STANDARD OPERATING PROCEDURE

SOP #145

SOCIAL MEDIA AND SOCIAL NETWORKING

CALEA Standard(s): 1.1.2, 26.1.1, 26.1.4a, 26.1.4b, 26.1.4c

PURPOSE:

To establish procedures for the use of personal electronic social media, social networking
media sites and multimedia messaging service with reference to the Miami Beach Police
Department.

SCOPE:

This Standard Operating Procedure (SOP) applies to all employees of the Department.

POLICY:

It is the policy of the Department that employees exercise good judgment, decency, and
common sense both on and off duty. This expectation shall also apply while employees are
engaged in electronic social media, social networking media, blogging, multimedia
messaging service/text messaging, e-mail, on-line computer gaming, cellular phone, or other
types of electronic medium. This policy is necessary to ensure employees use appropriate
discretion, good judgment, decency and common sense in their activities so as not to bring
discredit upon themselves, the Department or its members. [1.1.2][26.1.1]

PROCEDURE:
I.

General [1.1.2][26.1.1]
A. Employees are not prohibited from having personal profiles, blogs, websites or web pages; and are
free to access or participate in electronic social media, social networking media, blogging,
multimedia messaging service/text messaging, e-mail, on-line computer gaming, cellular phone, or
other types of electronic media while off duty. However, when reference is made to or about the
Department or its employees, a review of the content is necessary to ensure that it does not
compromise the integrity of the employee or cause or promote a lack of public confidence and
respect for the Department or its employees.
B. Employees shall at all time use appropriate discretion, good judgment, decency and common sense
in their activities so as not to bring discredit upon themselves, the Department or its members.
Employees will conduct themselves in such a manner as to inspire confidence and respect for the
position of public trust they hold.
C. Participation on publicly accessible electronic media including, but not limited to, internet postings,
personal web pages, social web and networking sites (e.g., Facebook, Twitter, Myspace, Flickr,
YouTube, etc.), chat rooms, text messaging, electronic dating services and any other electronic
media should be carefully considered for proper personal conduct.
D. Employees shall be aware that comments and statements made through electronic media including,
but not limited to, the internet and text messaging are openly public and may be available and
preserved for anyone to see in perpetuity.

II. Public Records Law

A. The Public Records Law, Chapter 119, Florida Statutes, and the Florida Supreme Court in Shevin v.
Byron, Harless et al., 379 So.2d 633 (Fla. 1980), require the retention and availability for copying of

______________________________________________________________________
Effective Date: 02/17/11
Revised Date: 05/18/15

SOP #145
Page 1 of 4

all materials made or received by an agency in connection with official business, which are used to
perpetuate, communicate or formalize knowledge.
B. The Department has the legal right to monitor and log all network activity including e-mail, text
messaging and internet use on Department issued phones, computers, or other electronic devices
with or without notice. Employees of the Department shall have no expectation of privacy or
confidentiality when using these resources.
III. Prohibitions [1.1.2]
A. Regarding social media or social networking sites, Department employees shall not:
1. Access or use any social media or social networking sites while on duty, whether on a
Department issued computer, personal computer or tablet, cellular phone, or other electronic
device;
2. Participate in, post, or forward any material that may compromise the employees integrity or
bring discredit to or adversely affect the efficiency, integrity or reputation of the Department
and/or its employees;
3. Participate in, post, or forward any text, photograph, audio, video or any other multimedia
material that infers, implies, states, opines or otherwise expresses the employees views of the
public, city employees, or other persons which could be interpreted as detrimental to the
Departments mission or in any way undermines the publics trust or confidence in the
Department and/or its employees;
4. Release any confidential or sensitive information acquired through their position within the
Department.
a. Confidential information includes, but is not limited to: photographs, home addresses, social
security numbers, phone numbers, names or any other identifying information of any current
or former law enforcement personnel and/or their families;
5. Release any text, photograph, audio, video, or any other multimedia material related to any
crime scene, crash scene, evidence, suspect, person of interest, victim, witness, or any other
information obtained while acting in their official capacity or accessed as a result of their
employment;
6. Release any text, photograph, audio, video, or any other multimedia material related to any past
or present investigation conducted by the Department or in conjunction with the Department;
7. Release any text, photograph, audio, video, or any other multimedia material related to any past
or present action taken by the Department or in conjunction with the Department;
8. Release any text, photograph, audio, video, or any other multimedia file related to any past
occurrence within, involving or concerning the Department;
9. Post, forward, text, or email any sexual, violent, racial, ethnically derogatory material, offensive
comments, offensive pictures, offensive artwork, offensive video or other derogatory or
degrading reference;
10. Post photographs or other depictions of Department logo, symbol, insignia, badge, seal, uniform,
marked or unmarked vehicle, equipment, or employees of/or affiliated with the Department
without the written authorization of the Chief of Police;
11. Use or authorize the use of any Department information including rank, title, photograph,
speech, writing, wording, likeness, identifying number, material or information identifying
themselves or others as an employee of the Department without the written authorization of the
Chief of Police;
12. Display weaponry in any manner which a reasonable person would consider offensive or
threatening, whether owned personally, privately or by the Department. Employees are not

