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23 Government Road, P. O. Box 160, Moosehorn, Manitoba, R0C 2E0
Intent:
The R.M. of Grahamdale strives to maintain its positive image in the community, and has
adopted this policy to ensure that our employees are aware of their responsibility to present a
positive image as a representative of the municipality. Municipal employees that have personal
social media pages (eg. Facebook, LinkedIn, Blogs, Twitter, Instagram, etc.) are expected to
comply with the guidelines set out within this policy.
Scope:
This Social Media Policy applies to all Municipal employees, at all times, without exception.
Definitions:
Social Media: forms of electronic communication through which users create online
communities to share information, ideas, personal messages and other content (Merriam-
Webster Dictionary). These include but are not limited to Facebook, LinkedIn, Blogs, Twitter,
Instagram.
General Guidelines for All Employees:
Municipal employees that maintain personal social media pages or accounts are required to
comply with the following guidelines as they relate to their association with the municipality.
Employees will be held accountable for what they write or post on social media or internet
Title: Social Media Use Policy
POLICY NO. 27/2022
RESOLUTION NO. 2022-025
YEAR: 2022
pages. Inflammatory comments, unprofessional or disparaging remarks made about the
Municipality, its employees, ratepayers or vendors may result in disciplinary action, up to and
including termination.
Employees should follow the guidelines below if making posts or comments on any social media
site whether it is public or private:
1. Employees are expected to conduct themselves professionally both on and off duty.
Where an employee public associates with the Municipality, all materials associated
with their social media site may reflect on the Municipality. Inappropriate comments,
photographs, links, etc. should be avoided.
2. Posts involving the following will not be tolerated and will subject the individual to
discipline:
a. Proprietary and confidential Municipal information;
b. Discriminatory statements regarding co-workers, management, ratepayers or
vendors;
c. Defamatory statements regarding the Municipality, its employees, ratepayers or
vendors.
3. Where an employee mentions the Municipality; they are required to include a
disclaimer stating that any opinions expressed are the employee's own and do not
represent the Municipality's positions, strategies, or opinions. Employees may still be
held accountable for what they post online, even when using a disclaimer such as "My
views are my own" or equivalent;
4. Employees should refrain from posting comments that give the false impression that
they have the authority to speak on behalf of the Municipality;
5. Employees that use social media are prohibited from disseminating any private
Municipal information therein, or any negative comments regarding the Municipality;
6. Municipal employees are prohibited from speaking on behalf of the Municipality,
releasing confidential information, releasing news, or communicating as a
representative of the Municipality without prior authorization to act as a designated
Municipal representative;
7. Use of personal social media may not conflict with the R.M. of Grahamdale's Policy
Manual, including Municipal Employees Code of Conduct Policy No. 11/2010;
8. Employees are to refrain from using social media during regular working hours and
employees should limit its use to official breaks (ie. Coffee break or lunch break). The
use of social media should not have a negative impact on the user's productivity,
efficiency, or safety. Use or social media for personal reasons during working hours is a
misappropriation of Municipal time and resources, and may be subject to disciplinary
action;
9. The Municipality strictly prohibits the use of Municipal owned computer resources for
use in the illegal download of upload or copywrite materials without express written
permission, and authorization from the copywrite holder;
10. Express permission from employees must be obtained before their photos or recordings
are taken and they must be advised if its specified purpose (e.g. employee newsletter,
internal videos and service anniversary recognition). Employees are prohibited from
sharing images of Municipal employees, worksites, equipment, or facilities on social
media, unless authorized by the Municipality, and with express permission from any
employees captured by the image(s).
This policy is not intended to interfere with the private lives of our employees, or impinge
on their right to freedom of speech. This policy is designed to ensure that the Municipality's
image and branding are maintained, and remain impugned.
Employees should abide by these guidelines whether they mention the Municipality by
name or not. Even if the name is not mentioned in a post, it is possible a link can be made
back to the Municipality which can negatively affect the Municipality's reputation. Where a
link can be made between a negative or inflammatory post and the Municipality, even if not
named directly, the employee may be subject to disciplinary action.
Ratepayer Use:
Employees should also be aware that many ratepayers and persons present on Municipal
property frequently use mobile phones and other devices to take photographs or
recordings. Employees should always represent the Municipality in a positive and
professional manner.
Employees who are photographed or recorded using inappropriately or unprofessionally
may be subject to disciplinary action, up to and including termination of employment.
Employee Name (Please Print):
____________________________________________
Employee Signature:
____________________________________________
Date:
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