Policy

1. The code of conduct of the Minneapolis Police Department is promulgated by the Chief of Police by authority of the City Charter, Chapter 6, Section 1, as amended. This code is established to promote efficiency, discipline, and good public relations in setting forth policy governing the conduct of all Department employees.
2. The conduct of police officers and other MPD employees is governed by the MPD Policy and Procedure Manual, City of Minneapolis policies, and applicable State and Federal law.

All employees of the Minneapolis Police Department are required to maintain a working knowledge of and to obey the code of conduct, civil service rules, Departmental rules, policies, procedures and orders, City of Minneapolis policies, ordinances of the City of Minneapolis, the laws of the State of Minnesota and the United States.

This policy is established in accordance with MN Statute section 626.8457 Subd. 2 to define unprofessional conduct and to govern the investigation and disposition of cases involving alleged unprofessional conduct by peace officers.

Investigation and Discipline

It is the policy of the Minneapolis Police Department to investigate circumstances that suggest a peace officer or other employee has engaged in unbecoming conduct and to impose disciplinary action when appropriate.

Use of Discretion

The police profession is one that requires officers to use considerable judgment and discretion in the performance of their daily duties. Officers have a large body of knowledge from Department policies and procedures, training, their own professional police experience and the experiences of their fellow officers to guide them in exercising proper judgment and discretion in situations not specifically addressed by Department rules and regulations. When exercising such discretion, officers must always adhere to the following principles in the course of their employment with the Minneapolis Police Department:

1. All investigative detentions, pedestrian and vehicle stops, arrests, searches and seizures of property by officers shall be based on a standard of reasonable suspicion or probable cause in accordance with the Fourth Amendment of the U.S. Constitution, Section 10 of the MN Constitution, MN statutes and MPD policies (such as P&P 9-200, P&P 7-601 and P&P 10-400).
2. Officers must be able to articulate specific facts, circumstances and conclusions that support reasonable suspicion or probable cause.

Conduct that Detracts from the Public’s Faith (Principle Two)

1. Employees shall refrain from any conduct in an official capacity that detracts from the public’s faith in the integrity of the criminal justice system.

2. Employees shall carry out their duties with integrity, fairness and impartiality.

Obey Laws (Principle One)

Employees shall conduct themselves, whether on or off duty, in accordance with the Constitution of the United States, the Minnesota Constitution, and all applicable laws, ordinances and rules enacted or established pursuant to legal authority.

Rationale

Peace officers conduct their duties pursuant to a grant of limited authority from the community. Therefore, officers must understand the laws defining the scope of their enforcement powers. Peace officers may only act in accordance with the powers granted to them.

Rules

1. Peace officers shall not knowingly exceed their authority in the enforcement of the law.

1. Officers shall not arrest any person or search any premises except with a warrant or where such arrest or search is authorized without warrant under the laws of Minnesota and the United States.

2. Employees shall not knowingly disobey the law or rules of criminal procedure in such areas as interrogation, arrest, detention, searches, seizures, use of informants, and preservation of evidence, except where permitted in the performance of duty under proper authority.
3. Employees shall not knowingly restrict the freedom of individuals, whether by arrest or detention, in violation of the Constitutions and laws of the United States and the State of Minnesota.

1. Officers shall not falsely arrest or direct any malicious prosecution against any person.

4. Employees, whether on or off duty, shall not knowingly commit any criminal offense under any laws of the United States or any state or local jurisdiction.
5. Employees must obey lawful orders, but an employee must refuse to obey any order the employee knows would require the officer to commit an illegal act. If in doubt as to the clarity of an order the employee shall, if feasible, request the issuing employee to clarify the order. An employee refusing to obey an order shall be required to justify their actions.
6. Employees will not, according to MN Statute section 626.863, knowingly allow a person who is not a peace officer to make a representation of being a peace officer or perform any act, duty or responsibility reserved by law for a peace officer.

