The purpose of this policy is to maintain harmonious and mutually beneficial relations between the Ontario Aboriginal Lands Association (OALA) and the employee(s), and to set forth certain terms and conditions of employment as approved by the Board of Directors.
This policy is subject to all or in part thereof to all operational policies and procedures of the Association.
Any issues not covered under the personnel policy will be brought to the attention of Board of Directors.
In all instances, OALA will comply with is obligations under the applicable human rights legislation in apply the terms of this policy.
REVIEW AND REVISION OF POLICY
Due to changes in personnel management practices within OALA, this policy may require periodic review and revision as per the following authority and process:
- There will be an annual review of this policy commencing before the end of the fiscal year after the coming into force of the policy.
- The annual review of the policy will be coordinated by the Coordinator, in consultation with the Board of Directors, and will include the participation of the OALA staff.
- From time to time the Board may deem it advisable to direct that a special review be conducted of this policy or any part thereof.
- Any proposal relating to the amendment of or revision of this policy will be submitted in writing to the Board of Directors who will review the request for amendment of or revision or approval of this policy.
- It will be the responsibility of the Board of Directors, along with the Coordinator, to maintain and discharge approved or disapproved amendments of or revisions to all parties concerned.
EFFECTIVE AND AMENDMENT DATES
The terms and conditions set forth in this policy will not come into force until formerly adopted by the Board of Directors of the Ontario Aboriginal Lands Association (OALA).
Any amendment of or revision thereafter will require the approval of the Board.
This policy was approved in principle on December 18, 2019 by motion # ____ and adopted by the Board dated __December 18, 2019__________.
|Approval and Review||Details|
|Approval Authority||OALA Board|
|Approval Date||Personnel Committee|
|Next Review Date|
|Approval and Amendment History||Details|
|Original Approval Authority and Date|
|Amendment Motion and Date|
INTERRPETATION AND DEFINITIONS
“Act” means the Corporations Act, R.S.O 1990, Chapter C.38, and the Regulations thereto, as amended from time to time and any successor legislation that my hereafter be substituted therefore, as from time to time amended;
“Association” means the Ontario Aboriginal Lands Association incorporated by Letters Patent dated the 12th day of May, 2008 under Part III of the Corporations Act, R.S.O 1990, Chapter C.38;
“Board” means the Board of Directors of the Corporation;
“Chair” means the Chair of the Board (sometimes referred to as the “President”) and “Board Chair” has a similar meaning;
“Coordinator” means an employee of the Corporation, if so employed. The Coordinator, in the absence of the Executive Director will fulfill the respective positions duties at the discretion of the Board, reporting to the Chair and the Board;
“Corporation” means the Ontario Aboriginal Lands Association;
“Directors” means the Directors of the Association and employers’ representative;
“Executive Director” means an employee of the Corporation, if so employed, who is entitled, at invitation of the Board, to attend all Board Meetings;
“Employee” means an individual who, being hired by the employer or employer representative, and having successfully completed the probationary period, works in a position of indeterminate employment (i.e. one that does not have an expiry date).
“Employer’s Representative” means the Executive Director, Coordinator or the Board of Directors for OALA;
“Employer” means the Ontario Aboriginal Lands Association;
“Full-time” means full-time employment shall mean an employee regularly scheduled to work on an average thirty hours per normal work week;
“Indictable Offence” means a serious offence that carries a period of incarceration as punishment;
“NALMA”means the National Aboriginal Lands Managers Association;
“OALA” means the Ontario Aboriginal Lands Association;
“Part-time” means part-time employment shall mean an individual who works for the employer for less than thirty hours per normal work week;
“Probationary Employee” means an individual who, being hired by the employer or employer representative, works on a trial basis, and during which time can be terminated, or returned to the position promoted out of, without notice;
“Social Media” means media designed to be disseminated through social interaction, created using highly accessible and scalable publishing techniques. Examples include but are not limited to: LinkedIn, Twitter, Facebook, YouTube, Instagram and MySpace.
