Social Media Activities. Section 1. The secure use of social media can enhance communication, collaboration, and information exchange; streamline processes; and xxxxxx productivity. This policy is not meant to address one particular form of social media; rather social media in general, as advances in technology will occur and new tools will emerge.
Section 2. Social media provides a new and potentially valuable means of assisting the City and its employees in meeting community outreach. The personal use of social media can have bearing on employees in their official capacity.
Section 3. Official On-the-Job Use - Where possible, each social media page shall include an introductory statement that clearly specifies the purpose and scope of the City’s presence on the website. Where possible, the page(s) should link to the City’s official website. All City social media sites or pages shall be approved by the City Manager or his/her designee in coordination with Information Technology to ensure consistency of City brand and messaging.
a. Where possible, social media pages shall clearly indicate they are maintained by the specific department and shall have department contact information prominently displayed.
b. Social media content shall adhere to applicable laws, regulations, and policies, including all information technology and records management policies (located in the IT Policy Library located at \\con-isilon\city\Public IT Policy Library).
c. Employees shall conduct themselves at all times as representatives of the City and accordingly, shall adhere to all City standards of conduct and observe conventionally accepted protocols and proper decorum.
d. Employees shall identify themselves as a member of the City.
e. Employees shall not make statements or comments, nor post, transmit, or otherwise disseminate confidential information, including photographs or videos, related to department activities, or work-related assignments without express permission from their Department Director.
f. Employees shall not conduct political activities or private business.
g. Use of personally owned devices to administer the City’s social media activities or in the course of official duties is prohibited without express written permission.
h. Employees shall observe and abide by all copyright, trademark, and service mark restrictions in posting materials to electronic media.
Section 4. Barring state law, employees shall abide by the following when using social media on their personal time.
a. Employe...
Social Media Activities. For purposes of the restrictions set forth in Sections 1.01, 1.02, and 1.03 prohibited conduct shall include direct or indirect oral, written, and/or electronic communications, including, without limitation, social media communications, by the Restricted Person and the Restricted Person’s Affiliates that violate such restrictions. As used herein, social media includes all means of communicating or posting information or content of any sort on the Internet, including a Person’s own or someone else’s web log, blog, journal, diary, personal web site, social networking or affinity web site, web bulletin board, or chat room. By way of example only, neither the Restricted Person nor any of its Affiliates shall initiate social media communications from the Restricted Person’s or such Affiliate’s business or personal social media accounts (including, without limitation, status updates, posts, direct/personal messages or tweets on Twitter, LinkedIn, Google+, Facebook, or other social media) (collectively, “Posts”) that violate the restrictions in Sections 1.01, 1.02 and 1.03.
Social Media Activities. (a) Employees shall not be required to use their personal social media accounts to conduct the Employer’s business or operations.
(b) No employee, supervisor or manager shall be requested or required to disclose a password, personal account name, and/or username to a personal social media site, personal email account, or other password-protected personal communications accounts, except where needed for workplace-related investigations (e.g., into alleged harassment; discrimination; or other violations of this Agreement).
(c) No employee, supervisor or manager shall be required to disclose or show to the Employer or Guild the contents of their own or another employee’s personal social media accounts, except as required in workplace-related investigations (e.g., into alleged harassment; discrimination; or other violations of this Agreement).
(d) Except as provided above, the Employer will not search an employee’s non-public social media accounts. However, this provision is not intended to cover publicly accessible information or to preclude the search of any data on any Employer-owned equipment.
Social Media Activities a. Employees shall not be required to use their personal social media accounts to conduct the Employer’s business or operations.
b. No employee shall be requested or required to disclose a password to a personal social media site, personal email account, or other password-protected personal communications system. No employee shall be required to disclose or show to the Employer the contents of another employee’s personal social media accounts.
