Personal social media
We recognise that many employees make use of social media in a personal capacity. Employees must be aware that they can damage our reputation if they are identified as being an employee.
Employees are permitted to say that they work for us. However, the employee's online profile must not contain our name (for example, a Twitter name).
Employees may discuss their work on social media (for example, giving opinions on their specialism). If they do, employees must include on their profile a statement to say, "My views do not reflect the views of my employer, Lincolnshire County Council."
Any communications that employees make in a personal capacity through social media must not:
- bring us into disrepute (for example by referring to customers, clients, members or colleagues)
- make defamatory comments about individuals or other organisations or groups
- post an image that is inappropriate or links to inappropriate content
- breach confidentiality (for example by revealing information owned by us)
- give away confidential information about an individual or organisation
- discuss our internal workings, such as plans that have not been communicated to the public
- breach copyright, for example by using someone else's images or written content without permission
- fail to acknowledge where we have permission to reproduce something
- do anything that could be considered discriminatory, bullying or harassment of someone. For example, making offensive comments relating to any protected characteristic in law.
- use social media to bully another individual
- post an image that is discriminatory or offensive or links to such content
Personal mobile devices
Employees must not excessively use personal mobile devices during work hours. Reasonable use is permitted in the event of an emergency or for exceptional personal reasons.
Ringtones can be disruptive to other work colleagues. Managers may request that personal mobile devices be set to 'silent mode' during working hours.
A manager can request that an employee turns off a mobile device during working hours if usage is unreasonable.
Social media and recruitment
Some individuals put their details on social media websites to attract prospective employers. Unless it concerns finding candidates, HR and managers must only search on social media when directly relevant to the applicant's skills or claims. For instance:
- a prospective employee might claim that they have used social media in their previous job
- a prospective employee's social media use may be relevant to a claim made in their application. For example, if they run a blog based around a hobby mentioned in their CV.
We should not check a prospective employees' online social media activities. Conducting these searches during the selection process might lead to a presumption that an applicant's protected characteristics played a part in a recruitment decision.
For more information, read the diversity and inclusion policy.