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PRIVACY/ACKNOWLEDGEMENT STATEMENT?The disclosure of information in this manual could compromise the essential services and systems of the East Baton Rouge Parish Sheriff’s Office or otherwise impact the Office’s ability to carry out essential emergency responsibilities. It is expressly forbidden to distribute the Policy and Procedural Manual in part or entirety outside of the agency without the written authorization of the Sheriff or his designee. I understand that by violating this order I may be subject to disciplinary action up to and including termination.?I further acknowledge that the Office has provided me with access to the Policy and Procedural Manual. It is my responsibility to read the manual within 30 days from the date of this receipt. ???_______________________________????????????????????????????????????????????? _______________Employee Signature ???????????????????????????????????????????????????????????????????????????????????????? Date???_______________________________Witness????Table of Contents?Chapter 1???????Law Enforcement Role and Authority01-01?????????????? Mission Statement/Vision/Core Values01-02???? ????????????Code of Conducts and Ethics?Chapter 2???????Administrative Policies02-01??????????????????????? ?Supervision and Command02-02????????????????????????Written Directives02-03???????????????????????? Payroll and Timekeeping02-04 Training02-05 Travel Expense ReimbursementChapter 3???????Human Resources03-01????????????????????????Equal Employment03-02????????????????????????Leave03-03????????????????????????Attendance and Overtime03-04????????????????????????Holidays03-05????????????????????????Awards03-06????????????????????????Harassment and Discrimination03-07????????????????????????Disciplinary Procedures03-08Duty Related Injuries (DRI)??? 03-09????????????????????????Return to Work/Light Duty03-10??Line of Duty Death03-11?Extra Duty Details/Secondary Employment03-12????????????????????????Drug Free Workplace03-13????????????????????????DNA Collection03-14????????????????????????Performance Planning and Review (PPR)03-15Employee Grievance Procedure??????????????????????????? 03-16????????????????????????Employee Files03-17????????????????????????Violence in the Workplace03-18????????????????????????Family Medical Leave03-19Personal Use of Social MediaChapter 4Equipment and Resources04-01Fleet Vehicle Use and Maintenance04-02Fleet Accidents04-03Use of Force04-04Taser/Electronic Control Devices04-05???????????????????????? Firearms04-06???????????????????????? Uniforms and Grooming04-07 Reporting Lost or Stolen Weapons and Equipment04-08Guidelines for Social Media Use in InvestigationsChapter 5??????? Patrol05-01?????????????????????????Operations05-02?????????????????????????Bias-Based Profiling05-03?????????????????????????Mountain Bike Patrol05-04?????????????????????????Shot Spotter05-05Mobile Video Recorders?Chapter 6???????Special Operations06-01???????????????????????? Critical Incident Response and Special Task Planning06-02???????????????????????? Command Notification Procedures06-03???????????????????????? Critical Incident Stress Management06-04???????????????????????? Special Weapons and Tactics (SWAT)06-05???????????????????????? Canine 06-06???????????????????????? Maritime 06-07???????????????????????? Mass Arrest06-08???????????????????????? Shooting Response Team?Chapter 7??????? Internal Affairs07-01???????????????????????????Administration07-02???????????????????????????Operations ?Chapter 8??????? Operations Support??? 08-01???????????????????????????Public Affairs08-02???????????????????????????Inspectional Services08-03???????????????????????????Victim/Witness Assistance08-04????????????????????????????Mentally Ill Persons/Substance Abuse Patients?Chapter 9??????? Auxiliary and Technical Services09-01?????????????????????????? Evidence09-02?????????????????????????? Communications09-03?????????????????????????? Honor Guard09-04?????????????????????????? Crisis Negotiation 09-05???????????????????????????Safe Haven Law-Infants09-06?????????????????????????? Concealed Handguns09-07???????????????????????????Chaplain Program???????? ?Chapter 10????? Operational Memorandums10-01???????????????????????????FAA Personnel to Disaster Area or Areas Under Evacuation10-02???????????????????????????Prevention of Bloodborne Pathogens???????????????? ????Procedural Order?Number?01-01Effective Date?11/01/98SubjectMission Statement/Vision/Core ValuesRevision Date01/26/09ChapterLaw Enforcement Role and AuthorityReevaluationAnnually??OUR MISSIONIt is the mission of the East Baton Rouge Parish Sheriff’s Office to provide quality law enforcement, detention, court security and homeland security services to the residents and visitors of East Baton Rouge Parish.?OUR VISION It is the vision of the East Baton Rouge Parish Sheriff’s Office to be a leader in public safety, community service and crime control. We strive to integrate the community policing philosophies of developing partnerships with our community and maintaining a high quality of life through collaborative problem solving in everything we do. It is our vision that East Baton Rouge Parish remains one of the safest and most enjoyable places to live and visit in the State of Louisiana and the Nation.?OUR CORE VALUESWe, the men and women of the East Baton Rouge Parish Sheriff’s Office, pledge to infuse our core values in every aspect of our service to our community. Our three core values are:????????? Integrity - We pledge to maintain a strong sense of honesty, morality, goodness, and ethical character????????? Honesty?? - We pledge to always be truthful, sincere, upright, and decent?Character - We pledge to maintain the highest ethical standards and honorable personal qualities. We wish to serve as role models for our youth, our community, and our profession??????????????????????????????????????????????? ?????Procedural OrderNumber?01-02?? Effective Date?11/01/98SubjectCode of Conduct and Ethics Revision Date01/26/09ChapterLaw Enforcement Role and AuthorityReevaluationAnnually?01-01.01CODE OF ETHICSThe East Baton Rouge Parish Sheriff’s Office has adopted the Law Enforcement Officer’s Code of Ethics, promulgated by the National Sheriff’s Association, as the standard by which all deputies shall be guided for their conduct at all times. ?01-01.02LAW ENFORCEMENT CODE OF ETHICSAs 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 persons 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 my personal and official life, I will be exemplary in obeying the laws of the land and the regulations of my Office. Whatever I see or hear of a confidential nature or that is confided to me in my official capacity will be kept secret unless revelation is necessary in the performance off my duty. I will never act officiously or permit personal feelings, prejudices, animosities, or friendship 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 or favor, malice, 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 rue to the ethics of law enforcement. I will constantly strive to achieve these objectives and ideals, dedication myself before God to my chosen profession--law enforcement.?01-10.03DEFINITIONS????????Sheriff: Chief law enforcement officer of the Parish, keeper of the jail, executive officer of district court, and ex-officio tax collector???????? Office: East Baton Rouge Parish Sheriff’s Office???????? Commissioned Deputy: An employee commissioned by the Sheriff???????? Employee: An employee of the East Baton Rouge Parish Sheriff’s Office???01-01.04CONFORMANCE TO LAWSA commissioned deputy shall conform to, and abide by, the laws of the United States, the State of Louisiana, all other states of the United States, and subdivisions thereofA conviction for the violation of any law shall be prima facie evidence of a violation of this section?01-01.05COURTESYCourtesy to the public will be strictly observed. Deputies shall not engage in argumentative discussions, even in the face of extreme provocation. When required, deputies will act with firmness and sufficient energy to perform his/her duties. ?01-01.06CONDUCT UNBECOMING A commissioned deputy shall conduct himself at all times, both on and off-duty, in such a manner as to reflect most favorably on himself/herself and the Sheriff’s Office. Unbecoming conduct is defined as conduct which:???????? Brings the Sheriff’s Office or any of its subdivisions into disrepute???????? Reflects discredit upon the deputy as a member of the Sheriff’s Office???????? Impairs the operations or efficiency of the Sheriff’s Office or the deputy???????? Detrimentally affects the morale of Sheriff’ Office personnel?01-01.07LOYALTY TO THE OFFICEA commissioned deputy shall not publicly criticize the Sheriff’s Office, its policies, or other deputies, or an employee by talking, writing, or other expressions where such defamatory, obscene and unlawful, exhibits a reckless disregard for the truth or tends to undermine the operations of the Sheriff’s Office.?01-01.08BADGE OF OFFICEThe term “badge of office” shall include identification/commission card, badge, official, position, title, uniform or any other tangible or intangible thing by which it can be construed that the concept “Sheriff’s Office” is being interjected. ?A commissioned deputy shall not:???????? Participate in any form of solicitation where use is made of his/her badge of office without the express written approval of the Sheriff, or his designee???????? Use his/her badge of office for personal or financial gain or for the benefit of any individual or group of individuals???????? Seek nor accept any form of reward or remuneration, including money, tangible or intangible property, food, beverage, promise of loan, service or entertainment, excluding wages paid by the Sheriff’s Office, as a result of his conduct while acting within the authority of his badge of office except as directed by the Sheriff???????? Not use his/her badge of office for the purpose of avoiding the consequences of illegal acts???????? The use of “East Baton Rouge Parish Sheriff Office” as part to the address of a deputy’s operator’s license, vehicle registration, or other personal papers is prohibited. It is the specific intent of this section to limit the use of the deputy’s badge of office to matters within the scope of his employment by the Sheriff’s Office. This section shall be construed so as not to restrict any commissioned Deputy in the free exercise of constitutionally protected freedoms that are not necessarily limited by the conditions of his employment?01-01.09IDENTIFICATIONCommissioned deputies shall carry their badge and identification cards on their person at all times except when impractical or dangerous to their safety or to an investigation.?01-01.10PERFORMANCE OF DUTYDeputies shall not stop, detain, or search anyone based solely on racial characteristics, ethnicity, gender, or sexual orientation. Deputies shall conscientiously strive to be responsible for the proper performance of all assigned duties, as they are responsible for their own acts. A deputy shall not consider ignorance of the rules, regulations, and directives an excuse or justification for any violation of such. ?01-01.11REPORTING FOR DUTYDeputies shall report for duty at the time and place specified by his supervisor and be physically and mentally fit for duty. Additionally, deputies shall be properly dressed in their issued uniform or approved civilian attire suitable for the assignment and be in possession of approved equipment necessary to assume their duties. Deputies are not allowed to utilize any personal equipment that has not been specifically authorized in Policy and approved by designated personnel. Deputies failing to report for duty, scheduled hearings, court appearances, and other designated assignments on time and fit for duty shall be in violation of this order and subject to disciplinary actions.?01-01.12NEGLECT OF DUTYDeputies shall not, without proper authorization, absent himself/herself from their assigned duty station or otherwise fail to perform their assignment during their tour of duty.Deputies shall remain awake and alert while on-duty or if unable to do so, shall report to their supervisor, who shall determine the proper course of action.?01-01.13NOTIFICATION FOR ILLNESS OR INJURYA deputy who knows that they are unable to report for duty due to illness or injury shall immediately notify their supervisor, or ensure such notification is made. Information to be conveyed to the supervisor shall include: nature of the injury, the location where the deputy will be recuperation, and the expected date of return to duty.? The supervisor shall be advised of changes in any of the aforementioned conditions that may occur after original notification was given. The supervisor may require a doctor’s certificate.A deputy is injured on-duty shall report the injury to their supervisor as soon as possible and comply with the provisions of all other existing regulations pertaining to such injuries.A deputy shall not feign illness, injury, deceive, attempt to deceive, any official or representative of the Sheriff’s Office as to the real physical condition of themselves or of another deputy.A deputy, upon becoming aware that she is pregnant, shall report her condition in writing to the Sheriff through the chain-of-command. Further, on a monthly basis, a pregnant deputy shall submit physician’s medical certificates that document:???????? The deputy’s physical ability to perform the present assigned duties???????? The physician’s appraisal that the type of work being performed will not injure the deputy or expected child???????? Any recommended duty restrictions or modifications including temporary light duty. A pregnant deputy shall be permitted to continue working regular duty or temporary light duty assignments as long as monthly physician certificates are submitted or until such time as the physician recommends that work be curtailed?01-01.14UNSATISFACTORY PERFORMANCEA deputy shall maintain a competency level sufficient to properly perform his/her duties and assume the responsibilities of their position. Deputies shall perform their duties in such a manner as to maintain the highest standards of efficiency.Unsatisfactory performance may be demonstrated by:???????? A lack of knowledge in the application of laws required to be enforced???????? An unwillingness or inability to perform assigned task???????? A failure to conform to work standards established for the deputy’s rank, grade, or position???????? A failure to take the appropriate actions at the scene of a crime, disorder, or other matter deserving attention???????? Repeated poor evaluations?01-01.15LAWFUL ORDERSA deputy shall promptly obey and execute any and all written or verbal lawful orders of a supervisor. A deputy shall not obey any order which he/she knows, or should have known, would require them to commit an illegal act. If in doubt as to the legality of an order, the deputy shall request the issuing supervisor to clarify the order. Due to unique separation of Divisions within the Sheriff’s Office, supervisors shall only issue orders to those deputies within their Division unless extenuating circumstances exist and failure to act would result in loss of life, serious injury, or massive property damage, etc.??01-01.16CONFLICTING ORDERSA deputy who is given a lawful order that is in conflict with a previous order or regulation shall respectfully call attention to such conflict. If the superior deputy giving the order does not alter or retract the conflicting order, then that order shall stand and under these circumstances the responsibility shall be his/hers. The deputy obeying the conflicting order shall not be held responsible for disobeying any previously issued order.?01-01.17FALSE STATEMENTSA deputy shall not make a false statement or falsify any written report to a supervisor knowing such statement to be incorrect or misleading. No deputy shall intentionally withhold any information from a report, statement, knowing such information to be relevant to the report or statement. ?01-01.18DISSEMINATION OF INFORMATIONDeputies shall not disseminate any confidential information of the Sheriff’s Office without proper authority. For the purpose of this order, confidential information shall be defined as information which:???????? Could endanger a deputy or any other person???????? May impede the disposition of a case???????? May aid a person to escape arrest???????? May delay the apprehension of a criminal???????? May permit the removal of stolen property or evidence???????? Violates any federal, state, or local law or ordinance concerning the release of confidential information???????? Makes known the contents of an internal or criminal record or report to an unauthorized person in violation of LRS 44:3, The Public Records LawA deputy may only divulge, make known, or exhibit the contents of an official file:???????? To a duly authorized police officer or agency official???????? As provided by law and on approval of the appropriate supervisor???????? When summoned by a court of competent jurisdiction or subpoena duces tecum served on the Sheriff’s Office or its administrators?01-01.19RESIDENCE REQUIREMENTS???????? Commissioned deputies who reside outside of East Baton Rouge Parish shall utilize the chain-of-command and obtain approval from the Sheriff or his designee???????? Beginning April 12, 2008, Deputies assigned a take home vehicle who reside outside of East Baton Rouge Parish will be allowed out-of-parish commuting up to 25 miles driving distance from their residence to the East Baton Rouge Parish line.? Only those authorized by the Sheriff or his designee will be allowed this privilege???????? In addition, those deputies granted permission under this policy provision may not use their assigned vehicle for personal use while