Truthfulness

Rationale

Community cooperation with the police is a product of its trust that officers will act honestly and with impartiality. The peace officer, as the public’s initial contact with the criminal justice system, must act in a manner that instills such trust.

Scope

1. These requirements apply to any report or communication, whether verbal or written, concerning official MPD or City business.

1. This includes information given to or intended for others.
2. This includes information before courts or hearings.

2. This includes questions about any action taken that relates to the employee’s employment or position, regardless of whether such information is requested during a formal investigation or during the daily course of business.

Rules

Employees shall not willfully or knowingly make an untruthful statement or knowingly omit pertinent information, pertaining to their official duties or to their employment.

1. Employees shall not knowingly make false accusations of any criminal, ordinance, traffic or other law violation. This provision shall not prohibit the use of deception during criminal investigations or interrogations as permitted under law.
2. Employees shall truthfully, completely, and impartially report, testify and present evidence, including exculpatory evidence, in all matters of an official nature.

Impartiality (Principle Three)

Employees shall perform their duties and apply the law impartially and without prejudice or discrimination.

Rationale

Law enforcement effectiveness requires public trust and confidence. Diverse communities must have faith in the fairness and impartiality of their police. Employees must refrain from fostering disharmony in their communities based upon diversity and perform their duties without regard to race, ethnicity, color, national origin, ancestry, immigration status, gender identity or expression, age, creed, religion, sexual orientation, marital status, parental status, disability (including pregnancy), genetic information, veteran’s status, status with regard to public assistance, and any other protected class status under state, federal, and local laws.

Rules

1. Employees shall provide every person in our society with professional, effective and efficient law enforcement services.

2. Employees shall not allow their law enforcement or official decisions to be influenced by race, ethnicity, color, national origin, ancestry, immigration status, gender identity or expression, age, creed, religion, sexual orientation, marital status, parental status, disability (including pregnancy), genetic information, veteran’s status, status with regard to public assistance, and any other protected class status under state, federal, and local laws (in accordance with P&P 5-104 Impartial and Professional Policing).

1. Employees shall not physically display material that may be considered discriminatory, derogatory, or biased regarding the characteristics described above, in or on City property. Such materials include, but are not limited to, calendars, cartoons, and posters.
2. Employees shall not use any discriminatory, derogatory or biased terms regarding the characteristics described above.
3. Digital material is covered by P&P 5-107 and by the City’s Electronic Communications policy.

Conduct that Discredits (Principle Four)

Employees shall not, whether on or off duty, exhibit any conduct which discredits themselves or the MPD or otherwise impairs their ability or that of other employees or the MPD to provide law enforcement services to the community.

Rationale

A peace officer’s ability to perform their duties is dependent upon the respect and confidence communities have for the officer and law enforcement officers in general. Employees must conduct themselves in a manner consistent with the integrity and trustworthiness expected of them by the public.

Rules

1. Employees shall not consume alcoholic beverages or chemical substances while on duty except as permitted in the performance of official duties, and under no circumstances while in uniform, except as provided for in [c].

1. Off-duty employees shall not carry any firearm or ammunition while under the influence of alcohol or any controlled substance.

2. Employees shall not consume alcoholic beverages to the extent the employee would be rendered unfit for the employee’s next scheduled shift. An employee shall not report for work with the odor of an alcoholic beverage on the officer’s breath.

1. No employee shall be under the influence of alcohol while on duty or while taking any off-duty law enforcement action (P&P 5-200).

2. A reading of .02 blood/alcohol concentration is considered under the influence of alcohol.
3. All alcohol testing shall be conducted in accordance with the conditions and procedures in P&P 3-1000.

3. In accordance with P&P 3-501, employees shall not use narcotics, hallucinogens, or other controlled substances except when legally prescribed.

1. When medications are prescribed, the employee shall inquire of the prescribing physician whether the medication will impair the employee in the performance of the employee’s duties.
2. The employee shall immediately notify the employee’s supervisor if a prescribed medication is likely to impair the employee’s performance during the employee’s next scheduled shift.
3. Employees shall not take any law enforcement action on or off-duty (P&P 5-200) while impaired by a controlled substance.
4. All drug testing shall be conducted in accordance with the conditions and procedures in P&P 3-1000.

