(A) Village-provided e-mail, Internet access, and cell phones are to be used solely for business purposes. These benefits are provided to employees solely for the benefit of the village.
(B) Each employee is responsible for the content of all text, audio, or images that they place or send over the Internet or via e-mail or cell phone. Fraudulent, harassing, or obscene communications are prohibited. To ensure that all employees are responsible, productive Internet, e-mail, and cell phone users, and are protecting the village's public image, the village retains the right to investigate employees' use of the Internet, e-mail, and cell phones.
(C) All messages created, sent, or received on village computers or through village addresses or accounts are the property of the village and should not be considered private. The village reserves the right to access, copy, disclose, delete, and monitor all messages and files on the computer system as deemed necessary in the municipality's sole discretion, without any employee's consent.
(D) To prevent computer viruses from being transmitted through the system, and to reduce the risk of copyright infringement, there will be no unauthorized downloading of any software, database files, document, articles, graphics, and the like. All downloads will be done through the director of the department only.
(E) Neither the Internet, the e-mail system, or village-issued cell phones may be used to solicit for commercial ventures, religious or political causes, outside organizations, or other non-job-related solicitations. Consistent with the village's non-discrimination and non-harassment policies, the village will not tolerate inappropriate uses of e-mail or other electronic systems. Thus, all communications should avoid inappropriate topics or language that may be perceived as threatening, slanderous, or harassing, such as racial/ethnic slurs, sexual innuendoes, gender-specific comments, or comments that offensively address someone's age, sexual orientation, religious beliefs, national origin, or disability.
(F) Any questions concerning these restrictions should be directed to the Municipal Manager. Violations of any of these guidelines may result in disciplinary action up to and including termination.
(Ord. 2005-13, passed 12-20-05; Am. Ord. 2019-06, passed 12-17-19)