Media Outlet Truth Serum Media Private Limited Date of first publication 12/06/2024 Date of Latest Change 12/06/2024
16. Professionalism in the Media Outlet
16.1. Recruitment and Training
There shall be professional guidelines for the recruitment and training of editorial staff. This includes responsibilities for implementing diversity policy and staff welfare. Recruitment policy, (use of open competition etc.) and staff welfare principles should be publicly available.
Do you have guidelines for the recruitment and training of editorial staff?
YesDo those guidelines contain a diversity policy?
YesDo those guidelines cover staff welfare?
YesAre they publicly available?
YesWhat is the URL?
https://www.telugupost.com/editorial_guidelines
16.2. Working Conditions, Contract Policy and Labour Relations
Journalistic principles and practice should be supported by the organisational environment including protection for journalistic integrity through adherence to labour laws and regulations, transparency of contract policy and freedom to organise. The duration or nature of the contract should not inhibit a journalist from operating in an ethical manner and the organisation structure should protect that principle.
Do the regulations and guidelines for the employment of staff and engagement of contract journalists protect their editorial independence?
YesIf you want to publish additional information, please provide it here.
The regulations and guidelines for the employment of staff and engagement of contract journalists within our Media Outlet are designed to protect their editorial independence. We understand the importance of journalistic integrity and the need for a supportive organizational environment that upholds this principle. Our employment policies and contract guidelines adhere to labor laws and regulations, ensuring that all journalists have the freedom to operate ethically and independently.
For staff journalists, our employment contracts include provisions that safeguard their editorial independence, such as clauses protecting their right to pursue stories without undue influence or interference. Similarly, for contract journalists, our engagement agreements are structured to uphold their editorial autonomy and integrity.
Additionally, our organizational structure is designed to protect the principle of editorial independence. We have clear lines of editorial authority and decision-making processes that insulate journalists from external pressures or conflicts of interest. This ensures that the duration or nature of the contract does not inhibit a journalist from operating in an ethical manner.
By prioritizing the protection of editorial independence in our employment and contract policies, we uphold the highest standards of journalistic ethics and professionalism within our Media Outlet.
For staff journalists, our employment contracts include provisions that safeguard their editorial independence, such as clauses protecting their right to pursue stories without undue influence or interference. Similarly, for contract journalists, our engagement agreements are structured to uphold their editorial autonomy and integrity.
Additionally, our organizational structure is designed to protect the principle of editorial independence. We have clear lines of editorial authority and decision-making processes that insulate journalists from external pressures or conflicts of interest. This ensures that the duration or nature of the contract does not inhibit a journalist from operating in an ethical manner.
By prioritizing the protection of editorial independence in our employment and contract policies, we uphold the highest standards of journalistic ethics and professionalism within our Media Outlet.
Are your employees (including freelance) covered by legal contracts and insurance?
NoDoes your staff have the freedom to organise?
YesDo you have an existing structure for social dialogue including a collective bargaining arrangement with appropriate trade unions?
N/AAre there guidelines for contracts of engagement with freelance journalists?
YesIf you want to publish additional information, please provide it here.
we have established guidelines for contracts of engagement with freelance journalists. These guidelines are designed to ensure clarity, fairness, and mutual understanding between our Media Outlet and freelance contributors. Some key components of these guidelines may include:
1. Scope of Work: Clearly defining the scope of the assignment or project, including deliverables, deadlines, and any specific requirements.
2. Compensation: Outlining the agreed-upon compensation for the freelance journalist's services, including payment terms, rates, and any additional expenses or reimbursements.
3. Intellectual Property Rights: Specifying the ownership and usage rights of the content produced by the freelance journalist, ensuring clarity on who retains the rights to the work.
4. Confidentiality: Establishing confidentiality provisions to protect sensitive information shared during the course of the assignment or project.
5. Revisions and Amendments: Clarifying procedures for revisions, amendments, or changes to the scope of work, including any associated fees or timelines.
6. Payment Terms: Detailing payment terms, including invoicing procedures, payment schedules.
7. Termination Clause: Including provisions for termination of the contract, outlining the conditions under which either party may terminate the agreement and any associated consequences.
8. Dispute Resolution: Identifying mechanisms for resolving disputes that may arise during the course of the engagement, such as mediation, arbitration, or legal recourse.
These guidelines are intended to protect the interests of both parties and ensure a mutually beneficial working relationship between our Media Outlet and freelance journalists. By adhering to these guidelines, we aim to promote professionalism, transparency, and accountability in our engagements with freelance contributors.
