about the competition, make sure you know what you are talking
about and you have the appropriate permission. Also be smart about protecting
yourself, your privacy, and CSA Confidential information. What you publish is widely
accessible, can be made public and searchable, and will be around for a long time, so
consider the content carefully.
• Write what you know. Make sure you write and post about your areas of expertise,
especially as related to CSA and our offerings. If you are writing about a topic that CSA is
involved with, but you are not the CSA expert on the topic, you should make this clear to
your readers or seek counsel with, and acknowledge, an appropriate CSA authority on
the subject. Also, it is important to ensure your writing is performed in the first person.
If you publish to a website outside CSA, please use a disclaimer similar to: "The postings
on this site are my own and don't necessarily represent CSA’s positions, strategies, or
opinions." Also, please respect brand, trademark, copyright, fair use, trade secrets
(including our processes and methodologies), confidentiality, and financial disclosure
laws. If you have any questions about these, speak to your immediate supervisor.
Remember, you may be personally responsible for your content.
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4. Insight, Answers and Results.
• Perception is reality. In online social networks, the lines between what is considered
public and private, personal and professional are blurred. Just by identifying yourself as
a CSA employee, you are creating perceptions about your expertise and about CSA to
our customers and the general public, and perceptions about you to your colleagues and
managers. Do us all proud. Be sure all content associated with you is consistent with
your work and with CSA’s values and professional standards.
• It is a conversation. Focus on building relationships by engaging with the audience and
building trust rather than using CSA outlets solely as a marketing tool to sell CSA
services. Talk to your readers like you would talk to real people in professional
situations. In other words, avoid overly pedantic or "composed" language. Do not be
afraid to bring in your own personality and say what is on your mind. Consider content
that is open-ended and invites response. Encourage comments. You can also broaden
the conversation by citing others who are blogging about the same topic and allowing
your content to be shared or syndicated.
• Be a Leader. There can be a fine line between healthy debate and incendiary reaction.
Do not denigrate our competitors or CSA. Nor do you need to respond to every criticism
or barb. Try to frame what you write to invite differing points of view without inflaming
others. Some topics—like politics or religion—slide more easily into sensitive territory.
So be careful and considerate. Once the words are out there, you cannot really get them
back. Once an inflammatory discussion gets going, it is hard to stop. Avoid anything that
is defamatory, offensive, harassing, or in violation of any applicable law or CSA policy.
• Add value. Our people best represent the CSA brand and everything you publish reflects
upon it. CSA related blogs and social networks should be used in a way that adds value
to CSA’s business. If it helps you, your coworkers, our clients or our subcontractors get
the job done and solve problems; if it helps to improve knowledge or skills; if it
contributes directly or indirectly to the improvement of CSA offerings; if it builds a sense
of community; or if it helps to promote CSA’s Values, then it is adding value. Though not
directly business-related, background information you choose to share about yourself,
such as information about your family or personal interests, may be useful in helping
establish a relationship between you and your readers, but it is entirely your choice
whether to share this information and to what extent.
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5. Insight, Answers and Results.
• Did you screw up? If you make a mistake, admit it. Be upfront and be quick with your
correction. If you're posting to a blog, you may choose to modify an earlier post—just
make it clear that you have done so.
• If it gives you pause, pause. If you are about to publish something that makes you even
the slightest bit uncomfortable, do not shrug it off and hit 'send.' Take a minute to
review these guidelines and try to figure out what's bothering you and then fix it. If you
are still unsure, you might want to discuss it with your manager. Ultimately, what you
publish is yours—as is the responsibility, so be sure.
• Protecting confidential and proprietary information. Social computing blurs many of
the traditional boundaries between internal and external communications. Be
thoughtful about what you publish—particularly on external platforms. You must make
sure you do not disclose or use CSA confidential or proprietary information or that of
any other person, company or client in any online social computing platform. For
example, ask permission before posting someone's picture in a social network or
publishing in a blog a conversation meant to be private.
• CSA’s business performance. You must not comment on confidential CSA financial
information such as CSA future business performance, business plans, or prospects. This
includes statements about future periods or information about alliances, and applies to
anyone including conversations with press or other third parties (including friends).
CSA’s policy is not to comment on rumors in any way. You should merely say, "no
comment" to rumors. Do not deny or affirm them—or suggest either denial or
affirmation in subtle ways.
• Questions/reporting violations. Employees should direct any questions about this
policy and/or report suspected policy violations to their supervisor or Human Resources.
• Disciplinary action. CSA reserves the right to take disciplinary action (as documented in
the CSA Employee Handbook) against an employee if the employee’s electronic
communications violate this policy.
• NLRA. This policy is not intended to interfere with rights under the National Labor
Relations Act (NLRA).
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