4. Employees, whether on or off duty, shall not engage in any conduct which the employee knows, or should reasonably know, constitutes sexual harassment as defined under Minnesota law and in accordance with P&P 2-105, including but not limited to; making unwelcome sexual advances, requesting sexual favors, engaging in sexually motivated physical contact or other verbal or physical conduct or communication of a sexual nature.

5. Employees shall not commit any acts which constitute sexual assault or indecent exposure as defined under Minnesota law. Sexual assault does not include a frisk or other search done in accordance with proper police procedures.
6. Employees shall not commit any acts which, as defined under Minnesota law, constitute (1) domestic abuse, or (2) the violation of a court order restraining the employee from committing an act of domestic abuse or harassment, having contact with the petitioner, or excluding the employee from the petitioner’s home or workplace.
7. Employees, in the course of performing their duties, shall not engage in any sexual contact or conduct constituting lewd behavior including but not limited to, showering or receiving a massage in the nude, exposing themselves, or making physical contact with the nude or partially nude body of any person, except as pursuant to a written policy of the MPD (see P&P 10-202).
8. Employees shall avoid regular personal associations with persons who are known to engage in criminal activity where such associations will undermine the public trust and confidence in the employee or agency. This rule does not prohibit those associations that are necessary to the performance of official duties or where such associations are unavoidable because of the employee’s personal or family relationships.
9. Employees shall remain alert, observant, and occupied with Department and City business during their tour of duty.

1. When on duty, employees shall devote their entire attention to the business of the Department and the City.

2. Employees shall not conduct personal or private business while on duty.
3. Officers shall not engage in policing for private interests while on duty.
4. Employees shall not take excessive time for meals.

Courtesy and Respect (Principle Five)

Employees shall treat all members of the public courteously and with respect.

Rationale

Peace officers are the most visible form of local government. Therefore, peace officers must make a positive impression when interacting with the public and each other.

Rules

1. Employees shall exercise reasonable courtesy in their dealings with the public, other employees, superiors and subordinates.

1. Civilian employees shall give their name and employee number to any person upon request, and sworn employees shall identify themselves in accordance with P&P 5-104.
2. Employees shall treat all fellow employees with respect and shall be civil at all times with one another.
3. When on duty in the presence of other employees or the public, sworn employees should be referred to by rank.

4. Employees performing official duties or representing the MPD shall not use derogatory, indecent or unnecessarily harsh language, whether spoken or in written materials or electronic communications.

1.    Employees performing official duties or representing the MPD shall not use profanity to insult, address or reference a person or group.
2.    Employees performing official duties or representing the MPD shall not otherwise use profanity while in the presence of the public, except when excusable due to an employee’s response to an emergency.

2. Employees shall not ridicule, mock, deride, taunt, belittle, willfully embarrass, humiliate, or shame any person.

1. Employees shall not willfully mistreat or give inhumane treatment to any person held in custody.

3. Employees shall promptly advise any inquiring citizen of the complaint procedure and shall follow the established policy for processing complaints, in accordance with the Complaint Process Manual.

Avoiding Influence (Principle Six)

Employees shall not compromise their integrity nor that of their agency or profession by accepting, giving or soliciting any gratuity which could be reasonably interpreted as capable of influencing their official acts or judgments or by using their status as an MPD employee for personal, commercial or political gain.

Rationale

For a community to have faith in its employees, employees must avoid conduct that does or could cast doubt upon the impartiality of the individual employee or the agency.

Rules

1. Employees shall not use their official position, identification cards or badges for: (1) personal or financial gain for themselves or another person; (2) obtaining privileges not otherwise available to them except in the performance of duty; and (3) avoiding consequences of unlawful or prohibited actions.
2. Employees shall not lend to another person their identification cards or badges or permit these items to be photographed or reproduced without approval of the Chief.
3. In accordance with P&P 5-105, employees shall refuse favors or gratuities which could reasonably be interpreted as capable of influencing official acts or judgments.

