[{"data":1,"prerenderedAt":480},["ShallowReactive",2],{"document-internet-policy-D13421":3},{"document":4,"label":23,"preview":11,"thumb":24,"thumb600":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":36,"customDescModule":173,"customdescription":6,"mdFm":174,"mdProseHtml":479},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"INTERNET POLICY POLICY [COMPANY]'s (the \"Company\" or \"our\" or \"we\") Internet Policy outlines the guidelines for using an internet connection, network, and equipment. We want to avoid inappropriate or illegal internet use that creates risks for our company's legality and reputation. PURPOSE All internet data that is written, sent, or received through our computer systems is part of official [COMPANY] records. That means that we can be legally required to show that information to law enforcement or other parties. Therefore, you should always make sure that the business information contained in internet email messages and other transmissions is accurate, appropriate, ethical, and legal. The equipment, services, and technology that you use to access the internet are the property of [COMPANY]. Therefore, we reserve the right to monitor how you use the internet. We also reserve the right to find and read any data that you write, send, or receive through our online connections or that is stored in our computer systems. The purpose of this Policy is to provide guidelines for the appropriate use of the internet by employees while on the company's property or using company-owned equipment. The internet is a valuable resource for conducting business and exchanging information, but it can also present security and liability risks. This Policy outlines the acceptable use of the internet and establishes consequences for violations. SCOPE This Policy applies to all employees of the company, including full-time, part-time, temporary, and seasonal employees, as well as contractors and consultants. APPROPRIATE USE The internet is intended to be used only for company-related business purposes. Personal use of the internet is discouraged. However, limited personal use is permitted only if it does not interfere with job responsibilities or performance. CONFIDENTIALITY Employees are responsible for protecting confidential and proprietary information and must comply with all applicable laws and company policies related to the protection of such information. Employees should not share confidential information or company trade secrets on the internet. ETHICAL CONDUCT Employees must conduct themselves ethically and professionally while using the internet. Employees must not engage in any illegal or unethical activities, including, but not limited to: Harassment or discriminatory behavior Defamation or malicious gossip Infringement of intellectual property rights Downloading or distributing illegal or copyrighted material",null,"Internet Policy","3",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/internet-policy-D13421.png","https://templates.business-in-a-box.com/imgs/250px/13421.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13421.xml",{"title":15,"description":6},"internet policy",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Company Policies","/templates/company-policies/","Internet Policy Template","https://templates.business-in-a-box.com/imgs/400px/13421.png","https://templates.business-in-a-box.com/imgs/600px/13421.png",[27,17,20],{"label":28,"url":29},"Templates","/templates/",[31,32,33],{"label":28,"url":29},{"label":18,"url":19},{"label":34,"url":35},"Workplace Policies","/templates/workplace-policies/",[37,41,45,49,53,57,61,65,69,73,77,81,85,100,114,130,144,160],{"label":38,"url":39,"thumb":40,"extension":10},"It Equipment Email And Internet Usage Policy","/template/it-equipment-email-and-internet-usage-policy-D12640","https://templates.business-in-a-box.com/imgs/250px/12640.png",{"label":42,"url":43,"thumb":44,"extension":10},"Anti-Spam Policy","/template/anti-spam-policy-D827","https://templates.business-in-a-box.com/imgs/250px/827.png",{"label":46,"url":47,"thumb":48,"extension":10},"Cyber Security Policy","/template/cyber-security-policy-D12867","https://templates.business-in-a-box.com/imgs/250px/12867.png",{"label":50,"url":51,"thumb":52,"extension":10},"GDPR Privacy Policy","/template/gdpr-privacy-policy-D12541","https://templates.business-in-a-box.com/imgs/250px/12541.png",{"label":54,"url":55,"thumb":56,"extension":10},"Website Privacy Policy","/template/website-privacy-policy-D839","https://templates.business-in-a-box.com/imgs/250px/839.png",{"label":58,"url":59,"thumb":60,"extension":10},"Agreement for Internet Advertising Services","/template/agreement-for-internet-advertising-services-D744","https://templates.business-in-a-box.com/imgs/250px/744.png",{"label":62,"url":63,"thumb":64,"extension":10},"AI Policy","/template/ai-policy-D13598","https://templates.business-in-a-box.com/imgs/250px/13598.png",{"label":66,"url":67,"thumb":68,"extension":10},"Application Policy","/template/application-policy-D13439","https://templates.business-in-a-box.com/imgs/250px/13439.png",{"label":70,"url":71,"thumb":72,"extension":10},"Attendance Policy","/template/attendance-policy-D12625","https://templates.business-in-a-box.com/imgs/250px/12625.png",{"label":74,"url":75,"thumb":76,"extension":10},"Backup Policy","/template/backup-policy-D13249","https://templates.business-in-a-box.com/imgs/250px/13249.png",{"label":78,"url":79,"thumb":80,"extension":10},"Billing Policy","/template/billing-policy-D13603","https://templates.business-in-a-box.com/imgs/250px/13603.png",{"label":82,"url":83,"thumb":84,"extension":10},"Branding Policy","/template/branding-policy-D13606","https://templates.business-in-a-box.com/imgs/250px/13606.png",{"description":86,"descriptionCustom":6,"label":87,"pages":88,"size":9,"extension":10,"preview":89,"thumb":90,"svgFrame":91,"seoMetadata":92,"parents":94,"keywords":93,"url":99},"SOCIAL MEDIA POLICY PURPOSE [COMPANY NAME] recognizes that technology provides unique opportunities to build our business, listen, learn and engage with consumers, stakeholders and employees through the use of a wide variety of Social Media. However, how we use social media and what we say also has the potential to affect [COMPANY NAME]'s reputation and/or expose the Company (and each of us) to business or legal risk. Whilst we recognize the benefits which may be gained from appropriate use of social media, it is also important to be aware that it poses significant risks to our business. These risks include disclosure of confidential information and intellectual property, damage to our reputation and the risk of legal claims. Therefore, every employee has a personal responsibility to be familiar with and comply with [COMPANY NAME]'s overall Social Media Policy. This policy is designed to reflect our purpose, values and principles, our business conduct manual, and legal requirements. Because we use social media in a variety of ways, there are more specific expectations that may apply to your activities. SCOPE This policy covers all forms of social media, including