Article 50 Social Media Policy

ARTICLE 50 SOCIAL MEDIA

PURPOSE

The City of Coral Springs understands that advances in technology and changes in culture are factors that influence the organization in both positive and negative manners. Social media, in general, is one of these external influences and the City of Coral Springs has a duty to protect the reputation and integrity of the organization and its members, as well as to guard against liability and potential legal risk.

SCOPE

This policy applies to all City employees who engage in social networking.

POLICY

In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including web log or blog, personal website, social networking, web bulletin board or a chat room, as well as any other form of electronic communication.

The same principles and guidelines found in the City’s policies apply to employee activities online. Ultimately, employees are solely responsible for what they post online. Before creating online content, employees need to consider some of the risks and rewards that are involved. Conduct that adversely affects the employee’s job performance, the performance of employee’s coworkers, or otherwise adversely affects customers may result in disciplinary action.

GUIDELINES

1. Know and Follow the Rules

Employees are responsible for reading and following this policy, as well as the Ethics Affirmation, Discipline Policy, and Anti-Harassment Policy to ensure their postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, obscene and pornographic material, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may be subject to disciplinary action up to and including termination.

2. Be Respectful

Employees shall always be fair and courteous to coworkers, customers, suppliers, or people who work on behalf of the City. Employees shall keep in mind that they are more likely to resolve work-related complaints by speaking directly with coworkers or by utilizing the City’s Open-Door Policy than by posting complaints

to a social media outlet. Nevertheless, if employees decide to post complaints or criticism, they should avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparages coworkers, customers, suppliers, or people working on behalf of the City, or that might constitute harassment or bullying. 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 City policy.

3. Post Only Appropriate and Respectful Content

Employees shall never represent themselves as a spokesperson for the City. If the City is a subject of the content being created, the employee shall be clear and open about the fact that they are an employee and that their views do not represent those of the City, their coworkers, customers, suppliers, or people working on behalf of the City. If the employee publishes a blog or post online related to the work they do, or subjects associated with the City, it must be made clear that the employee is not speaking on behalf of the City. It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of the City of Coral Springs.”

Employees shall not wear clothing/uniforms bearing City logos/insignia in posted photographs unless they have permission from their Department Director (excludes external events when representing in official capacity). Employees must have permission from the City’s Communications and Marketing Department to use a City logo or branding in their postings.

It is understood that only the following employees can post on behalf of the City: Public Information Officers (or designated alternates) or designee approved by the Director of Human Resources or the Director of Marketing and Communications. Any member who does not wish to have their photo posted on social media should inform in writing the Human Resources Administrator in the Police Department.

The Office of Professional Standards shall monitor and investigate violations of this Article.