| Digital Equipment Corporation
PERSONNEL Section 6.54
POLICIES AND PROCEDURES Effective 01-DEC-90
Proper Use of Digital Computers, Systems and
Networks
SCOPE: WORLDWIDE
PHILOSOPHY
Systems and network utilities are powerful business tools, encouraging
creativity and the exchange of ideas needed to maintain our
competitive edge. These tools allow for instantaneous creation of
"electronic" organizations to focus worldwide resources on urgent
tasks. We want to encourage our people to use these tools in
accordance with Company philosophy and values.
Our peer-to-peer, open computing environment reflects our corporate
culture. We sell this concept to customers, and business and society
are clearly moving towards this way of operating. We believe that
what we sell to our customers will get better if we use it ourselves.
Information, and the ability to freely communicate it are valuable
assets that play a significant role in Digital's success. The
protection and appropriate use of these assets is everyone's
responsibility. We must strike a balance between encouraging open
systems and protecting these assets if they are to continue to support
our success.
POLICY
Digital owns and operates computers, systems and networks primarily to
support the Company's business activities. Systems should be used to
enhance the cost effectiveness and efficient running of the business,
to assist employees in being more effective in executing their duties
and responsibilities, to enhance our employees' ability to operate our
computer systems, to foster appropriate open and efficient
communications and to perpetuate the use of computers in day-to-day
activities.
Employees should remember that computers, systems and networks like
paper files, notebooks etc., are company assets provided to employees
to assist them in performing their work. These tools, and the work
product they contain are Company property and are therefore subject to
Company review and control. The efficient operation of these vital
resources is critical to the success of the business, and it is
therefore the responsibility of all employees to use the computer
resources provided to them by the Company appropriately.
DEFINITIONS
For the purpose of this policy, improper use includes, but is not
limited to the use of Digital owned and/or operated systems, networks
and conferences for the purpose of gaining unauthorized access to
internal or external computer systems or accounts, for personal
purposes that are contrary to Company philosophy or policy, for
purposes that interfere or compete with the Company's business
activities, or for purposes of individual financial gain. Examples
of misuse include, but are not limited to, transmitting sexual or
ethnic jokes or slurs, soliciting other employees, developing chain
letters, making defamatory statements, disclosing private facts about
any individual or organization, inappropriate disclosure of Company
Proprietary or Confidential Information, permitting unauthorized
access, etc.
RESPONSIBILITIES
COST CENTER MANAGERS - Cost center managers are responsible for
effective use of the Company's assets, which includes networking
and computers. They may delegate that responsibility to other
individuals, but they are ultimately responsible for making sure
these policies are adhered to.
SYSTEMS MANAGERS - All employees must ensure that computers,
systems and networks that they manage are clearly operating in
support of Company business activities. System Managers must
immediately investigate and report any incident of misuse by an
employee to the employee's manager.
MANAGERS - Managers should periodically remind employees about the
appropriate use of Company computer resources and, monitor these
resources to insure that they are being used in accordance with
this policy.
EMPLOYEES - Employees are expected to use Company sponsored
computer resources and their time at work (as determined by their
manager) in accordance with this policy and to support Company
business activities. In addition, employees should report all
potential misuse to their manager.
CONFERENCE MODERATORS - Conference (Notesfile) moderators are
expected to periodically review the contents of the conferences
they moderate to insure that material contained in those files
meet the letter and spirit of this policy. Moderators are expected
to remove any material that does not comply with these standards,
and should report violations of this policy to the appropriate
systems or cost center manager.
NOTES FILES/CONFERENCES
Digital provides systems to its employees to maintain computer
conferences (Notes files) in direct support of Company business (i.e.,
product development, financial analysis, business planning, etc.).
Digital also permits access to these systems to communicate matters of
opinions and common interests.
In all cases a computer conference must have an identified conference
moderator as defined above. Where the conference directly supports
the Company's business, the conference moderator and the responsible
systems manager may elect to restrict access to the conference.
Digital classified information may only be placed in a conference with
restricted access. Conferences created to communicate matters of
opinion and common interests may not be used for solicitations of any
kind, and must be open to all employees.
In addition, these conferences may not be used to promote behavior
which is contrary to the Company's values or policy (i.e., they may
not promote discrimination, disrespect for the individual, violence,
etc.). It is the responsibility of employees who utilize such notes
files to do so in a manner consistent with both the letter and spirit
of this policy and the Company's values. The Company reserves the
right to terminate any notesfile it believes is inappropriate or in
violation of this policy.
RESPONSIBILITY FOR CONTENT OF MESSAGES SENT OR POSTED ON NETWORK
Messages mailed or posted over the Digital network are the
responsibility of the original author. Posting these materials in a
notesfile/conference without the explicit permission of the author is
prohibited and is a violation of this policy.