1. Scope of Work: Clearly defining the scope of the assignment or project, including deliverables, deadlines, and any specific requirements.
2. Compensation: Outlining the agreed-upon compensation for the freelance journalist's services, including payment terms, rates, and any additional expenses or reimbursements.
3. Intellectual Property Rights: Specifying the ownership and usage rights of the content produced by the freelance journalist, ensuring clarity on who retains the rights to the work.
4. Confidentiality: Establishing confidentiality provisions to protect sensitive information shared during the course of the assignment or project.
5. Revisions and Amendments: Clarifying procedures for revisions, amendments, or changes to the scope of work, including any associated fees or timelines.
6. Payment Terms: Detailing payment terms, including invoicing procedures, payment schedules.
7. Termination Clause: Including provisions for termination of the contract, outlining the conditions under which either party may terminate the agreement and any associated consequences.
8. Dispute Resolution: Identifying mechanisms for resolving disputes that may arise during the course of the engagement, such as mediation, arbitration, or legal recourse.
These guidelines are intended to protect the interests of both parties and ensure a mutually beneficial working relationship between our Media Outlet and freelance journalists. By adhering to these guidelines, we aim to promote professionalism, transparency, and accountability in our engagements with freelance contributors.
Do these guidelines ensure the ability of freelancers to adhere to the editorial principles?
YesIf you want to publish additional information, please provide it here.
we have established guidelines for contracts of engagement with freelance journalists. These guidelines are designed to ensure clarity, fairness, and mutual understanding between our Media Outlet and freelance contributors. Some key components of these guidelines may include:
1. Scope of Work: Clearly defining the scope of the assignment or project, including deliverables, deadlines, and any specific requirements.
2. Compensation: Outlining the agreed-upon compensation for the freelance journalist's services, including payment terms, rates, and any additional expenses or reimbursements.
3. Intellectual Property Rights: Specifying the ownership and usage rights of the content produced by the freelance journalist, ensuring clarity on who retains the rights to the work.
4. Confidentiality: Establishing confidentiality provisions to protect sensitive information shared during the course of the assignment or project.
5. Revisions and Amendments: Clarifying procedures for revisions, amendments, or changes to the scope of work, including any associated fees or timelines.
6. Payment Terms: Detailing payment terms, including invoicing procedures, payment schedules.
7. Termination Clause: Including provisions for termination of the contract, outlining the conditions under which either party may terminate the agreement and any associated consequences.
8. Dispute Resolution: Identifying mechanisms for resolving disputes that may arise during the course of the engagement, such as mediation, arbitration, or legal recourse.
These guidelines are intended to protect the interests of both parties and ensure a mutually beneficial working relationship between our Media Outlet and freelance journalists. By adhering to these guidelines, we aim to promote professionalism, transparency, and accountability in our engagements with freelance contributors.
1. Scope of Work: Clearly defining the scope of the assignment or project, including deliverables, deadlines, and any specific requirements.
2. Compensation: Outlining the agreed-upon compensation for the freelance journalist's services, including payment terms, rates, and any additional expenses or reimbursements.
3. Intellectual Property Rights: Specifying the ownership and usage rights of the content produced by the freelance journalist, ensuring clarity on who retains the rights to the work.
4. Confidentiality: Establishing confidentiality provisions to protect sensitive information shared during the course of the assignment or project.
5. Revisions and Amendments: Clarifying procedures for revisions, amendments, or changes to the scope of work, including any associated fees or timelines.
6. Payment Terms: Detailing payment terms, including invoicing procedures, payment schedules.
7. Termination Clause: Including provisions for termination of the contract, outlining the conditions under which either party may terminate the agreement and any associated consequences.
8. Dispute Resolution: Identifying mechanisms for resolving disputes that may arise during the course of the engagement, such as mediation, arbitration, or legal recourse.
These guidelines are intended to protect the interests of both parties and ensure a mutually beneficial working relationship between our Media Outlet and freelance journalists. By adhering to these guidelines, we aim to promote professionalism, transparency, and accountability in our engagements with freelance contributors.
16.3. Staff Welfare
Responsibility for the welfare of staff and those contracted on a freelance basis should be an important part of a Media Outlet’s role. Organisational Editorial Guidelines should be protective against any form of discrimination and supportive of equality of opportunity. It should ensure safety at work and in the working environment (including remote and online) and have guidelines, which support staff who have been exposed to material of a sensitive or upsetting nature or have suffered physical or psychological harm in the course of their work.
