Communications and Systems Use Policy

Teleflora provides access to voice mail, computers, computer peripherals, e-mail, Internet access, and other related electronic systems as deemed appropriate by your supervisor for the performance of your job. These resources are provided for Teleflora business purposes.

Electronic systems must not be used for unlawful, defamatory, discriminatory, harassing, obscene, or otherwise inappropriate communications that violate Teleflora policies, procedures, or interests. Protecting confidential, sensitive, and proprietary information is critical, and the privacy of fellow employees must be respected.

Any message sent using Teleflora equipment or networks may be attributable to Teleflora, even if sent for personal use. Abuse of these systems may result in disciplinary action, up to and including termination.

Each employee is responsible for using e-mail in a lawful, ethical, and appropriate manner. Communications sent by e-mail should reflect the same level of care and judgment as written correspondence on company letterhead.

Internet access is provided exclusively to support Teleflora business interests. Employees are expected to use the Internet in a lawful, ethical, and responsible manner and to exercise sound judgment regarding the information viewed or communicated.

Occasional or emergency personal calls may be necessary. These calls should be limited to avoid disrupting work responsibilities or tying up phone lines.

Use of personal cellular phones should be limited to meal and rest periods and should be turned off during working time. Short-term exceptions must be approved by an immediate supervisor or manager.

Employees should not send outgoing personal mail through the in-house mail system without proper postage. Personal mail should not be directed to the workplace whenever possible.

Teleflora protects its data through the use of unique passwords across systems, including but not limited to the internal network, e-mail, Internet access, Lawson, the Lawson portal, voice mail, and Teleflora.com.

Employees are responsible for maintaining the confidentiality of their passwords and must not share them with others. If access to a system is required, a senior staff member may request a password override through the Help Desk.

Teleflora’s service goal is to answer all phone calls within three rings and respond to messages within 24 hours. Calls roll to voicemail after three rings.

Employees should:

This policy applies to all employees who create or store electronic documents, including e-mail, web files, text files, audio and video files, PDFs, and Microsoft Office or other formatted documents.

Retention guidelines:

Reasons for this policy include:

This policy does not apply to documents related to litigation. IT will work with employees to suspend retention requirements for relevant materials.

Federal copyright law and vendor license agreements restrict the copying of copyrighted materials, including software and documentation.

Employees must follow these guidelines:

Violations may result in disciplinary action, up to and including termination.

Teleflora may conduct workplace monitoring to support quality control, employee safety, security, and customer satisfaction.

Monitoring may include:

All monitoring is conducted in accordance with applicable laws.

All desks, workstations, lockers, storage devices, and equipment provided by Teleflora remain company property. Employees should not expect privacy for items stored in these areas.

Teleflora reserves the right to:

Prohibited materials include weapons, explosives, and illegal drugs or medications.

Teleflora is not responsible for personal property that is lost, stolen, damaged, or destroyed when placed in or on company property or equipment.

Employees who resign are asked, but not required, to provide two weeks’ notice and complete an exit interview.

Upon separation, employees must return all company property, including:

Where permitted by law, Teleflora may withhold the cost of unreturned items from the final paycheck.

Teleflora does not offer severance pay for voluntary or involuntary termination.

Employees are expected to uphold the highest standards of professionalism, integrity, and respect, both on and off duty. Conduct that negatively reflects on Teleflora may result in disciplinary action.

Examples of unacceptable conduct include:

Examples include:

Employees must follow safety rules, including:

Employees may have access to confidential or proprietary information related to Teleflora, its suppliers, customers, or employees. This information must not be disclosed and may only be used to perform job duties.

Teleflora requires all employees to sign a Confidentiality Agreement.

Non-employees may not solicit or distribute materials in the workplace without Human Resources approval.

Employees may not:

Employees acknowledge that violations of the Communications and Systems Use Policy may result in disciplinary action, up to and including termination of employment.