Facebook, Instagram, LinkedIn, Twitter, Google+ Wikipedia, other social networking sites, and other internet postings, including blogs. It applies to the use of social media for both business and personal purposes, during working hours and in your own time to the extent that it may affect the business of the company. The policy applies both when the social media is accessed using our information systems and also when access using equipment or software belonging to employees or others. It also covers all employees and also others including consultants, contractors, and casual and agency staff. Breach of this policy may result in disciplinary action up to and including dismissal. Any misuse of social media should be reported to [SPECIFY]. Questions regarding the content or application of this policy should be directed to [SPECIFY]]. POLICY STATEMENT Although many users may consider their personal comments posted on social media or discussions on social networking sites to be private, these communications are frequently available to a larger audience than the author may realize. As a result, any online communication that directly or indirectly refers to [COMPANY NAME], our products and services, team members or other work-related issues, has the potential to damage [COMPANY NAME]'s reputation or interests. When participating in social media in a personal capacity, employees must: Not disclose [COMPANY NAME]'s confidential information, proprietary or sensitive information. Information is considered confidential when it is not readily available to the public. The majority of information used throughout [COMPANY NAME] is confidential. If you are in doubt about whether information is confidential, refer to the [COMPANY NAME] [EMPLOYEE HANDBOOK/CODE OF CONDUCT] and/or ask your manager before disclosing any information. Not use the [COMPANY NAME] logo or company branding on any social media platform without prior approval from [SPECIFY]; Not communicate anything that might damage [COMPANY NAME]'s reputation, brand image, commercial interests, or the confidence of our customers; Not represent or communicate on behalf of [COMPANY NAME] in the public domain without prior approval from [SPECIFY]; Not post any material that would directly or indirectly defame, harass, discriminate against or bully any [COMPANY NAME] team member, supplier or customer; Ensure, when identifying themselves (or when they may be identified) as a [COMPANY NAME] team member, that their social media communications are lawful and Comply with [COMPANY NAME]'s policies and procedures RESPONSIBLE USE OF SOCIA MEDIA Employee must not use social media in a way that might breach any of our policies, any express or implied contractual obligations, legislation, or regulatory requirements. In particular, use of social media must comply with: The Anti-Bullying and Sexual Harassment Policies Rules of relevant regulatory bodies; Contractual confidentiality requirements;","Social Media Policy","4","https://templates.business-in-a-box.com/imgs/1000px/social-media-policy-D12688.png","https://templates.business-in-a-box.com/imgs/250px/12688.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12688.xml",{"title":93,"description":6},"social media policy",[95,97],{"label":18,"url":96},"human-resources",{"label":21,"url":98},"company-policies","/template/social-media-policy-D12688",{"description":101,"descriptionCustom":6,"label":102,"pages":103,"size":9,"extension":10,"preview":104,"thumb":105,"svgFrame":106,"seoMetadata":107,"parents":109,"keywords":112,"url":113},"REMOTE WORK AGREEMENT This Remote Work Agreement (the \"Agreement\") is effective [DATE], BETWEEN: [NAME OF THE EMPLOYER], (the \"Employer\" or \"Company\"), a Company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [NAME OF THE EMPLOYEE], (the \"Employee\"), an individual with their main address located at: [COMPLETE ADDRESS] Collectively, the Employer and the Employee shall be referred to as the \"Parties.\" WHEREAS, the Company has made an offer to the Employee to work remotely in the capacity of [JOB TITLE] at the Company; NOW THEREFORE in consideration and as a condition of the Parties entering into this Agreement and other valuable considerations, the receipt and sufficiency of which consideration is acknowledged, the Parties agree as follows: APPOINTMENT The Company hereby offers the Employee appointment, and the Employee agrees to serve the Company to work remotely in the capacity of [JOB TITLE] as of [DATE] (the \"Effective Date\"). PROBATION PERIOD The Employee will be on a Probation Period for a period of [MONTHS/DAYS]. The Employee's confirmation as a permanent employee is subject to the Employee making a positive contribution to the Company and is further subject to meeting certain standards and qualifying criteria during the Probation Period. PLACE OF WORK The Employee shall perform their duties at the location of their choice. The Employee will report to the [SPECIFY THE DESIGNATION] on a needs basis in the following manner: [SPECIFY THE MANNER OF COMMUNICATION]. REMOTE WORK While working remotely, the Employee will remain accessible during the remote work. The Employee will check in with the supervisor to discuss status and open issues and be available for video/teleconferences, scheduled on an as-needed basis. The Employee will take rest and meal breaks while working remotely in full compliance with all applicable policies or collective bargaining agreements, and request supervisor approval to use vacation or sick leave. To ensure that the Employee's performance will not suffer in a remote work arrangement, the Employee is advised to choose a quiet and distraction-free working space, have an internet connection that is adequate for their job and dedicate their full attention to their job duties during working hours. Equipment. The Company will provide the Employee with equipment that is essential to their job duties, like laptops and headsets. The Employee will install VPN and company-required software when the Employee receives their equipment. The Employee must keep their equipment password protected, follow all data encryption, protection standards and settings, and refrain from downloading suspicious, unauthorized or illegal software. NOTICE PERIOD During the Probation Period, if the Employee's performance is found to be unsatisfactory or if it does not meet the prescribed criteria, the Employee's employment can be terminated by the Company with [NUMBER OF DAYS] day's notice or salary thereof. The Employee will be required to give [NUMBER OF MONTHS] months' notice or salary thereof in case the Employee decides to leave the Company. DUTIES The Employee shall perform all such duties as may be delegated by the Company and comply with all such directions as the Managing Director and/or his/her nominated deputies may from time to time assign or give to the Employee. [SPECIFY DUTIES] WORKING HOURS The total working hours will be [SPECIFY HOURS] hours on Mondays to Saturdays. It is expected that the Employee will be flexible with the working hours and work such additional hours as might be necessary to