The purpose of this section is to define expectations for WRPS employees who participate in social media (e.g. blogs, Facebook, Twitter, YouTube, etc.), whether the employee identifies himself/herself as an employee or not. The District would like to ensure that messages are consistent with the image, brand, reputation, values and mission of the District and the District is reflected in a favorable light.
The expectations are to be followed by WRPS employees who discuss the District in blogs and other websites, including social media sites. The expectations apply when employees are creating content about the District on their own sites or commenting on other sites. The expectations also apply to WRPS employees who participate in blogs or social media that contain content unrelated to the District. Nothing herein is intended to, or shall be construed to, limit or restrict lawful employee communications concerning the terms and conditions of employment.
If an employee communicates on the Internet about the District or WRPS school-related matters, the employee:
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Is subject to all applicable WRPS policies. For example, staff must not share confidential or proprietary information about the District, its students, employees, or business contacts. Employees who do not comply with this expectation may be subject to disciplinary action up to and including termination.
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Should disclose the employee’s connection and role with the District, making it clear that the employee is only speaking on behalf of the employee, and not on behalf of the District.
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Will use good judgment that reflects both the employee and the District in a positive, favorable light, and strive for accuracy in communications. Errors and omissions (intentional or unintentional) may reflect poorly on the District, and may give rise to legal liability for the employee or the District.
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Should be respectful and professional to fellow employees, students, business partners, competitors, and customers. Avoid using unprofessional online personas. Profanity, lewd or disparaging commentary is never appropriate.
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Will use a personal e-mail address as the only means of e-mail identification. Should an employee need to use social media as a requirement of their job, using the employee’s WRPS e-mail address will be allowed, upon receipt of authorization from Administration.
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Is not authorized to represent the WRPS organization in open forums on Internet news websites.
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Should consult an administrator or the Director of Human Resources if the employee has any questions about what is appropriate to include in a blog, social networking posting or profile, or any other Internet location.
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Should report potential violations of this policy or inappropriate commentary about the District on public social media outlets to a supervisor or the Director of Human Resources.
The District reserves the right to request that certain subjects are avoided, certain posts are withdrawn, and inappropriate comments are removed.
Employee use of social media exposes the District to the potential for a number of legal claims, including but not limited to: defamation, invasion of privacy, harassment (e.g., sexual harassment), misleading endorsements or testimonials when the connection between the District and WRPS employees is not conspicuously communicated, and breach or misappropriation of confidential/trade-secret information. Employees should be cognizant and mindful of the potential consequences connected with individual access and participation in social media.
Penalties for violating the social media expectations will vary depending on the nature and severity of the specific violation. Any employee who violates the social media expectations may be subject to disciplinary action, suspension, and/or termination of employment, and face civil or criminal prosecution under federal and/or state law.
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