outside of East Baton Rouge Parish???????? Deputies shall maintain a telephone at their residence or provide a telephone number to their Commander where they may be reached. Any change in address or telephone number shall be reported to the appropriate Commander and Human Resources in writing within forty-eight (48) hours?01-01.20INTERFERENCENo deputy shall:???????? Interfere with, or attempt to exert influence on any of the participants in a Sheriff’s Office disciplinary procedure???????? Interfere with a case assigned to another deputy for investigation without the consent of the assignee, except by order of a supervisor???????? Interfere or intervene in any lawful arrest or prosecution brought by another deputy or by any other agency or person unless requested to do so by said agency or person???????? Undertake any investigation or other official action not part of his/her regular duties without obtaining permission from his/her supervisor unless the exigencies of the situation require immediate police action?01-01.21USE OF FORCEDeputies shall not use more force than is reasonably necessary under the circumstances. In addition, deputies shall use force in accordance with applicable law and Sheriff’s Office guidelines.?01-01.22USE OF FIREARMSThe use or handling of a firearm in a careless or negligent manner, or the unjustified endangerment of human life, is strictly forbidden. In addition, the use of a firearm in a manner inconsistent with Sheriff’s Office rules, regulations, policies and procedures is forbidden.?01-01.23USE OF DRUGSThe use of any controlled dangerous substance, as defined and scheduled in LRS 40:961 et seq., by any deputy is prohibited except when prescribed by a licensed medical practitioner pursuant to treatment by that physician. When a deputy is prescribed medication that is defined and scheduled as controlled dangerous substance, he/she shall inform their supervisor of said prescription prior to reporting for duty. The deputy shall provide written documentation from the prescribing physician certifying that the medication will not impair the deputy’s ability to perform their duties. Use of a medication other than in the dosage prescribed by a physician may result in disciplinary action.?01-01.24USE OF INTOXICANTSA deputy shall not appear for duty while under the influence of intoxicants, nor shall they partake of intoxicants while on-duty unless it is necessary to properly perform assigned functions as directed by his/her supervisor. If a deputy has authorization to use intoxicants while on-duty, it becomes incumbent upon the deputy not to indulge to the extent that mental capacity is reduced to a state of ineffectiveness. Alcoholic beverages shall not be transported or stored in a Sheriff’s Office vehicle or instillation except in an emergency situation or orders from a supervisor, or when officially confiscated or seized as evidence. A deputy shall not purchase alcoholic beverages while in uniform, nor shall he/she go to a bar or tavern in a Sheriff’s Office vehicle unless authorized in the course of their duties or under emergency conditions. ?01-01.25GAMBLINGA deputy shall not participate in legal gaming in any form while on-duty or in uniform. In addition a deputy shall not participate in any form of illegal gambling unless in the performance of duty and while acting under proper and specific orders. ?01-01.26VISITING PROHIBITED ESTABILSHMENTSA deputy shall not enter an establishment wherein any law is being violated unless in the performance of an official act.?01-01.27ARREST, SEARCH, AND SEIZUREDeputies shall not make an arrest, conduct a search, or initiate a seizure, which they know or should have known, is contrary to law or Office policy or procedure.?01-01.28TREATMENT OF PRISIONERS IN CUSTODYA deputy shall not mistreat persons who are in their custody. Deputies shall handle such persons in accordance with the law and Office procedures. Deputies shall not abuse process or make false accusations against any prisoner.?01-01.29PROTECTION OF EVIDENCEDeputies shall not destroy, improperly remove, or manufacture evidence or contraband, or any other material found or seized in connection with the investigation of any incident or crash. Weapons and other evidence or property lawfully seized shall not be converted to personal use even though a judicial officer has returned such to the deputy’s custody. Evidence returned in this manner shall be placed in the custody of the Office for disposal according to law.?01-01.30COWARDICEA deputy shall not show a lack of courage in the face of danger, pain, difficulty, or opposition and will faithfully enforce all laws.?01-01.31POLICE ACTION WHILE OFF-DUTYA deputy has the authority and responsibility to take necessary police action with regard to all serious police matters brought to his/her attention while off-duty. Sound judgment should be used when deciding to act. Consideration should be given to the availability of assistance, the possession of proper credentials, weapons and restraining devices; the danger or threat of danger to other persons, and related issues. A deputy, off duty and in a private vehicle, should exercise police authority only with the greatest care with consideration for the above standards.?01-01.32INVOLVEMENT IN ALTERCATONSAny deputy involved in, or aware of, any altercation or situation concerning any matter in which he/she or any other deputy could possibly be a defendant, must timely report the facts in detail to the appropriate supervisor for transmission to the Sheriff.??????????? 01-01.33INTERVENTION IN CIVIL MATTERSA deputy shall not take official action in any civil case except where such action will prevent a breach of peace or assist in quelling a disturbance.?01-01.34DEPUTY SUBJECT TO CALL WHILE OFF-DUTYA deputy shall have regularly scheduled hours of assigned duty and when not so engaged shall be considered off-duty. However, deputies shall be subject to being called to duty as needed.?01-01.35RELATIONS WITH OTHER COMMISSIONED OFFICERS?????????? A deputy shall never behave disrespectfully or use threatening or insulting language toward any other officer engaged in the execution of his/her position or duties.Deputies shall never draw or lift a weapon toward, offer violence against, strike or attempt to strike another officer.?01-01.36COOPERATION WITH OTHER AGENCIESDeputies shall cooperate with all agencies engaged in the administration of justice by providing all the aid and information permitted by rule and law.?01-01.37REQUEST FOR ASSISTANCEWhen a citizen requests assistance or advice either by telephone or in person, all pertinent information shall be obtained in an official and courteous manner and will be properly acted upon consistent with established procedures. ?01-01.38PUBLIC STATEMENTSA deputy shall not address public gatherings, appear on radio or television, prepare any article for publication, act as a correspondent to a news paper or periodical, release or divulge investigative information, or act as a representative of the Sheriff’s Office in other matters without prior authorization from the Sheriff or his designee.??01-01.39CITIZEN COMPLAINTSDeputies shall courteously accept any written and signed complaint made by a citizen against any deputy or the Sheriff’s Office. The deputy may attempt to resolve the complaint consistent with policy and procedure, but shall never attempt to dissuade a citizen from lodging a complaint?01-01.40ENDORSEMENTS/REFERRALSA deputy shall not recommend during the course of his/her employment except in the transaction of personal off-duty business, the employment or procurement of a particular product, professional or commercial service.In the case of ambulance or towing services, when the person in need of such services is unable or unwilling to procure the same, deputies shall request those services according to established policy and procedures. ?01-01.41REPORTING OF INFORMATIONDeputies shall report to their supervisor all information that comes to his/her attention concerning organized crime, vice conditions, narcotics trafficking or its use, along with any other criminal activity or violation that a deputy suspects. Supervisors shall forward such information to the Commander of the appropriate investigative unit. Deputies shall promptly report to his/her supervisor any information that comes to his/her attention indicating another deputy or employee of the Office has violated any law, rule, regulation, or order. ?01-01.42ASSOCIATIONS?????? Deputies shall avoid regular or continuous associations or dealings with persons whom they know, or should have known, are racketeers, sexual offenders, suspected felons, persons under criminal investigation or indictment, or who have a reputation in the community for present involvement in felonies or criminal behavior.Exceptions may be necessary in the performance of official duties or where association is unavoidable because of family relationships.?????????? ?01-01.43PAYMENT OF DEBTSDeputies shall make every effort to pay all just debts and legal liabilities when they are incurred. Disciplinary action may be appropriate in any of the following circumstances:???????? Judgment of creditors have been finally adjudicated and the employee, even though able to pay, has refused to comply with such judgment???????? The effect of such indebtedness has adversely affected the ability of the employee to perform his/her job, or has reflected negatively on the reputation of the East Baton Rouge Parish Sheriff’s OfficeAbsent extenuating circumstances, disciplinary action shall be inappropriate in any of the following circumstances:???????? The employee has made a genuine effort to pay his/her debts???????? The employee has filed a voluntary bankruptcy petition???????? A garnishment order has been filed?01-01.44FINANCIAL DISCLOSUREBy order of the Sheriff or his designee, deputies shall submit financial disclosure statements when the information is relevant to an investigation.?01-01.45SEEKING PUBLICITYDeputies shall not directly or indirectly seek publicity for themselves through the press, radio, television, or other media. Deputies shall not furnish information to the public media for the purpose of gaining personal recognition as a law enforcement official.?01-01.46USE OF TOBACCO PRODUCTS WHILE IN UNIIFORMDeputies shall not use tobacco products when in direct contact with the public and conducting official business or while in formation.?01-01.47USE OF CELLULAR PHONESDeputies shall use not use blue-tooth or any other type of personal Communications or entertainment headset, while in direct contact with the public and conducting official business or while in formation. ?01-01.48MECHANICALLY RECORDING CONVERSATIONSNo employee shall make a mechanical recording of the conversation of another employee without the prior approval of the Sheriff or without the consent of all parties to the conversation. This order shall not apply to recording police radio traffic or recording calls made to the published telephone numbers at the Sheriff’s Office facilities.This order does not prohibit use of answering equipment.?01-01.49CHEATING ON EXAMINATIONSDeputies shall not cheat or tamper in any manner with an official examination conducted by or sponsored for this Office by obtaining, furnishing or attempting to obtain, furnish or accept answers or questions to such examination.Deputies shall not copy, photograph or otherwise remove examination contents; nor shall he/she use any misrepresentation or dishonest method while preparing, administering or participating in such examination(s).?01-01.50COOPERATION WITH INTERNAL AFFAIRS INVESTIGATIONSIt shall be the duty of every employee to cooperate with any Internal Affairs investigation. Employee(s) shall keep the nature and/or any details of the investigation in the strictest confidence.?01-01.51USE OF POLYGRAPHUpon order of the Sheriff or his designee, a deputy shall submit to a polygraph examination when the examination is specifically directed and related to a particular internal investigation. Whenever a complaint by a citizen is the basis for an investigation and the matter is non-criminal, and no corroborating information has been discovered, a deputy shall not be required to submit to an examination unless the complainant also submits to such examination. ?01-01.52MEDICAL EXAMINATIONS, PHOTOGRAPHS AND LINEUPSUpon order of the Sheriff or his designee, a deputy shall submit to any medical, psychological, ballistic, chemical or other tests, photographs or lineups. All procedures under this order shall be directly related to a particular internal investigation.?01-01.53PAROLE BOARD INTERVENTIONNo employee of the East Baton Rouge Parish Sheriff’s Office shall intervene or recommend actions to be taken by the Parole Board on behalf of any inmate working for the East Baton Rouge Parish Sheriff’s Office.?01-01.54DISCIPLINARY ACTIONWhen Bureau Commanders find it necessary to cause personnel under their command to be suspended, the day(s) of suspension shall not begin on or include the employee’s regular days off, any paid holiday or any leave taken.?01-01.55CARRYING CONCEALED WEAPONS IN OTHER STATESThe Law Enforcement Officers Safety Act (LEOSA)of 204 amended title 18 of the United States Code to exempt qualified current and former law enforcement officers from state law prohibiting the laws prohibiting the carrying of concealed handguns. A deputy who employs this privilege should be cognizant that when visiting another state, he/she does so as a private citizen without law enforcement authority. Individual states retain autonomy in establishing legislation that prohibits carrying concealed weapons restrictions in the state he/she may visit. With respect to complying with the LEOSA, a deputy who carries a concealed weapon out-of-state shall:????????Carry their Office issued commission card????????Carry only a Office authorized sidearm with which he/she is qualified????????Use a firearm only in accordance with Office rules, regulations, policies, and procedures????????A deputy who is under suspension or has failed to maintain their firearms qualification is not eligible for exemption to a state’s prohibition of carrying a concealed handgun????????A deputy shall not carry a concealed weapon if they are under the influence of alcohol or a controlled dangerous substance as defined in LRS 40:961 and LRS 40:964???Procedural Order?Number?02-01?? Effective Date?07/01/99SubjectSupervision and Command Revision Date01/26/09ChapterAdministrative PoliciesReevaluationAnnually??02-01.01?????????????? SUPERVISION AND COMMANDThe level of efficiency at which employees perform will be largely determined by the caliber of their supervisor. Supervision gives coherence to the police task and directs the energies of a law enforcement agency into an organized effort. Proper supervision is essential to maintain a professional level of competence in law enforcement operations.Supervision in its broadest sense consists of three main tasks: to organize, to delegate, and to oversee.???????? To organize means planning the work of the Office and of the employees in an orderly manner???????? To delegate means giving someone else the responsibility and authority to do something that the supervisor does not have the time or ability to do efficiently. Responsibility should always be accompanied with commensurate authority????????Supervisors are accountable for the activities of employees under their immediate control????????Supervisors may confer upon subordinates the same authority and responsibility they possess; however, it is the responsibility of the supervisor to ensure that the work is done???????? Persons who assume a delegated responsibility should realize they shall be held responsible for the results. Employees shall be fully accountable for the use of delegated authority, as well as the failure to use it?02-01.02????????????????NEPOTISM??? A commissioned deputy shall not be in the immediate line of supervision of another East Baton Rouge Sheriff’s Office employee if they are related in the following manner:??????Child, sibling, spouse, parent, father/mother-in-law, son/daughter-in-law, sibling’s spouse???Procedural Order?Number?02-02Effective Date?06/01/08SubjectWritten DirectivesRevision Date01/26/09ChapterAdministrative PoliciesReevaluationAnnually??02-02.01????????????????PURPOSEThis order establishes a formal written directive system and provides for its administration.?02-02.02????????????????THE WRITTEN DIRECTIVE SYSTEMThe Sheriff and the Chief Deputy have the sole authority to issue, modify, and approve Official written directives. Division Commanders may issue written directives that direct the operation of their personnel. Division written directives shall not supersede or contradict Office directives. It shall be the responsibility of the Chief Administrative Officer to:???????? Act as the official custodian of the system???????? Oversee the administration of Office written directives???????? Maintain the integrity of the system by indexing, purging, updating, and revising existing directives???????? Maintain the Office’s Policy and Procedural Order Manual on the web-siteThe system shall be a number and bullet format and includes the Subject, Chapter, Effective Date, Revision Date, Reevaluation Date and a statement of directive purpose. The Office shall maintain an electronic version of the Policy and Procedure Manual. Features of the electronic version consist of the following:????????Index – this feature auto-populates based upon the subject of the procedural order or allows for manual entries of selected terms????????Table of Content – a listing of the manual’s policy and procedures is listed in the Policies Approved section????????Word search – this function enables the user to search the policy based on key words or derivationsThe system shall be comprised of the following:????????General