efficiently perform duties under this Agreement. The Company reserves the right to change the working days and the working hours. The Employee shall be entitled to leave and holidays as per the Leave Policy of the Company. In the event the Employee is absent from work and unable to perform duties satisfactorily by reason of any injury, illness or other reason acceptable to the Company, the Employee will be entitled to receive salary and other benefits for up to [NUMBER OF DAYS] consecutive working days during any such absence, within a period of 12 consecutive months. REMUNERATION The Employee's starting total monthly gross salary and during the Probation Period will be as per details in the annexure, hereinafter known as Exhibit A. Any bonus is subject to review in accordance with the Company's practice and policies from time to time, however, there shall be no obligation on the Company to increase the salary or award bonuses at any point of time, save and except at its sole discretion. The Company shall pay or refund or procure to be paid or refunded all reasonable travelling and other similar out of pocket expenses necessarily and incurred by the Employee wholly in the proper performance of duties, subject to production by the Employee of such evidence of the expenses as the Company may reasonably require. The Employee will be required to fill in the claims forms in which the Employee shall provide the correct information of the expenses incurred. CONFIDENTIALITY AND INTELLECTUAL PROPERTY If at any time during the Employee's employment under this Agreement, the Employee participates in the making or discovery of any Intellectual Property directly or indirectly relating to or capable of being used by the Company, full details of the Intellectual Property shall immediately be disclosed in writing by the Employee to the Company and the Intellectual Property shall be the absolute property of the Company. At the request and expense of the Company, the Employee shall give and supply all such information, data, drawings, and assistance as may be necessary or in the opinion of the Company desirable to enable the Company to exploit the Intellectual Property to the best advantage as decided by the Company. The Employee shall execute all documents and do all things which may, in the opinion of the Company, be necessary or desirable for obtaining copyright, design or other protection for the Intellectual Property and for vesting the same in the Company, as the Company may direct. As Confidential Information will from time to time become known to the Employee, the Company considers and the Employee agrees that the restraints set forth in this Agreement are necessary for the reasonable protection by the Company of its business or the business of the Group, the clients thereof or their respective affairs. The Employee shall not at any time, either during the continuance of or after the termination of Employment with the Company, use, disclose or communicate to any person whatsoever any Confidential Information which the Employee has or of which he may have become possessed during employment with the Company nor shall he supply the names or addresses of any clients, customers, vendors or agents of the Company or any company of the Group to any person except as authorised by the Company or as ordered by a court of competent jurisdiction. The Employee consents to the Company holding and processing, both electronically and manually, the data it collects relating to the Employee in the course of employment, for the purpose of the Company's administration and management of its employees, its business and to comply with applicable procedures, laws and regulations. ","Remote Work Agreement","8","https://templates.business-in-a-box.com/imgs/1000px/remote-work-agreement-D13282.png","https://templates.business-in-a-box.com/imgs/250px/13282.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13282.xml",{"title":108,"description":6},"remote work agreement",[110,111],{"label":18,"url":96},{"label":21,"url":98},"remote work policy","/template/remote-work-policy-D13282",{"description":115,"descriptionCustom":6,"label":116,"pages":8,"size":9,"extension":10,"preview":117,"thumb":118,"svgFrame":119,"seoMetadata":120,"parents":122,"keywords":121,"url":129},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":121,"description":6},"non disclosure agreement nda",[123,126],{"label":124,"url":125},"Legal Agreements","business-legal-agreements",{"label":127,"url":128},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":131,"descriptionCustom":6,"label":132,"pages":133,"size":134,"extension":10,"preview":135,"thumb":136,"svgFrame":137,"seoMetadata":138,"parents":139,"keywords":142,"url":143},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. 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WHEREAS, in the course of consideration of the possible transaction or relationship, Owner may disclose to Recipient confidential, important, and/or proprietary trade secret information concerning Owner and its activities. THEREFORE, the parties agree to enter into a confidential relationship with respect to the disclosure by Owner to Recipient of certain information. Confidential Information Owner proposes to disclose certain of its confidential and proprietary information (the Confidential Information\") to Recipient. Confidential Information shall include all data, materials, products, technology, computer programs, specifications, manuals, business plans, software, marketing plans, financial information, and other information disclosed or submitted, orally, in writing, or by any other media, to Recipient by Owner. Confidential Information disclosed orally shall be identified as such within five (5) days of disclosure. Nothing herein shall require Owner to disclose any of its information. For purposes of this Agreement, the term \"Recipient\" shall include Recipient, the company he or she represents, and all affiliates, subsidiaries, and related companies of Recipient. For purposes of this Agreement, the term \"Representative\" shall include Recipient's directors, officers, employees, agents, and financial, legal, and other advisors. Exclusions Confidential Information does not include information that Recipient can demonstrate: (a) was in Recipient's possession prior to its being furnished to Recipient under the terms of this Agreement, provided the source of that information was not known by Recipient to be bound by a confidentiality agreement with or other continual, legal or fiduciary obligation of confidentiality to Owner; (b) is now, or hereafter becomes, through no act or failure to act on the part of Recipient, generally known to the public; (c) is rightfully obtained by Recipient from a third party, without breach of any obligation to Owner; or (d) is independently developed by Recipient without use of or reference to the Confidential Information. Recipient's Obligations Recipient agrees that the Confidential Information is to be considered confidential and proprietary to Owner and Recipient shall hold the same in confidence, shall not use the