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Essential reading for Marketing Technology product developers.

Scrum’s history can be traced back to a 1986 Harvard Business Review article, “The New New Product Development Game”. The article narrates how companies such as Honda, Canon, and Fuji-Xerox produced world-class results using a scalable, team-based approach to all-at-once product development. It shows the importance of empowered, self-organizing teams and outlines management’s role in the development process. Download it here

Social Media Ethics

This policy is intended to help staff make appropriate decisions about the use of social media such as blogs, wikis, social networking websites, podcasts, forums, message boards, or comments on web-articles, such as Twitter, Facebook, LinkedIn and any other social media site, ARC website and sub-sites.

1.2. This policy outlines the standards we require staff to observe when using social media, the circumstances in which we will monitor your use of social media and the action we will take in respect of breaches of this policy.

1.3. This policy supplements my Data Protection Policy.

1.4. This policy does not form part of any contract of employment and it may be amended at any time.


2. Who is covered by the policy 

2.1. This policy covers all individuals working at all levels and grades, including senior managers, officers, directors, employees, consultants, contractors, trainees, homeworkers, part-time and fixed-term employees, casual and agency staff and volunteers (collectively referred to as staff in this policy).


3. The scope of the policy

3.1. All staff are expected to comply with this policy at all times to protect the privacy, confidentiality, and interests of my company and my services, employees, partners, customers, and competitors.

3.2. Breach of this policy may be dealt with under my Disciplinary Procedure (EH01) and, in serious cases, may be treated as gross misconduct leading to summary dismissal.


4. Responsibility for implementation of the policy

4.1. The Board of Directors and Partners has overall responsibility for the effective operation of this policy.

4.2. The Executive Director has responsible for monitoring and reviewing the operation of this policy and making recommendations for changes to minimize risks to
my operations.

4.3. All staff are responsible for their own compliance with this policy and for ensuring that it is consistently applied. All staff should ensure that they take the time to read and
understand it. Any breach of this policy should be reported to a Partner or Board Member.

4.4. Questions regarding the content or application of this policy should be directed to Board of Directors

5. Using social media sites in my name

5.1. Only the [position of relevant persons] is/are permitted to post material on a social media website in my name and on my behalf. Any breach of this restriction will amount to gross misconduct.


6. Licensing Agencies requirements

6.1. Some agencies has strict requirements regarding the promotion of products and services, including on social media. Rules by a licensing authority may apply to all communications made by you in your capacity as my employee or which in any way relate to my services and products.

6.2. All communications we make using social media which promote my services or any products can only be made by a marketing executive or above and must have been through my formal approval process.

6.3. Otherwise, you must not make any communication using social media which promotes my services or any products. This means that broadly:

(a) you must not recommend, advise, discuss, promote or mention any specific products;

(b) you must not discuss or recommend my services; or

(c) you must not invite or encmyage any customer or potential customer to contact you in order to do either of the above.

Any breach of these restrictions will amount to gross misconduct.

6.4. If you are in any doubt as to what you can and cannot say using social media, then please contact General Manager.


7. Using work-related social media

7.1. We recognise the importance of the internet in shaping public thinking about my company and my services, employees, partners and customers. We also recognise the importance of my staff joining in and helping shape industry conversation and direction through interaction in social media.

7.2. You are therefore permitted to interact on approved social media websites about industry developments and regulatory issues. Approved social media websites are:
(a) Facebook, Twitter, LinkedIn, ActivePRO and ARCpro Blog.
This list may be updated by General Manager

7.3. Before using work-related social media you must:

(a) have read and understood this policy and Data Protection Policy; and
(b) have sought and gained prior written approval to do so from General Manager.


8. Personal use of social media sites

8.1. We permit the incidental use of social media websites for personal use subject to certain conditions set out below. However, this is a privilege and not a right. It must neither be abused nor overused and we reserve the right to withdraw my permission at any time at my entire discretion.

8.2. The following conditions must be met for personal use to continue:

(a) use must be minimal and take place substantially out of normal working hmys (that is, during lunch hmys, before 9 am or after 5.30 pm);
(b) use must not breach any of the rules set out in paragraph 9 below.
(c) use must not interfere with business or office commitments;
(d) use must comply with my policies including the Equal Opportunities Policy, Anti-Harassment Policy, Data Protection Policy and Disciplinary Procedure.


9. Rules for use of social media

Whenever you are permitted to use social media in accordance with this policy, you must adhere to the following general rules:

9.1. Always write in the first person, identify who you are and what your role is, and use the following disclaimer “The views expressed are my own and don’t reflect the views of my employer”.

