DEFINITIONS: For purposes of this policy, work-provided "computers and digital equipment" mean all computers, both desktop and laptop, cameras, scanners, printers, and other digital equipment the DOE may in the future acquire. For purposes of this policy, "Internet access" includes the Internet, world wide web, intranet, printers, and any other network or end point on any network established or utilized by the DOE.

The purpose of DOE-provided computers and digital equipment, and Internet access for employees is to facilitate communications in support of the mission of the State Superintendent of Public Instruction and the Department of Education and to perform the work of the agency. Use of such work-provided equipment and access entails responsibility. To remain eligible for such use and access, an employee's use of the agency's computers and digital equipment, and Internet access must be consistent with the performance of the employee's duties within the DOE. Limited, incidental, personal use is permissible as follows, pursuant to the policy on Limited Personal Use of State Resources by State Employees adopted by the State Ethics Commission in August 1999.

Limited, incidental, personal use of DOE-provided computers and digital equipment and Internet access is permissible only as follows:

• The use does not interfere with the performance of the employee's public duties.
• The use must be infrequent, of short duration and, unless not reasonably practical, made on the employee's personal time.
• The use must not be for the purpose of conducting business related to an outside commercial activity.
• The use must not be for the purpose of supporting or conducting activities of any political party or candidate
• The use must not be for any purpose determined to be illegal.

While there is a general expectation that files and documents generated or stored on DOE work-provided computers and e-mail transmitted to and from work-provided computers will be accessed only by authorized users, privacy of such files, documents, and e-mail is not guaranteed, nor should employees expect privacy of such documents and transmissions. Information pertaining to individual staff members on DOE web-sites should be job-related only. Privately purchased software may not be loaded on work-provided PCs or laptops without permission from the Assistant Superintendent responsible for the employee's division and the Director of School Finance and Educational Information (SFEI). When permitted, privately purchased software may be loaded on an employee's work-provided computer only by the employee who purchased it and has the license to use it. This includes, but is not limited to, such things as screen savers, wallpaper, e-mail, and graphics-generating programs. A copy of the software license must be filed with the Division of SFEI; the original license and proof of ownership must be kept at the employee's work station and be available for audit purposes. Unauthorized or unlicensed software or private/personal e-mail accounts may be disabled without notice.

The following uses of work-provided computers and digital equipment and Internet access are not permitted:

• To access, upload, download, or distribute pornographic, obscene, or sexually explicit material.
• To transmit obscene, abusive, sexually explicit, or threatening language.
• To violate any local, state, or federal law.
• To vandalize, damage, or disable the property of another individual or organization.
• To access another individual's materials, information, or files without permission.
• To violate copyright or use in an impermissible way the intellectual property of another individual or organization.
• To promote, advertise or otherwise engage in a personal or private venture.

Violation of the DOE policy and rules may result in loss of access to work-provided computers and digital equipment or Internet access in addition to other disciplinary action determined to be appropriate by the employee's Director, Assistant Superintendent, and the Human Resources Director. In particularly serious situations, or where an employee continues to violate this policy, termination may occur. Where guidance or interpretation is needed concerning the appropriateness of a particular use, an employee should discuss the situation with the employee's Director, who may seek further guidance and direction as necessary. This policy is effective October 15, 1999.