Page | 32 • Whether an employee is posting something on his/her own or someone else’s blog, website or social or professional networking page, if an employee mentions the City and also expresses either a political opinion or an opinion regarding the City’s actions, the poster must state that the opinion expressed is his or her personal opinion and not the City’s position; • Employees may not act as if they are posting material on behalf of the City on blogs, websites, or social or professional networking services unless they are doing so as part of their job duties or have otherwise been authorized by the City to do so; • Employees may not use discriminatory, harassing, libelous or slanderous language when commenting about the City, its managers, or its employees; and • Any conduct which is impermissible under the law if expressed in any other form or forum is also impermissible if expressed through a blog, website, or networking service. For example, employees may not post material that is discriminatory, harassing, obscene, defamatory, libelous or threatening in nature, or material that violates existing copyrights or trademarks. Because of the speed and manner in which information posted through social media can be relayed and because such information is often misunderstood by readers, the City encourages employees to use their best judgment when posting material to blogs, websites or through social or professional networking services. In order to enforce this policy, the City reserves the right to monitor social media and networking activities of employees, whether or not such activities are conducted with City resources or during work time, to the extent permitted by applicable law. Nothing in this policy is intended to interfere with, restrain, or prevent employee communications regarding wages, hours, or other terms and conditions of employment, nor will this policy be applied in such a manner. SEARCHES AND INSPECTIONS 320 To ensure the safety of City employees, safeguard the property of the City and its employees, and to help prevent illegal activity on City premises, the City reserves the right to inspect any packages, parcels, purses, handbags, briefcases, lunchboxes, or any other possessions or articles carried to and from City property at any time, for any reason, with or without cause, to the extent permitted by law. In addition, the City reserves the right to search any employee’s office, desk, computer, files, locker, or any other area or property on City premises at any time, for any reason, with or without cause. All offices, desks, files, lockers, equipment, and so forth, are the property of the City and are issued for the use of employees during and for their employment with the City. Inspections may be conducted at any time at the discretion of management. Employees shall have no expectation of privacy in the possession or use of such property. PERSONNEL RECORDS 321 The City’s Human Resources Department maintains the city’s official Personnel file for each employee. Personnel files are City property and considered confidential. Access to these records is allowed only on a need-to-know basis. Employees may review their individual personnel file by making an appointment with the Human Resources Department. For legal and operational reasons all employees are expected to promptly notify their supervisor and the Human Resources Department in writing when personal information changes occur. These include changes in: • Name, address or phone number;
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