4. Unless required for the performance of official duties, employees shall not, while on duty, be present at establishments that have the primary purpose of providing sexually oriented adult entertainment. This rule does not prohibit employees from conducting walk-throughs of such establishments as part of their regularly assigned duties.
5. Employees shall:

1. not authorize the use of their names, photographs or titles in a manner that identifies the officer as an employee of this agency in connection with advertisements for any product, commodity or commercial enterprise (in accordance with P&P 1-306);

2. maintain a neutral position with regard to the merits of any labor dispute, political protest, or other public demonstration while acting in an official capacity;
3. not endorse or oppose political candidates while on duty or while wearing the MPD’s official uniform (in accordance with P&P 1-306).

6. This section does not prohibit employees from expressing their views on existing, proposed or pending criminal justice legislation, as may be required by their duties in their official capacity.

Conflicts of Interest (Principle Seven)

Employees shall not compromise their integrity, nor that of their agency or profession, by taking or attempting to influence actions when a conflict of interest exists.

Rationale

For the public to maintain its faith in the integrity and impartiality of peace officers and their agencies, employees must avoid taking or influencing official actions where those actions would or could conflict with the employee’s appropriate responsibilities.

Rules

1. Unless required by law or policy an employee shall refrain from becoming involved in official matters or influencing actions of other employees in official matters impacting the employee’s immediate family, relatives, or persons with whom the employee has or has had a significant personal relationship.

2. Unless required by law or policy an employee shall refrain from acting or influencing official actions of other employees in official matters impacting persons with whom the employee has or has had a business or employment relationship.
3. An employee shall not use the authority of their position as an employee or information available to them due to their status as an employee for any purpose of personal gain including but not limited to initiating or furthering personal or intimate interactions of any kind with persons with whom the employee has had contact while on duty.

1. Employees shall not make referrals to any attorney or other business from on duty contacts.

4. In accordance with P&P 3-801, an employee shall not engage in any off-duty employment if the position compromises or would reasonably tend to compromise the employee’s ability to impartially perform the employee’s official duties.

5. Employees shall not interfere with any criminal investigation being conducted by this Department or any other law enforcement agency.

1. Employees shall not knowingly communicate in any manner, either directly or indirectly, any information that may assist persons suspected or accused of criminal acts to escape arrest or punishment or which may enable them to dispose of evidence.

2. Employees shall not recommend a dismissal, reduction of charges, or other disposition of a pending criminal case which has been previously filed in any criminal court or before a grand jury except by written approval of their division commander. A copy of the approval will be kept in the case file.
3. Employees shall not interfere with the attendance of witnesses or their testimony through coercion, bribery or other means.
4. Employees shall not attempt to have any traffic citation reduced, voided, or stricken from the calendar for personal or monetary consideration. See P&P 7-608 Dismissal of Traffic/Parking Charges and Citations regarding the dismissal process.

6. Officers shall not render aid or assistance in civil cases except to prevent an immediate breach of the peace or to quell an existing disturbance. Officers may inform any citizen of the steps necessary to institute a civil suit or advise citizens on protecting their rights.

Record and Confidentiality (Principle Eight)

Employees shall observe the confidentiality of information available to them due to their status as employees.

Rationale

Employees are entrusted with vast amounts of private and personal information or access thereto. Employees must maintain the confidentiality of such information to protect the privacy of the subjects of that information and to maintain public faith in the employee’s and MPDs commitment to preserving such confidences.

Rules

1. In accordance with P&P 4-500, employees shall not knowingly violate any legal restriction for the release or dissemination of information.

