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administrator. No city employee is authorized to speak on behalf of the city without prior <br />authorization from the city administrator or his/her designee. Media requests include <br />anything intended to be published or viewable to others in some form such as television, <br />radio, newspapers, newsletters, social media postings, and websites. When responding to <br />media requests, employees should follow these steps: <br />1. If the request is for routine or public information (such as a meeting time or <br />agenda), provide the information and notify the city administrator of the request. <br />2. If the request is regarding information about city personnel, potential litigation, <br />controversial issues, an opinion on a city matter, or if an employee is unsure if the <br />request is a "routine" question, forward the request to the city administrator. <br />All news releases concerning city personnel will be the responsibility of the city <br />administrator. <br />When the city administrator authorizes an employee to communicate on behalf of the city <br />in interviews, publications, news releases, on social media sites, and related <br />communications, employees must: <br />• Identify themselves as representing the city. Account names on social media sites <br />must be clearly connected to the city and approved by the city administrator. <br />• Be respectful, professional, and truthful when providing information. Only factual <br />information (not opinions or editorial comments) shall be provided. Corrections <br />must be issued when needed. <br />• Generally, not include personal opinions in official city statements. Employees who <br />have been approved to use social media sites on behalf of the city should seek <br />assistance from the city administrator on this topic. <br />• Notify the city administrator if they will be using their personal technology (cell <br />phones, home computer, cameras, etc.) for city business. Employees should be <br />aware that data transmitted or stored may be subject to the Minnesota <br />Government Data Practices Act. <br />Personal Communications and Use of Social Media <br />It is important for employees to remember that their personal communications may <br />reflect on the city, especially if employees are commenting on city business or <br />commenting on issues that implicate their city employment. As city representatives, <br />employees share the responsibility of earning and preserving the public's trust in the city. <br />An employee's own personal communications, such as on social media, can have a <br />significant impact on the public's belief that all city staff will carry out city functions <br />faithfully and impartially and without regard to factors such as race, sex/gender, religion, <br />national origin, disability, sexual orientation, or other protected categories. Nonpersonal <br />communications (performed within one's job duties) to members of the public must <br />always be professional. The following guidelines apply to personal communications, <br />including various forms such as social media (Facebook, Twitter, blogs, YouTube, etc.), <br />Page 72 of 447 <br />