Sec. 16-80. Social media.
(a) At the Town of St. John, we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and coworkers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media. This policy applies to all full-time, part-time and seasonal employees, all elected officials including members of the Town Council, Clerk-Treasurer, anyone who volunteers on behalf of the Town of St. John and all appointed board or commission members.
(b) Carefully read these guidelines as well as the employee behavior/conduct and discrimination/harassment section of the personnel policy and procedure manual, and ensure your postings are consistent with these policies. Inappropriate postings that may include discriminatory of defamatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.
(c) The following principles apply to professional use of social media on behalf of the Town of St. John as well as personal use of social media when referencing the Town of St. John.
(1) Employees need to know and adhere to the Town of St. John's code of conduct, employee handbook, and other municipal policies when using social media in reference to Town of St. John.
(2) Employees should be aware of the effect their actions may have on their images, as well as St. John's image. The information that employees post or publish may be public information indefinitely.
(3) Employees should be aware that the Town of St. John may observe content and information made available by employees through social media. Employees should use their best judgment in posting material that is neither inappropriate nor harmful to the Town of St. John, its employees, or citizens.
(4) Although not an exclusive list, some specific examples of prohibited social media conduct include posting commentary, content, or images that are defamatory, pornographic, proprietary, harassing, libelous, or that can create a hostile work environment.
(5) Employees are not to publish, post or release any information that is considered confidential or not public. If there are questions about what is considered confidential, employees should check with the Town Manager and/or your supervisor.
(6) Social media networks, blogs and other types of online content sometimes generate press and media attention or legal questions. Employees should refer these inquiries to the Town Manager.
(7) If employees encounter a situation while using social media that threatens to become antagonistic, employees should disengage from the dialogue in a polite manner and seek the advice of a supervisor.
(8) Employees should get appropriate permission before referring to or posting images of current or former employees, members, vendors or suppliers. Additionally, employees should get appropriate permission to use a third party's copyrights, copyrighted material, trademarks, service marks or other intellectual property.
(9) Social media use should not interfere with employee's responsibilities at the Town of St. John. The Town's computer systems are to be used for business purposes only. When using St. John's computer systems, use of social media for business purposes is allowed (ex: Facebook, Twitter, Town of St. John blogs and LinkedIn), but personal use of social media networks or personal blogging of online content is discouraged and could result in disciplinary action.
(10) Subject to applicable law, after-hours online activity that violates St. John's code of conduct or any other Town policy may subject an employee to disciplinary action or termination.
(11) If employees publish content after hours that involves work or subjects associated with the Town of St. John, a disclaimer should be used, such as this: "The postings on this site are my own and may not represent the Town of St. John's positions, strategies or opinions."
(12) Employees must keep the Town of St. John-related social media accounts separate from personal accounts.
(d) Always be fair and courteous to fellow associates, customers, members, suppliers or people who work on behalf of the Town of St. John. Also, keep in mind that you are more likely to resolve work-related complaints by speaking directly with your coworkers or by working with your supervisor than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating or disparaging. Examples of such conduct might 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 company policy. The aforementioned examples could constitute harassment or bullying which will have a negative effect on your employment with the Town of St. John.
(e) Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow colleagues or otherwise adversely affects residents, business owners, vendors or anyone who works or volunteers on behalf of the Town of St. John's legitimate business interests may result in disciplinary action up to and including termination.