Does your Media Outlet's rules and procedures protect against discrimination in the workplace?
YesIf you want to publish additional information, please provide it here.
our Media Outlet's rules and procedures are designed to protect against discrimination in the workplace. We are committed to fostering a work environment that promotes equality, diversity, and inclusion, and our organizational Editorial Guidelines reflect this commitment. These guidelines explicitly prohibit any form of discrimination, harassment, or unfair treatment based on factors such as race, ethnicity, gender, sexual orientation, religion, disability, or any other protected characteristic.
Furthermore, our Media Outlet is dedicated to providing equal opportunities for all employees and freelance contractors, ensuring that recruitment, hiring, promotion, and other employment practices are fair and transparent. We actively promote diversity and strive to create an inclusive workplace where everyone feels valued, respected, and supported.
In addition to protecting against discrimination, our rules and procedures also prioritize safety in the workplace, including remote and online environments. We have guidelines and protocols in place to ensure the physical and psychological well-being of our staff, particularly those who may be exposed to sensitive or upsetting material in the course of their work. This includes providing access to support services, counselling resources, and appropriate training to help employees cope with challenging situations.
Furthermore, our Media Outlet is dedicated to providing equal opportunities for all employees and freelance contractors, ensuring that recruitment, hiring, promotion, and other employment practices are fair and transparent. We actively promote diversity and strive to create an inclusive workplace where everyone feels valued, respected, and supported.
In addition to protecting against discrimination, our rules and procedures also prioritize safety in the workplace, including remote and online environments. We have guidelines and protocols in place to ensure the physical and psychological well-being of our staff, particularly those who may be exposed to sensitive or upsetting material in the course of their work. This includes providing access to support services, counselling resources, and appropriate training to help employees cope with challenging situations.
Does your Media Outlet's rules and procedures support equality of opportunity?
YesIf you want to publish additional information, please provide it here.
our Media Outlet's rules and procedures strongly support equality of opportunity. We are dedicated to providing a fair and inclusive work environment where all individuals, regardless of background or characteristics, have equal access to opportunities for employment, advancement, and professional development.
Our organizational policies and Editorial Guidelines emphasize the importance of promoting diversity and fostering an inclusive culture where everyone's contributions are valued and respected. We actively seek to eliminate barriers to entry and advancement within our organization, ensuring that recruitment, hiring, promotion, and other employment practices are based on merit, skills, and qualifications.
Additionally, we provide equal access to training, resources, and career advancement opportunities for all employees and freelance contractors. We strive to create a supportive and empowering environment where individuals can reach their full potential and contribute to the success of our Media Outlet.
Our organizational policies and Editorial Guidelines emphasize the importance of promoting diversity and fostering an inclusive culture where everyone's contributions are valued and respected. We actively seek to eliminate barriers to entry and advancement within our organization, ensuring that recruitment, hiring, promotion, and other employment practices are based on merit, skills, and qualifications.
Additionally, we provide equal access to training, resources, and career advancement opportunities for all employees and freelance contractors. We strive to create a supportive and empowering environment where individuals can reach their full potential and contribute to the success of our Media Outlet.
Does your Media Outlet have a safety at work policy, which includes specific protection for journalists working in hostile environments?
YesIf you want to publish additional information, please provide it here.
our Media Outlet has a comprehensive safety at work policy that includes specific protections for journalists working in hostile environments. We recognize the unique challenges and risks faced by journalists covering conflict zones, areas of civil unrest, or other hostile environments, and we are committed to ensuring their safety and well-being. We provide journalists with comprehensive training and preparation for working in hostile environments.
Does your Media Outlet have guidelines to support editorial staff who have been exposed to material of a sensitive or upsetting nature?
YesIf you want to publish additional information, please provide it here.
our Media Outlet has guidelines in place to support editorial staff who have been exposed to material of a sensitive or upsetting nature. We recognize that journalists may encounter distressing content while covering certain stories or events, and it is important to provide them with the necessary support and resources to cope with these experiences.
Our guidelines for supporting editorial staff exposed to sensitive or upsetting material may include the following:
1. Training and Preparation: We provide comprehensive training and preparation to our editorial staff to help them recognize and cope with the potential emotional challenges of covering sensitive topics. This training may include strategies for self-care, stress management techniques, and guidance on seeking support when needed.
