[Ord. No. 545, 3-16-2023]
There is hereby established a "use of social media" policy that will continue to provide that the City of Cole Camp is a safe and effective workplace. This policy shall apply to all City of Cole Camp employees, volunteers, elected officials and others who use City-provided resources, regardless of the user's location when accessing the social media network, who shall for purposes of this policy be referred to as "employee."
[Ord. No. 545, 3-16-2023]
A. 
This policy will give administrative personnel guidelines that may apply when using information obtained from a social network site. An employee's use of social network sites becomes a problem when, in the sole discretion of the City, it interferes with the employee's work, is used to harass or discriminate against co-workers, creates a hostile work environment, divulges confidential information, or harms the goodwill, image and/or reputation of the City.
B. 
The City does not discourage employee's use of social media within the established guidelines on non-business personal time. However, the guidelines provided below should be adhered to whether during business or non-business time. If an employee is uncertain about the appropriateness of a social media posting they should check with their supervisor or department head. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow employees or otherwise adversely affects customers, suppliers, people who work on behalf of the City of Cole Camp or legitimate business interests may result in disciplinary action up to and including termination.
[Ord. No. 545, 3-16-2023]
A. 
Do not post any comment or picture involving an employee, councilmember, patron, citizen, or volunteer of the City "on the job" or at City-sponsored functions without the City's expressed written consent and the expressed written consent of the individual the post may be about.
B. 
Employees whose affiliation with the City is evident, should mention that the remarks made on the web only reflect his or her own views and not necessarily the views of the City or other employees. However, based on the needs of the City, an employee may be counseled to refrain from commenting on work-related matters, even if they mention that their views are their own.
C. 
Employees should remember that their conduct may reflect upon the City and they are encouraged to exercise good judgment in their web communications and consider the risks involved with any potential posts.
D. 
Employees are cautioned that they may be subject to discipline, up to and including discharge, for making defamatory, obscene, libelous, or offensive statements pertaining to the City or its employees.
E. 
Employees should not provide any confidential, proprietary, or private information about the City or its employees.
F. 
All City policies that regulate off-duty conduct apply to social network activity including, but not limited to, policies related to illegal harassment, code of conduct, nondiscrimination, etc.
G. 
Employees may not use images or likeness of City department patches, uniforms, vehicles, logo, buildings or photographs of operations or personnel without permission.
H. 
Employees may not disclose information that was obtained as a result of their employment with the City.
I. 
Employees may not post any work-related comments/material while on duty or from a City-owned machine, unless expressly approved by their department head.
J. 
Employees may not use City of Cole Camp email addresses to register on any social network sites, blogs, or other online tools utilized for personal use.
K. 
Employees should not speak to the media on behalf of the City of Cole Camp. All media inquiries should be directed to the City Clerk, City Superintendent, and/or Mayor.
L. 
IMPORTANT: Employees authorized to respond on behalf of the City to social media sites constitutes a form of communication subject to the provisions of the Sunshine Law.