2. Employees shall not, except in the course of official duties or as required by law, publicly disclose information likely to endanger or embarrass victims, witnesses or complainants.
3. In accordance with P&P 4-500, employees shall not divulge the identity of persons giving confidential information except as required by law or MPD policy.
4. In accordance with P&P 4-500, employees shall not give any lawyer, bondsman, agent of either, or any other person unauthorized or confidential information regarding prisoners in confinement, suspects in a case, property held, or records of the Department.
5. Employees shall not knowingly remove or destroy, or cause such action, to any report, document, or record without authorization.

Application

Any disciplinary actions arising from violations of this policy shall be investigated in accordance with P&P 2-100, MN Statute section 626.89, Peace Officer Discipline Procedures Act and the MPD’s policy on Allegations of Misconduct as required by MN Rules sections 6700.2000 to 6700.2600.

The Code of Ethics policy outlines the professional standard of conduct and expectations of all members of MPD, and to clarify expectations surrounding rules, standards, and principles of ethics expected by the MPD.

All Members

1. All sworn and civilian members of the department shall conduct themselves in a professional and ethical manner at all times and not engage in any on or off-duty conduct that would tarnish or offend the ethical standards of the Department or the City.

2. Members shall abide by the City’s Ethics in Government Policy, Chapter 15.

Law Enforcement Code of Ethics

MPD sworn members shall comply with the IACP Law enforcement Code of Ethics:

"As a Law Enforcement Officer, my fundamental duty is to serve mankind; to safeguard lives and property; to protect the innocent against deception, the weak against oppression or intimidation, and the peaceful against violence or disorder; and to respect the Constitutional rights of all to liberty, equality and justice.

I will keep my private life unsullied as an example to all; maintain courageous calm in the face of danger, scorn, or ridicule; develop self-restraint; and be constantly mindful of the welfare of others. Honest in thought and deed in both by personal and official life, I will be exemplary in obeying the laws of the land and the regulations of my department. Whatever I see or hear of a confidential nature or that is confided to me in my official capacity will be kept ever secret unless revelation is necessary in the performance of my duty.

I will never act officiously or permit personal feelings, prejudices, animosities or friendships to influence my decisions. With no compromise for crime and with relentless prosecution of criminals, I will enforce the law courteously and appropriately without fear of favor, malice or ill will, never employing unnecessary force or violence and never accepting gratuities.

I recognize the badge of my office as a symbol of public faith, and I accept it as a public trust to be held so long as I am true to the ethics of the police service. I will constantly strive to achieve these objectives and ideals, dedicating myself to my chosen profession...law enforcement."

5-104 Impartial and Professional Policing

• Summary: Reinforces impartial policing principles and responsibilities.
• Effective Date: 01-01-2026
• Last Review Date: 09-26-2022

Purpose

Policy

Procedures/Regulations

5-105 Gifts and Avoiding Influence

• Summary: Sets restrictions on accepting gifts, influence, and conflicts of interest.
• Effective Date: 11-28-2025
• Last Review Date: 11-28-2025
Policy Change Notice:
• SO25-026; SO25-028

People deserve a government whose employees who avoid conflicts of interest, apparent or real. In order for the City to serve the public effectively, people must have confidence and trust in the integrity of their government. The purpose of this policy is to ensure Minneapolis Police Department (MPD) members avoid actions that might impair independence of judgment or give the appearance of impropriety or a conflict of interest, and to ensure members do not use their positions to gain privileges or special treatment. (Minneapolis Code of Ordinances, Chapter 15 Ethics in Government)

Property

1. Any money other than that received from unclaimed properties paid or sent to any member arising from on-duty police action shall be promptly forwarded to MPD Finance.

2. All property received arising from on-duty police action shall be forwarded to the Property and Evidence unit.

1. The Property and Evidence unit shall dispose of unclaimed property according to P&P 10-401 and their unit manual.

3. Members shall not act as an intermediary in the payment of a reward for the return of stolen property without written authorization by the Chief of Police or the Chief’s designee.
4. Members shall not purchase, or have purchased for them, any auto or other property sold at a city auction. Members are also prohibited from owning any such auto or other property purchased at a city auction for one year after the date that the auto or other property is sold at the city auction.

