CJUS_520_Policy_Development_FINAL_

Social Media

Policy Liberty

University CJUS

Elizabeth West

July 2, 2015

In a world where information is at the fingertips of most humans, there are gross

advantages and disadvantages to having “personal internet” [ CITATION Int10 \l 1033 ].

While the Internet’s purpose has surpassed its created intent, it continues to thrive as the

people using the local newspaper or word of mouth.

A department’s responsibility to maintain the integrity of their years of dedication

to the community begins with a policy implemented to direct and sustain their

employee’s conduct. Policies and procedures are put in place among most departments to

protect not only the department but also the employees’ rights. Most of these policies are

governed by the city, municipality, or county ordinances and are decided by city

councils, quorum courts, and administration. While these policies are necessary and

beneficial, they have now become antiquated regarding personal Internet and social

media. In order to maintain a current policy, departments are now updating their policies

and procedures to include Internet usage, electronic messaging, and social media

[ CITATION Int10 \l 1033 ]. As new policies are developed in regards to social media

and personal Internet usage, the policy must utilize a “plain language” [ CITATION

Mui08 \l 1033 ]. Plain language can aid in “reader understandability, clarifying policy,

rights [ CITATION Int10 \l 1033 ]. Each policy must use clear, plain language to indicate

what guidelines must be followed in order to ensure that employees will understand when

or if they have taken advantage of the departmental policy [ CITATION Int10 \l 1033 ].

If the individual chooses to make statements that are “defamatory, derogatory” or

question an officer’s credibility, this is a direct violation of the department’s policy and

abuse of the first amendment right [ CITATION Int10 \l 1033 ].

In developing a policy whether new or existing, there must first be a purpose to

the policy that is readable and clarified in plain language. The purpose statement of the

policy should show the intent of the existence of the policy and the expectations of the

department and employees. This purpose may also help define any specific language

many different forms. Many may interpret “media” as pictures or videos, which may not

include textual commentary on sites such as Facebook.

The policy itself should begin by addressing the Internet and social media as a

3. Supervised Release Files

5. Historical Protection Order Files of the National Crime Information Center

6. Identity Theft Files

7. Protective Interest Files

8. Persons with Information data in the Missing Person Files

9. Violent Person File

10. National Crime Information Center Denied Transaction File [ CITATION CJI14 \

l 1033 ]

Any distribution of these items is a direct violation of the National Crime Information

Center and Criminal Justice Information System Security Policy and if violated, can be

prosecuted for misuse on many different levels. Due to the severity of the violation, it is

imperative that the policy clearly outlines each of these violations along with the

definition for each, so as to ensure clarity [ CITATION CJI14 \l 1033 ].

Information regarding a department’s social media or internet page must also be

to the officer’s hard work. It is imperative that their postings or listings never include

personal or restricted information as listed above, which can be a violation of the arrested

individual’s privacy rights. Additionally, the policy should clearly define the purpose here

development of social media, it is important to make very clear the section of the policy

regarding personal social media usage. The language should make clear any violations

that exist for the transmission of information or data over the Internet, whether by

computer access or mobile devices. Additionally, the access should define if usage is

inappropriate by usage of company time, interaction with other employees or personnel,

disruptive to the function of the department, or defamatory towards the department or

future of its operations [ CITATION Int10 \l 1033 ].

The appropriate use of social media for personal use should be defined in the

policy to clarify that company time is not the appropriate time to utilize social media. If

an officer’s location, purpose, or identities are disclosed while on-duty, this could result

mobile devices. There are discrepancies throughout departments as to whether

photographs of individuals, images of evidence, vehicles, or other pertinent information

may be transmitted via mobile device, whether through electronic messaging or text

more enticing to officers and law enforcement individuals alike. Many social media users

often unassumingly share information about their positions or opinions on their

department without realizing that they represent their departments and their colleagues.

Sharing frustrations or accolades alike may cause a disruption in workplace productivity

or project the department in a negative light. It is the responsibility of each employee to

act in a respectful manner while using social media and uphold their promise to their

department and colleagues to show accountability and respect.

purpose and use of department based “pages”, and appropriate use of company

devices and time.

DEFINE:

and communication facilities, consisting of interconnected networks using

content or to participate in social networking [ CITATION Oxf \l 1033 ]. Social

media sites include but are not limited to Facebook, Twitter, Instagram,

Google, Vine, and Pinterest. (For the purpose of timeliness this list is expected

to change frequently over time and must not be assumed to pertain to only this

list.)

3. Media – Not limited to verbal postings, pictures, videos, music videos, links,

and/or blogs, media is defined as the distribution of online content.

INTRODUCTION:

1. The internet is a productive and efficient means of communication throughout

the world and can be beneficial to our department. The CJUS Police Department

and beliefs that are posted.

3. By no means should the employee share information that may in any way reflect

the expression or beliefs of the CJUS Police Department.

4. Employees should follow the same guidelines listed under employee conduct in

the handbook when questioning interaction or the sharing of information on the

internet.

the CJIS Security Policy as:

3. State law mandates that any and all information accessed from the NCIC

4. As a result of releasing this information, an employee could face termination,

prosecution up to six years in a state penitentiary, and/or fines up to $10,000.

DEPARTMENT PAGES

1. The CJUS Police Department maintains an internet based website that is

maintenanced by the administration of the department.

2. The purpose of the website is to serve as recruitment for future open positions,