Employee use of social media.pdf

BOCA RATON POLICE SERVICES DEPARTMENT Departmental Standards Directive 26.110 EMPLOYEE USE OF SOCIAL MEDIA Revised: new I. PURPOSE: The explosive growth of social media sites on the World Wide Web has resulted in rapid and frequent exchange of personal information among users. While the benefits...

BOCA RATON POLICE SERVICES DEPARTMENT Departmental Standards Directive 26.110 EMPLOYEE USE OF SOCIAL MEDIA Revised: new I. PURPOSE: The explosive growth of social media sites on the World Wide Web has resulted in rapid and frequent exchange of personal information among users. While the benefits of this technology are many, employees should be aware of and understand the potential for damage to their own reputation and the public's perception of the Police Department. Consequently, a directive adopting a standard of conduct for employees participating in social media communication and activity is necessary to ensure that online activity by employees does not serve to erode the public trust in the Department. II. POLICY: Whether or not an employee chooses to create or participate in a blog, online social network or any other form of online publishing or discussion is a personal choice. The Department respects the rights of all employees to use blogs and other social media tools as a form of self expression. However, activities that adversely affect job performance, the performance of other employees, or Department operations are unacceptable. Employees must be thoughtful about how they are perceived online as the boundary between personal and professional is often not clear and content of a personal nature can be subscribed to the Department as a whole. Consequently, employees must ensure that online content associated with them is consistent with standards of conduct as outlined in Department Standards Directive 26.100 Conduct of Personnel and the provisions promulgated herein. III. DEFINITIONS: Blog: A self-published diary or commentary on a particular topic that may allow visitors to post responses, reactions, or comments. The term is short for “Web log.” Page: The specific portion of a social media website where content is displayed, and managed by an individual or individuals with administrator rights. Post: Content an individual shares on a social media site or the act of publishing content on a site. Profile: Information that a user provides about himself or herself on a social networking site. Social Media: A category of Internet-based resources that integrate user-generated content and user participation. This includes, but is not limited to, social networking sites (Facebook, MySpace), microblogging sites (Twitter, Nixle), photo- and videos sharing sites (Flickr, YouTube), wikis (Wikipedia), blogs, and news sites (Digg, Reddit). Effective: December 23, 2013 Revised: Employee Use of Social Media Directive No. 26.110 Page 1 of 3 Social Networks: Online platforms where users can create profiles, share information, and socialize with others using a range of technologies. Speech: Expression or communication of thoughts or opinions in spoken words, in writing, by expressive conduct, symbolism, photographs, videotape, or related forms of communication. IV. PROCEDURE: A. GUIDELINES: 1. Department personnel may not divulge information gained by reason of their employment or authority. Additionally, personnel shall not make any statements or endorsements or publish materials that could reasonably be considered to represent the views or positions of the Department without express authorization of the chief of police or designated supervisor. 32.05 2. Display of Department logos, uniforms, or similar identifying items on personal web pages is prohibited, unless authorized by the chief of police or designated supervisor. Law enforcement officers who are, or who may reasonably be expected to work in undercover operations, shall not post any form of visual or personal identification. 32.05 3. Employees will not make statements about the guilt or innocence of any suspect or arrestee, or comments concerning pending prosecutions, nor post, transmit, or otherwise disseminate confidential information, including photographs or videos, related to Department training, activities, or work-related assignments without the express written permission from the chief of police or designated supervisor. 32.05 4. Employees shall not post images of crime scenes, witness statements, or other non-public information gained as a result of their position. 32.05 5. 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. 6. Employees will not discuss nor reference any open or active criminal investigation or internal investigation. 32.05 7. Employees may not participate in social media while on work time, except as may be required for the performance of their Department duties. Any personal use of Department computer or communications equipment such as workstations, phones, laptops, or network infrastructure, to participate in social media must be minimal, occasional, limited to non-work times and may not be at the expense of an employee’s job performance or interfere in any way with Department operations. Employees will not use their City e-mail address to register on any social media website for personal use. 32.05 Effective: December 23, 2013 Revised: Employee Use of Social Media Directive No. 26.110 Page 2 of 3 B. ADVISORIES: 1. Employees should be aware of the effect online postings may have on their reputations, as well as the Department's image. Consequently, employees are advised that the Department may observe content and information made available by employees through social media. 2. Employees are personally responsible for the content they publish online, whether in a blog, social computing site, or any other form of user-generated media. Employees should be mindful that what they publish will be public for a long time and should take steps to protect their privacy and that of their family. Always take time to read and understand a site's terms of service and avoid hate-group websites and blogs. 3. Employees should get appropriate permission to use a third party's copyrights, copyrighted material, trademarks, service marks or other intellectual property. 4. Off-duty online activity that violates any State statute, Federal statute, or Department policies and procedures may subject an employee to disciplinary action, up to and including termination. Approved: Daniel C. Alexander Chief of Police Effective: December 23, 2013 Revised: Date: Employee Use of Social Media Directive No. 26.110 Page 3 of 3