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With the rise of new media and next generation communications tools, the way in which Cisco employees can communicate internally and externally continues to evolve. While this creates new opportunities for communication and collaboration, it also creates new responsibilities for Cisco employees. This Internet Postings Policy applies to employees who use the following:

All of these activities are referred to as “Internet postings” in this Policy Please be aware that violation of this policy may result in disciplinary action up to and including termination. Common sense is the best guide if you decide to post information in any way relating to Cisco. If you are unsure about any particular posting, please contact the Cisco “internet postings” email alias for guidance. For instance, if you are writing about Cisco business where you have responsibility, you may wish to make sure your manager is comfortable with your taking that action.

Your Internet postings should not disclose any information that is confidential or proprietary to the company or to any third party that has disclosed information to Cisco. If you comment on any aspect of the company’s business or any policy issue in which the company is involved and in which you have responsibility, you must clearly identify yourself as a Cisco employee in your postings or blog site(s) and include a disclaimer that the views are your own and not those of Cisco. In addition, Cisco employees should not circulate postings they know are written by other Cisco employees without informing the recipient that the author of the posting is a Cisco employee. Your Internet posting should reflect your personal point of view, not necessarily the point of view of Cisco. Because you are legally responsible for your postings, you may be subject to liability if your posts are found defamatory, harassing, or in violation of any other applicable law. You may also be liable if you make postings which include confidential or copyrighted information (music, videos, text, etc.) belonging to third parties. All of the above mentioned postings are prohibited under this policy.

When posting your point of view, you should neither claim nor imply you are speaking on Cisco’s behalf, unless you are authorized in writing by your manager to do so. If you identify yourself as a Cisco employee on any Internet posting, refer to the work done by Cisco or provide a link on a Cisco website, you are required to include the following disclaimer in a reasonably prominent place: “the views expressed on this post are mine and do not necessarily reflect the views of Cisco.” Your Internet postings should not include Cisco’s logos or trademarks, and should respect copyright, privacy, fair use, financial disclosure, and other applicable laws. Cisco Blogs (located on http://blogs.cisco.com) are blogs requiring corporate approval in which employees may blog about Cisco and our industry. Only Cisco Blogs may include the company’s logo. Cisco Blogs may also include links back to Cisco web destinations. All Cisco Blogs must include a legal disclaimer stating that all posts by the author, guest author and visitors reflect personal thoughts and opinions which are not necessarily those of the company.

Cisco may request that you avoid certain subjects or withdraw certain posts from a Cisco Blog if it believes that doing so will help ensure compliance with applicable laws, including securities regulations. Cisco reserves the right to remove any posted comment on Cisco Blog site(s) that is not appropriate for the topic discussed or uses inappropriate language. Cisco also reserves the right to post particular communications on a Cisco Blog. If a member of the news media or blogger contacts you about an Internet posting that concerns the business of Cisco, please refer that person to Cisco public relations, see: http://tools.cisco.com/newsroom/contactSearch/jsp/prSearch.jsp Your Internet postings should not violate any other applicable policy of Cisco, including those set forth in the Employee Resource Guide and the Code of Business Conduct. You agree that Cisco shall not be liable, under any circumstances, for any errors, omissions, loss or damages claimed or incurred due to any of your Internet postings. Cisco reserves the right to suspend, modify, or withdraw this Internet Postings Policy, and you are responsible for regularly reviewing the terms of this Internet Postings Policy.

In an effort to keep conversations fresh, Cisco Blogs closes comments after 90 days. Please visit the Cisco Blogs hub page for the latest content.

29 Comments.


  1. Would there be any issues with basing our Internet Postings Policy on the above policy? The writing above is very clear and I would like to use most of it, as it is written above, for my own organization, after removing all mentions of Cisco.Cisco note: Feel free to use anything you’d like. You can also get a good starter kit”” for blogger disclosure suggestions at http://www.blogcouncil.org. “

       2 likes

  2. Thanks Mike for asking that question and thanks @Cisco for granting permission and providing further resources!

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  3. Bill Denny, an attorney with Potter Anderson & Corroon will be presenting at the ABA Business Section Spring Meeting a session entitled Blah, Blah Blogs: Issues and Policies for the Ways Employees Communicate Online Today.”” We would like permission to use a copy of the Cisco Internet Policy as part of the materials for his session. Can we secure permission to do so?”

       1 like

  4. I would question the part about stolen music and such. Personally, I am against illegal distribution (being very much a GNU fan). However, employment consequences for personal illegal distribution that is not associated with Cisco (apart from a criminal conviction) is something that you may want to discuss again with your legal and HR departments.Do you immediately terminate employees accused of shoplifting? What about trespassing? What about public drunkenness?Do you see what I mean yet? Employer policies should not regulate the non-work-related conduct of employees in any way.Otherwise, this looks really good, and once I have established my own enterprise, I will very likely use this as a starting point for my own policy.

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  5. I think your social media policy is clear and to the point. Would it be possible to base our own policy on this template?

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  6. The policy strikes me as being a little heavy-handed. Employees can be trusted in the main to act responsibly, and using tools such as Websense or CryptaVault to help employees monitor and police themselves means less oppression and more freedom. The lazy ones need to be caugfht and disciplined, but most of us can be trusted to act properly, can’t we?

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  7. The Social Media Policy above is extremely clear and to the point.Would it be possible to use the template above without all mentions of Cisco? I see others were approved above, but I wanted to check with you first. Thank you.

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  8. Using social networks of employees, could expose the organization and in some cases the managers, tort claims and personal claims, for various reasons including Statutory defamation, infringement of privacy, breach of contract and made.It is very important to know the formal social media policy,Situation where the big social networks are expanding rapidly every day.Social networks bring with them along with entertainment and social elements also potential commercial opportunities for social communication for individuals and organizations, but there are quite few risks. Formal social media policy, may help in managing these risks.

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  9. I agree, the Social Media Policy above is clear and concise with what we need to communicate to our staff here. Please let me know if it would be possible to also use the templete above without mentioned of Cisco. Thank you in advance.

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