PAP.17.8.150 Employee Social Media Policy

(a) While BFGC encourages its employees to enjoy and make good use of their off-duty time, certain activities on the part of employees may become a concern if they have the effect of impairing the work of any employee; harassing, demeaning, or creating a hostile work environment for any employee; disrupting the smooth and orderly flow of work; or harming the goodwill and reputation of the BFGC. In the area of social media (print, broadcast, digital, and online services such as Facebook, LinkedIn, Instagram, Plaxo, and Twitter, among others), employees may use such media in any way they choose as long as such use does not produce the adverse consequences noted above.

(b) An employee shall be subject to disciplinary action, up to and including termination of employment, depending upon the severity and repeat nature of the offense, if an employee publishes any personal information about another employee of the BFGC in any public medium (print, broadcast, digital, or online) that produces the adverse consequences noted in Section PAP.17.8.150(a), above.

(c) No employee may use the BFGC's equipment or facilities for furtherance of non-work-related social media related activities or relationships without the express advance permission of the General Manager.

(d) Employees who conduct themselves in such a way that their social media related actions toward and relationships with each other interfere with or damage work relationships, disrupt the flow of work, or cause unfavorable publicity in the community, should be concerned that their conduct may be inconsistent with one or more of the provisions of this policy. In such a situation, the employees involved should request guidance from management to discuss the possibility of a resolution that would avoid such problems. Depending upon the circumstances, failure to seek such guidance may be considered evidence of intent to conceal a violation of the policy and to hinder an investigation into the matter.

(e) Use of social media that involves any kind of criminal activity or harms the rights of others may result in criminal prosecution or civil liability to those harmed, or both.

(f) Social media access and use involving BFGC equipment and Resources are subject to the General Manager.

(g) The provisions in this policy are not intended to restrict communications regarding the terms and conditions of the workplace.

(h) How an employee uses social media is not a matter of concern as long as it is consistent with the aforementioned provisions on this policy. Employees may address any questions on this policy to the General Manager.