Confidential Information other than for the purposes of its business with Owner, and shall disclose it only to its officers, directors, or employees with a specific need to know. Recipient will not disclose, publish or otherwise reveal any of the Confidential Information received from Owner to any other party whatsoever except with the specific prior written authorization of Owner. Confidential Information furnished in tangible form shall not be duplicated by Recipient except for purposes of this Agreement. Upon the request of Owner, Recipient shall return all Confidential Information received in written or tangible form, including copies, or reproductions or other media containing such Confidential Information, within [NUMBER] days of such request. At Recipient's option, any documents or other media developed by the Recipient containing Confidential Information may be destroyed by Recipient. Recipient shall provide a written certificate to Owner regarding destruction within [NUMBER] days thereafter. Term The obligations of Recipient herein shall be effective [Non-Disclosure Period] from the date Owner last discloses any Confidential Information to Recipient pursuant to this Agreement. Further, the obligation not to disclose shall not be affected by bankruptcy, receivership, assignment, attachment or seizure procedures, whether initiated by or against Recipient, nor by the rejection of any agreement between Owner and Recipient, by a trustee of Recipient in bankruptcy, or by the Recipient as a debtor-in-possession or the equivalent of any of the foregoing under local law. Confidentiality Recipient and its Representatives shall not disclose any of the Confidential Information in any manner whatsoever, except as provided in Articles 6 and 7 of this Agreement, and shall hold and maintain the Confidential Information in strictest confidence. Recipient hereby agrees to indemnify Owner against any and all losses, damages, claims, expenses, and attorneys' fees incurred or suffered by Owner as a result of a breach of this Agreement by Recipient or its Representatives. Permitted Disclosures Recipient may disclose Owner's Confidential Information to Recipient's responsible Representatives with a bona fide need to know such Confidential Information, but only to the extent necessary to evaluate or carry out a proposed transaction or relationship with Owner and only if such employees are advised of the confidential nature of such Confidential Information and the terms of this Agreement and are bound by a written agreement or by a legally enforceable code of professional responsibility to protect the confidentiality of such Confidential Information. Required Disclosures Recipient may disclose Owner's Confidential Information if and to the extent that such disclosure is required by court order, provided that Recipient provides Owner a reasonable opportunity to review the disclosure before it is made and to interpose its own objection to the disclosure. Use Recipient and its Representatives shall use the Confidential Information solely for the purpose of evaluating a possible transaction or relationship with Owner and shall not in any way use the Confidential Information to the detriment of Owner. No License Nothing contained herein shall be construed as granting or conferring any rights by license or otherwise in any Confidential Information","Confidentiality Agreement","5",56,"https://templates.business-in-a-box.com/imgs/1000px/confidentiality-agreement-D950.png","https://templates.business-in-a-box.com/imgs/250px/950.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#950.xml",{"title":153,"description":154},"Confidentiality Agreement - Template & Sample Form | Business-in-a-Box","Confidentiality Agreement Template Sample � Download Now! Simply fill-in the blanks and print in minutes! Instant Access to 1,800 business and legal forms. Download samples of professional documents in Word (.doc) and Excel (.xls) format.",[156,157],{"label":124,"url":125},{"label":127,"url":128},"confidentiality agreement","/template/confidentiality-agreement-D950",{"description":161,"descriptionCustom":6,"label":162,"pages":163,"size":9,"extension":10,"preview":164,"thumb":165,"svgFrame":166,"seoMetadata":167,"parents":169,"keywords":168,"url":172},"DISCIPLINARY ACTION POLICY PURPOSE The purpose of this Disciplinary Action Policy is to establish a clear framework and guidelines for addressing employee misconduct, policy violations, and performance issues in a fair and consistent manner. This Policy aims to promote a positive work environment, ensure compliance with company policies, and provide opportunities for employee growth and improvement. SCOPE This Policy applies to all employees at [COMPANY NAME], including full-time, part-time, temporary, and contract workers. It covers a wide range of infractions, including but not limited to misconduct, violation of company policies, insubordination, unethical behavior, harassment, discrimination, poor performance, and any actions that may negatively impact the workplace or the organization's reputation. PRINCIPLES OF DISCIPLINARY ACTION Fairness: All disciplinary actions will be conducted in a fair and unbiased manner, providing employees with an opportunity to present their side of the story and defend themselves against allegations. Consistency: Disciplinary actions will be applied consistently throughout the organization, ensuring that similar infractions are treated similarly. Progressive Approach: Whenever possible, a progressive approach to discipline will be followed, with escalating consequences for repeated or severe infractions. However, the organization reserves the right to skip progressive steps in cases of serious misconduct. Confidentiality: Disciplinary matters will be treated with strict confidentiality, only shared with individuals who have a legitimate need to know, while maintaining compliance with applicable privacy laws. DISCIPLINARY PROCEDURES Investigation: Before initiating any disciplinary action, a thorough and impartial investigation will be conducted to gather facts and evidence regarding the alleged misconduct or performance issue. The investigation may involve interviews, document review, and any other relevant means of gathering information.","Disciplinary Action Policy","2","https://templates.business-in-a-box.com/imgs/1000px/disciplinary-action-policy-D13486.png","https://templates.business-in-a-box.com/imgs/250px/13486.