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49 Communications Technology & Usage Procedures Staff may be assigned City-provided personal electronic communication and tracking devices and/or cell phones. These devices are required to be turned on, operational, monitored, and responded to during the normal work hours, overtime required work, standby and emergency callbacks. These devices may be monitored by supervisors and managers as to the location and use including through GPS, triangulation software, or phone records. Use and monitoring is primarily for work efficiency and emergency management purposes. However, it may be used for disciplinary action if it is determined that the activity violates policy, contract, or work assignment. Disciplinary action due to violation of this policy will follow established procedures and union contract requirements. City- provided communication equipment will not be monitored outside of paid work hours, with the exception of devices assigned to staff being paid to be on-call. G. PERSONAL SOCIAL MEDIA SITES Purpose Staff members without explicit job duties involving social media that are detailed in a job description are expected to follow the City’s existing Technology Use and Access when it comes to using City-owned or operated technology to access social media sites. City staff without official social media responsibilities likely use social media as private citizens to keep in touch with friends, family, colleagues and groups with mutual interests. City staff generally has the right to speak publically as private citizens on “matters of public concern.” Staff never has the right to reveal non-public or private data. Usage Personal social media account names should not include information that could give the wrong impression that the account is an official City site (e.g. “John Doe, Roseville Statistician”). This will help clarify that the individual is not speaking officially on behalf of the City. Staff members interested in using social media officially on behalf of the City should talk with their supervisor. Individuals who use personal social media accounts are not immune from the law. Employees need to be aware that use of their personal social media accounts may need to follow existing City policies such as the Respectful Behavior Policy, the Technology Use and Access Policy and other policies the City may have adopted. Individuals should refrain from uploading, posting, transmitting or making available content known to be false, misleading or fraudulent. They should not post photos that infringe on trademark, copyright or patent rights of others. Individuals never have the right to post non-public and confidential information such as information related to coworkers (without their expressed consent), personnel data, medical information, claims or lawsuits against the City.