City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

Social Media & Public Speech Number: H-8 Revision: 0 Effective Date: 11-01-2023 1.0 POLICY T he City understands the importance of earning and maintaining public trust and confidence in the community. Employees’ communications play a role in how the City is viewed by residents and the community we serve. The City of Greensboro expects employees to act professionally and respectfully in all communications and forms of public speech whether on or off duty to include their personal use of social media. The City respects the right of City employees to express themselves as private residents on personal websites, blogs, livestreams and other forms of social (electronic) media sites. City employees should be aware, however, that such speech may not be protected by the First Amendment. City employees should also be aware that what they say publicly and online can live on indefinitely and may impact and affect their employment. This policy provides guidance and expectations regarding employees’ personal use of social (electronic) media and public speech. 2.0 PURPOSE T his policy exists to inform employees that their personal use of social (electronic) media and/or public speech could impact their employment with the City depending on what they say and share. The City values and supports an inclusive and diverse workforce that mirrors the community we serve. Any employee communication, no matter the venue used or whether on or off duty, that disparages or harasses groups of people based on a protected class, and/or creates dissension or disruption among employees and workgroups can result in disciplinary action up to and including dismissal from employment. The City’s protected classes include age, color, ethnicity, familial status, gender or sex, gender expression, gender identity, genetic information, hair texture and hairstyle commonly associated with race or national origin, marital status, mental or physical disability, military status, national origin, political affiliation, race, religion or sexual orientation. 3.0 SCOPE This Policy is applicable to all City employees, whether in a benefited full or part-time or roster position. The Fire Department has its own Social Media Directive (03.22), and the Police Department has its own Social Media Directive (16.8) for those employees who work in those departments provided that departmental directives do not conflict with this Policy. Generally, those Directives will guide those departments and this policy will guide other City departments on employees’ personal use of social media and public speech. There may be exceptions and usually the most restrictive directive or policy will be enforced in the Public Safety Departments. Employees who have work responsibilities and duties involving communications and social media on behalf of the City are governed by other City and Departmental specific policies, procedures and processes. Additionally, IT’s Social Media and Acceptable Use Policies, and IT’s Cyber Security & Compliance

Table of Contents A B C D E F H I J K L List of Appendices G

H - Employee Success Partnership

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