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13486.xml",{"title":168,"description":6},"disciplinary action policy",[170,171],{"label":18,"url":96},{"label":21,"url":98},"/template/disciplinary-action-policy-D13486",false,{"seo":175,"reviewer":186,"legal_disclaimer":173,"quick_facts":190,"at_a_glance":192,"personas":196,"variants":221,"glossary":249,"sections":280,"how_to_fill":326,"common_mistakes":362,"faqs":387,"industries":412,"comparisons":429,"diy_vs_pro":441,"educational_modules":454,"related_template_ids_curated":457,"schema":466,"classification":468},{"meta_title":176,"meta_description":177,"primary_keyword":178,"secondary_keywords":179},"Internet Policy Template (Free Word)","Free internet policy template for businesses. Covers acceptable use, security, social media, monitoring, and violations. Used in 190+ countries. Free Word and PDF download.","internet policy template",[180,181,182,183,184,185],"internet use policy template","employee internet policy","workplace internet policy","internet policy for employees","internet acceptable use policy word","company internet policy template free",{"name":187,"credential":188,"reviewed_date":189},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":191,"legal_review_recommended":173,"signature_required":173},"medium",{"what_it_is":193,"when_you_need_it":194,"whats_inside":195},"An Internet Policy is a written operational document that defines how employees may use the company's internet access, networks, and connected devices during and outside of working hours. This free Word download gives you a structured, ready-to-edit template covering acceptable use, security obligations, social media guidelines, monitoring practices, and disciplinary consequences — exportable as PDF for distribution or inclusion in your employee handbook.\n","Use it when onboarding new employees, updating your employee handbook, responding to a security incident, or formalizing informal practices that have grown alongside a remote or hybrid workforce.\n","Purpose and scope, acceptable and prohibited use, personal device and BYOD rules, social media guidelines, data security obligations, monitoring and privacy notice, and enforcement and disciplinary procedures.\n",[197,201,205,209,213,217],{"title":198,"use_case":199,"icon_asset_id":200},"HR managers","Adding a formal internet use policy to the employee handbook","persona-hr-manager",{"title":202,"use_case":203,"icon_asset_id":204},"IT managers","Setting security and acceptable-use baselines for company networks","persona-it-manager",{"title":206,"use_case":207,"icon_asset_id":208},"Small business owners","Establishing written ground rules for internet use before a first incident","persona-small-business-owner",{"title":210,"use_case":211,"icon_asset_id":212},"Operations directors","Standardizing remote and hybrid work policies across departments","persona-operations-director",{"title":214,"use_case":215,"icon_asset_id":216},"Compliance officers","Documenting internet-use controls for audit, insurance, or regulatory review","persona-compliance-officer",{"title":218,"use_case":219,"icon_asset_id":220},"School and nonprofit administrators","Meeting funder or accreditation requirements for acceptable-use documentation","persona-nonprofit-exec",[222,226,229,233,237,241,245],{"situation":223,"recommended_template":224,"slug":225},"Setting broad rules for all digital systems, not just internet","Acceptable Use Policy","acceptable-use-policy-D12622",{"situation":227,"recommended_template":87,"slug":228},"Specifically governing employee social media activity","social-media-policy-D12688",{"situation":230,"recommended_template":231,"slug":232},"Governing personal device use to access company systems","BYOD Policy","bring-your-own-device-policy-byod-D12626",{"situation":234,"recommended_template":235,"slug":236},"Addressing remote worker connectivity and security obligations","Remote Work Policy","remote-work-policy-D13282",{"situation":238,"recommended_template":239,"slug":240},"Covering all workplace technology including phones and software","IT and Technology Use Policy","it-acceptable-use-policy-D13720",{"situation":242,"recommended_template":243,"slug":244},"Protecting sensitive company data and defining data-handling rules","Data Protection Policy","customer-data-protection-policy-D13645",{"situation":246,"recommended_template":247,"slug":248},"Outlining rules for company-issued email accounts","Email Policy","email-policy-strict-D710",[250,253,256,259,262,265,268,271,274,277],{"term":251,"definition":252},"Acceptable Use Policy (AUP)","A written policy defining the permitted and prohibited ways employees may use company-provided technology and network resources.",{"term":254,"definition":255},"BYOD (Bring Your Own Device)","A practice allowing employees to use personal smartphones, laptops, or tablets to access company systems, subject to defined security requirements.",{"term":257,"definition":258},"Network Monitoring","The practice of logging and inspecting traffic on a company's internet and network infrastructure to detect security threats or policy violations.",{"term":260,"definition":261},"Bandwidth","The amount of data that can be transmitted over a network connection in a given time — excessive personal streaming or downloads can degrade performance for business use.",{"term":263,"definition":264},"VPN (Virtual Private Network)","An encrypted connection that routes internet traffic through a secure server, protecting data transmitted over public or unsecured networks.",{"term":266,"definition":267},"Phishing","A cyberattack technique in which a malicious actor impersonates a trusted source via email or website to trick employees into revealing credentials or downloading malware.",{"term":269,"definition":270},"Data Breach","An incident in which unauthorized parties gain access to confidential company or customer data, often triggered by insecure internet practices.",{"term":272,"definition":273},"Incidental Personal Use","Limited, non-disruptive personal internet activity permitted during work hours — such as checking personal email briefly — as explicitly allowed by company policy.",{"term":275,"definition":276},"Content Filtering","A technical control that blocks access to categories of websites — such as adult content, gambling, or malware sources — on company networks or devices.",{"term":278,"definition":279},"Digital Footprint","The traceable record of an employee's online activity conducted on company systems, which may be reviewed by the employer in accordance with the monitoring policy.",[281,286,291,296,301,306,311,316,321],{"name":282,"plain_english":283,"sample_language":284,"common_mistake":285},"Purpose and scope","States why the policy exists, which systems and personnel it covers, and when it takes effect.","This Internet Policy applies to all employees, contractors, and third parties who access [COMPANY NAME]'s internet connections, networks, or company-issued devices, effective [DATE].","Scoping the policy only to full-time employees. Contractors and temporary staff who access company systems fall outside the policy and create unmanaged risk.",{"name":287,"plain_english":288,"sample_language":289,"common_mistake":290},"Acceptable use","Defines the primary permitted uses of company internet access — business research, communication, approved SaaS tools — and clarifies whether limited personal use is allowed.","Employees may use company internet access for work-related tasks including research, communication, and access to approved tools. Incidental personal use is permitted provided it does not interfere with job responsibilities or consume excessive bandwidth.","Listing permitted uses so narrowly that every non-listed activity is implicitly