This policy applies to every employee, whether part-time or full-time, currently employed by First Tennessee Human Resource Agency (FTHRA) in any capacity who posts any material whether written, audio, video or otherwise on any website, blog or any other medium accessible via the internet.
For purposes of this policy social media is content created by individuals using accessible and scalable technologies through the internet. Examples include: Facebook, blogs, MySpace, RSS, YouTube, Second Life, Twitter, LinkedIn, Google Wave, Instagram, etc.
The agency maintains an online presence. An employee may not characterize him or herself as representing the agency, directly or indirectly, in any online posting unless pursuant to a written policy of the agency or the direction of a supervisor.
All agency social media sites directly or indirectly representing to be an official statement of the agency must be created pursuant to this policy and be approved by FTHRA’s Executive Director.
The agency’s primary and predominant internet presence shall remain www.fthra.org and no other web site, blog, or social media site shall characterize itself as such.
Administrative staff assigned by the Executive Director are responsible for the content and upkeep of any social media sites created pursuant to the policy.
Whenever possible, a social media site shall link or otherwise refer visitors to the agency’s main website.
In addition to this policy, all social media sites shall comply with any and every other applicable agency policy including but not limited to:
A social media site is subject to Tennessee’s Public Records Act (T.C.A. § 10-7-101, et seq.) and Open Meetings Act (T.C.A. § 8-44-101, et seq.) and no social media site shall be used to circumvent or otherwise in violation of these laws. All information posted on social media site shall be a public record and subject to public inspection. All lawful records requests for information contained on social media site shall be preserved in accordance with the agency’s records retention schedule.
A social media site shall also contain a clear and conspicuous statement that the purpose of the site is to serve as a mechanism for communication between the agency and its constituents and that all postings are subject to review and deletion by the agency. The following content is not allowed and will be immediately removed and may be subject the poster to banishment from all agency social media sites:
The agency will approach the use of social media tools, software, hardware and applications in a consistent, agency-wide manner. All new tools, software, hardware and applications must be approved by the Executive Director and/or the Operations Director.
Administration of agency social media sites:
Persons assigned to maintaining the social media sites will:
An employee may not characterize him or herself as representing the agency, directly or indirectly, in any online posting unless pursuant to written policy of the agency of the direction of a supervisor.
The use of an agency e-mail address, job title, official Agency name, seal or logo shall be deemed an attempt to represent the agency in an official capacity. Other communications leading an average viewer to conclude that a posting was made in an official capacity shall also be deemed an attempt to represent the agency in an official capacity.
Programs have the option of allowing employees to participate in existing social networking sites as part of their job duties. Program heads may allow or disallow employee participation in any social media activities in their department.
Any postings on a non-agency social media site made in an official capacity shall be subject to the Tennessee Open Records Act and the Tennessee Open Meetings Act.
An employee or official posting on a social media site shall take reasonable care not to disclose any confidential information in any posting.
When posting in a non-official capacity an employee or official shall take reasonable care not to identify themselves as an official or employee of the agency. When the identity of an employee or official posting on a non-agency social media site is apparent, the employee or official shall clearly state that he or she is posting in a private capacity.
Adopted August 2016.
We are the sole owners of the information collected on this site. We only have access to/collect information that you voluntarily give us via email or other direct contact from you. We will not sell or rent this information to anyone.
We will use your information to respond to you, regarding the reason you contacted us. We will not share your information with any third party outside of our organization, other than as necessary to fulfill your request, e.g. to ship an order.
You may opt out of any future contacts from us at any time. You can do the following at any time by contacting us via the email address or phone number given on our website:
No person in the United States, shall, on the basis of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance.
FTHRA fully supports and complies with Title VI legislation.
We take precautions to protect your information. When you submit sensitive information via the website, your information is protected both online and offline.
We do not receive any sensitive information, other than in the case of donations which are made through PayPal utilizing their secure website. PayPal then deposits the donation into our secure account on their server, sharing only the information you have designated for them to share.
Only employees who need the information to perform a specific job (for example, billing or customer service) are granted access to personally identifiable information. The computers/servers in which we store personally identifiable information are kept in a secure environment.
Family Medical Leave Act Policy
FMLA Law is detailed on posters in areas accessible to employees at all agency locations. FTHRA's FMLA Policy is included in the Personnel Policy Manual, and is also linked on this page. To request FMLA leave, employees can contact Teresa Bohannon, HR Director in person or via (423)975-5006 or email@example.com.