______________________________________________________________________
Effective Date: 02/17/11
Revised Date: 05/18/15

SOP #145
Page 2 of 4

prohibited from displaying personal weapons in legitimate sales or other forums in a nonoffensive manner.
B. Employees shall immediately remove any questionable or prohibited content from their personal
websites, blogs, social media and social networking sites whether posted by them or others.
IV. Exceptions and Approval
A. The Chief of Police or his designee may grant exceptions for password-protected or limited access
websites used for official Department purposes, such as media and public relations, exchanging
information within professional organizations, sharing of intelligence, investigative and analytical
resources, officer safety and training, and criminal investigations.
B. Employees seeking exemption from a prohibited use shall submit a request in the form of a
memorandum to the Chief of Police via the Chain of Command. The memorandum shall include, but
not be limited to:
1. An explanation of the intended use of the references to the Department, photographs, or other
depictions of Department uniforms, badges, patches, marked units, logos, or insignias;
2. The purpose of the website or posting;
3. A printed layout of the entire web page, posting or site in its standard posted status;
4. A printed draft layout of the entire web page, posting or site the format intended for posting;
C. The Chief of Police or his designee may inquire further, approve or disapprove the request by noting
such on the memorandum.
1. If approved, the requestor shall retain a copy of the memorandum for the duration of the posting
or website;
2. A copy of the approved or rejected memorandum shall be maintained by the Departments
Community Affairs Office;
3. Within the limits of their control, the requestor shall be responsible for removal of references,
photographs or depictions when the posting or website is no longer appropriate or when so
directed by the Chief of Police or his designee.
4. Notwithstanding exceptions and approvals that may be granted in writing by the Chief of Police
or his designee, employees shall at all times adhere to the Departments Rules and Regulations.
[DRR 6.3.1][DRR 6.3.2][DRR 6.3.3]

V. Violation [DRR 6.5.3]

A. Employees observing conduct that is in violation of this policy shall report the incident to their
immediate supervisor or the Internal Affairs Commander without delay.
1. The supervisor receiving the complaint shall give it his/her immediate attention. The Supervisor
shall meet with the complaining employee to determine the nature of the prohibited conduct,
names of the person(s) alleged to be performing or participating in the prohibited conduct, and
the dates on which it occurred. The information shall be documented in an Allegation of
Employee Misconduct Form (AEM) without delay. The AEM shall be hand-delivered in a
sealed envelope to the Internal Affairs Commander.
2. The Internal Affairs Commander shall review the AEM and brief the Chief of Police. The Chief of
Police shall determine whether an investigation will be conducted by the Internal Affairs Unit or
refer the matter to the employees Division for investigation. The Internal Affairs Commander
shall monitor complaints referred to the employees Division.
3. Investigations shall be documented and conducted pursuant to the procedures as described in
SOP #010 - Internal Affairs Investigations, Counseling and the Discipline Process.

______________________________________________________________________
Effective Date: 02/17/11
Revised Date: 05/18/15

SOP #145
Page 3 of 4

B. A violation of any part of this policy shall be grounds for progressive disciplinary action up to and
including dismissal. [26.1.1][26.1.4a] [26.1.4b][26.1.4c]

DO/LH/WRG/JAB
F:\POLI\TECHSERV\PSUSOP\SOP\SOP Social Media\SOP #145 - Social Media and Networking - Revised 51715.docx

APPROVED BY:

______________________
Daniel J. Oates
Chief of Police

______________________________________________________________________
Effective Date: 02/17/11
Revised Date: 05/18/15

SOP #145
Page 4 of 4