“Supervisor” means an employee who reports to a Manager and is responsible for supervising other employee(s);
“Term Employee” means an individual who, being hired by the employer or employer representative for a specific term of more than six months and less than one year;
“Weblog”means a website that displays postings by one or more individuals in chronological order and usually has links to comments on specific postings by writing entries, adding material to postings or entries, or maintaining a blog.
“Website”means a page or collection of pages on the World Wide Web that contains specific information which was all provided by one person or entity and traces back to a common Uniform Resource Locator (URL). Facebook and MySpace are examples of websites.
2. GENERAL TERMS AND CONDITIONS OF SOCIAL MEDIA CONDUCT
As an employee of Ontario Aboriginal Lands Association (OALA), you are a representative of OALA. Therefore, your personal website, weblog and/or social media account(s) are a reflection of OALA, whether or not OALA is specifically discussed or referenced.
If the conversation relates to OALA business, you should identify yourself as working for OALA in the content of your post/comment/other content. This is the ethical thing to do. The best practice is to always be honest about who you are without giving out detailed personal information.
If you choose to notify yourself as an OALA employee or to discuss matters related to OALA on your personal website, weblog and/or social media account(s), please bear in mind that, although you may view these activities as a personal project, many readers will assume you are speaking on behalf of OALA. Users are reminded that unprofessional conduct on media sites may lead to criminal prosecution and/or an indictable offence.
3.1 Notify Your Supervisor
If you currently have a personal website, weblog or social media account(s), or are considering starting one, and you intend to publicize content related to OALA, you are encouraged to share this with your supervisor. Also, if you have any questions about compliance with this policy, feel free to share them with the Executive Director, Chair or Coordinator.
3.2 Include a Disclaimer
On your website, weblog or social media account(s), if you publicize content related to OALA, it is your responsibility to clarify with your audience that the views expressed are yours alone and that they do not reflect the views of OALA. The lines between public and private, and personal and professional are blurred in online social networks. To help reduce the potential for confusion, we recommend you prominently display the following disclaimer, or something similar, on the homepage of your site should you publicize content related to OALA;
“The opinions expressed above were prepared by me in my personal capacity and re solely my own. They do not reflect the view or opinions of my employer, the Ontario Aboriginal Lands Association (OALA).”
We recommend a disclaimer if your site or social media account(s) is published under your name, even if it is entirely personal and does not mention OALA or your employment, as readers will inevitably and conceivably connect your personal life to your professional life.
3.3 Respect Confidentiality
You must take proper care not to purposefully or inadvertently disclose any information that is confidential or proprietary to OALA. Consult the Executive Director, Chair or Coordinator and the OALA Administration and Personnel olicies for guidance about what constitutes “confidential” or “proprietary” information. Any employees who violate our policies regarding confidentiality will be subject to serious discipline, up to and including ermination of employment.
3.4 Respect the Organization
Unless given permission by your manager, you are not authorized to speak on behalf of OALA, nor are you authorized to assert that you do. If you are going to talk about your job at OALA, you are advised to speak to your supervisor before posting anything to ensure your compliance with this policy.
3.5 Respect OALA and Staff
Your website, weblog and/or social media account(s) is a public space, we expect you to be respectful to your employer, OALA, and its leaders, employees, olunteers and members. Any employee who uses a personal website or social media account(s) to disparage the name or reputation of OALA, its practices, or its managers, officers, employees, volunteers or members may be subject to discipline measures, up to and including termination of employment.
Do not use OALA logos on your website and/or social media account(s) or reproduce OALA material without first obtaining written permission from the Executive Director or OALA Board of Directors.
3.7 Personal Screen Time
If it is not in your job description, all time and effort spent on your personal website and/or social media account(s) should be done on your personal time and should not interfere with your job duties or work commitments.
OALA is an organization that is a part of many small communities of many types of people who all have the right to feel comfortable and who may have different views, opinions, and principles. Be respectful in your interactions with others.