PAP.22.7.180 Policy Regarding Use of Social Media by Employees

(a) While the LCO Day Care 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 working environment for any employee; disrupting the smooth and orderly flow of work within the office; or harming the goodwill and reputation of the LCO Day Care. In the area of social media (print, broadcast, digital, and online services such as Facebook, LinkedIn, Myspace, 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. For this reason, the following provisions apply regarding an employee's use of social media, both on and off duty:

(1) 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 the employee, another employee of the LCO Day Care, the LCO Day Care and its officials, the Tribe and its officials, or a tribal member in any public medium (print, broadcast, digital, or online) that:

(A) has the potential or effect of involving the employee, their coworkers, tribal members or the LCO Day Care in any kind of dispute or conflict with other employees or third parties;

(B) interferes with the work of any employee;

(C) creates a harassing, demeaning, or hostile working environment for any employee;

(D) disrupts the smooth and orderly flow of work within the office, or the delivery of services to tribal members;

(E) harms the goodwill and reputation of the LCO Day Care in the community at large; or

(F) tends to place in doubt the reliability, trustworthiness, or sound judgment of the person who is the subject of the information.

(2) No employee may use the LCO Day Care's equipment or facilities for furtherance of non-work-related social media related activities or relationships without the express advance permission of their supervisor.

(3) 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 tribal member relations, or cause unfavorable publicity in the community, may be subject to discipline.

(4) 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.

(5) Social media access and use involving LCO Day Care equipment and resources are subject to the LCO Day Care's computer and internet policy at all times.

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

(b) 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.