Social Media Policy

Social Media Policy

Authorized By: Head of People

Purpose/Overview

Safire understands that social media can be a fun and rewarding way to share your life and opinions. However, use of social media also presents certain risks and carries responsibilities. To assist you in making responsible decisions, we have established this policy for appropriate use of social media.

Scope

This policy applies to all Safire employees creating, posting, or contributing to any Internet website or social media platform (e.g., LinkedIn, X/Twitter, Facebook, Instagram, TikTok), whether or not such sites are set to private.

Policy

Corporate Use of Social Media

Only employees specifically authorized by the Marketing or Communications department may post on behalf of Safire. If you are authorized to represent Safire:

• Authorized Accounts Only: Use only official company accounts to publish messages. Do not use your personal account for official company business.
• Transparency: Clearly identify yourself as a representative of Safire.
• Accuracy: Check facts before posting. If an error is made, correct it quickly and transparently.
• Confidentiality: Never share financial information, future business plans, or sensitive customer data.
• Crisis Management: In an emergency or crisis, refer all inquiries to the designated Crisis Management Team. Do not speculate or comment on the situation.

Personal Use of Social Media

Safire respects your right to use social media as a medium of self-expression. However, your online presence can reflect on the company.

• Disclaimer: If you identify yourself as a Safire employee or discuss matters related to our industry, you must make it clear that the views expressed are your own and do not reflect the views of Safire (e.g., add “Opinions are my own” to your bio).
• Confidentiality: You must not disclose proprietary, confidential, or trade secret information (e.g., unreleased product features, customer lists, internal financial data).
• Respect: Do not post content that is discriminatory, harassing, threatening, or violates Safire’s Non-Discrimination and Anti-Harassment Policy .
• References: Employees must refrain from providing professional recommendations for current or former employees on social media (e.g., LinkedIn recommendations) that could be construed as an official company endorsement. Refer all reference requests to HR.
• Intellectual Property: Do not use Safire logos or trademarks in a way that suggests you are speaking for the company without permission.

Using Social Media at Work

• Employees should refrain from using social media during work hours unless it is directly related to their job function or incidental use during breaks.
• Employees must not use their company email address to register for personal social network accounts.

Media Contacts

Employees who are contacted by the media (journalists, bloggers, news outlets) regarding Safire business must not speak on the Company’s behalf. All media inquiries must be directed to the Operations Department or Marketing .

Monitoring and Retaliation

• Monitoring: Safire reserves the right to monitor content sent or received on companyprovided technology/devices.
• No Retaliation: Safire prohibits taking negative action against any employee for reporting a possible violation of this policy.
• Protected Activity: Nothing in this policy is intended to interfere with, restrain, or prevent employee communications regarding wages, hours, or other terms and conditions of employment protected under the National Labor Relations Act (NLRA) .

Controlled Unclassified Information (CUI) & Defense Contracts

Safire performs work on behalf of the U.S. Government that involves Controlled Unclassified Information (CUI). Employees must be especially cautious about social media use related to government work:

PROHIBITED Actions

• Posting, sharing, or discussing any information marked as CUI.
• Sharing photos or videos from Safire facilities that may inadvertently capture CUI on screens, whiteboards, documents, or equipment.
• Discussing technical details of government contracts or programs.
• Mentioning specific government customers or contract details without explicit approval from Legal/Contracts.
• Posting about security incidents, breaches, or IT issues at Safire.
• Spillage Response: If you accidentally post CUI:
• Delete the post immediately.
• Take a screenshot of the post and evidence of deletion.
• Report to your supervisor and Information Security immediately (within 1 hour), as Safire may have a legal obligation to report the incident to the government.

Compliance

Compliance Measurement

The Policy Owner will verify compliance through internal reviews and investigating reported violations. Oversight is provided by Human Resources (for behavioral issues) and IT/Security (for data leaks).

Exceptions

Any exceptions must be approved by the Policy Owner in advance.

Date	Authorized By	Exception Description

Non-Compliance

An employee found to have violated this policy may be subject to disciplinary action, up to and including termination of employment.

Related Standards, Policies, Plans, and Procedures

• Non-Discrimination and Anti-Harassment Policy
• Employee Handbook
• Acceptable Use Policy

Referenced Terms

CUI

Information that requires safeguarding or dissemination controls pursuant to and consistent with applicable law, regulations, and government-wide policies.

Revision History

2026-08-20 — Darren Rush

Merge pull request #2 from safire-dev/dev (16cb681)

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