Orders????????Orders concerning agency matters Office-wide in scope????????Issued by the Sheriff or Chief Deputy????????Policy????????Orders permanent in nature that provides a framework for conduct of a particular activity. A policy is recognized by such words as “may” or “should” and usually do not establish fixed rules or set procedures????????Issued by the Sheriff or Chief Deputy????????Procedural Orders????????Orders permanent in nature that provides guidelines for carrying out agency activities. Although structured as a general set of guidelines, procedural orders occasionally allow some latitude and discretion in carrying out an activity???????? Rules and Regulations????????Orders that establish a set of specific guidelines to which all employees must adhereAll proposals for new written directives or revisions to current written directives shall be forwarded through the deputy’s chain-of-command to the Chief Administrative Officer for review. The Chief Administrative Officer shall forward the proposal up the chain-of-command for approval prior to implementation.The Chief Administrative Officer will periodically reevaluate the Policy and Procedural Order Manual to ensure Official practices remain consistent with approved policy. When discrepancies are identified, contact will be made with the personnel responsible for determining if revision or purging of the policy is merited.Any requests by Office personnel to purge a policy shall be forwarded via chain-of-command to the Chief Administrative Officer for further review. The Chief Administrative Officer shall utilize established guidelines when suggesting the elimination of a policy to the Sheriff or his designee.?02-02.03?????????????????DISTRIBUTION OF WRITTTEN DIRECTIVESThe Chief Administrative Officer shall distribute written directives, at the direction of the Sheriff or his designee. Notice of changes to written directives shall be forwarded to Division Commanders. The Division Commanders shall forward the notice to the Commanders under their authority. Commanders will ensure that deputies under their authority receive notice of all new or revised General Orders, Procedural Orders, and Operational Memorandums.???????? Deputies are not required to maintain a paper copy of the policy manual???????? Written directives issued by the Sheriff or Chief Deputy shall remain valid until they are canceled, revised, or repealedProcedural OrderNumber02-03Effective Date5/21/2012SubjectPayroll and TimekeepingRevision DateChapterAdministrative PoliciesReevaluation FORMCHECKBOX 6 mos. FORMCHECKBOX 12 mos. FORMCHECKBOX 24 mos.POLICYIn order for the EBRSO to accurately compensate employees for work performed and to adequately safeguard payroll distribution to employees, it is necessary to have the appropriate procedures and internal controls in place. This policy describes the payroll procedures required as well as the responsibilities of the parties involved.PAYROLLPayroll payments will be made to employees on a biweekly schedule.Payments are made to employees via mandatory direct depositTimesheets and leave requests are entered on-line via the EBRSO employee portal on the internet. This is a secure site that has been established for the creation and submission of electronic timesheets. Non-exempt employees must enter hours worked as well as leave taken. Exempt employees must enter leave taken. The deadline to submit electronic time sheets is every other Monday at 12 pm (noon). The payroll period will be considered closed after this deadline. Failure to submit the timesheets to Payroll by the deadline will result in the direct deposit payments for the affected employees being delayed. Supervisors may establish earlier deadlines for their subordinate employees to submit their timesheets as to allow the supervisor time to review and approve the timesheets by the noon deadline. Adjustments for closed payroll periods are to be submitted to Payroll. (Please see the Time and Attendance Adjustment Form following.) Adjustments to closed payroll periods will be reflected on the employee paycheck following receipt of the correction. Employees who receive overpayments are required to repay the funds paid in error no later than the following payday. RESPONSIBILITESEmployees are responsible for Ensuring they accurately enter their hours worked and submitting their electronic timesheets to their supervisors so as to be reviewed and approved prior to the payroll deadline. Employees who fail to timely submit their timesheets may experience a delay in receiving their payroll direct deposits. By submitting the timesheets to the supervisor, the employee is certifying that the information contained in the timesheet is true and correct. Submitting requests for leave to their supervisors via the EBRSO employee portal on the internet.Employees are responsible for reviewing their payment statements for accuracy (benefit deductions taken, pay received and applicable leave deductions). Supervisors are responsible for Reviewing and approving the electronic timesheets by the payroll deadline. Failure to submit the timesheets to Payroll by the deadline will result in the direct deposit payments for the affected employees being delayed. By approving an employee’s timesheet, the supervisor signifies that to the best of his knowledge, the entries made by the employee are a true representation of hours worked. Identifying any inaccuracies on subordinate employee timesheets and ensuring the employee makes the necessary corrections.Reviewing and approving or denying leave requests submitted via the EBRSO employee portal on the internet.Payroll receives timesheet data submitted by supervisors and is responsible for ensuring accurate and timely payment to employees based on this timesheet data entry. Payment is generally made to employees via direct deposit. Procedural OrderNumber?02-04Effective Date01/01/09SubjectTrainingRevision Date01/26/09ChapterAdministrative PoliciesReevaluationAnnually?02-04.01?????????????????PURPOSETraining programs should address the needs of the Office and ensure that there is accountability for all training provided. In particular, training should be consistent with the Office’s mission, goals and core values. The Director of Training will be accountable for developing and administering training programs. Program development should provide for input from several sources, including Office personnel in general, a training committee, the Sheriff, and Human Resources.?02-04.02????????????????TRAINING COMMITTEE????????The Training Committee shall be composed of the Training Academy Director, who shall serve as the Chairman of the Committee, along with the following members of the Academy Staff: Firearms Supervisor, and the Defensive Tactics Supervisor. In addition to the Academy Staff, the committee shall be composed of the Chief of Operations, Corrections Warden, Division Commander for Investigations, Division Commander for Patrols, and the Human Resources Director or any of their designees????????The Chief Deputy has the authority to appoint any person to the committee and fill any vacancies, which may arise. In such case, the Chairman of the Training Committee shall supply the Chief Deputy with the names of possible replacements????????Vacancies will be filled within thirty days so as not to hinder the operations of the committee????????With the Chief Deputy’s approval, the Committee Chairman has the authority to seek and appoint additional membership to the committee from any population outside the Sheriff’s Office????????The Training Committee Chairman has the authority to schedule meetings, as he/she deems appropriate. At a minimum, the Committee shall convene annually????????The Committee shall be responsible for verifying that deputies receive appropriate instruction that will enhance their skills and knowledge to perform their duties in an effective and efficient manner. Verification will be accomplished through:????????An evaluation of training programs for their effectiveness and the possible implementation of new training methodology????????Input from members of the various sections of the Office as to training that is important to their areas of responsibility????????Performance evaluations of deputies????????Internal Affairs investigations and complaints????????A final summary of committee meetings shall include topics covered and any recommendations regarding training issues will be reported to the Chief Deputy????????Any member of the Office who has a training issue that he/she wishes to be address by the Training Committee should forward their request through their chain-of-command to the Training Academy Director for consideration by the committee?02-04.03??????????????? ATTENDANCE REQUIREMENT???????? Deputies shall attend training as assigned unless prohibited due to illness, court attendance, and emergency situations or intervention by his/her commanding officer. Anyone who fails to attend a scheduled course of training shall notify their Shift Supervisor of the Section they are assigned as soon as possible so that arrangements may be made to complete all required training?02-04.04??????????????? IN-SERVICE TRAININGThe dates for annual In-Service Training will be determined by the Training Academy and notification will be announced through the Division Commanders to their various CommandersIn-Service Training shall consist of:o?????? Firearms Prequalificationo?????? Defensive Tactics Refreshero?????? Use of Deadly Force Policieso?????? Use of Non-Deadly Force Policieso?????? Legal Updateso?????? And any other course that may be added at the direction of the Sheriff???????The failure to complete In-Service Training within a specified time may result in the suspension of certification in the required field of proficiency???????Upon successful completion of training, the deputy’s training file will be updated to reflect satisfactory completion of training??????? It is the responsibility of the deputy to provide the Training Academy and Human Resources with copies of certificates or any other verification of successful completion of training provided by an outside agency?02-04.05?????????????????? REMEDIAL TRAINING????????Remedial Training is defined as supplemental training provided in accordance with proven methods of teaching by qualified instructors to assist in the correction of an identified skill or deficiency????????When a deputy has been identified as demonstrating diminished skills, he/she shall undergo remedial training to improve that skill. A Training Academy Instructor, the Training Academy Director, or the deputy’s immediate supervisor may identify the need for remedial training????????Remedial training will b e implemented after a diminished skill has been identified and efforts have been made to correct the deficiency, but the deputy fails to meet established Office standards or standards articulated by his/her supervisor????????The need for remedial training may be identified in a deputy as a result of a supervisor’s observations, complaints against the deputy, or lack of the skills and knowledge necessary to perform the duties of the job sufficiently. Once the need has identified, the supervisor shall provide a course of action with the deputy to correct the deficiency. All remedial training implemented will be documented. Deputies receiving remedial training shall be afforded a reasonable opportunity to achieve the desired results. If the deputy fails to conform to the training, disciplinary actions may be warranted????????Deputies who fail to requalify with a less lethal weapon or who utilize the weapon contrary to proper training shall not be authorized to carry the weapon until completing additional training as prescribed by a qualified weapon instructor?02-04.06?????????????????? ROLL CALL TRAINING???????? Roll Call Training should reflect best practices as currently adopted by the Office. Topics may include recent court decisions, policy and procedures, and latest training techniques????????Documentation of all Roll Call Training shall include the subject of training, the date, and those present. This document shall remain on file in the Section where the training took placeProcedural Order?Number?02-05Effective Date?01/01/09SubjectTravel Expense ReimbursementRevision Date5/1/2013ChapterAdministrative PoliciesReevaluationAnnually?02-05.01 PURPOSETo establish guidelines and procedures for claiming and recovering cost associated with EBRSO related travel. 02-05.02 POLICYGenerally, the reimbursement rates will follow the guidelines established by the State of Louisiana. The current rates can be found at doa.osp/travel. Reimbursement rates for prisoner extraditions and tranportations follow the East Baton Rouge City-Parish guidelines. Signed receipts must be submitted to Finance for reconciliation within 3 days following the trip. For overnight travel in Louisiana, employees are responsible for presenting the EBRSO Sales Tax Exemption Form provided by Finance prior to the travel to the hotel at check-in.There will be no reimbursement when no cost was incurred by the employee.?02-05.03? MEALSGeneral ProvisionsReimbursement for alcohol is prohibited??????Receipts are not required for routine meals with the following exceptions: Meals cost more that the per diem issued and there is valid justification for the higher expense; or For prison transporations where the per diem was not issued in advance; reimbursements will be is issued from receipts, as limited by State or City-Parish guidelines as appropriate.Partial meals such as continental breakfasts or airline meals are not considered meals. Expenses may not be claimed if meals are provided as part of a registration fee or included by the host agency as part of the training???Single Day TravelMeals are not eligible for reimbursement on single day travel. This means that when an employee is in travel status where no overnight stay is required, no meals are eligible for reimbursement. However, the Sheriff or his designee may authorize Single Day Meal reimbursements on a case-by-case basis or by types(s) of single day travel when it is determined to be in the best interest of the EBRSO. In those cases the Finance/Payroll Office must keep the approvals in the travel file and is responsible for reporting the reimbursement as wages to the employee.To receive any meal reimbursement on single day travel, the employee must be in travel status for a minmum of 12 hours.See the LA State Travel Guidelines for the maximum allow for meal reimbursement for single day travel.Travel with Overnight StayTravelers may be reimbursed for meals according to the schedule schedule in the Louisiana State Travel GuidelinesWhen an employee is in travel status for at least 12 hours, meal reimbursement eligibility will be as follows:Breakfast: When travel begins at or before 6 a.m. on the first day of travel or extends beyond 9 a.m. on the last day of travel, and for any intervening daysLunch: When travel begins at or before 10 a.m. on the first day of travel or extends to or beyond 2 p.m. on the last day of travel, and for any intervening daysDinner: When travel begins at or before 4 p.m. on the first day of travel or extends to or beyond 8 p.m. on the last day of travel, and for any intervening days?02-05.04 PARKING AND RELATED EXPENSES??????Outside airport parking is reimbursable at current rates, employees must pay the difference for covered parking??????Employees using EBRSO vehicles on official business will be reimbursed for reasonable storage fees, for all other parking, ferry fares, road and bridge tolls. For each transaction over $5, a receipt is required?????Tips for valet parking not to exceed $2 per day?02-05.05 REIMBURSEMENT FOR OTHER EXPENSES WHILE IN TRAVEL STATUSThe following expenses incidental to travel may be reimbursed:Communication Expenses??????For official EBRSO business – all costs (receipts required for over $3)??????For domestic overnight travel – up to $3 in personal calls upon arrival at each destination and up to $3 for personal calls every second night after the first night if the travel extends several daysCharges for storage and handling of Office equipment (receipts required)Baggage tipsAt the hotel – up to $3 tip per hotel check-in and $3 tip per hotel check out, if applicable??????At the airport -- up to $3 tip for airport outbound departure trip and $3 tip for inbound departure tripLaundry Services – Employees in travel status for more than 7 days may be reimbursed, with the Sheriff or his designee’s approval, up to actual, but reasonable costs incurred. Receipts are required.?02-05.06 RENTAL VEHICLES????????Deputies shall obtain approval though their chain-of-command prior to the rental of vehicles????????Insurance billed by car rental companies is not reimbursable for domestic travel????????Receipts are required for reimbursement02-05.07 ?FALSIFICATION OF EXPENSE ACCOUNT/RESTRICTIONSNo employee shall knowingly and intentionally falsify documentation to receive reimbursement for expenses. Falsification of such documents may result in disciplinary action , up to and including termination, as well as application criminal prosecution.?Policy Number03-01Effective Date?11/1/2011SubjectEqual EmploymentRevision Date7/30/2013ChapterPersonnelReevaluation FORMCHECKBOX 6 mos. FORMCHECKBOX 12 mos. FORMCHECKBOX 24 mos.POLICYThe goal of the East Baton Rouge Parish Sheriff’s Office (EBRSO) is to recruit, hire, and maintain a diverse workforce. Equal employment opportunity is good business as well as being the law and applies to all areas of employment, including recruitment, selection, hiring, training, transfer, promotion, termination, compensation, and benefits.As an equal opportunity employer, EBRSO does not discriminate in its employment decisions on the basis of race, religion, color, national origin, gender, sexual orientation, age, military status, disability, marital status, political affiliation, genetic information, pregnancy, use or non use of tobacco products, or on any other basis that would be in violation of any applicable federal, state, or local law. Furthermore, EBRSO will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship, safety and/or health risk.Procedural Order?Number?03-02Effective Date?04/01/03SubjectLeave Revision Date3/12/2012ChapterHuman ResourcesReevaluation24 mosPURPOSEThe East Baton Rouge Parish Sheriff’s Office (EBRSO) recognizes that family and life circumstances occur that require employees to be off of work. The purpose of this policy is to provide staff with the opportunity to take time away from work without the loss of compensation. ELIGIBILITYAll full-time regular employees are eligible to accrue and utilize the leave described in this policy. 