9.2. Do not upload, post, forward or post a link to any abusive, obscene, discriminatory, harassing, derogatory or defamatory content.

9.3. Any member of staff who feels that they have been harassed or bullied, or are offended by material posted or uploaded by a colleague onto a social media website should inform [insert position of relevant person who may be their line manager or in the human resmyces department].

9.4. Never disclose commercially sensitive, anti-competitive, private or confidential information. If you are unsure whether the information you wish to share falls within one of these categories, you should discuss this with your Line Manager.

9.5. Do not upload, post or forward any content belonging to a third party unless you have that third party’s consent.

9.6. It is acceptable to quote a small excerpt from an article, particularly for the purposes of commenting on it or criticising it. However, if you think an excerpt is too big, it probably is. Quote accurately, include references and when in doubt, link, don’t copy.

9.7. Before you include a link to a third party website, check that any terms and conditions of that website permit you to link to it. All links must be done so that it is clear to the user that they have moved to the third party’s website.

9.8. When making use of any social media platform, you must read and comply with its terms of use.

9.9. Do not post, upload, forward or post a link to chain mail, junk mail, cartoons, jokes or gossip.

9.10. Be honest and open, but be mindful of the impact your contribution might make to people’s perceptions of us as a company. If you make a mistake in a contribution, be prompt in admitting and correcting it.

9.11. You are personally responsible for content you publish into social media tools – be aware that what you publish will be public for many years.

9.12. Don’t escalate heated discussions, try to be conciliatory, respectful and quote facts to lower the temperature and correct misrepresentations. Never contribute to a discussion if you are angry or upset, return to it later when you can contribute in a calm and rational manner.

9.13. If you feel even slightly uneasy about something you are about to publish, then you shouldn’t do it. If in doubt, always discuss it with your line manager or the General Manager first.

9.14. Don’t discuss colleagues, competitors, customers or suppliers without their prior approval.

9.15. Always consider others’ privacy and avoid discussing topics that may be inflammatory e.g. politics and religion.

9.16. Avoid publishing your contact details where they can be accessed and used widely by people you did not intend to see them, and never publish anyone else’s contact details.

9.17. Before your first contribution on any social media site, observe the activity on the site for a while before launching in yourself to get a feel for the style of contributions, the nature of the content and any ‘unwritten’ rules that other contributors might follow.

9.18. Activity on social media websites during office hmys should complement and/or support your role and should be used in moderation.

9.19. If you notice any content posted on social media about us (whether complementary or critical) please report it to the marketing team or General Manager


10. Monitoring use of social media websites

10.1. Staff should be aware that any use of social media websites (whether or not accessed for work purposes) may be monitored and, where breaches of this policy are found, action may be taken under my Disciplinary Procedure.

10.2. We reserve the right to restrict or prevent access to certain social media websites if we consider personal use to be excessive. Monitoring is only carried out to the extent permitted or as required by law and as necessary and justifiable for business purposes.

10.3. Misuse of social media websites can, in certain circumstances, constitute a criminal offence or otherwise give rise to legal liability against you and us. It may also cause embarrassment to us and to my clients.

10.4. In particular uploading, posting forwarding or posting a link to any of the following types of material on a social media website, whether in a professional or personal capacity, will amount to gross misconduct (this list is not exhaustive):

(a) pornographic material (that is, writing, pictures, films and video clips of a sexually explicit or arousing nature);

(b) a false and defamatory statement about any person or organisation;

(c) material which is offensive, obscene, criminal discriminatory, derogatory or may cause mbarrassment to us, my clients or my staff;

(d) confidential information about us or any of my staff or clients (which you do not have express authority to disseminate);

(e) any other statement which is likely to create any liability (whether criminal or civil, and whether for you or us); or

(f) material in breach of copyright or other intellectual property rights, or which invades the privacy of any person.

 Any such action will be addressed under the [refer to your Disciplinary Procedure] and is likely to result in summary dismissal.

10.5. Where evidence of misuse is found we may undertake a more detailed investigation in accordance with my [refer to your Disciplinary Procedure], involving the examination and disclosure of monitoring records to those nominated to undertake the investigation and any witnesses or managers involved in the investigation. If necessary such information may be handed to the police in connection with a criminal investigation.

10.6. If you notice any use of social media by other members of staff in breach of this policy please report it to line manager, General Manager or Board of Directors.