Debts and Finances

1. Members shall pay all debts when due and shall not undertake any financial obligations which they know or should know they will be unable to meet.

2. An isolated instance of financial irresponsibility will generally not be grounds for discipline except in unusually severe cases. However, repeated instances of financial difficulty may be cause for disciplinary action.

1. Filing for a voluntary bankruptcy petition shall not, by itself, be cause for discipline.

2. Financial difficulties stemming from unforeseen medical expenses or personal disaster shall not be cause for discipline provided that a good faith effort to settle all accounts is being undertaken.

Soliciting or Accepting Gifts on Behalf of the City for City Purposes

1. Gifts to the City shall only be solicited or accepted in accordance with Minneapolis’ Gifts to the City Policy.

1. Any member seeking to accept a gift to the City covering travel, lodging, or conference costs shall notify the MPD Director of Financial Operations and coordinate with them to submit a Request for Council Action, as such gifts shall be approved by the City Council prior to use of the gift.

2. Any member seeking to accept non-travel related gifts to the City with a value of $15,000 or less shall notify the MPD Director of Financial Operations who will coordinate with the City’s Finance Department.

2. In accordance with Minneapolis’ Gifts to the City Policy, government employees with enforcement powers, such police officers, should not solicit gifts from any source.

Soliciting or Accepting Personal Gifts

In accordance with Minneapolis City Ordinance 15.50:

Avoid gifts

Members shall not solicit or accept any gift from an interested person, lobbyist or principal who has a direct financial interest in a decision that that the member is authorized to make.

Return gifts

Any member who receives any gift prohibited by this section shall return, dispose of, or request that the city council accept the gift on behalf of the city.

Exceptions

The prohibitions in this section do not apply if the gift is any of the following:

1. A campaign contribution as defined in MN Statute section 10A.01, Subd. 11.

2. A service to assist an official in the performance of official duties, including, but not limited to providing advice, consultation, information and communication in connection with legislation, or services to constituents.
3. A service of insignificant monetary value.
4. A plaque or similar memento recognizing individual services in a field of specialty or to a charitable cause.
5. A trinket or memento of insignificant value.
6. Informational material of unexceptional value.
7. Food or a beverage given at a reception, meal or meeting away from the recipient’s place of work by an organization before who the recipient appears to make a speech or answer questions as part of the program.
8. Given because of the recipient’s membership in a group, and an equivalent gift is given to the other members of the group.
9. Given by an interested person, lobbyist, or principal who is a related person to the recipient, unless the gift is given on behalf of someone who is not a related person.

Trinkets and mementos

The gift exception allowing members to accept trinkets and mementos ([II-D-3-e] above) does not cover items such as a cup of coffee or other items where the member received something at a discounted rate or for free due to their status as an employee of the City or member of the Department. The Ordinance and City policy prohibit accepting such items.

5-106 Department-Sanctioned Social Events

• Summary: Sets guidelines for behavior at MPD-approved social events.
• Effective Date: 09-26-2022

5-107 Computer Use and Electronic Communication

• Summary: Defines proper and prohibited use of MPD electronic systems.
• Effective Date: 09-26-2022

5-108 Social Media Sites

• Summary: Establishes policies for official and personal social media use by employees.
• Effective Date: 01-01-2026
• Last Review Date: 09-26-2022

To establish policy regarding employee use of social media sites.

The MPD has a duty to protect the reputation of the organization and its employees, as well as guard against liability and potential legal risk. Therefore, employees are advised of the following:

1. Employees should exercise caution and good judgment when engaging with social media sites. Employees should be aware that the social media content of these can be subpoenaed and used in criminal and civil trials to impeach the employee’s testimony.

1. When engaging with social media sites, employees are subject to all pertinent City of Minneapolis (“City”) policies, MPD policies, and local, state, and federal laws regarding public information on arrests, investigations, and personnel data.
2. This policy supplements the City’s Electronic Communications Policy and Social Media Policy.

