Social Media Policy

SOCIAL MEDIA POLICY

Social media is used by many Mecosta Osceola Transit Authority (MOTA) employees. MOTA neither discourages nor endorses employee use of social media except when an employee’s job duties include the use of social media. MOTA’s sole interest is to ensure that social media use does not adversely affect its business interests, ethical obligations or legal obligations.

This Policy applies to all forms of social media. Common social media sites at the time of the creation of this Policy include Facebook, MySpace, Twitter, Instagram, Pinterest, and LinkedIn. Other forms of social media include blogs, internet forums, webcasts, wikis, social news, YouTube and other forums for sharing pictures, videos or other informational content. This Policy is not limited to those sites or media and applies to both unnamed and future social media.

This Policy covers social media use in two different contexts: (1) on Company time or using MOTA resources; and (2) during employees’ personal time if the social media use affects, implicates or relates in any way to MOTA’s legitimate interests. This Policy applies to the use of social media whether accessed by computer, cell phone or any other means.

1.0 Employee Responsibility

In all events employees are responsible for social media use. The most fundamental aspect of employee responsibility is civility. Employees must exercise civility in social media use as it relates to MOTA, MOTA personnel, customers, suppliers and members of the public.

Employees should expect that everything written on a social media site creates a permanent record which can be traced back to its author one way or another. This creates the possibility of linking the employee’s personal postings to the employee’s work. Assume that social media activity is visible to MOTA, MOTA personnel, customers, suppliers and members of the public.

Employees should also remember that individuals are legally responsible for, and can be liable for, what they write. A sobering concept to consider is that what a person thinks may be funny or clever today, may not be funny or clever to others and may not even be funny or clever to the person months from now, but a permanent record will have been made.

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2.0 Social Media Use in the Workplace

Personal incidental use of social media during work time is permitted, with supervisory approval, provided that such use is minimal and does not interfere with the performance of work duties.

3.0 Social Media Use in General (Both in the Workplace and Outside the Workplace)

Employee use of social media, whether at work or away from work, raises many of the same issues. Whenever and wherever employees use social media, employees should follow these rules:

1. Comply with all MOTA policies. 2. Do not do anything to bring MOTA into disrepute. 3. Be civil. Do not engage in social media use that is profane, obscene, illegal, defamatory, or has the intent or effect of harassing or intimidating another, as it applies to MOTA and MOTA personnel. 4. Do not use social media to publish links to libelous, defamatory, or harassing content, even by way of example or illustration. 5. Do not discuss MOTA business or client/customer business issues without prior written consent of the Executive Director. 6. Do not violate clients’/customers’ confidentiality. 7. Do not publish information that is confidential or proprietary to MOTA. 8. Do not use the MOTA brand to endorse or promote any service, product, opinion, cause, or political candidate without the prior written consent of the Executive Director. 9. Do not use MOTA logos, copyrights, trademarks, or other intellectual property without the prior written consent of the Executive Director. 10. Do not give professional recommendations, opinions, or advice using social media without the prior written consent of the Executive Director. 11. Read, understand, and comply with the terms and conditions of social media sites. If the terms and conditions conflict with any MOTA policy, then do not use the social media site. MOTA policy supersedes the terms and conditions of any social media site. 12. Do not use MOTA email addresses to register for, or otherwise participate in, social media without the prior written consent of the Executive Director. 13. Seek clarification from the Executive Director when unsure whether specific social media use conflicts with this Policy. 14. Refrain from taking a public position on a legal or other policy issue which may affect MOTA without the prior written consent of the Executive Director. 2 4.0 No Right to Privacy

Social media use is never private, and employees should assume that all social media activity will be viewed by MOTA, co-workers, clients, customers, community members, competitors and law enforcement. MOTA has the right to monitor the social media activity of its employees. Employees should not have any expectation of, and do not have any right of, privacy in social media use encompassed by this Policy.

5.0 Cooperation in Investigations

Employees must cooperate in, and assist MOTA regarding, any investigation of violation of this Policy or any other investigation where social media use is relevant to the matter being investigated.

6.0 Discipline

Violation of this Policy may result in discipline, as deemed necessary by MOTA, up to and including termination of employment.

7.0 When Using Social Media on Behalf of MOTA

Employees may occasionally be asked to use social media on behalf of MOTA. Unless specifically asked, employees may not use social media on behalf of MOTA.

Any social media activity on behalf of MOTA must not contain or link to pornographic or indecent content. MOTA has the right to remove any content posted on its behalf. Employees must not use MOTA’s social media accounts to promote personal projects or personal interests. All social media activity done on behalf of MOTA must be in the name of MOTA alone. All materials published or used must respect the intellectual property rights of third parties.

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