prohibited. This is unenforceable in practice and creates friction with employees.",{"name":292,"plain_english":293,"sample_language":294,"common_mistake":295},"Prohibited activities","Enumerates specific categories of activity that are banned — illegal content, unauthorized downloads, accessing competitor systems, gambling, and streaming that degrades network performance.","Employees may not use company internet access to: download unlicensed software; access illegal, obscene, or threatening content; conduct personal business for financial gain; or transmit confidential company data to unauthorized third parties.","Writing a vague catch-all like 'any inappropriate use.' Courts and arbitrators expect specific conduct definitions when a termination is challenged.",{"name":297,"plain_english":298,"sample_language":299,"common_mistake":300},"Personal device and BYOD rules","Sets the conditions under which personal devices may connect to company networks, including required security configurations and the company's right to wipe data in certain circumstances.","Personal devices connecting to [COMPANY NAME]'s network must have current antivirus software, screen-lock enabled, and full-disk encryption active. The company reserves the right to remotely wipe company data from a personal device that is lost, stolen, or returned at separation.","Granting BYOD access without a remote-wipe clause. When a device is lost or an employee leaves acrimoniously, the company has no technical or legal basis to remove its data.",{"name":302,"plain_english":303,"sample_language":304,"common_mistake":305},"Social media guidelines","Addresses posting about the company on personal and professional social media, disclosure obligations, and what constitutes a breach of confidentiality or disparagement.","Employees who identify themselves as [COMPANY NAME] employees on social media must include a disclaimer that views expressed are their own. Employees may not post confidential business information, client names, or internal disputes on any public platform.","Banning all social media commentary about the employer. In many jurisdictions, employees retain protected rights to discuss working conditions — blanket bans expose the company to labor-relations violations.",{"name":307,"plain_english":308,"sample_language":309,"common_mistake":310},"Data security obligations","Requires employees to follow defined security practices when using the internet — using VPNs on public Wi-Fi, avoiding unauthorized cloud uploads, and reporting suspected phishing attempts.","Employees must use the company-issued VPN when accessing company systems over public Wi-Fi. Suspected phishing emails must be reported to [IT CONTACT / HELPDESK EMAIL] immediately and must not be forwarded or clicked.","Listing security obligations without a reporting mechanism. Employees who spot a phishing attempt but have no clear escalation path often do nothing, allowing threats to persist.",{"name":312,"plain_english":313,"sample_language":314,"common_mistake":315},"Monitoring and privacy notice","Discloses that the company monitors internet traffic on its systems, describes what is logged, and acknowledges any applicable privacy limitations.","Employees are advised that [COMPANY NAME] may monitor, log, and review all internet activity conducted on company-owned devices or networks. Employees have no expectation of privacy when using company systems. Personal devices are not monitored except where they connect to the company network.","Monitoring without a prior written notice. Several jurisdictions require employees to be informed of monitoring before it occurs — retroactive disclosure is insufficient and may expose the company to privacy claims.",{"name":317,"plain_english":318,"sample_language":319,"common_mistake":320},"Enforcement and disciplinary procedures","Describes the consequence ladder for policy violations — from verbal warning to termination — and notes that serious breaches (illegal activity, data theft) may result in immediate dismissal or legal referral.","Violations of this policy may result in disciplinary action up to and including termination of employment. Violations involving illegal activity, data theft, or deliberate security breaches will be referred to appropriate law enforcement and may result in immediate termination for cause.","Specifying a rigid step-by-step escalation ladder that prevents immediate termination for serious breaches. Reserve the right to skip steps for severe violations.",{"name":322,"plain_english":323,"sample_language":324,"common_mistake":325},"Policy review and updates","States how frequently the policy will be reviewed, who owns updates, and how employees will be notified of changes.","This policy will be reviewed annually by [HR / IT DEPARTMENT] or following any significant security incident. Updated versions will be distributed to all staff and employees will be asked to acknowledge receipt within [10] business days.","Omitting a review cycle entirely. Technology and threat landscapes change fast — a policy last updated in 2019 does not address remote work, AI tools, or current phishing tactics.",[327,332,337,342,347,352,357],{"step":328,"title":329,"description":330,"tip":331},1,"Define the scope and effective date","Identify every category of personnel the policy covers — employees, contractors, temps, and vendors — and every system type, including personal devices that connect to company networks. Enter the effective date.","If your organization uses contractors extensively, name them explicitly in the scope clause rather than relying on 'all personnel' — ambiguity creates enforcement gaps.",{"step":333,"title":334,"description":335,"tip":336},2,"List permitted uses and clarify personal use","Write out the primary business purposes for internet access and make a deliberate decision about incidental personal use. If you allow it, define the limits — for example, 'no more than 30 minutes per day, no streaming video.'","Policies that ban all personal use are rarely enforced consistently and damage morale. A defined allowance is easier to manage than a blanket prohibition.",{"step":338,"title":339,"description":340,"tip":341},3,"Enumerate prohibited activities specifically","List prohibited categories in concrete terms: illegal downloads, gambling sites, unauthorized cloud storage services, accessing competitor systems, and transmitting confidential data outside approved channels.","Include a specific list of banned tools or services if your industry has compliance requirements — for example, forbidding the upload of customer data to unapproved AI tools.",{"step":343,"title":344,"description":345,"tip":346},4,"Set BYOD security requirements","Specify the minimum security configuration required for personal devices — screen lock, encryption, current OS version, antivirus — and state the company's remote-wipe rights explicitly.","Have employees sign a separate BYOD acknowledgment rather than burying consent in the main policy — it creates a cleaner record if a wipe or data dispute arises.",{"step":348,"title":349,"description":350,"tip":351},5,"Write