I will post the minutes of last night (8/14/2014) Board of - TopicsExpress

I will post the minutes of last night (8/14/2014) Board of Aldermen meeting when they are available. I will also post the agenda of the Special Meeting of the Board of Aldermen to be held next Tuesday evening August 14th when it is available. I am making an exception to my normal rule of waiting for the official documents because I want this information available to all citizens as soon as possible. There are at least two items of importance to be discussed at the Special meeting on Tuesday. 1. The police agreement between Marionville and Aurora. 2. A proposed Social Media Policy for the City of Marionville. I am including the example that the Board of Aldermen will be considering for this policy. I will preface that with the fact that at last nights Board of Aldermen meeting, the impression was given that the City of Willard has adopted this policy. This is not true. When I contacted the City of Willards City Clerk today to get a copy of this document, I was advised that their Board of Aldermen had reviewed it at their meeting a couple of months ago and there were some questions. To date, it has not been put back on their agenda for further discussion. With that preface, here is the proposed Social Media Policy. CITY OF WILLARD, MISSOURI SOCIAL MEDIAT NETWORK POLICY There is hereby established a “use of social media network” policy (which includes Face book, blogs and any/all such similar sites) which will continue to provide the City of Willard is both a safe and effective work place/environment. This policy will apply to all City employees, volunteers, all elected officials, all appointed members of any City commission, committee or board and all others who (who shall for the purposes of this policy be referred to as “employee”) utilize City-provided resources, regardless of the user’s location when assessing the social media network. This policy is hereby established to provide guidance to “employees” on the kind of comments/observations/statements that “cross the line” from being a private and lawful activity to an activity that harms/threatens the City’s legitimate business interests and therefore subjects the employee to disciplinary or censure action including up to termination or removal from position. This policy will also provide administrative personnel guidelines that will apply when using information obtained from a social network site. An employee’s use of social network sites becomes a problem when, in the sole discretion of the City, it interferes with either employee’s or another employee’s work, is used to harass or discriminate against co-workers, creates a hostile work environment, divulges confidential information or harms the goodwill, image and/or reputation of the City. The City does not want this policy to discourage an employee’s use of social media within the established guidelines on non-business personal time. However, the guidelines presented later should be adhered to whether during business or no-business time. If, for any reason, an employee is uncertain about the appropriateness of social media posting they should check with their supervisor or department head. SOCIAL MEDIA GUIDELINES FOR ALL CITY EMPLOYEES • Do not post any comment or picture involving an employee, board member, patron, citizen or volunteer of the City while either on the job or carrying out an official, authorized duty or at any City-sponsored functions without the City’s expressed written consent. • Employees’ whose affiliation with the City is evident/well known, should mention that the remarks made on the web only reflect their own views and are not necessarily the views of the City, an employee may be counseled to refrain from commenting on work related matters, even if they mention that their own views are their own. • Employees should remember that their conduct may (and oftentimes does) reflect upon the City and they are strongly encouraged to exercise good judgment in their web communications. • Employees are cautioned that they may be subject to discipline, up to and including discharge or removal from office, for making defamatory, obscene, libelous or offensive statements pertaining to either the City or its employees. • Employees must not provide any confidential, proprietary or private information about either the City or its employees. • All City policies that regulate off-duty conduct applies to social network activity including, but not limited to, policies related to illegal harassment, code of conduct, nondiscrimination, etc. • The City logo may not be used on the web without prior written permission from the City. • Employees should consult with their appropriate supervisor or department head with any questions about the City’s views with respect to these guidelines for web communications and the City’s legitimate business interest. • Employees may not disclose any information that was obtained as a result of their employment with the City. • Employees may not post any work related comments/material while on duty or from a City owned machine, unless expressly approved by their department head. • When becoming aware of a possible violation of this policy, employees are encouraged to report said violation to the City. In reporting the matter, employees may choose to go on records as the complainant or report the matter on a confidential basis. It is also very important to realize and accept that employees authorized to respond on behalf of the City to social media sites constitutes a form of communication subject to the provisions of the Sunshine Law.