HR Gaming Policy

HR GAMING POLICY

Company Name:   Policy Effective Date:

Personal Information

Position Information

Employment History

Education

References

Policy Purpose and Scope

Purpose: This policy establishes rules and responsibilities for employee engagement in video gaming, competitive e-sports, streaming, and any gambling-related activities (collectively "gaming activities") while on Company premises, using Company equipment, or representing the Company. The objective is to protect Company resources, maintain a professional work environment, safeguard confidential information, and ensure compliance with applicable laws and contractual obligations.

Scope: This policy applies to all employees, contractors, interns, and temporary workers. It governs personal gaming, organized tournaments, streaming, content creation, and participation in any activity involving bets, real-money wagers, or exchanges of value where Company systems, time, or brand are involved.

Definitions

"Company Equipment" means any device, network, software, account, or service owned, licensed, or provisioned by the Company. "Streaming" means broadcasting audio or video of gaming or other activity to an audience. "Gambling" means placing or accepting wagers on the outcome of events or games in exchange for money or other things of value.

Authorized and Permitted Activities

Employees may engage in limited, non-commercial gaming during authorized break periods provided that such activity:

- Does not interfere with work duties or team operations;
- Uses personal devices and personal network connections unless specific Company authorization is granted;
- Complies with Company acceptable use rules, data security protocols, and licensing terms.

Prohibited Activities

The following are strictly prohibited:

- Using Company equipment, networks, or accounts to place or accept bets, wagers, or any form of gambling for money or valuables;
- Installing unauthorized games or software on Company systems;
- Streaming or broadcasting Company confidential information, code, or internal tools;
- Representing the Company in paid competitions or sponsorships without prior written approval from HR and Legal;
- Modifying Company software to create unfair competitive advantage or to exploit systems;
- Engaging in harassment, discrimination, or abusive behavior toward colleagues in the context of gaming or in-game communications.

E-Sports, Tournaments and Content Creation

Participation in Company-sponsored tournaments, e-sports teams, or content creation activities requires written authorization. Approved events must have documented objectives, an assigned supervisor, and a security review addressing data protection and intellectual property ownership. Any revenue or prize awards tied to Company-sponsored events are subject to Company accounting and may be taxable.

Use of Company Resources, Data Security, and Intellectual Property

Company-owned hardware, software, accounts, and networks must not be used to store or transmit copyrighted game assets, cheat software, unauthorized game clients, or third-party proprietary content without proper licensing. Any work product, stream content, or custom code created using Company resources is the property of the Company unless otherwise agreed in writing.

Compliance with Law and Regulation

Employees must comply with all applicable laws and regulations governing gambling, data privacy, minors, and broadcast rights. Engaging in unlawful gambling or facilitating illicit activity through Company systems will result in immediate disciplinary action, up to and including termination and referral to law enforcement.

Monitoring, Privacy and Consent

The Company reserves the right to monitor Company accounts, networks, and devices to ensure compliance with this policy. Monitoring will be conducted in a manner consistent with applicable law. By signing below, you acknowledge that Company-issued devices and accounts are subject to monitoring.

  I acknowledge and consent to monitoring of Company equipment and accounts for purposes of policy enforcement.

Reporting, Investigation, and Discipline

Employees must immediately report suspected violations to their manager or HR. The Company will investigate reports promptly and confidentially to the extent practicable. Violations of this policy may result in corrective action, including written warnings, suspension, restitution for losses, demotion, or termination. The Company retains discretion to apply additional sanctions where warranted.

Confidentiality and Non-Retaliation

The Company protects employees who in good faith report violations. Retaliation against reporters is strictly prohibited and may result in disciplinary action. Information gathered during investigations will be handled on a need-to-know basis and kept confidential unless disclosure is necessary for investigation, legal compliance, or disciplinary action.

Amendment and Exceptions

Management may amend this policy. Exceptions require written approval from HR and Legal and must be documented. Any oral permissions are not binding.

Legal Disclosures

At-Will Employment: Unless otherwise provided in a written agreement signed by an authorized Company officer, employment with the Company is at-will and may be terminated by either the employee or the Company at any time, with or without cause or notice.

Equal Employment Opportunity: The Company provides equal employment opportunity to all employees and applicants without regard to protected characteristics. Gaming activities must not be used to harass or discriminate against others.

Applicant / Employee Certification and Authorization

I certify that the personal and employment information provided above is true and complete to the best of my knowledge. I understand that false statements or omissions may result in disciplinary action, including termination. I authorize the Company to contact prior employers and references to verify the information I have provided and to conduct background checks as permitted by law.

  I authorize the Company to contact previous employers and perform background checks, including criminal history, employment verification, and reference checks as required for compliance and safety.

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