When forwarding messages or posting them to conferences, removal or
falsification of the original message header (which indicates the
author) is prohibited.
| This policy covers all messages addressed to individuals and
| organizations. It is not intended to restrict the distribution of
| general announcements, course listings, etc., or messages originally
| posted on external bulletin boards such as Usenet news groups.
COMPANY ACCESS
Because networks, computer systems and accounts are resources the
Company provides to its employees, the Company reserves the right to
access those networks, systems and accounts as it deems necessary.
POLICY VIOLATIONS
Managers who suspect systems are being used improperly should discuss
the problem with the employee in question and, if appropriate, involve
security. In cases where improper use has been clearly established,
the employee should be dealt with in accordance with the Corrective
Action and Disciplinary Policy (6.21).
|
| Digital Equipment Corporation
PERSONNEL Section 6.03
POLICIES AND PROCEDURES Effective 28-SEP-92
Harassment
Scope: U.S.
Philosophy
| One of Digital's key goals is to create a work place and a
| working environment that support employees' efforts to maximize
| their individual human potential. This goal is based on our firm
| belief that the success of the company is directly tied to the
| success of its employees.
Policy
| It is the policy of Digital Equipment Corporation to provide all
| of its employees with a work environment that is as free of unlawful
| discrimination and harassment as possible.
|
| Harassment of employees by coworkers, supervisors, managers,
| customers or vendors will not be permitted, regardless of their
| working relationship. Reprisals for reporting harassment are
| also prohibited. Harassment and reprisals for reporting
| harassment are serious offenses of Digital's work rules and will
| be subject to discipline up to and including termination.
Definitions
| Harassment refers to conduct or behavior which is personally
| offensive or threatening, impairs morale or interferes with the
| work effectiveness of employees. Harassment may be illegal and
| may subject the company and the individuals who engage in the
| harassment to significant liability. However, behavior does not
| have to rise to the level of illegal conduct to violate this
| policy.
|
| This policy refers, but is not limited, to harassment in the
| following areas: (1) age, (2) race, (3) color, (4) national
| origin, (5) religion, (6) sex, (7) sexual orientation, (8)
| disability status and (9) veterans status. Examples of such
| harassment include, but are not limited to: conduct or comment
| that threatens physical violence; offensive, unsolicited remarks,
| unwelcome gestures or physical contact; display or circulation of
| written materials or pictures degrading to any gender, racial,
ethnic, religious or other group listed above; and verbal abuse
or insults about, or directed at, any employee or group of
employees because of their membership in any of the groups listed
above.
Practice
Individuals who believe that they or others have been subjected
to harassment from a coworker, supervisor, manager, customer or
vendor can report the conduct to their supervisor or manager,
local Personnel or others within the Company as outlined in
Digital's Open Door Policy (see Personnel Policy 6.02, Open
Door). U.S. EEO/AA is also available to receive and respond to
reports of harassment. While employees are encouraged to report
instances of harassment to their supervisors or managers first,
they are not required to do so.
| Managers, supervisors and other designated resources either
| observing or receiving reports of harassment are required to
| treat the issue seriously and to take appropriate steps to ensure
| compliance with this policy. Managers and supervisors are
| expected to use local Personnel and U.S. EEO/AA resources to
| assist in this process in light of the complexity and sensitivity
| of the issues involved. Investigations must be handled in as
| timely and confidential a manner as possible.
Employees accused of harassment should be given sufficient
information about the allegations to provide them a reasonable
opportunity to respond before any corrective action or discipline
is imposed. Accused employees should not be assumed to have
violated this policy unless and until the investigation described
above establishes that they have done so.
In the event that an investigation determines that an employee
has violated this policy, managers and supervisors shall take
prompt appropriate disciplinary action up to and including
termination of employment. (see Corrective Action and Discipline
Policy 6.21.)
Where that investigation establishes a violation of policy that
does not result in the termination of the harasser's employment,
the managers and supervisors are responsible for carefully
explaining this policy to the harasser, and for informing him or
her that any further instances of harassment will result in
immediate termination of employment. A record of that
communication/warning must be retained in the Personnel
Discipline file specified in Personnel Policy 6.21 Corrective
Action and Discipline.
Sexual Harassment
Sexual harassment includes unwelcome sexual advances, requests
for sexual favors, particularly if they are made a condition of
employment and any other verbal or physical conduct that is both
sexual and offensive in nature or that has the purpose or effect
of creating a hostile, offensive or intimidating environment on
account of sex.
In determining whether alleged conduct is sexual harassment, the
nature of the actions and the context in which they supposedly
occurred must be examined.
Experience has shown that a clear statement to the person
engaging in the offensive behavior is often all that is necessary
to stop the conduct. Employees who believe they are being
harassed are encouraged to let the person engaging in the conduct
know how they feel, but they are not required to do so.
|