2. Peer Support Networks: We encourage the formation of peer support networks among our editorial staff, where colleagues can share their experiences, offer mutual support, and provide a listening ear to those who may be struggling with the emotional toll of their work.
3. Debriefing Sessions: We conduct debriefing sessions following particularly challenging assignments or events to allow editorial staff to reflect on their experiences, discuss any concerns or emotions they may be experiencing, and receive guidance and support from their peers and supervisors.
4. Flexible Work Arrangements: We offer flexible work arrangements, such as flexible hours or remote work options, to accommodate the needs of editorial staff who may require additional time or space to process their experiences and emotions.
Our guidelines for supporting editorial staff exposed to sensitive or upsetting material may include the following:
1. Training and Preparation: We provide comprehensive training and preparation to our editorial staff to help them recognize and cope with the potential emotional challenges of covering sensitive topics. This training may include strategies for self-care, stress management techniques, and guidance on seeking support when needed.
2. Peer Support Networks: We encourage the formation of peer support networks among our editorial staff, where colleagues can share their experiences, offer mutual support, and provide a listening ear to those who may be struggling with the emotional toll of their work.
3. Debriefing Sessions: We conduct debriefing sessions following particularly challenging assignments or events to allow editorial staff to reflect on their experiences, discuss any concerns or emotions they may be experiencing, and receive guidance and support from their peers and supervisors.
4. Flexible Work Arrangements: We offer flexible work arrangements, such as flexible hours or remote work options, to accommodate the needs of editorial staff who may require additional time or space to process their experiences and emotions.
Does your Media Outlet have guidelines to support editorial staff who suffered physical or psychological harm in the course of their work?
YesIf you want to publish additional information, please provide it here.
Telugupost has comprehensive guidelines and support systems in place to assist editorial staff who have suffered physical or psychological harm in the course of their work. Here are the guidelines:
1. Access to Mental Health Support: We provide access to counseling services or mental health professionals to assist staff members who are experiencing psychological distress due to their work. This includes confidential therapy sessions, hotlines, or employee assistance programs.
2. Medical Support and Insurance Coverage: Employees may have access to medical support for physical injuries sustained on the job, as well as comprehensive health insurance coverage to assist with medical expenses related to treatment and recovery.
3. Time Off and Flexible Work Arrangement: We offer flexible leave policies or time off for employees who need to recover from physical injuries or address psychological issues. This could include paid sick leave, disability leave, or flexible work arrangements upon returning to work.
4. Risk Assessment and Prevention: We also conduct risk assessments to identify potential hazards and implement measures to prevent physical harm to the staff. This could involve providing safety training, equipment, and protocols for journalists working in dangerous environments.
5. Peer Support Networt: We are trying to establish peer support networks to provide a valuable source of support and solidarity for staff members who have experienced harm. This allows employees to connect with others who may have similar experiences and share coping strategies.
6. Trauma-Informed Management and Leadership: We intend to train our leadership staff to be sensitive to the needs of employees who have experienced trauma and to provide appropriate support and accommodations in the workplace.
7.Confidentiality and Privacy: We respect the confidentiality and privacy of our employees of employees who have experienced harm, particularly when it comes to sensitive medical or psychological information.
1. Access to Mental Health Support: We provide access to counseling services or mental health professionals to assist staff members who are experiencing psychological distress due to their work. This includes confidential therapy sessions, hotlines, or employee assistance programs.
2. Medical Support and Insurance Coverage: Employees may have access to medical support for physical injuries sustained on the job, as well as comprehensive health insurance coverage to assist with medical expenses related to treatment and recovery.
3. Time Off and Flexible Work Arrangement: We offer flexible leave policies or time off for employees who need to recover from physical injuries or address psychological issues. This could include paid sick leave, disability leave, or flexible work arrangements upon returning to work.
4. Risk Assessment and Prevention: We also conduct risk assessments to identify potential hazards and implement measures to prevent physical harm to the staff. This could involve providing safety training, equipment, and protocols for journalists working in dangerous environments.
5. Peer Support Networt: We are trying to establish peer support networks to provide a valuable source of support and solidarity for staff members who have experienced harm. This allows employees to connect with others who may have similar experiences and share coping strategies.
6. Trauma-Informed Management and Leadership: We intend to train our leadership staff to be sensitive to the needs of employees who have experienced trauma and to provide appropriate support and accommodations in the workplace.
7.Confidentiality and Privacy: We respect the confidentiality and privacy of our employees of employees who have experienced harm, particularly when it comes to sensitive medical or psychological information.