03-02.03DEFINITIONSBereavement Leave – leave available to employees following the death of an immediate family memberCivil Leave – leave granted to full-time employees when they are summoned for jury duty or subpoenaed to appear in court as a witnessCompensatory Leave -- leave earned at the time and one-half rate for hours worked by a non-exempt employees beyond their regularly scheduled work period. Crisis Leave is a means of providing paid leave to an eligible employee who has experienced a catastrophic illness or serious injury to himself or an eligible family member. The intent is to assist any employee who, through no fault of his own, has insufficient paid leave available to cover the leave period.Military Leave – time away from work granted to employees to fulfill military obligationsPaid-Time-Off (PTO) Leave – leave that may be used for vacation, personal business, illness, doctors appointments, family care any other needs which may require time off from workPAID-TIME-OFF (PTO) LEAVEEmployees may use accrued Paid-Time-Off Leave (PTO) for vacation, personal business, illness, doctor appointments, family care or any other needs that may require time off from work. Accrual Each full-time employee shall accrue PTO leave at the following rate:Years of ServiceHours Per Reporting Period0 to 5 years8More than 5 years to 10 years9 More than 10 years to 15 years10 More than 15 years11 For purposes of accrual of PTO Leave, the length of an employee’s service will be based on the anniversary date of the employee’s employment with the Sheriff’s Office. PTO Leave will accrue only upon completion of a reporting period, and will not be prorated for partial reporting periods. PTO Leave cannot be used until it is accrued.The maximum number of PTO leave hours that may be carried over from one calendar year to the next is 1040 hours. Any hours over 1040 will be cancelled and added to the Crisis Leave Pool. PTO Leave does not accrue while an employee is on Duty-Related Injury (DRI) leave, suspension or on leave without pay (except Military Leave) for an entire 14 day reporting period. PTO Leave balances up to 300 hours will be paid upon termination of employment.Immediately prior to retirement, employees will be allowed to utilize up to 56 days of PTO as pre-retirement leave. Employees wishing to use pre-retirement leave must submit a written statement of their intent to retire. The letter must contain the employee’s retirement date and the start date of the pre-retirement leave. A copy of the signed retirement letter must be provided to Payroll and Human Resources.Employees who have PTO leave available may not opt to take leave without pay in lieu of PTO for the purposes of saving accrued PTO time, unless the employee is on Military Leave. Employees with insufficient PTO balances to cover requested periods of time off may be granted leave without pay.Scheduling PTOTo the extent possible, PTO is to be requested and approved by the supervisor in advance. In most cases two (2) weeks of advanced notice will be sufficient. However, the amount of advance notice may vary by department depending on the operational and staffing needs. In those departments where the amount of advance notice exceeds two (2) weeks, supervisors are responsible for communicating such notice requirements to affected staff. Supervisors may approve requests for PTO with less than two (2) weeks of advance notice at their discretion.Supervisors are responsible for scheduling PTO in a manner, which balances operational needs of the division or section with the time off preferences of the employees. Previously approved PTO requests may be cancelled if unexpected circumstances arise which requires the employee’s attendance at work.In the event an illness or emergency prevents an employee from requesting PTO in advance, the employee must notify the supervisor no later than the start of the shift and must explain the need for the unscheduled time off. In such cases, the supervisor will assess the need and urgency for unscheduled time off in relation to staffing needs and either approve the PTO or direct the employee to report for work. If the illness or emergency prevents the employee from reporting to work for more than one regularly schedule work day, the employee must contact the supervisor each subsequent day no later than the start of the shift unless the supervisor indicates there is no need to do so. Those employees who do not adhere to these guidelines or who are directed to report for work and fail to do so will not be paid and may be subject to disciplinary action.Regardless of the reason, should an employee’s unscheduled absences occur with such frequency so as to adversely affect the office operations and prevent the employee from meeting their employment obligation of regular and reasonable attendance disciplinary action up to and including termination may be taken.PTO TrackingThe EBRSO Payroll Office will maintain the PTO balances for each eligible employee and track the beginning balance, current balance, accruals and usage.Any available compensatory leave must be used prior to PTO usage, unless the PTO is being used in conjunction with unpaid Family Medical Leave.PTO ReportingAll employees, non-exempt as well as exempt, are required to report PTO hours taken during each pay period by recording the PTO hours on their timesheets. The minimum amount of PTO that may be taken is one-half of an hour and PTO must be taken in quarter-hour increments thereafter.BEREAVEMENT (FUNERAL) LEAVE The EBRSO recognizes the importance of family and the difficulties employees face following the loss of a loved one. For that reason, The Sheriff’s Office grants its full-time employees bereavement leave in accordance with the following provisions.Following the death of an employee's immediate family member, an employee may be allowed up to three consecutive work days off with pay. Immediate family members are defined as the employee's parent, step-parent, child, step-child, brother, step-brother, sister, step-sister, spouse, mother-in-law, father-in-law, grandparent or grandchild.?Employees must obtain approval from their supervisor before taking bereavement leave. Supervisors are encouraged to make every reasonable effort to accommodate the request. Employees requesting bereavement leave should be prepared to provide proof of the death in the form of a newspaper obituary notice, a copy of the death certificate, or certified copy of the coroner's report, if their supervisor so requests.03-02.06 CIVIL LEAVEA full-time employee shall be given time off without loss of pay or PTO leave when performing jury duty or when summoned to appear as a witness before a court, grand jury, or other public body or commission, not in his official capacity with EBRSO or as the result of other employment. A plaintiff or defendant shall not be considered a witness. The employee shall provide a copy of the jury duty summons or court subpoena to his supervisor. The copy of the summons or subpoena shall be maintained with the employee’s leave request form.If the employee is released from jury duty or from testifying, he is expected to return to work if the time is during a normally scheduled work period. 03-02.07 MILITARY LEAVEThe provisions of this policy shall apply to members of a Reserve Component of the Armed Forces of the United States who are called to duty for military purposes, and to members of National Guard Units that are called to active duty as a result of a non-local or non-state emergency.Military Leave with Pay for up to 15 working days per calendar year will be granted to full-time regular employees. Employees are required to give as much advance notice as possible. No advance notice is required when such notice is either precluded by military necessity, or otherwise impossible or unreasonable.Employees may use Paid-Time-Off (PTO) Leave and Compensatory Leave for military purposes. Employees, who have exhausted PTO leave and compensatory time or choose not to use their paid leave for military purposes, shall be placed on leave without pay. This period of leave without pay for military purposes shall not exceed six years. After six years, the employment shall be terminated. This provision of this policy does not apply to temporary employees. Employees shall continue to accrue PTO leave for the entire period of service, even when on leave without pay, beginning the date of the service. Leave shall be accrued on the same basis as though the employee had not been activated. Leave earned shall be credited to the employee upon his return from active duty.03-02.08 SPECIAL LEAVEWhen emergencies or local conditions such as civil disorders, celebrations, chemical/industrial accidents, floods, hurricanes, or other acts of nature occur, the Sheriff may determine that it is impracticable for personnel in such locations to work. No employee should automatically presume a closure has been declared, but rather shall call in and/or report for duty. Depending on the severity of the emergency or crisis, those employees deemed essential shall report for duty when so notified by their supervisor. Generally, all POST Certified Employees, Correctional Officers and any other employee required by his supervisor to report or remain at work are considered essential employees. Employees who are required to report to work or to remain on duty shall be compensated in accordance with FLSA and EBRSO policies.Employees who are relieved of duty shall accrue their time in the following manner:When offices or sections are officially declared to be closed due to an emergency or other conditions before the workday has begun, those employees who are scheduled to work, but not required to report to work because of the emergency, shall be credited with special leave for the entire shift. Those employees on paid leave the day(s) of the declared closure shall be eligible for special leave provisions.When offices or sections are officially closed after the workday begins, those employees who reported to work shall be credited with regular time from the beginning of the shift until the time of the closure. Employees shall receive special leave from the time of the declared closure to the end of the shift. Employees on paid leave shall be charged with the type of leave (PTO or compensatory) approved for the part of the workday that has elapsed from the beginning of the shift to the effective time of the closure. Effective at the time of the closure, their leave status shall be changed to special leave.Employees who are scheduled to work but are prevented from reporting due to impassable roads (including reasonable alternate routes) or other unsafe conditions shall be granted special leave for the period of absence. The ability to report to work shall be determined by the Commander of the Section.Employees whose days off fall within the closure period shall not be affected. Employees on leave without pay during the period of closure shall be ineligible for paid leave and shall be credited with leave without payIn temporary isolated incidents the Commander of each section shall determine the existence of an emergency situation, which may necessitate closure of that section. When emergency situations such as lack of power, water, etc., or a natural/manmade emergency occurs and affects a single facility, special leave may be granted. The Commander shall request approval to close the facility through his chain of command up to the Chief of Staff. If the closure is approved, then the Commander shall notify Payroll and the Human Resources Director that the facility was declared closed.CRISIS LEAVEDefinitionsEligible Personnel -- All full-time employeesEligible Family Member – parent, spouse or child of an eligible employee; or a foster child as certified by the Louisiana Office of Children’s ServicesCatastrophic Injury or Illness -- Acute or prolonged illness, usually considered to be life threatening or with the threat of serious residual disability. The condition or combination of conditions must:Affect the physical or mental health of the employee or his eligible family member Require the services of a licensed medical service provider for a prolonged period of time; and Prevent the employee from performing his duties for a period of more than ten (10) consecutive days and cause the employee to exhaust all appropriate paid leaveCrisis Leave Committee – The committee serves to administer the Crisis Leave Program. When not otherwise specified in written policy, the committee may recommend operational guidelines and procedures for the Crisis Leave Program. Licensed Medical Service Provider (LMSP) -- A practitioner as defined in the Louisiana State Licensing Law (relative to that LMSP’s field of service), who is practicing within the scope of his license. This is to include licensed Physicians (MD), Doctor of Osteopathy (DO), Chiropractors, Counselors, or Therapist as recognized and licensed by appropriate State Boards or authorities Eligibility RequirementsAn eligible employee may apply to receive crisis leave if the following requirements are met:The employee or his eligible family member suffers from a catastrophic illness or serious injuryThe employee will exhaust all paid leave prior to his anticipated return to work date (as stated on the request form).The employee has exhibited regular attendance (with no history of leave abuse) an is not currently absent from work due to disciplinary reasonsAn employee is not required to contribute to the Crisis Leave Pool to be eligible to receive crisis leave. The Crisis Leave Committee determines the amount of crisis leave granted for each catastrophic illness or serious injury. The amount of leave granted to an employee will generally reflect recommendation of the LMSP, subject to the following:A maximum of 240 hours may be granted to an employee during one calendar yearCrisis leave may not be granted to an individual to extend paid leave status beyond a total time in leave of 12 weeks.Donation ProcedureEmployee contribution to the Crisis Leave Pool is strictly voluntary; no employee shall be coerced or pressured to donate leave. An employee donating to the pool may not designate a particular employee to receive donated time. Donated hours are accumulated in the pool and awarded on a first-come, first-serve basis to eligible employees. The employee must complete a leave slip and designate the leave as a “Donation to the Crisis Leave Pool.” This form should be turned in to the employee’s immediate supervisor for approval, who will then forward it to the Payroll. Donations are limited to the following terms:An employee may donate a minimum of four (4) hours of paid-time-off (PTO) leave any given time. The maximum number of hours an employee may donate in a calendar year is 240 hours. Donation must be made in whole hour increments.The donor must have a balance of at least 120 hours of PTO leave remaining after the contribution.Donations will be deducted from the donor’s PTO leave balance and credited to the Crisis Leave Pool the first pay period following receipt of the approved donation leave form.Donation forms must be completed for each donation an employee wishes to make.Unused crisis leave in the pool is rolled forward to the next year.Request ProcedureAn employee may request leave from the Crisis Leave Pool by the submission of a Crisis Leave Request form (obtain from Human Resources) which must be accompanied by a statement from the LMSP. The documentation must include: Beginning date of the catastrophic illness or serious injuryA detailed description of the catastrophic illness or serious injury, including any requested information useful in making a final determination of eligibility.A prognosis for recovery, if the request is for an employee.An anticipated return to work date.Documentation as requested by the Human Resources Director to establish eligibility of a family memberThe request and accompanying documentation must be submitted to the Human Resources Director, who shall review the request to verify that the employee is eligible to receive the crisis leave. The employee requesting crisis leave must provide all requested information necessary to make a final determination of eligibility.All requests for crisis leave are confidential. All requests and documentation should be submitted in envelopes marked “confidential.” Each request will be stamped with the time and day upon receipt by Human Resources and handled on a first-come, first-served basis. The request is to be submitted at least fourteen (14) days before the crisis leave is needed. This time is necessary to allow appropriate processing of the request and to communicate the decision to the employee and the appropriate Commander.The Human Resources Director shall convene the Crisis Leave Committee. The committee will review the request and related documentation.If the request is approved, Human Resources Director will forward the approval notice to Payroll to credit the approved time to the employee's crisis leave record. The granted crisis