Acceptable Use Policy
Monster CBD's intentions for publishing an Acceptable Use Policy are not to impose restrictions that are contrary to
Effective security is a team effort involving the participation and support of every
The purpose of this policy is to outline the acceptable use of computer equipment at Monster CBD
This policy applies to the use of information, electronic and computing devices, and network resources to conduct
4.1 General Use and Ownership
- 4.1.1 Monster CBD
proprietary information stored on electronic and computing devices whether owned or leased by Monster CBD , the employee or a third party, remains the sole property of Monster CBD . You must ensure through legal or technical means that proprietary information is protected in accordance with the Data Protection Act 4.1.2 You have a responsibility to promptly report the theft, loss or unauthorized disclosure of Monster CBD proprietary information. 4.1.3 You may access, use or share Monster CBD proprietary information only to the extent it is authorized and necessary to fulfill your assigned job duties. 4.1.4 Employees are responsible for exercising good judgment regarding the reasonableness of personal use. Individual departments are responsible for creating guidelines concerning personal use of Internet/Intranet/Extranet systems. In the absence of such policies, employees should be guided by departmental policies on personal use, and if there is any uncertainty, employees should consult their supervisor or manager. 4.1.5 For security and network maintenance purposes, authorized individuals within Monster CBD may monitor equipment, systems and network traffic at any time. 4.1.6 Monster CBD reserves the right to audit networks and systems on a periodic basis to ensure compliance with this policy. 4.2 Security and Proprietary Information 4.2.1 All mobile and computing devices that connect to the internal network must comply with the Acceptable Use Policy. 4.2.2 System level and user level passwords must comply with the Password Rules. Providing access to another individual, either deliberately or through failure to secure its access, is prohibited. 4.2.3 All computing devices must be secured with a password-protected screensaver with the automatic activation feature set to 10 minutes or less. You must lock the screen or log off when the device is unattended. 4.2.4 Postings by employees from Monster CBD a email address to newsgroups should contain a disclaimer stating that the opinions expressed are strictly their own and not necessarily those of Monster CBD , unless posting is in the course of business duties. 4.2.5 Employees must use extreme caution when opening e-mail attachments received from unknown senders, which may contain malware. 4.3 Unacceptable Use 4.3.1 System and Network Activities 1. Violations of the rights of any person or company protected by copyright, trade secret, patent or other intellectual property, or similar laws or regulations, including, but not limited to, the installation or distribution of "pirated" or other software products that are not appropriately licensed for use by Monster CBD . 2. Unauthorized copying of copyrighted material including, but not limited to, digitization and distribution of photographs from magazines, books or other copyrighted sources, copyrighted music, and the installation of any copyrighted software for which Monster CBD or the end user does not have an active license is strictly prohibited. 3. Accessing data, a server or an account for any purpose other than conducting Monster CBD business, even if you have authorized access, is prohibited. 4. Exporting software, technical information, encryption software or technology, in violation of international or regional export control laws, is illegal. The appropriate management should be consulted prior to export of any material that is in question. 5. Introduction of malicious programs into the network or server (e.g., viruses, worms, Trojan horses, e-mail bombs, etc.). 6. Revealing your account password to others or allowing use of your account by others. This includes family and other household members when work is being done at home. 7. Using a Monster CBD computing asset to actively engage in procuring or transmitting material that is in violation of sexual harassment or hostile workplace laws in the user's local jurisdiction. 8. Making fraudulent offers of products, items, or services originating from any Monster CBD account. 9. Making statements about warranty, expressly or implied, unless it is a part of normal job duties. 10. Effecting security breaches or disruptions of network communication. Security breaches include, but are not limited to, accessing data of which the employee is not an intended recipient or logging into a server or account that the employee is not expressly authorized to access, unless these duties are within the scope of regular duties. For purposes of this section, "disruption" includes, but is not limited to, network sniffing, pinged floods, packet spoofing, denial of service, and forged routing information for malicious purposes. 11. Port scanning or security scanning is expressly prohibited unless prior notification to Monster CBD is made. 12. Executing any form of network monitoring which will intercept data not intended for the employee's host, unless this activity is a part of the employee's normal job/duty. 13. Circumventing user authentication or security of any host, network or account. 14. Introducing honeypots, honeynets, or similar technology on the Monster CBD network 15. Interfering with or denying service to any user other than the employee's host (for example, denial of service attack). 16. Using any program/script/command, or sending messages of any kind, with the intent to interfere with, or disable, a user's terminal session, via any means, locally or via the Internet/Intranet/Extranet. 17. Providing information about Monster CBD, or lists of Monster CBD employees to parties outside Monster CBD . 1. Sending unsolicited email messages, including the sending of "junk mail" or other advertising material to individuals who did not specifically request such material (email spam). 2. Any form of harassment via email, telephone or paging, whether through language, frequency, or size of messages. 3. Unauthorized use, or forging, of email header information. 4. Solicitation of email for any other email address, other than that of the poster's account, with the intent to harass or to collect replies. 5. Creating or forwarding "chain letters", "Ponzi" or other "pyramid" schemes of any type. 6. Use of unsolicited email originating from within Monster CBD 's networks of other Internet/Intranet/Extranet service providers on behalf of, or to advertise, any service hosted by Monster CBD or connected via Monster CBD 's network. 7. Posting the same or similar non-business-related messages to large numbers of Usenet newsgroups (newsgroup spam). 1. Blogging by employees, whether using Monster CBD 4.3.3 Blogging and Social Media ’s property and systems or personal computer systems, is also subject to the terms and restrictions set forth in this Policy.Limited and occasional use of Monster CBD ’s systems to engage in blogging is acceptable, provided that it is done in a professional and responsible manner, does not otherwise violate Monster CBD’s policy, is not detrimental to Monster CBD’s best interests, and does not interfere with an employee's regular work duties. Blogging from Monster CBD ’s systems is also subject to monitoring. 2. Monster CBD ’s Confidential Information policy also applies to blogging. As such, Employees are prohibited from revealing any Monster CBD confidential or proprietary information, trade secrets or any other material covered by Monster CBD ’s Confidential Information policy when engaged in blogging. 3. Employees shall not engage in any blogging that may harm or tarnish the image, reputation and/or goodwill of Monster CBDcomments when blogging or otherwise engaging in any conduct and/or any of its employees. Employees are also prohibited from making any discriminatory, disparaging, defamatory or harassing nature. 4. Employees may also not attribute personal statements, opinions or beliefs to Monster CBD when engaged in blogging. If an employee is expressing his or her beliefs and/or opinions in blogs, the employee may not, expressly or implicitly, represent themselves as an employee or representative of Monster CBD . Employees assume any and all risk associated with blogging. 5. Apart from following all laws pertaining to the handling and disclosure of copyrighted or export controlled materials, Monster CBD ’s trademarks, logos and any other Monster CBD intellectual property may also not be used in connection with any blogging activity.