the monitoring and privacy disclosure","State clearly that company devices and networks are subject to monitoring. Specify what is logged (URLs visited, bandwidth used, email headers) and confirm that no expectation of privacy exists on company systems.","Check your local jurisdiction's employee-monitoring notification requirements before finalizing this section — some require separate written notice.",{"step":353,"title":354,"description":355,"tip":356},6,"Define the disciplinary ladder","Map violations to consequences — minor (verbal warning), moderate (written warning, privilege suspension), and serious (immediate termination, legal referral). Preserve management discretion to skip steps for severe breaches.","Align the disciplinary language with your existing HR disciplinary policy so both documents reference each other and don't conflict.",{"step":358,"title":359,"description":360,"tip":361},7,"Set a review schedule and assign ownership","Name the department responsible for annual reviews (typically IT or HR), set the review month, and document how employees will be notified and asked to re-acknowledge the updated policy.","Schedule the review to coincide with your fiscal year-end or annual handbook update — it reduces the number of separate employee acknowledgment cycles.",[363,367,371,375,379,383],{"mistake":364,"why_it_matters":365,"fix":366},"Monitoring employees without prior written notice","Several US states, Canadian provinces, and EU member countries require employers to notify employees before monitoring their internet activity. Monitoring without notice can void evidence gathered and expose the company to privacy claims.","Include an explicit monitoring disclosure in the policy itself and have employees sign an acknowledgment before monitoring begins. Check jurisdiction-specific notification requirements before rollout.",{"mistake":368,"why_it_matters":369,"fix":370},"Blanket ban on all social media commentary","In the US, the National Labor Relations Act protects employees' rights to discuss working conditions — an overbroad social media clause can be struck down, undermining the entire policy section.","Limit social media restrictions to disclosing confidential information, impersonating the company, or making false statements — not to all commentary about the employer.",{"mistake":372,"why_it_matters":373,"fix":374},"No BYOD remote-wipe clause","When a personal device containing company data is lost or an employee departs, the company has no technical or contractual basis to remove its data without a prior written agreement.","Add a BYOD section requiring employees to consent to remote wipe of company data as a condition of connecting personal devices to company systems.",{"mistake":376,"why_it_matters":377,"fix":378},"Vague prohibited-use language with no specific examples","Terms like 'inappropriate websites' or 'misuse of company resources' are too ambiguous to enforce in a disciplinary hearing and may not hold up if challenged.","List specific prohibited categories — illegal content, unauthorized file sharing, gambling, personal commercial activity — so both managers and employees understand exactly where the line is.",{"mistake":380,"why_it_matters":381,"fix":382},"No policy review cycle","A policy that hasn't been updated since before widespread remote work, AI tools, or cloud storage doesn't address the actual risks employees encounter today — and signals to auditors that governance is neglected.","Assign a named owner and a fixed annual review month. Trigger an out-of-cycle review any time a significant security incident occurs or a major new technology is deployed.",{"mistake":384,"why_it_matters":385,"fix":386},"Omitting a reporting mechanism for security incidents","Employees who suspect a phishing attack or witness a data leak but have no clear escalation path often do nothing, allowing a containable incident to become a breach.","Include a specific contact name, email address, or helpdesk link for reporting suspected phishing, malware, or unauthorized access — and reference it in both the data security and prohibited-use sections.",[388,391,394,397,400,403,406,409],{"question":389,"answer":390},"What is an internet policy?","An internet policy is a written workplace document that defines how employees may use company internet access, networks, and connected devices. It sets out permitted and prohibited activities, security obligations, social media rules, monitoring practices, and the consequences of violations. It is typically distributed as part of the employee handbook and acknowledged in writing by each employee.\n",{"question":392,"answer":393},"Is an internet policy legally required?","No federal US law mandates a written internet policy, but several industry-specific regulations — HIPAA, PCI-DSS, SOC 2 — require documented acceptable-use controls as part of broader compliance frameworks. In practice, any employer who monitors employee internet activity should have a prior written policy in place to limit privacy liability and provide a basis for enforcement.\n",{"question":395,"answer":396},"Can an employer monitor employee internet use?","In most jurisdictions, employers may monitor internet activity on company-owned devices and networks, provided employees have been given prior written notice. Some US states, Canadian provinces, and EU countries have specific notification requirements. Monitoring personal devices — even those connected to company Wi-Fi — is more restricted and should be limited to network-level traffic data rather than device content.\n",{"question":398,"answer":399},"What should an internet policy include?","A complete internet policy covers: purpose and scope, acceptable uses, prohibited activities, personal device and BYOD rules, social media guidelines, data security obligations, monitoring and privacy disclosure, and enforcement and disciplinary procedures. A review cycle and named policy owner should also be included so the document stays current.\n",{"question":401,"answer":402},"Should employees sign the internet policy?","Yes. Having employees sign or electronically acknowledge the policy creates a record that they received, read, and understood the rules. This acknowledgment is essential if you ever need to enforce the policy in a disciplinary proceeding or dispute an employee's claim that they were unaware of a restriction. Collect a new acknowledgment whenever the policy is materially updated.\n",{"question":404,"answer":405},"How often should an internet policy be updated?","At minimum, review the policy annually. Also trigger an out-of-cycle review after any significant security incident, when a major new technology is deployed company-wide (such as AI tools or a new cloud storage platform), or when your legal counsel flags a relevant regulatory change. A policy more than two years old is unlikely to address current threats or tools accurately.