leave will be credited to the employee effective the day the leave was approved. Crisis leave will not be granted retroactively.Any approved crisis leave is used and documented in accordance with the same procedures as regular leave taken by an employee.Changes in Status Affecting Crisis LeaveThe granting of crisis leave is meant to cover only the circumstances for which it was requested. If any change occurs in the nature or severity of an illness or injury, or of any other factor on which the approval was based, the employee must provide documentation describing the changes to the Human Resources Director. The employee may request more leave, not to exceed 240 hours in a calendar year or to extend paid leave status beyond twelve weeks. Extensions of crisis leave are not automatic and the Crisis Leave Committee must approve each extension. The request for additional hours follows the same procedure as the initial request. Employees who have been granted crisis leave must return to work as soon as they are able to do so, even if all crisis leave has not been utilized. Any unused crisis leave will be returned to the Crisis Leave pensation and Benefits while on Crisis LeaveCrisis leave will be awarded hour-for-hour, regardless of the giving or receiving deputy’s rate of payAn employee in crisis leave status will be considered in paid leave status and will continue to receive benefits as appropriate.Employees on crisis leave will not accrue leave while using donated leave.AppealsThe decision to approve or deny crisis leave by the Crisis Leave Committee is final and not subject to appeal.?Procedural OrderNumber03-03Effective Date04/01/03SubjectAttendance and OvertimeRevision Date10/1/2012ChapterPersonnel Reevaluation FORMCHECKBOX 6 mos. FORMCHECKBOX 12 mos. FORMCHECKBOX 24 mos.PURPOSEThis order establishes policy regarding the accrual of time, overtime, and compensatory leave for hours worked by personnel as authorized. Time will be compensated only after verification and approval of hours actually worked has been made in accordance with this order.SCOPEThis policy shall be applicable to all employees of the East Baton Rouge Parish Sheriff’s Office (EBRSO).DEFINITIONS Civilian Employees – Those employees whose primary job with the EBRSO does not involve law enforcement or correctional job pensatory Leave – leave earned at the time and one-half rate for hours worked by a non-exempt employees beyond their regularly scheduled work period. Court Time -- time spent in either criminal or civil court including any proceeding related to the adjudication of any legal issue.Exempt Employee – an employee who is not subject to the federal Fair Labor Standards Act (FLSA) provision requiring overtime compensation. The Human Resources Director, with final approval from the Sheriff, will make FLSA status determinations for all positions. Generally, those officers at the rank of Captain or above are considered exempt; however, exceptions may exist. Non-exempt Employee – an employee who is required under FLSA to receive overtime compensation at the time and one-half rate. The Human Resources Director, with final approval from the Sheriff, will make FLSA status determinations for all positions. Generally, those officers at the rank of Lieutenant and below are considered non-exempt; however, exceptions may exist.Overtime – Hours worked in excess of an employee’s regularly scheduled work period. Non-exempt employees shall be compensated at the time and one-half rate for overtime hours; compensation may be in the form of compensatory leave or cash payment. Generally exempt employees will not be compensated for overtime hours. The Sheriff or his designee may approve compensation of exempt employees for overtime hours worked; compensation on these occasions shall be cash payment at the straight (hour for hour) rate or additional PTO leave at the straight rate.Non-exempt civilian employees receive overtime compensation for hours actually worked in excess of 40 hours during a 7-day work period. Non-exempt Law Enforcement and Correctional officers receive overtime compensation for hours actually worked in excess of 86 hours in a 14-day work period. PTO – Paid Time Off leaveWork period – An employee’s established and regularly recurring period of work. Work periods cannot be less than 7 consecutive days, nor be longer than 28 consecutive days. The work period begins on Monday at 12:00 AM and ends on Sunday at 11:59 PM. The hours for any shifts that cross days will be counted on the day the shift started.ACCRUAL OF TIMEIn accordance with FLSA, and EBRSO policies, employee positions shall be either exempt or non-exempt for the purpose of calculating time. Normal or routine travel between an employee's residence and work shall not be included in the work period total. However, time resulting from unusual or out-of-the-ordinary travel is counted towards total work hours; when the time is counted it shall be credited as the actual time spent in transit. Travel time spent as a passenger on a common carrier (airplane, train, bus, etc.), and where the employee did not perform work is not counted as work hours. Non-exempt employees must fulfill the actual hours worked requirement for their work periods before they will be eligible for compensation at the one and one-half rate. Exceptions:Federal Grant Enforcement OvertimeEBRSO Special Overtime hours worked. EBRSO Special Overtime requires written approval from the Sheriff or his designee. Emergency response to hurricanes or severe weather systems and their aftermath Employees may not work specially funded overtime enforcement grants or any other extra-duty detail during those hours when he is regularly scheduled to work. An officer may not take leave solely and specifically to work any extra-duty detail during his regularly scheduled shift. However, an officer on previously approved leave (except family and medical leave or leave without pay) or when required to take time off due to excess hours worked in a pay period, may work extra-duty or overtime details during the requested time off. Overtime hours worked, subject to cash payments, shall be reported to payroll. Employees and supervisors shall ensure that the proper overtime code is listed. The employee’s supervisor must verify the overtime entry and initial where appropriate.Employees shall not work more than 18 hours in any 24-hour period without the approval of their Section Commander. Court obligations occurring outside a deputy’s regular scheduled duty hours, and arrest hours made at the end of the shift shall count as time worked for the purposes of determining the 18-hour limitation. It is the employee’s responsibility to notify his supervisor when he will exceed 18 hours in a 24-hour period. Failure to notify the supervisor may result in disciplinary manders and Supervisors are urged to exercise caution and sound judgment when considering whether to allow an employee to work more than 18 consecutive hours.Personnel required to work on any holiday will be compensated according to FLSA requirements and the EBRSO Holiday Policy.Court TimeEmployees are required to comply with all subpoenas.All time spent by an officer required in court or criminal/administrative proceedings is considered “on-duty” time and shall be compensated in accordance with EBRSO policies and FLSA regulations. Compensatory LeaveAs a condition of employment with the Sheriff’s Office, non-exempt employees may receive compensatory leave (at the rate of time and a half) in lieu of immediate cash payments for overtime.A supervisor may require an employee to take time off to use compensatory leave at any time. Law enforcement and correctional officers may accumulate a maximum of 480 hours of compensatory leave. Civilian employees may accumulate a maximum of 240 hours of compensatory leave. Cash payment will be made for any compensatory leave in excess of the maximum accumulation allowed.Upon separation from employment, employees will be paid for any unused compensatory leave hours.ADMINISTRATIVE CONTROLDivision Commanders, Section Commanders, and Unit Supervisors are responsible for effectively managing work schedules to minimize overtime. Whenever possible an employee will not work in excess of his regular work period absent reasonable justification (i.e. the work could not be performed by other on-duty personnel and/or time constraints require that the work be immediately performed).Employees work schedules may be adjusted during a single work period to reduce excess hours worked.Schedule documentation, such as time sheets or other records as appropriate shall be maintained in each section.AUTHORIZATION AND VERIFICATIONThere shall be a supervisor or acting supervisor designated for every shift or work unit who shall have the authority to authorize overtime work for personnel under his command or subject to his command. A supervisor or acting supervisor who authorizes or assigns an employee to work overtime shall verify this by notating it in the logbook or on an overtime request form.An employee shall not work overtime without proper authorization from the appropriate supervisor or claim overtime hours for work that was not actually performed.BREAKS AND MEAL PERIODSAs the nature of work performed by employees varies from section to section, supervisors are responsible for determining if employees are allowed breaks, and if granted, when the breaks occur and the duration of such breaks. If the supervisor allows employees in a section to take breaks, two 15-minute breaks and one 30-minute meal period may be granted during a work shift. The breaks and meal period are paid. Employees need not be relieved of all duties during the 30-minute paid meal period. If breaks and/or meal periods are granted in sections that require continuous staffing, supervisors shall schedule the breaks and/or meal periods to ensure essential functions are covered. Under no circumstances are breaks accrued or carried over; employees who forgo breaks cannot request additional time off, longer meal periods or extra pay in exchange. The 15-minute breaks cannot immediately precede or follow the 30-minute meal period.Procedural OrderNumber03-04Effective Date07/01/2012SubjectHolidaysRevision DateChapterHuman Resources Reevaluation FORMCHECKBOX 6 mos. FORMCHECKBOX 12 mos. FORMCHECKBOX 24 mos.03-04.01PURPOSEThis order establishes office policy regarding holidays. The East Baton Parish Sheriff's Office will observe the below listed holidays as well as any other day proclaimed a holiday by the Sheriff. When a holiday falls on a weekend, the Sheriff may designate an alternate date to observe as the holiday. It is the intent that as many employees as possible be allowed to be off on holidays, however due to the nature of work in many sections this is not possible. In all cases, supervisors must ensure sufficient staff is on duty to carry out the essential operations of the Sheriff’s office.New Years DayMartin Luther King, Jr.' s Birthday (in conjunction with the day of federal observance)Mardi Gras DayGood FridayMemorial DayIndependence DayLabor DayVeteran's DayThanksgiving DayChristmas Day 03-04.02COMPENSATION FOR HOLIDAYSHolidays are payable absences that are not deducted from Paid Time Off (PTO) or Compensatory Time, or otherwise made up by modification of regularly scheduled tours of duty.Full-time employees shall be eligible for compensation on holidays. Employees shall be compensated for the number of hours that would have been worked according to their regular schedule.Part-time employees are not eligible for compensation on holidays.When the employee is on leave without pay immediately preceding and following the holiday period, he is not eligible for holiday compensation.When employees are required to work on the holidays of New Years Day, Easter Sunday, Thanksgiving Day or Christmas Day, they shall be compensated with Paid-Time-Off (PTO) leave equivalent to the number of hours worked.03-04.03LIMITATIONSCritical functions of the EBRSO must be maintained 24 hours per day, every day of the year. Supervisors must ensure sufficient staffing levels to carry out these essential services and as a result certain personnel may not be allowed some holidays. Shift Personnel in Corrections, Communications, Uniform Patrol, and DetectivesDue to the critical nature of these duty assignments, these employees may not routinely be relieved of duty to observe holidays that fall within their regularly scheduled tours of duty.Where operational considerations permit, division commanders have discretion to allow employees to observe such holidays.Designated Essential Personnel.Division commanders may designate essential personnel who, due to operational necessity or exigent circumstances, are required to work on holidays during their regularly scheduled tour of duty.Employees assigned to duties in other agencies that are closed on non-EBRSO holidays will be assigned to other duties when their normal duty station is closed.????Procedural Order?Number?03-05Effective Date?07/01/99SubjectAwards????????? Revision Date01/26/09ChapterHuman ResourcesReevaluationAnnually?UNDER REVISION?Procedural OrderNumber03-06 Effective Date11/01/98SubjectHarassment and DiscriminationRevision Date7/30/2013ChapterPersonnelReevaluation FORMCHECKBOX 6 mos. FORMCHECKBOX 12 mos. FORMCHECKBOX 24 mos.POLICYThe East Baton Rouge Parish Sheriff’s Office (EBRSO) strives to maintain a workplace that fosters mutual employee respect and promotes harmonious, productive working relationships. The EBRSO believes that discrimination, harassment, and retaliation in any form constitute misconduct that undermines the integrity of the employment relationship. Therefore, the EBRSO prohibits discrimination and harassment that is sexual, racial, or religious in nature or is related to veteran status, color, marital status, political affiliation, gender, sexual orientation, national origin, age, disability, genetic information or any other basis protected by federal, state, or local law. This policy applies to all employees throughout the organization and to all individuals who may have contact with any employee of this organization. Furthermore, the EBRSO will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship, health, or safety concern. Additionally, pregnancy and use or non-use of tobacco products are protected in Louisiana and harassment or discrimination on theses basis will not be tolerated.PROHIBITED BEHAVIORTo ensure that all employees of the EBRSO enjoy a working environment free from harassment and discrimination, conduct of the following nature will not be tolerated:Basing employment decisions on race, color, religion, gender, sexual orientation, pregnancy, national origin, age, disability, veteran status, protected activity, or any other basis prohibited.Engaging in unwelcome sexual advances or personal contact such as flirtation, requests for sexual favors, propositions and other verbal or physical conduct of a sexual nature, displaying sexually suggestive objects, pictures or drawings, inappropriate emails, use of the computer systems or inappropriate social media comments.Conditioning a person’s employment (performance evaluation, wages, advancement, assigned duties, or any other condition of employment) upon submission to sexual advances.Suggestive or insulting noises, facial expressions, vulgar language, nicknames, slurs, derogatory comments, cartoons, pictures, jokes, written materials, and offensive gestures or PLIANT REPORTING PROCEDURESNOTE: Complaints not alleging discrimination or harassment should be pursued through the Internal Grievance Procedure.Internal Reporting ProceduresIf an employee feels he has been subjected to any form of harassment or discrimination, the employee should report that conduct to his immediate supervisor, another member of their chain-of-command, Internal Affairs or Human Resources within three calendar days of the offense. Employees are not required to approach the person who is harassing and/or discriminating against them, and they may bypass any offending member of management. The person the harassment or discrimination is reported to will take the necessary steps to initiate an investigation of the discrimination or harassment claim with the Internal Affairs Division.Internal Affairs will conduct its investigation in as confidential a manner as possible. Interviews, allegations, statements, and identities will be kept confidential to the extent possible and allowed by law. EBRSO will make reasonable efforts to protect the rights and privacy of the complainant, the respondent, and all witnesses involved in the investigation. However, the goal of confidentiality will not be a deterrent to an effective investigation. A timely resolution of each complaint will be reached and communicated to the employee. Appropriate disciplinary or corrective action, up to and including termination, will be taken promptly against any employee engaging in discrimination or harassment. The action issued will be proportional to the severity of the conduct. The alleged harasser’s employment history and any similar complaints of prior unlawful discrimination and/or harassment will be taken into consideration. Internal Affairs will provide a written report to the Sheriff or his designee. The complainant will receive a written report of the results of the investigation, including the discipline, resolutions, and final dispositions of those plainants are encouraged to report any reoccurrences of prohibited conduct which are found to violate this policy.External Reporting ProceduresUse of this Harassment or Discrimination Complaint Procedure does not preclude any employee from seeking recourse through the appropriate state or federal agencies. Internal and External Reporting may occur simultaneously. If an employee wishes to file a discrimination or harassment complaint externally, he has the following options:File a complaint directly with the Louisiana Commission on Human Rights (LCHR) Louisiana Commission on Human Rights (LCHR)PO Box 94004Baton Rouge, LA. 70804-94004(225) 342-6969File a complaint directly with the Equal Employment Opportunity Commission (EEOC)Equal Employment Opportunity Commission (EEOC)New Orleans Field OfficePoydras St., Suite 1900New Orleans, LA. 70112(800) 669-4000A charge of discrimination must be filed with the LCHR within 180 days or with the EEOC within 300 days of the discriminatory or harassing conduct. Filing a complaint through the internal procedure does not extend the deadline for filing separate charges with the LCHR or the EEOC. Employees wishing to file a complaint should contact those offices within the requisite time limits.RETALIATION IS PROHIBITEDThe EBRSO prohibits retaliation of any kind against employees, who, in good faith, report harassment or discrimination or assist in investigating such complaints. If an employee feels he has been subjected to any form of retaliation, the employee should report that conduct to his immediate supervisor, another member of his chain-of-command, Internal Affairs or Human Resources within three calendar days of the offense. Employees are not required to approach the person who is retaliating against them, and they may bypass any offending member of their chain-of-command.Procedural OrderNumber03-07Effective Date11/1/1999SubjectEmployee DisciplineRevision Date12/1/2012ChapterHuman ResourcesReevaluation FORMCHECKBOX 6 mos. FORMCHECKBOX 12 mos. FORMCHECKBOX 24 mos.03-07.01 PURPOSEThe EBRSO has adopted a progressive discipline policy to identify and address employee and employment related problems. This policy applies to any and all employee conduct that the EBRSO determines must be addressed by discipline. No discipline policy can be expected to address each and every situation requiring corrective action that may arise in the workplace. Therefore, the EBRSO takes a comprehensive approach regarding discipline and will attempt to consider all relevant factors before making decisions regarding discipline. Nothing in this policy shall be construed to create or establish a contract of employment between any employee and the EBRSO. 