Social media can take many different forms, including internet forums, blogs and micro-blogs, online profiles, wikis, podcasts, pictures and video, instant messaging, music-sharing, and voice over IP to name just a few. Examples of social media applications include, but are not limited to, LinkedIn, Twitter, Facebook, Instagram, Snapchat YouTube, Wikipedia, etc.
(A) Guidelines.
(1) As a public employee some acts can adversely affect work or work relationships. Ultimately employees are solely responsible for what they post online, on or off duty. Certain types of content or conduct may reflect poorly upon an employee's character and judgement and therefore influence his/her standing as an employee. Before creating online content, consider some of the risks and rewards that are involved. Employees should keep in mind that any of their conduct that adversely affects their job performance, the performance of fellow employees, or otherwise adversely affects the public, and people who work on behalf of the Town of Monon, or the Town of Monon, may result in disciplinary action up to and including termination.
(2) (2) Discussion, debate and sharing one's opinion occur in many forms and forums including online conversations. Social media is defined as media designed to be disseminated through social interaction, created using highly accessible and scalable publishing techniques.
(3) Given the growing popularity of online media, the Town of Monon has developed a series of guidelines to assist its employees when engaging in such forums and discussions. The guidelines are intended to assist employees both when participating personally as well as when acting on behalf of the town.
(B) Know and follow town policies and work rules. Employees should carefully read the policies in this personnel policies handbook. Employees shall ensure that their postings are consistent with these policies, inappropriate postings including, but not limited to discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject employee to disciplinary action, up to, and including termination.
(C) Be respectful.
(1) Always be fair and courteous to fellow employees, town vendors, and the public on behalf of the Town of Monon. Also, employees should keep in mind that they are more likely to resolve work-related complaints by speaking directly with co-workers or the public rather than posting complaints to a social media outlet.
(2) However, if an employee does post complaints or criticism, they should avoid using statements, photographs, video, or audio that reasonably could be viewed as malicious, obscene, and threatening or intimidating, that disparage co-workers, town vendors, or the public, or that might constitute harassment or bullying. A few examples of such conduct include offensive posts meant to intentionally harm someone's reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion or any other status protected by law or town policy.
(D) Be honest and accurate. Make sure you are honest and accurate when posting information and news, and if you make a mistake, correct it quickly. Be open about any previous posts you have altered. Remember that the internet archives almost everything; therefore, even deleted postings can be searched. Never post any information or rumors that you know to be false about the Town of Monon, fellow co-workers, Town vendors, or the public.
(E) Restrictions.
(1) Employees should not post confidential or propriety information about the town, co-workers, town vendors, or the public. They should never violate federal law such as HIPAA (Health Insurance Portability and Accountability Act). Employees who share confidential information are subject to disciplinary action, up to, and including termination.
(2) Employees should not use the town's name to promote a product, cause, or political party or candidate.
(3) Employees should not state or imply that they speak for the town or for town officials. Be aware of their association with the town when using social networks. Remember that they are a public employee and expected to maintain a high standard of personal conduct.
(4) If they publish to a blog or some other form of social media, make it clear that whatever they say is their view or opinion by stating: "these are my personal views and opinions and not necessarily the views and opinions of your employer."
(5) Photographs posted on social media sites can easily be appropriated by others. Employees should use caution when posting pictures of town events, town employees, or citizens visiting town offices. Be respectful of others' privacy.
(6) Employees should not post obscenities, slurs, or personal attacks that could slander or libel them or the county which could result in civil or criminal penalties.
(7) Do not infringe on copyrights, logos, or trademarks.
(F) Respect time and property. The town's computers and time on the job are reserved for work-related business. Employees may use personal cellular/mobile phones during break periods, including meal breaks in locations that do not pose a disruption to others. Employees may not use town time to engage on social media for personal use.
(G) Think twice before posting. Privacy does not exist in the world of social media. Employees should consider what could happen if a post becomes widely known. Search engines can turn up posts years after they are created, and comments can be forwarded or copied. Exercise sound judgment and common sense, and if there is any doubt, DO NOT POST IT. There should be no expectation of privacy.
(H) Know that the internet is permanent. Once information is published online, it is essentially part of a permanent record, even if that information is removed/deleted later, or an attempt is made to make it anonymous. If a complete thought, along with its context, cannot be squeezed into a character restricted space (such as Twitter), provide a link to an online space where the message can be expressed completely and accurately.
(Ord. 2022-13, passed 12-21-2022)