The company takes seriously its responsibility to convey and reflect, within the public domain, professional response to any media-led interest in our activities. This policy sets out the key principles that govern contact with any media enquiry received by the company. We recognize that in today’s fast-moving digital communication world, there is a significant role played by any media interest or coverage in people’s perceptions and of the effect such perceptions can have on our business.

This policy also provides guidance for employee use of social media, which should be broadly understood for purpose of this policy to include blogs, wikis, microblogs, message boards, chat rooms, electronic newsletter, online forum, social networking sites, and other sites and services that permit users to share information with others in a contemporaneous manner.

Should any member of staff be approached by local or national journalists or freelance writers, they should respond with ‘no comment’ and immediately pass the enquiry to Registered Manager or their deputy. This person is responsible for responding to the enquiry and will make a judgement about any advice which might need to be sought before the response is forthcoming.

These are generally a written response to articles, complaints or a regulatory visit, e.g. from the local authority or Care Quality Commission. Any media statement must be approved and signed off by a Director before release.

These are used as the main way to highlight good news stories. They can include stories on staff awards/achievements, fundraising, or grant awards for specific areas of work, e.g. dementia etc. Advertorials are used in much the same way. All press releases must only be compiled, edited and released by Directors and/or Registered Manager unauthorised publishing will be subject to disciplinary action.

Such requests are sometimes accompanied by requests for access to film or photographs. This is usually in response to a proactive press release or in reaction to an unplanned story. All such requests must be approved, appropriate consent sought where required, and forwarded to the appropriate person Registered Manager. Staff need to exercise caution if approached whilst on duty in the event of reporters posing as someone else (undercover). If they suspect this to be the case, they should report it immediately to their line manager or director. Any requests involving service users are subject to the usual safeguarding controls, i.e. consent, capacity to consent, family, or best interest decision considerations, and duly recorded.

These are usually received when the police require assistance from the public to progress a criminal investigation. These need sensitive handling, particularly where a service user is a victim of the crime. The usual safeguarding controls should be actively in place and followed before any approval is given.

The usual roles of sharing information must be adhered to and are particularly relevant where the situation is still ongoing, e.g. complaint investigation, disciplinary action, criminal investigation, and, where necessary, any discussions between multi-agency partners as to who is best placed to make the response. Only the authorised officer from each organisation will be permitted to discuss and agree on the response. Consent, as defined within the Mental Capacity Act 2005, will be sought, recorded and signed off.

Employees should be aware that this organization might view content and information made available by employees through social media.

Only those employees who are authorized must post on the organization’s social media.

Users must not:

If an employee is uncertain about what would be appropriate to post under this policy, they should check with their supervisor or manager.

If any social media network, blogs, and/or other types of online content generate press and media attention or legal questions, employees should refer these enquiries to their manager or appropriate person in this organisation.

In general, employees should only post updates, messages, or otherwise use these company accounts, when that use is clearly in line with the organisation’s overall objectives.
If employees find or encounter a situation while using social media that threatens to become antagonistic, employees should disengage from the dialogue politely and seek the advice of their supervisor or manager.

Employees should get appropriate permission before they refer to or post images of current or former employees, service users or their families, members, vendors, or suppliers.

Additionally, employees should get appropriate permission to use a third party´s copyright, copyright material, trademarks, service marks, or other intellectual property.

Social media use should not interfere with the employee’s responsibilities.
The computer systems are to be used for business purposes only.

Any online activity that violates the organization’s code of conduct or any other company policy may subject an employee to disciplinary action or termination of their contract. This policy will be implemented and monitored by all line managers throughout the organization.

Adult Safeguarding
Code of Conduct for Workers
Confidentiality
Consent
Cyber Security
Data Protection Legislative Framework (GDPR)
Good Governance
Monitoring and Accountability

Skills for Care Code of Conduct for Healthcare Support Workers and Adult Social Care Workers:
www.skillsforcare.org.uk

Get Safe Online:
www.getsafeonline.org

Cyber Aware:
www.cyberaware.gov.uk

All staff, during induction, are made aware of the organisation’s policies and procedures, all of which are used for training updates. All policies and procedures are reviewed and amended where necessary, and staff are made aware of any changes. Observations are undertaken to check skills and competencies. Various methods of training are used, including one to one, online, workbook, group meetings, and individual supervisions. External courses are sourced as required.

Date Reviewed: May 2021
Person responsible for updating this policy: Carly Fortune
Next Review Date: May 2022

I hereby give my consent to be:

Interviewed.
Photographed.
Filmed.

Date:

Name:

OR
Signed on behalf of ____________________________________ as their legal guardian/power of attorney.

Name:

Relationship:

Tel. No.:

Signature: ____________________________