<p> SOCIAL MEDIA POLICY</p><p>This Policy can be made available in large print or other accessible format e.g. audio or alternative language by contacting the Equalities Officer on 01508 533633 or by email to [email protected].</p><p>1. INTRODUCTION</p><p>1.1 South Norfolk Council is committed to making the best use of available technology and innovation to improve the way we do business. This includes using all reasonable and cost-effective means to improve the way we communicate and interact with the different communities we serve.</p><p>1.2 “Social media” is the term commonly given to web-based tools which allow users to interact with each other in some way; by sharing information, opinions, knowledge and interests online. As the name implies, social media involves the building of online communities or networks to encourage participation and engagement.</p><p>1.3 These platforms open up many new and exciting opportunities. However, the practical application of such technology is continually developing and there are potential issues to consider, both for the organisation and for individual employees.</p><p>1.4 To avoid situations that could result in reputational, legal or ethical issues, it is important that we manage any potential risks through a common-sense approach and framework.</p><p>1.5 This Policy aims to provide managers and employees with information concerning the use of, or the development of, social media applications to help them get the best out of the tools available, whilst maintaining a safe professional environment and protecting themselves, as well as the Council.</p><p>2. SCOPE AND EQUAL OPPORTUNITIES</p><p>2.1 This Policy applies to all South Norfolk Council employees.</p><p>2.2 Managers must ensure that all reasonable adjustments or supportive measures are considered to allow equality of access and opportunity regardless of age, gender, ethnicity, sexual orientation, disability, faith or religion, gender identity, pregnancy or marital status.</p><p>May 2013 2.3 Although people working for but not employed by the Council (e.g. agency workers and contractors) are not within the scope of this Policy, such individuals are expected to comply with its principles while undertaking work for the Council.</p><p>3. RELEVANT LEGISLATION</p><p>3.1 The following legislation has a bearing or impinges on the rationale of this Policy:</p><p> Data Protection Act 1998  Human Rights Act 1998  Freedom of Information Act 2000  Regulation of Investigatory Powers Act 2000  Equality Act 2010</p><p>4. WHAT IS SOCIAL MEDIA?</p><p>4.1 Social media is a type of interactive online media that allows parties to communicate instantly with each other or to share data in a public forum. This includes e-mail, online social forums, blogs, video and image-sharing websites and similar facilities.</p><p>Different social media platforms currently include:</p><p> Microblogging – for example, Twitter  Blogging – for example, WordPress and Tumblr  Video sharing – for example, YouTube and Vimeo  Picture sharing – for example, Flickr and Instagram  Social bookmarking – for example, Reddit and StumbleUpon  Social sharing – for example, Facebook  Professional sharing – for example, Linkedin </p><p>4.2 Employees should be aware that there are many more examples of social media than can be listed here and that they should adhere to this Policy in relation to any social media that they use.</p><p>5. WORK RELATED USE OF SOCIAL MEDIA</p><p>5.1 As part of their work some employees may contribute to the Council's social media activities, for example by writing for blogs, managing a social media account or running an official social communications account for the Council. Employees who require access to social media platforms during the course of their work will need to obtain prior authorisation from their Director.</p><p>5.2 Employees must be aware at all times that when contributing to the Council's social media activities they are representing the Council. Employees who use social media as part of their job should use the same safeguards as are </p><p>May 2013 expected with any other form of communication about the Council in the public sphere. These include:</p><p> Making sure that the communication has a purpose and a benefit for the Council.</p><p> Obtaining agreement from the relevant Director before embarking on a public campaign using social media.</p><p>6. PERSONAL USE OF SOCIAL MEDIA</p><p>6.1 Unless it is a requirement of the role (see 5.1), SNC’s policy is not to permit employees access to social media platforms from Council devices.</p><p>6.2 However, it is not the role of SNC as an employer to discourage its employees from using social networking sites in their own time from their own device.</p><p>6.3 Employees should be aware though that activities in or outside of work that adversely affect an employee’s job performance, the performance of others or the Council’s legitimate business interests are of concern. The Council respects an employee’s private life; however it must also ensure that confidentiality and its reputation are protected.</p><p>6.4 Given that the lines between public and private, personal and professional, can often be blurred in social networks, consideration needs to be given when engaging with this medium. In particular, employees should be aware of their association with South Norfolk council when using social networking sites. Anyone identified as having an association with SNC as an employee should ensure that their profile and related content is consistent with how they wish to present themselves to colleagues and customers.</p><p>6.5 This Policy is intended to help protect employees as well as prevent them from bringing the Council into disrepute. </p><p>7. GUIDANCE IN THE USE OF SOCIAL MEDIA</p><p>7.1 Any communications that employees make through social media, whether in a professional or personal capacity, must not:</p><p> Breach confidentiality by revealing confidential intellectual property or information owned by the Council.</p><p> Give away confidential information about an individual.</p><p> Discuss the Council's internal workings (such as agreements that it is reaching with partners/customers or its future business plans that have not been communicated to the public).</p><p> Do anything that could be considered discriminatory about any individual, for example by making offensive or derogatory comments relating to sex,</p><p>May 2013 gender reassignment, race (including nationality), disability, sexual orientation, religion or belief or age. </p><p> Use social media to bully or harass another individual.</p><p> Post images that are discriminatory or offensive or post links to such content or that may breach copyright.</p><p> Bring the Council into disrepute, for example by criticising or arguing with customers, colleagues, partners or competitors.</p><p> Make defamatory comments about individuals, organisations or groups.</p><p>8. MONITORING USE OF SOCIAL MEDIA</p><p>8.1 The Council reserves the right to monitor employees' internet and/or email usage whilst at work in accordance with its Computer Network, Internet Access & Email Policy. Employees should also be aware that SNC may monitor use of social media and/or social networking websites outside of work as part of its normal monitoring activity. This is to detect any unauthorised or inappropriate usage that may be affecting an employee's performance or be damaging to the Council's reputation. </p><p>9. DISCIPLINARY ACTION OVER THE USE OF SOCIAL MEDIA</p><p>9.1 All employees are required to adhere to this Policy. Employees should be aware that use of social media in a way that may be deemed as deliberate or inadvertent misuse which could be a breach of this Policy may lead to disciplinary action under the Council’s Disciplinary Procedure. Serious breaches of this Policy, for example incidents of bullying of colleagues or social media activity causing damage to the Council or its reputation, may constitute gross misconduct and may lead to action under the Disciplinary Procedure up to and including dismissal.</p><p>10. ASSOCIATED POLICIES AND PROCEDURES</p><p>10.1 This Social Media Policy should be read in conjunction with the following:</p><p> Computer Network, Internet Access & Email Policy  Employee Code of Conduct (in particular section 3.7)  Data Protection Policy  Disciplinary Rules and Procedure  Bullying and Harassment Policy</p><p>11. REVIEW</p><p>11.1 This Policy will be reviewed on an annual basis, or sooner if organisational needs or legislative changes require this. </p><p>May 2013 May 2013</p>