10.02A Personnel Committee Recommendation-Personnel Policy Revision

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C�of Pequot Lakes Citv of Peauot Lakes Personnel Policies Title: Communications,Privacy and Security Effective Date: [date adopted] Effective Date(s)of Amendment(s): • Rememberthat what you write is public, and will be so for a long time. It may also be spread to large audiences. Use common sense when using email or social media sites. It is a good idea to refrain from sending or posting information that you would not want your boss or other employees to read,or that you would be embarrassed to see in the newspaper. • The City expects its employees to be truthful, courteous and respectful towards citizens, customers and other persons associated with the City. Do not engage in name-calling or personal attacks. • If you publish something related to City business, identify yourself and use a disclaimer such as, "I am an employee of the City. However,these are my own opinions and do not represent those of the City". • City resources,working time,or o�cial City positions cannot be used for personal profit or business interest,or to participate in personal political activity. For example,a fiscal clerk could not use the City's logo, email or working time to promote his/her side business as an accountant. . Personal social media account name or email names should not be tied to the City. 18.4 Monitoring and Inspection There is no general or specific expectation of privacy in the workplace, either on the premises of the City or while on duty. In general, employees should assume that what they do while on duty or on the City premises is not private. In public spaces and where the City assigns offices,vehicles,cubicles, desks,file cabinets, drawers,lockers,or other work spaces and storage areas to an employee,those public spaces, work spaces and storage areas continue at all times to belong to the City and may be monitored and inspected at any time without the consent or knowledge of the employee in a public space or to whom they work spaces and storage areas may be assigned. Monitoring of these spaces and areas may include video or electronic surveillance. The contents of such surveillance is intended to and may be used for, among other things, determining whether a workplace standard has been violated and in disciplinary proceedings and may be disclosed to appropriate individuals and entities involved in making such a determination and disciplinary proceedings. No employee should consider any of these areas,or any compartment within these areas,as belonging to the employee or otherwise to be areas private to the employee,even if the employee uses his own lock or other security device. Employees who bring personal property into or onto the facilities or vehicles of the City should understand that such personal property may also become the subject of a workplace inspection. 57