03-07.02 POLICYMost often, employee conduct that warrants discipline results from unacceptable behavior, poor performance or violation of the EBRSO’s policies or procedures. However, discipline may be issued for conduct that falls outside of those identified areas. Multiple incidents of the same misconduct are not needed to move to the next level in progressive discipline. Violations of different policies or procedures may be considered the same as repeated violations for purposes of progressive action. All instances of employee misconduct will be appropriately investigated. When the allegations involve serious misconduct, Internal Affairs will conduct an administrative investigation as needed. If criminal misconduct is alleged, then a criminal investigation may be conducted. The EBRSO reserves the right to take whatever action it deems necessary to address the issue at hand even if it does not follow the progressive discipline model. This may mean that more or less severe discipline is imposed in a given situation.This policy shall apply to all members of the EBRSO, including part-time and reserve employees. 03-07.03 LEVELS OF DISCIPLINE While the EBRSO will generally take disciplinary action in a progressive manner, it reserves the right to decide whether and what disciplinary action will be taken in a given situation.Verbal Warning: An employee will be given a verbal warning when he engages in problematic behavior. As the first step in the progressive discipline policy, a verbal warning is meant to alert the employee that a problem may exist or that one has been identified, which must be addressed. Verbal warnings will be documented and maintained by the employee’s supervisor. Written Warning: A written warning is more serious than a verbal caution. An employee will be given a written warning when a problem is identified that justifies a written warning or the employee engages in unacceptable behavior after a verbal warning has been given. Written warnings are documented and placed in the employee’s personnel file. The written warning will be documented on the Employee Warning Record form (a.k.a. Blue and White form).Letter of Reprimand: A letter of reprimand is more serious than a verbal warning. This level of discipline will be given when an employee engages in conduct that justifies a letter of reprimand or the employee continues to engage in unacceptable behavior after a written warning has been issued. Letters of reprimand are maintained in the employee’s personnel file. Supervisors shall notify the employee in writing of the charges and the proposed disciplinary action via an Employee Warning Record form.The employee shall be provided with an opportunity to respond to the charges via personal reply on the Employee Warning Record form. A copy of the Employee Warning Record form will be sent up the chain of command for review.The Division Head will provide the Employee Warning Record form and any attached documentation to Human Resources (HR) and notify HR of the need for a letter of reprimand. The Human Resource Division will produce the letter and forward it to the Division Head for a signature.The original letter will be distributed to the employee and a copy will be placed in the employee’s personnel file in HR.Suspension: A suspension without pay is more serious than a letter of reprimand. An employee will be suspended when he engages in conduct that justifies a suspension or the employee engages in unacceptable behavior after a letter of reprimand has been issued. Supervisors who note unacceptable performance or behavior should gather witness statements and/or other necessary documentation to support the recommendation for a suspension without pay.The supervisor will submit the documentation along with the recommendation through the chain of command for consideration.The Division Head will provide HR with the documentation and notify them of the approval of the suspension.The length of the suspension will be appropriate to the circumstances of the misconduct.HR will prepare the suspension letter for signature by the Division Head.The original letter will be given to the employee and a copy will be placed in the employee’s personnel file.Demotion: Employees may be demoted when they engage in conduct that justifies a demotion or they continue to engage in unacceptable behavior that makes them unsuitable to perform duties of their current position but they may still be able make a positive contribution to the EBRSO. Supervisors who note unacceptable performance or behavior should gather witness statements and/or other necessary documentation to support the recommendation for a demotion.The supervisor will submit the documentation along with the recommendation through the chain of command for consideration.The Division Head will provide HR with the documentation and notify them of the disciplinary demotion.HR will prepare the demotion letter for signature by the Division Head.The original letter will be given to the employee and a copy will be placed in the employee’s personnel file.Termination: An employee will be terminated when he engages in conduct that justifies termination or does not correct the matter that resulted in less severe discipline. The supervisor will submit the documentation along with the recommendation through the chain of command for consideration.The Division Head will provide HR with the documentation and notify them of the need for a termination letter.HR will prepare the termination letter for signature by the Sheriff or his designee.The original letter will be given to the employee and a copy will be placed in the employee’s personnel file. RESPONSIBILITIESSupervisors shall be diligent in ensuring employee compliance with EBRSO conduct and work standards. All incidents and verbal warnings shall be documented on the proper forms and reported up the chain of command as dictated in this policy. Supervisors shall notify the Chain of Command of performance and/or behavior problems exhibited by employees under their command in a timely manner. Internal Affairs will conduct investigations when an EBRSO employee has received a complaint regarding their lack in performance or inappropriate behavior, either on or off-duty, unless the allegation involves possible criminal activity. If criminal activity is suspected, then a criminal investigator will be assigned and Internal Affairs will monitor, but not participate in, the investigation.Employees are expected to fully cooperate with any Internal Affairs investigation and are required to be truthful and forthcoming. No employee may be compelled to incriminate himself in any criminal investigation; however, the refusal to answer questions in an administrative investigation relating to the performance of his official duties or his fitness for duty will subject the employee to disciplinary action which may include termination. The Sheriff or his Designee will review all documentation and/or investigative materials as well as the supervisor’s recommendations for disciplinary action. He will make the final determination on the appropriate level and/or duration of any disciplinary action.???Procedural OrderNumber03-08Effective Date12/1/2010SubjectDuty Related Injury ProgramRevision DateChapterPersonnel Reevaluation FORMCHECKBOX 6 mos. FORMCHECKBOX 12 mos. FORMCHECKBOX 24 mos.PURPOSEThis order establishes the policy and procedures to use in the event an EBRSO employee is injured while performing duties in the course and scope of employment. All incidents will be investigated and must be approved by the division supervisor and reviewed by a Human Resources Representative prior to injury being covered by this policy.SCOPEThis policy shall be applicable to all full-time employees of the East Baton Rouge Parish Sheriff’s Office. Part-time employees and Reserve Deputies are covered by a Risk Accident Insurance policy.DEFINITIONSDuty Related Injury (DRI) is a physical injury or mental incapacity arising directly out of accident, illness, or intentional act of a third party that occurs during the performance of the employee’s duties in the course and scope of employment. The injury must result directly from the performance of an employment duty during work hours or the performance of a law enforcement duty while off-duty. The employee must have been acting in accordance with law and EBRSO policies. Injuries resulting from violation of direct and specific instructions or when employee behavior or actions unnecessarily increase the risk of injury shall not be compensated as DRI.Light Duty is temporary work which contributes to the fulfillment of the mission of the EBRSO and can be accomplished by an injured employee within the stipulated medical or physical limitations as prescribed by the treating physician. Light duty assignments are limited to 3 months, however; the assignments are subject to review at the end of the initial period.Subrogation is a legal obligation in which the EBRSO is entitled to receive reimbursement for expenses paid on behalf of an employee from a third party deemed liable for the employee’s injuries. PROCEDURESNotification and InvestigationEmployees who is injured while performing a work related duty must report the injury and the circumstances to their supervisors within 48 hours of the incident. In cases of serious injury the supervisor shall request Communications make notification to the chain-of-command.The supervisor must notify the Human Resources Division on the first business day following the DRI. The notification should include the employee’s full name, date and time of the incident, and type of injury sustained. This notification may be performed through email. The supervisor must prepare the DRI report, along with supporting documentation, and submit it for review to the chain-of-command as soon as possible.An employee with a DRI shall seek immediate/emergency medical treatment for the injury from the Prison Medical Unit (prison employees only), emergency room or urgent care clinic. Employees must present their medical insurance card at the time of treatment. On-going treatment for the injury will be provided by a doctor selected by EBRSO. Employees may not receive treatment from a personal physician unless approved by the Human Resource Director.If there is a reasonable suspicion that the employee is under the influence of drugs or alcohol at the time of the injury, the supervisor on duty may require the employee to submit to drug and/or alcohol testing. Positive test results will disqualify any and all claims associated with the DRI as well as result in disciplinary action up to and including termination.If the emergency room provides a release to return to work, this will substitute for the EBRSO Fitness for Duty form. The release from the emergency room must be provided to the Human Resources Division on the first business day following the incident. If the release is provided when the Human Resources Division is closed, the employee is to provide the release to his supervisor. The supervisor shall provide the release to Human Resources on the next business day.When employees are released to return to work by a physician when the Human Resources Division is closed, the employees shall contact their supervisors with this information and inquire about return to work status. The supervisor shall provide the release to Human Resources on the next work day. Human Resources will provide updates to the supervisors on the employees work status as they are received from the physicians or clinics.In all cases, employees who have been released to return to work must contact their supervisors regarding their return to work status.Designation as a Duty Related InjuryDRI Reports and supplemental reports shall be reviewed by the injured employees’ supervisors, who shall indicate their recommendation for approval or disapproval of the injury as a DRI. The supervisors shall forward the report up the chain of command. The designation of an injury as a DRI will be rescinded if at any time the Human Resources Director, Lieutenant Colonel, Colonel or Sheriff determines the incident does not meet the criteria.An employee’s failure to report a DRI in accordance with the notification requirements set forth herein shall result in the denial of the injury being classified as duty related.Duty Related Injury benefitsThe Sheriff’s Office will reimburse the employee’s out-of pocket medical expenses which are incurred due to the designated DRI. All eligible expenses and receipts must be submitted to Human Resources for processing.The Sheriff’s Office will not pay for any medical expenses incurred more than one year from the date of injury or after the employee’s separation from employment.Employees receiving DRI benefits without justification or through fraudulent means will be subject to discipline, up to and including termination, as well as possible legal action. Duty Related Injury LeaveEmployees approved for DRI Leave will receive full EBRSO pay and benefits. PTO does not accrue while an employee is on DRI Leave.DRI Leave may not exceed one year from the date of the injury, and is only available when the employee’s return to duty is expected.Employees receiving DRI Leave must submit a Fitness for Duty form, completed by the treating physician, once every 30 days until they are released to return to work.While on DRI Leave, employees are not eligible to work extra duty details.Return to work on light/modified duty will be determined on a case by case basis depending on physical restrictions outlined by doctor and availability of alternate positions.SubrogationThe Sheriff is legally subrogated to any settlements or reimbursements/refunds an employee may receive from a third party related to the DRI for previous EBRSO paid expenses. As a condition of receiving DRI Benefits, the employee shall sign a written subrogation agreement guaranteeing reimbursement to the Sheriff for any monies received from a third party or insurer to the employee.An employee receiving DRI Benefits shall keep the Human Resources Division advised of the status of any claim against a third party who may be liable for his/her injury. Failure to update the Human Resource Division of the status of a claim shall result in disciplinary action up to and including termination.?Procedural OrderNumber?03-09?? Effective Date??SubjectReturn to Work/Light DutyRevision Date?ChapterHuman ResourcesReevaluationAnnually????Under RevisionProcedural Order?Number?03-10 Effective Date?01/01/09 SubjectLine of Duty DeathRevision Date01/26/09ChapterHuman ResourcesReevaluationAnnually??03-10.01?????????????????PURPOSEThe death or serious injury of an Office employee, especially when it occurs in the line of duty, is a traumatic experience for the employee’s family and co-workers. Properly managed support services and continued emotional support can assist those affected throughout a most difficult time. While circumstances will dictate specific courses of action, this policy delineates much of the comprehensive assistance and benefits available. It also establishes the liaison and command deputy’s responsibility?03-10.02?????????????????POLICYThe Office shall provide assistance to the family of an employee killed or seriously injured in the line-of-duty, including comprehensive assistance with benefits and emotional support during the traumatic period of readjustment. Assistance and emotional support for co-workers of the employee shall also be provided. The needs of the family shall be foremost in every consideration.?03-10.03?????????????????DEFINITIONA deputy who sustains a fatal or serious injury while in the performance of his/her duties. This