\n",{"question":407,"answer":408},"Can an employer restrict personal internet use at work?","Employers can restrict or limit personal internet use on company devices and networks, but a blanket prohibition is difficult to enforce consistently and can harm morale. Most employers permit incidental personal use — typically defined as brief, non-disruptive activity that does not involve prohibited content — and rely on content filtering and bandwidth controls to manage excess rather than attempting to eliminate all personal use.\n",{"question":410,"answer":411},"What is the difference between an internet policy and an acceptable use policy?","An internet policy focuses specifically on internet and web access — browsing, downloads, social media, and network security. An acceptable use policy (AUP) is broader, covering all company technology: computers, phones, email, software, and internal systems, in addition to internet access. For most small and mid-sized businesses, a well-written internet policy covers the highest-risk activities; larger organizations with complex IT environments typically need a full AUP.\n",[413,417,421,425],{"industry":414,"icon_asset_id":415,"specifics":416},"Healthcare","industry-healthtech","HIPAA requires documented access controls — internet policies must explicitly prohibit transmitting patient data over unsecured connections and mandate VPN use for remote access to clinical systems.",{"industry":418,"icon_asset_id":419,"specifics":420},"Financial services","industry-fintech","SEC, FINRA, and PCI-DSS requirements mean internet policies in finance must address prohibited use of unapproved communication channels and restrict access to trading platforms or financial data from personal devices.",{"industry":422,"icon_asset_id":423,"specifics":424},"Education","industry-education","K-12 schools must comply with CIPA (Children's Internet Protection Act), which mandates content filtering and a written acceptable-use policy as conditions of federal E-rate funding.",{"industry":426,"icon_asset_id":427,"specifics":428},"Professional services","industry-professional-services","Law firms and consultancies handle highly confidential client data — internet policies must prohibit uploading client documents to personal cloud storage and require encrypted connections for any remote work.",[430,433,436,438],{"vs":224,"vs_template_id":431,"summary":432},"D{ACCEPTABLE_USE_POLICY_ID}","An acceptable use policy governs all company technology — devices, software, email, and internal systems — not just internet access. An internet policy is narrower in scope, focusing on web browsing, downloads, and network security. If your primary concern is online activity and social media, an internet policy is sufficient; if you need to govern all digital assets, use a full AUP.",{"vs":87,"vs_template_id":434,"summary":435},"social-media-policy-D13424","A social media policy focuses exclusively on how employees represent themselves and the company on social platforms — tone, disclosure, and what may or may not be shared publicly. An internet policy addresses social media as one component within a broader framework of internet use, security, and prohibited activities. Organizations with active public-facing roles often need both.",{"vs":235,"vs_template_id":236,"summary":437},"A remote work policy covers the full operational arrangement of working outside the office — hours, communication expectations, equipment provision, and home workspace requirements. An internet policy addresses how employees use internet access regardless of location. The two documents complement each other and are typically cross-referenced in the employee handbook.",{"vs":243,"vs_template_id":439,"summary":440},"D{DATA_PROTECTION_POLICY_ID}","A data protection policy defines how the organization collects, stores, processes, and protects personal or sensitive data — driven by regulations like GDPR or HIPAA. An internet policy addresses the behavioral rules for internet use that reduce the risk of data exposure. Both are needed: the internet policy governs employee behavior; the data protection policy governs how the organization handles data it holds.",{"use_template":442,"template_plus_review":446,"custom_drafted":450},{"best_for":443,"cost":444,"time":445},"Small to mid-sized businesses establishing internet use rules for the first time or updating an outdated policy","Free","1–2 hours",{"best_for":447,"cost":448,"time":449},"Organizations in regulated industries (healthcare, finance, education) or those with remote and BYOD workforces","$200–$600 (HR consultant or employment counsel review)","2–5 days",{"best_for":451,"cost":452,"time":453},"Large employers with complex IT environments, formal compliance programs (SOC 2, ISO 27001), or multi-jurisdiction workforces","$1,000–$3,500+","1–3 weeks",[455,456],"employee-monitoring-what-employers-can-and-cannot-do","building-a-compliant-employee-handbook",[228,236,458,459,460,461,462,463,232,248,464,465],"non-disclosure-agreement-nda-D12692","employee-handbook-D712","confidentiality-agreement-D950","disciplinary-action-policy-D13486","code-of-conduct-D13318","data-breach-response-and-notification-policy-D13650","it-security-policy-D13722","data-privacy-policy-D13465",{"emit_how_to":467,"emit_defined_term":467},true,{"primary_folder":96,"secondary_folder":469,"document_type":470,"industry":471,"business_stage":472,"tags":473,"confidence":478},"workplace-policies","policy","general","all-stages",[474,475,469,476,477],"compliance","internet-policy","employee-conduct","it-security",0.95,"\u003Ch2>What is an Internet Policy?\u003C/h2>\n\u003Cp>An \u003Cstrong>Internet Policy\u003C/strong> is a written operational document that establishes the rules governing how employees, contractors, and other personnel may use a company's internet connections, networks, and connected devices. It defines which activities are permitted, which are prohibited, what security practices are required, how activity on company systems may be monitored, and what disciplinary consequences follow from a violation. Beyond setting behavioral expectations, a well-drafted internet policy creates the documented framework an employer needs to enforce rules consistently, defend disciplinary decisions, and satisfy auditors or regulators who expect evidence of access controls.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written internet policy, employers face four concrete problems. First, they have no enforceable basis to discipline an employee for misusing company internet — a verbal warning backed by no written standard is easy to challenge and hard to escalate. Second, organizations in regulated industries such as healthcare, finance, and education are exposed to compliance failures when no documented acceptable-use controls exist. Third, employees connecting personal devices to company networks without defined security requirements become an unmanaged attack surface for phishing, malware, and data leaks. Fourth, monitoring employee internet activity without prior written notice violates privacy requirements in a growing number of jurisdictions. This template closes all four gaps in under two hours, giving HR and IT teams a consistent, defensible policy to distribute, acknowledge, and enforce.\u003C/p>\n",1781185974426]