RANDOLPH COUNTY SHERIFF'S OFFICE

1.17.1 Policy

The Randolph County Detention Center recognizes that employees may use social media in their personal capacity; however, such use shall not compromise the integrity, professionalism, or operations of the agency. This policy establishes clear expectations and restrictions regarding employee use of social media to ensure that the reputation, effectiveness, and internal cohesion of the detention center are not undermined.

Employees are prohibited from using social media in any manner that degrades, discredits, or otherwise negatively impacts the Randolph County Detention Center, its operations, personnel, or administration.

Absolutely no social media activity while on duty.

1.17.2 Definitions

• Blog: A self-published diary or commentary that may allow visitors to post responses; short for “web log.”

• Post: Content shared on a social media platform or the act of publishing content.

• Profile: Information provided by a user about themselves on a social media platform.

• Social Media: Internet-based platforms that allow the creation and exchange of user-generated content, including but not limited to social networking sites, blogs, video-sharing platforms, forums, and messaging applications.

• Speech: Communication of thoughts or opinions through words, writing, images, video, or other forms of expression.

1.17.3 General Provisions

Employees shall conduct themselves at all times, both on and off duty, in a manner that reflects favorably on the Randolph County Detention Center.

The use of social media shall not interfere with an employee’s duties, responsibilities, or the mission of the agency.

Employees shall not use social media to:

• Undermine or disrupt agency operations.

• Disparage, demean, or harass coworkers, supervisors, or members of the administration.

• Create or contribute to a hostile work environment.

• Erode public trust or confidence in the agency.

1.17.4 Prohibited Conduct

Employees are strictly prohibited from posting, sharing, or otherwise disseminating any content that:

• Degrades or discredits the Randolph County Detention Center, its personnel, or its leadership.

• Reveals confidential, sensitive, or non-public information related to operations, detainees, investigations, or personnel matters.

• Uses or displays agency-issued items or identifiers, including but not limited to badges, patches, uniforms, insignia, logos, vehicles, identification cards, or any likeness thereof.

• Identifies the employee as a member of the Randolph County Detention Center in connection with personal opinions, commentary, or content that could negatively impact the agency.

• Is false, misleading, or made with reckless disregard for the truth regarding the agency or its employees.

1.17.5 Controversial and Inflammatory Content

Employees shall not post, share, or engage in content that may reasonably be viewed as controversial, inflammatory, or divisive if such content could bring negative attention, disrepute, or harm to the Randolph County Detention Center.

This includes, but is not limited to:

• Content that could be perceived as biased, discriminatory, or prejudicial.

• Content that promotes hostility, violence, or unlawful behavior.

• Content that undermines the professionalism, neutrality, or credibility required of detention personnel.

1.17.6 Use of Name, Image, and Likeness

Employees shall not use their name, image, likeness, or any identifiable association with the Randolph County Detention Center in a manner that:

• Suggests endorsement or representation of the agency without authorization.

• Brings discredit or embarrassment to the agency.

• Associates the agency with personal views, causes, or activities that may be deemed inappropriate or inconsistent with the agency’s mission.

1.17.7 Personal Responsibility

• Employees are responsible for all content they post on social media and shall exercise sound judgment at all times.

• Employees should assume that all social media activity is public and permanent, regardless of privacy settings.

• Employees shall immediately report any known violations of this policy to a supervisor.

1.17.8 Disciplinary Action

Violation of this policy may result in disciplinary action, up to and including termination. Violations may also negatively impact an employee’s credibility in administrative or legal proceedings.