encompasses the direct and proximate result of taking any lawful and reasonable enforcement action or emergency response that the deputy is authorized or obligated to perform by law, rule, regulation, condition of employment, appointment, or service, whether on or off-duty. It also includes indirect results that are attributed to line-of-duty incidents, training exercises and direct results of felonious assaults against the deputy because of his/her status as law enforcement personnel.?03-10.04?????????????????RESPONSIBILITIESThe Bureau Commanders shall designate Office members to serve in the following capacities when circumstances dictate:???????? Office Liaison???????? Funeral Liaison???????? Family Assistance DeputyIn addition, the Director of Human Resources and the Chaplain shall be notified???????? A deputy may be assigned to serve in multiple capacities. The Office personnel or family members who are the recipient of said services shall be notified of the identity of the designated deputy (ies) by the Bureau Commander of the injured/deceased deputy???????? Ensure that the family of the deputy is provided access to the Critical Incident Stress Management (CISM) team is activated and en-route???????? Ensure that the family of the deputy is provided access to the CISM team, particularly with regard to psychological servicesThe Office Liaison shall:???????? Coordinate the delivery of services between the family and the Office. This individual will normally hold the rank of Lieutenant or above in order to expedite the tasks of employing Office resources and the delegation of assignments. ???????? Relay information to the family concerning the circumstances of the deputy’s injury and/or death???????? Coordinate with the Public Information Director to assist the family in dealing with media inquiries???????? Assign a deputy to the hospital to provide security to the injured deputy, including the screening of telephone calls and visitors if desired by family members. Deputies assigned to the hospital shall be in uniform???????? With family permission, assign deputy(ies) to remain at the deceased deputy’s residence 24 hours a day. This shall continue until the time of the emergency has passed or upon completion of funeral services. Deputies assigned to the deceased deputy’s residence shall be in uniform???????? Coordinate all official law enforcement notifications and arrangements to include the Honor Guard, pallbearers, traffic control and liaison with visiting law enforcement agenciesThe Funeral Liaison shall:???????? Act as a coordinator between the deceased deputy’s family and the Office during the wake and the funeral???????? Ensure that the needs and wishes of the family come before those of the Office???????? Meet with the family and explain his/her responsibilities???????? Brief the family on the procedures involved in the law enforcement funeral???????? Be available to the family prior to and throughout the wake and funeral???????? Assist the family in working with the funeral director regarding funeral arrangementsThe Director of Human Resources shall:???????? Initiate the process for acquiring benefits available to the surviving familyState of Louisiana Benefits???????? Law Enforcement Officer’s and Firemen Survivors Fund? Federal Benefits???????? Public Safety Officer’s Benefit Program, Bureau of Justice Assistance???????? Concerns of Police Survivors, Inc.???????? National Law Enforcement Officers Memorial FundIf the deputy is killed while engaged in the apprehension of a person who has committed a crime against the United States or who is being sought by a law enforcement authority of the United States, he/she may qualify for the Federal Workers’ Compensation Benefits for Non-Federal Enforcement Officers benefits.If the deputy was a veteran of the United States Armed Forces or is currently an Armed Forces Reservist, he/she may qualify for benefits. The Veterans Administration can determine eligibility for:???????? Reimbursement of burial expenses???????? American burial flag ???????? Interment in a national cemetery???????? Headstone or marker???????? Death pension based on need???????? Death gratuity???????? Medical careThe Director of Human Resources or his designee shall visit with the surviving family members within three (3) days after the funeral and assist the immediate family in identifying, processing, and receiving all eligible benefits.??????????????????????? The Family Assistance Deputy shall:???????? If possible be a close friend of the family or deceased deputy???????? Work closely with the Office Liaison to ensure that any concerns of the surviving family are addressed???????? Escort the family of the injured deputy to the hospital or other locations as needed; or if the deputy is deceased, escort the family to the chapel or church for funeral services and then to the cemetery for graveside services???????? Work with the CISM Liaison to identify all support services available to the family???????? Relay the concerns and needs of the family to those individuals or organizations that may provide assistance, and encouraging others to visit and help as necessary???????? Remain in contact with the family until the family indicates otherwise or as determined by the Sheriff or his designee. It is important that long after the incident has transpired that family members be invited to all Sheriff’s Office functions as a sign that they are still considered part of the East Baton Rouge Parish Sheriff’s Office family???????? Notify the surviving family members of any criminal proceedings relating to the death or serious injury of their family member????????Accompany surviving family members to criminal proceedings, explaining the nature of the proceedings and introducing them to prosecutors and other persons as appropriateAssistance for Affected Office MembersThe Office recognizes that members either close to the deceased/injured deputy or their family are also adversely affected in a variety of ways. To minimize the psychological impact to other Office members, the following guidelines shall be followed:???????? Deputies on the scene, or who arrive moments after a deputy was killed or seriously injured shall be relieved as quickly as possible????????The CISM team shall proceed to the scene or other designated area as appropriate and initiate off-scene defusing of relieved deputies????????Office members who are emotionally affected by the death or serious injury of another deputy shall attend a CISM debriefing???????? Long term counseling shall be provided to all affected members as long as professional assistance is requested or deemed necessary?03-10.05?????????????????DEATH/SERIOUS INJURY NOTIFICATION PROCEDURESThe following procedures should be followed in cases of line-of-duty deaths or seriously injured deputies. These procedures should be followed whenever possible with the understanding that the wishes of the family take precedence over the desires of the Office. Deputies providing services and assistance to the family and survivors shall take all possible measures to accommodate the family’s needs, wishes, and desires but should not make promises that they are not sure can be met. Upon being notified of a line-of-death or serious injury, the Shift Supervisor shall:???????? Notify the Section Commander???????? Notify the CISM Team Coordinator???????? Proceed to the scene and safeguard it????????Identify any witnesses and do not release the name of the deceased/seriously injured deputy to the media or other parties before local family members have been notified????????Dispatch a unit to pick up the deputy’s familyThe Section Commander shall:????????Notify the Sheriff, Chief Deputy, Chief of Operations, Appropriate Bureau Commander, Human Resources Director, and Chief Administrative Officer???????? Ensure that the deputy’s immediate family is notified as soon as possible. Notification shall be made in person and if possible with another person. ????????If young children are at home, the notifying team shall make arrangements to assist with the care of the children. This may involve transporting the children to a relative’s home, or similar arrangement???????? If necessary, provide transportation for the family to the hospital?03-10.06?????????????????? The Director of Public Information shall:???????? Report to the scene or command post???????? Prepare and disseminate news releases????????Control media access to the crime scene, deputies involved, and their family membersAssisting the Family at the HospitalThe deputy assigned to the hospital shall:????????Arrange with hospital personnel to provide an appropriate and private waiting facility for the family, the Sheriff, the notification team, and only those others requested by the immediate family???????? Arrange a separate area for fellow law enforcement personnel and friends???????? Arrange transportation for the family and others upon their departure from the hospital?03-10.07????????????????CONTINUED SUPPORT FOR THE FAMILYMembers of the Office must remain sensitive to the needs of the surviving family long after the deputy’s death. Deputies are encouraged to keep in contact with the surviving family. The Family Assistance Deputy shall act as the long-term liaison with the surviving family to ensure that close contact is maintained between the Office and the survivors.?Procedural Order?Number?03-11Effective Date?11/01/99SubjectExtra Duty Details and Secondary EmploymentRevision Date03/23/12ChapterHuman ResourcesReevaluationAnnually??03-11.01POLICYEBRSO employees are allowed to work Extra duty Details and Secondary Employment within the guidelines set forth in this policy. Working Extra duty Details and/or Secondary Employment is strictly voluntary, however; the EBRSO retain the right to limit and regulate off-duty employment. All Extra Duty and Secondary Employment work must be performed while off-duty. Extra duty Details and Secondary Employment must not interfere with the employee’s primary employment with the EBRSO. Examples of intereference include, but are not limited to:Taking or requesting excessive leave to work extra duty details or a secondary jobWorking hours or a schedule which impairs the effectiveness and efficiency of the employee while on-duty with the EBRSOEmployees are obligated first to the EBRSO and thereafter to the secondary employer. Should it be necessary to “call back” personnel to duty from off-duty status, personnel must promptly report as required upon notification.Extra Duty Details or Secondary Employment that may lead to a conflict of interest or threatens the integrity of the Sheriff’s Office will not be approved. Members of the National Guard and Reserve Forces are exempt from these regulations insofar as their military obligations are concerned.With the exception of the Sheriff, no employee may run for political office while employed by the East Baton Rouge Parish Sheriff’s Office. ?03-11.02DEFINITIONSFor the purpose of this policy, employment is considered the provision of a service, whether or not in exchange for a fee or other service.? Employment does not include voluntary charity work. ????????Secondary Employment is a job in which there is no requirement to be a sworn law enforcement officer and where the work provides no real or implied law enforcement serviceExtra Duty employment is a job which requires a person to be a sworn law enforcement officer???????? One-time Detail is temporary extra duty employment? ?03-11.03????????? EXTRA DUTY DETAILS The Sheriff will establish minimum extra duty rates.? All payment must be check, money order, or by direct bank deposit.? No deputy may receive cash. The amount per hour billed to the employer must accurately reflect that which is paid to the deputy working the detail.? No employee may charge another employee a fee for working extra duty.A deputy working an extra duty detail is independently performing duties with a private employer separate from the Sheriff’s Office and is paid directly by the private employer. In addition, the independent employer will have control over the hiring and firing of that deputy from the detail as well as determining the duties and hours to be worked by the deputy.Deputies may work extra duty for a government, business, or a not-for-profit entity that otherwise meet the criteria set for in this policy. Deputies are reminded that the employer has hired the deputy to perform the duties of a law enforcement officer. Any request from the employer to perform other duties outside the scope of the duties described below should not conflict with the deputies’ duties as law enforcement officers.Examples of service that may be considered suitable for extra duty employment are:???????? Traffic control and pedestrian safety???????? Crowd control???????? Security and protection of life and property???????? Routine law enforcement for public authoritiesDue to safety concerns and/or due to the nature of the business, certain extra duty details may require a minimum staffing level of Deputies. The minimum staffing level will be determined by the Sheriff or his designee.Restaurants – Certain restaurants require a minimum staffing level of two (2) uniformed deputiesRestaurants that normally have significant customer attendance and that serve alcoholic beverages equal to or greater than that of food will be required to hire (2) two uniformed deputies. Deputies must submit extra duty requests to work restaurants meeting these criteria to the Extra Duty Office and their Section/Division Commander for review and approval before the assignment can be worked. High Profile Extra Duty AssignmentsAny extra duty assignment with a business that has a vested permanent interest in a specific geographical area of EBR Parish shall be deemed a high profile extra duty assignment subject to review by the Sheriff or his designee. Extra Duty Assignments deemed as high profile shall be closely partnered with representatives of the EBR Parish Sheriff’s Office and the Substation Commanders. Examples of service that may be considered as High Profile extra duty employment are:HospitalsMallsAmusement ParksTourist AttractionsLarge public venuesHigh Profile Extra Duty Detail requests should be submitted to the Extra Duty Office who will then refer it to the Division Commander and/or Substation Commander of the area where the assignment is located. The Substation Commander will be closely involved with the management, operation and assignment of that detail. The Captain will not be paid unless he chooses to run the detail.Substation Commanders may designate someone to be responsible for the daily operation of the detail but he is ultimately responsible for the relationship between the business and the EBR Sheriff’s Office. Should the Substation Commander choose to assign someone to manage the daily duties of the detail, the Commander shall submit the selected person’s name and qualifications to the Extra Duty Office and Division Commander for approval.Extra Duty Assignment Supervisors must contact the Substation Commander in the area that their Extra Duty assignment is physically located and provide that Commander with any and all information in regards to the detail. The employer retains the right to request that a Deputy not work the detail due to performance. Such requests should be documented by the detail coordinator and submitted to the Deputy’s commander. SECONDARY EMPLOYMENTUpon submitting a letter detailing the secondary employment and submitting through the chain of command for approval of the Sheriff or his designee, deputies may engage in secondary employment. Deputies may not be employed in any capacity by a business that presents a conflict of interest between their duties as a Sheriff’s Deputy and their duties for the secondary employer. Only the Sheriff or his designee may authorize exceptions on a case-by-case basis for investigation related off-duty employment that does not require the use of law enforcement powers.? Some examples of employment representing a conflict of interest are:????????As a process server, re-possessor, bill collector, tow truck operator, or in any other employment that law enforcement authority might be used to collect money or merchandise for private employers??????????? ????????Any employment that might require access to deputy information,files, records or services as a condition of employment???????Performing tasks other than those of a Deputy Sheriff while in an EBRSO Uniform.????????Assisting with the case preparation for the defense in any criminal action or proceeding???????? Working for a business or labor group that is on strike???????? Private investigations (i.e. divorce, child custody, insurance)Deputies may not be employed in any capacity by a business that constitutes a threat to the status or dignity of the Sheriff’s Office.? Examples of prohibited employment are:??????Establishments that sell pornographic books, magazines, sexual devices, or videos, or that otherwise provide entertainment of services of a sexual nature??????Any gambling establishment??????Parking lots of establishments that sell alcohol as their principal business03-11.05????????? LIMITATIONS ON EXTRA DUTY AND SECONDARY EMPLOYMENT???????Deputies must be in good standing with the EBRSO in order to be eligible for extra duty or secondary employment. Misconduct or poor performance on-duty may result in?revocation of approval to work extra duty or secondary employment.Deputies on administrative leave or who are serving a suspension may not engage in extra duty employment.Deputies may not work extra duty while they are off for Family Medical Leave (FMLA) for their own illness, to care for a family member or due to military exigency.????????Deputies that are off of work for a duty related injury (DRI) or extended sick leave shall not work extra duty or secondary employment. Deputies may not work extra duty or secondary