(A) Internet access to global electronic information resources on the world wide web is provided by the town to assist employees in obtaining work-related data and technology. The following guidelines have been established to help ensure responsible and productive internet usage. While internet usage is intended for job-related activities, incidental and occasional brief personal use is permitted within reasonable limits.
(B) All internet data that is composed, transmitted, or received via the town-owned computer communications systems is considered to be part of the official records of the town and, as such, is subject to disclosure to law enforcement or other third parties. Consequently, employees should always ensure that the business information contained in internet email messages and other transmissions is accurate, appropriate, ethical, and lawful.
(C) The equipment, services, and technology provided to access the internet remain at all times the property of the town. As such, the town reserves the right to monitor internet traffic, and retrieve and read any data composed, sent, or received through online connections and stored in the town-owned computer systems.
(D) Data that is composed, transmitted, accessed, or received via the internet must not contain content that could be considered discriminatory, offensive, obscene, threatening, harassing, intimidating, or disruptive to any employee or other person. Examples of unacceptable content may include, but are not limited to, sexual comments or images, racial slurs, gender-specific comments, or any other comments or images that could reasonably offend someone on the basis of race, color, religion, sex (pregnancy, gender identity, and sexual orientation, national origin, age (40 and over), disability, genetic information as referenced in the Genetic Information Nondiscrimination act (GINA), military service veteran status or any other characteristic protected by federal, state and local laws.
(E) The unauthorized use, installation, copying, or distribution of copyrighted, trademarked, or patented material on the internet is expressly prohibited. As a general rule, if an employee did not create material, does not own the rights to it, or has not obtained authorization for its use, it should not be put on the internet. Employees are also responsible for ensuring that the person sending any material over the internet has the appropriate distribution rights.
(F) Internet users should take the necessary anti-virus precautions before downloading or copying any file from the internet. All downloaded files are to be checked for viruses; all compressed files are to be checked before and after decompression. Employees may not bypass or attempt to bypass measures in place to protect information resources from security threats and inappropriate use. Employees may not disable software on computing devices designed to protect information resources. Employees may not use any remote-control software or service on any internal or external host or systems not specifically approved by agency management, the Information Technology Officer, and the Town Manager.
(G) Abuse of the internet access provided by the town in violation of law or the town policies may result in disciplinary action, up to and including termination of employment. Employees may also be held personally liable for any violations of this policy. The following behaviors are examples of previously stated or additional actions and activities that are prohibited and may result in disciplinary action, up to and including termination of employment:
(1) Stealing, using, or disclosing someone else’s code or password without authorization.
(2) Disclosing information acquired in the course of one’s work.
(3) Violating copyright laws.
(4) Failing to observe licensing agreements.
(5) Engaging in unauthorized transactions that may incur a cost to the town or initiate unwanted internet services and transmissions.
(6) Jeopardizing the security of the town’s electronic communications systems.
(H) While this policy is comprehensive, it is not all-inclusive. Employees who are in violation of any portion of this policy may be subject to disciplinary action, up to and including termination of employment. Nothing in this policy shall be interpreted to prohibit or otherwise restrict concerted activities by employees that are protected by law.
(Ord. 2020-26, passed 1-12-21)