Requirements

Failure to comply with the following may result in discipline, up to and including discharge:

1. This MPD policy on social media sites.

1. The requirements of the City’s Social Media Policy and its procedures.
2. Provisions of the City’s Social Media Policy’s Procedures related to personal use of social media sites.

This includes, but is not limited to, the following clauses:

1. Clause 2

Employees must not use personal Social Media Sites to originate social media content as an official form of communication, to speak on behalf of the City, to indicate they are representing the interests of the City, or in a way that could be perceived as official City communication. Always consider how something may be interpreted or understood before posting.

2. Clause 4

The City expects employees to be truthful, courteous, and respectful toward supervisors, co-workers, City residents, customers, and other persons or entities associated with or doing business with the City. When an employee can be identified as someone who does work for the City, they must not engage in name-calling or personal attacks or other such demeaning behavior if the conduct would adversely affect their duties or City workplace. This Section and its limitations apply when the action of the employee adversely affects their work, job duties or ability to function in their position or creates a hostile work environment.

3. Clause 7:

If an employee chooses to identify themselves as someone who does work on behalf of the City on a personal Social Media Site or on a Social Media Site that is not a City-Supported Social Media Site, and posts a personal opinion on a matter related to City business, a disclaimer that is similar to the following must be used:

“These are my own opinions and do not represent those of the City of Minneapolis.”

4. Clause 9:

1. There may be times when personal use of Social Media Sites that are not City-Supported Social Media Sites (even if it is off-duty or using their own equipment) may affect or impact the workplace and become the basis for coaching or discipline.

Examples of situations where this might occur include, but are not limited to:

• Cyber-bullying, stalking or harassment.
• Participating in offensive, hateful conduct.
• When conduct on personal Social Media could be perceived as a conflict with the City’s mission, values, or degrades public trust in the City or its department.
• Release of City data that is not public.
• Unlawful activities.
• Inappropriate use of the City’s name, logo, website URL, or the position or title of an employee or of someone who performs services for the City.
• Using City-owned equipment or City-time for more than occasional personal use on Social Media Sites that are not City-Supported Social Media Sites, which interferes with one’s ability to do their job.
• Violation of law, whether federal, state, or local, or violation of a City policy.

2. Each situation will be evaluated on a case-by-case basis because the laws in this area are evolving.

Authorized City-supported use

Certain MPD employees may be authorized to use social media sites for MPD-approved public relations and official investigative or work-related purposes. Such use must be approved by Police Administration.

Covert use of social media sites

The MPD recognizes that the use of covert social media profiles can be a useful tool in the investigation of criminal activity.

Profile registration

1. All covert social media profiles shall be registered with the Commander who oversees the Strategic Information Center (SIC). The information provided shall include:

• The name & web address of the social media site
• The username and screen name of the covert social media profile, and
• The MPD employee responsible for maintaining the covert social media profile.

2. The Commander or their designee shall conduct yearly audits to ensure that the covert profiles are still active.
3. When a covert social media profile is no longer needed it shall be deactivated or deleted from the social media site, to the extent permitted by the social media site, and the Commander shall be notified.

Employee responsibility

1. The MPD employee registered as the maintainer of a covert social media profile is responsible for all social media content posted online under that profile.

1. The employee shall maintain their own covert social media profile, and shall not share the access information with other employees, except that:

1. The employee shall provide the password to their registered profile upon request from the Commander or their designee or for auditing purposes.

No promotion of violence or criminal activity

MPD employees shall not post any information through a covert social media profile that promotes violence or criminal activity.

5-109 Malignment and Misinformation

• Summary: Prohibits spreading false or misleading information that harms MPD's reputation.
• Effective Date: 09-15-2023
Policy Change Notice:
• SO23-026

5-110 Threats of Harm

• Summary: Defines and prohibits threats made by or against MPD personnel.
• Effective Date: 09-15-2023
Policy Change Notice:
• SO23-027

Definitions