employment while they are off of work due to illness or while they are on light duty status. This includes deputies who have called in sick and are not able to report for duty. No deputy may work extra duty or any other employment until he has returned and completed his next assigned work day. A supervisor of the employee, at the level of Captain or above, may grant an exception to this prohibition, if warranted.???????No deputy is eligible to work an extra duty detail until they are P.O.S.T. certified and they must be classified by their current section Commanders. The Captain or Section Commander must determine eligibility of each subordinate deputy who wishes to work extra duty or who supervises Extra Duty Details. Once the Commanders have classified those deputies, they will forward a copy of the classification to the Extra Duty Office. The following is the classification levels:Eligibility ClassificationsClass I - Not eligible to work Extra Duty DetailsClass II - Eligible to work Extra Duty Details under direct supervision of a Supervisor or Class IV deputy present at the detail.Classes III – Eligible to work low threat Extra Duty Details with other deputies present but are not eligible to work high threat Extra Duty Details without the direct supervision of a Supervisor or Class IV deputy present at the detail and with written Command approval.Class IV – Eligible to work and/or supervise Extra Duty Details. ??????Deputies who wish to work extra duty must submit an approval form to their Commander and the Extra Duty Office as soon as possible.????? If approved, deputies are required to sign the extra duty work list for the hours worked for the month, then forward the completed form to the Extra Duty Office ??????The minimum hours for working a detail shall be four hours.Deputies who are in charge of running an extra duty assignment may, for the purposes of the extra duty detail only, give orders, instructions and directions to deputies working the detail regardless of those deputies’s relative rank.??????Deputies will personally fill out the extra duty work-list once a month, signing and verifying all hours worked. ??????Deputies who actively work extra duty assignments and intend to continue to do so, must complete and sign the extra duty work list by the 5th of the?? next month.? (Example, January’s extra duty list is due by February 5th).? These work lists shall be submitted to the Extra Duty Office. If a deputy decides to stop working extra duty details must send written notification to the Extra Duty Office.??????Deputies who are not working extra duty during these periods need not fill out the extra duty work lists but must notify the Extra Duty Office that no details were worked during the month that the report is due.??????When a deputy ceases working a particular detail, ceases administrating a detail, or the detail terminates the deputy will notify the Extra Duty Office immediately by letter or e-mail.??????Extra duty approval forms for one-time details will be submitted to the deputy’s commander. A last minute detail may be approved by a Lieutenant or above (not a Sergeant acting in that capacity) prior to a deputy working the detail. The approval form will be immediately forwarded to the deputy’s Commander and the Extra Duty Office??????Commanders/Supervisors may be held responsible for the accuracy of information provided by the employees who apply for extra duty details, however, the applicant shall not be absolved of sharing the responsibility for providing truthful and accurate information. Commanders/Supervisors are also responsible for reporting any extra duty details conduct that they know or should know to be in violation of this order??????The deputy’s Commander must approve any private parties or social events involving the serving of alcohol. Deputies are allowed to work private functions, such as wedding receptions, crawfish boils and restaurants where food and alcohol are served. Deputies are cautioned to address situations where patrons exiting the function appear to be impaired and or carrying an opened alcoholic beverage. In addition, deputies shall inform the employer of the above and assure them that the appropriate action will be taken.? Commanders approving such details shall assure that the detail requested is within office policy and procedure ??????Deputies will not work more than eighteen (18) hours in one day (including days off). This includes any combination of extra duty employment and/or regular duty. Regular duty is scheduled work hours and overtime. Unscheduled overtime, such as “call outs” and court time, is not considered regular duty.??????Deputies who are asked to work an extra duty detail involving a political?activity, will submit the request to the Sheriff or his designee through their Commander prior to working the detail??????A detailed explanation of the type of activity and the specific duties of the detail is to be listed on the Detail Supervisor Information Form and forwarded to the Extra Duty Office??????Employment as a courtesy officer will be considered extra duty.? The Sheriff or his designee may authorize employment as a courtesy officer for local apartments. Deputies must submit a completed Detail Supervisor Information Form through the Extra Duty Office.? It will be necessary for courtesy officers to sign the extra duty work list and complete monthly reports with a note of which apartment complex they are currently working. It is not necessary to report the hours.03-11.06?INSURANCE AND LIMITATIONSDuty-related injury benefits or any other work-related benefits may not apply when an injury or disability sustained while engaged in extra duty employment. 03-11.07????????? UNIFORM AND EQUIPMENTDeputies working extra duty assignments will wear issued Official Class A Uniforms unless authorized to wear appropriate plainclothes attire. Authorization may be obtained by seeking the approval from the Extra Duty Office and the Division Commander.If a Sheriff’s Office vehicle or other equipment is is included as part of the extra duty detail, a separate fee for the vehicle and/or equipment may be required. (Example: vehicle idling on a roadway while roadwork is being completed)?03-11.08????????? ARREST PROCEDURES??Deputies working an extra duty detail alone will call for a on-duty unit to??transport prisoners ????The arresting deputy will complete an Affidavit of Probable Cause and Arrestee Information Form before releasing the prisoner to the on-duty deputy????? ???????The transporting deputy shall then process the arrestee as per normal procedure????????When an extra duty deputy makes an arrest and the prisoner(s) and/or deputy is injured, a supervisor from that area will respond to the scene. The supervisor will make arrangements for treatment of injured persons and booking of the prisoner(s)?Procedural OrderNumber03-12Effective Date11/01/1999SubjectDrug Free WorkplaceRevision Date12/4/2012ChapterPersonnelReevaluation FORMCHECKBOX 6 mos. FORMCHECKBOX 12 mos. FORMCHECKBOX 24 mos.03-12.01PURPOSEThe East Baton Rouge Sheriff Office (EBRSO) is committed to protecting the safety, health and well being of all employees and other individuals in our workplace as well as the community. We recognize that alcohol abuse and drug use pose a significant threat to our goals. 03-12.02POLICYIt is the policy of the EBRSO to maintain a workplace free of drugs and alcohol. Employees are prohibited from reporting to work or performing work with the presence of alcohol, illegal drugs, designer/synthetic drugs or controlled substances in their bodies. Furthermore, it is a violation of our drug-free workplace policy to use, possess, sell, trade, and/or offer for sale alcohol, illegal drugs or intoxicants. Each employee, as a condition of employment, will be required to participate in pre-employment, random, post-accident and reasonable suspicion testing upon selection or request of the Administration. To assure maintenance of a drug-free work place, the EBRSO shall implement a program of drug and alcohol testing in accordance with all applicable federal and state laws.03-12.03APPLICABILITYOur drug-free workplace policy is intended to apply whenever anyone is representing or conducting business for the EBRSO. Therefore, this policy applies to all full-time and part-time employees, as well as Reserve Deputies. This policy applies during all working hours, whenever conducting business or representing the organization, at EBRSO-sponsored events, and extra duty details.03-12.04DEFINITIONSAlcohol – Any beverage that contains ethyl alcohol (ethanol), including but not limited to beer, wine and distilled spirits.Controlled Substances – A drug, chemical substance or immediate precursors to substances included in Schedules I through V of LA Revised Statute 40:964 or Section 202 of the Controlled Substances Act (21 U.S.C. 812).Designer/Synthetic Drug -- A drug with properties and effects similar to a known hallucinogen or narcotic but having a slightly altered chemical structure, especially such a drug created in order to evade restrictions against illegal substances.Drug testing – The scientific analysis of urine, blood or breath for the purposes of detecting the presence of drugs or alcohol.Illegal Drug – Any drug which is not legally obtainable or which has not been legally obtained, to include prescribed drugs not legally obtained and prescribed drugs not used for prescribed purposes or being used by one other than the person for whom prescribed.Random Testing – A method of selection of employees for drug testing, performed by an outside third party provider. The selection will result in an equal probability that any employee from a group of employees will be tested. Reasonable Suspicion – Belief based upon reliable, objective facts derived from direct observation of specific physical, behavioral, or performance indicators and being of sufficient importance and quantity to lead a prudent person to suspect that an employee is in violation of this policy.Safety-sensitive or Security-sensitive Position – A position determined to contain duties of such nature that the compelling EBRSO interest to keep the employee drug-free outweighs the person’s privacy interest. At varying degrees, all EBRSO employees, regardless of rank or classification, have access to records that directly or indirectly affect the safety and security of the residents of East Baton Rouge Parish. For this reason, all EBRSO positions are considered to be safety-sensitive or security-sensitive and subject to random drug testing.Workplace – Any location on EBRSO property, including all offices, facilities, vehicles and equipment, whether owned, leased or otherwise used by the organization or by an employee on behalf of the EBRSO in the conduct of its business.03-12.05 DRUG TESTING PROGRAMTo ensure the accuracy and fairness of our testing program, all testing will be conducted according to Substance Abuse and Mental Health Services Administration (SAMHSA) guidelines where applicable and will include a screening test; a confirmation test; the opportunity for a split sample; review by a Medical Review Officer, including the opportunity for employees who test positive to provide a legitimate medical explanation, such as a physician's prescription, for the positive result; and a documented chain of custody.All drug-testing information will be maintained in separate confidential records.Testing for the presence of alcohol will be conducted by analysis of breath or blood.Testing for the presence of the metabolites of drugs will be conducted by the analysis of urine.Any employee who tests positive will be terminated immediately.An employee will be subject to the same consequences of a positive test if he refuses the screening or the test, adulterates or dilutes the specimen, substitutes the specimen with that from another person or sends an imposter, will not sign the required forms or refuses to cooperate in the testing process in such a way that prevents completion of the test.Pre-employment Drug TestingEach prospective employee shall be required to submit to drug/alcohol screening at the time and place designated by the Human Resources Director following a job offer which is contingent upon a negative drug/alcohol testing result.Random Drug TestingEvery EBRSO employee is considered to be “safety or security-sensitive” and may be required to submit to random drug screening as required by this policy.Any employee who is participating in a substance abuse after-treatment program or who has a rehabilitation agreement with the Office following an incident involving substance abuse shall be required to submit to random drug and/or alcohol testing.Human Resources will provide the testing company with a list of active employees to create the testing pool.The testing company will randomly generate a list of employees to be tested.Human Resources will notify the appropriate supervisors of the employees to be selected by the randomization process.The Supervisors will have five days to send the employee to a collection site for testing. Only supervisors (Captain and above) will be made aware of the impending test. All supervisors shall keep this information confidential.Supervisors will notify the Human Resource Division of any employees who will not be able to report for testing within the five day deadline due to leave, illness, training, etc.When the employee is on-duty, and available to report to the testing site, the supervisor will direct the employee to report. If the employee does not have transportation, the supervisor shall make arrangements for the employee to report to the testing site.The employee must report to the collection site within two hours of notification.The supervisor will notify Human Resources of the date and time the employee was ordered to report for testing.The employee shall submit a copy of the completed custody and control form to the Human Resource Division once testing is complete.The EBRSO will pay for the cost of the testing, including the confirmation of any positive test result. The testing lab will retain samples in accordance with State law, so that an employee may request a retest of the original sample at his/her own expense.Testing will be conducted on a urine sample provided by the employee at the collection site under procedures established by the collection site. The collection site will ensure privacy of the employee while protecting against tampering/adulteration of the specimen. The Medical Review Officer will contact the employee directly to discuss positive test results.The Human Resource Division will be notified by the testing company of the drug test results and will notify the Sheriff or his designee of any positive test results.Reasonable Suspicion Testing and Post Accident TestingAny employee shall be required to submit to a drug/alcohol test if there is reasonable suspicion (as defined by this policy) that the employee is under the influence.All testing performed due to reasonable suspicion must be approved by the Sheriff or his designee. Upon such final determination by the responsible official, the Human Resources Director shall notify the supervisor of the employee to be tested, who shall immediately notify the employee when and where to report for testing.Post Accident TestingAny employee involved in an accident or incident that occurs during the course and scope of employment or involves Office equipment shall be required to submit to a drug/alcohol test within two hours, if the accident or incident:Involves circumstances leading to a reasonable suspicion of the employee’s drug/alcohol use.Results in a fatality or serious bodily injury where one or more parties involved is unconscious, there is extreme physical pain or protracted and obvious disfigurement, protracted loss or impairment of the functions of a bodily member or organs or mental faculty, substantial risk of death.Involves any weapons discharge in which suspicious circumstances are present and can be articulated by a supervisor.The supervisor investigating the incident shall escort or provide an escort to the collection site, if open, or a medical treatment facility, such as an emergency room or hospital if the accident or incident occurred while collection site is closed.The appropriate Chain of Command should be notified immediately. The Human Resource Director should be notified so that the test results may be obtained.03-12.06 ASSISTANCEThe EBRSO recognizes that alcohol and drug addiction are treatable illnesses. Early intervention and support improve the success of rehabilitation. To support our employees, the EBRSO: Encourages employees to seek help if they are concerned that they or their family members may have a drug and/or alcohol problem.Encourages employees to utilize the services of qualified professionals in the community to assess the seriousness of suspected drug or alcohol problems and identify appropriate sources of help.Offers employees and their families assistance with alcohol and drug problems through the Employee Assistance Program. Contact the Human Resources Office for information on this program.Allows the use of accrued paid leave while seeking treatment for alcohol and other drug problems.Treatment for alcoholism and/or other drug use disorders may be covered by the employee benefit plan; however, the ultimate financial responsibility for recommended treatment belongs to the employee. 03-12.07 CONFIDENTIALITYAll information received by the EBRSO through the drug-free workplace program is confidential. Access to this information is limited to those who have a legitimate need to know in compliance with relevant laws and policies.03-12.08 RESPONSIBILITIES Employees are responsible forNotifying their supervisors that they are not able to report to work while their ability to perform their job duties is impaired due to the use of alcohol or other drugs.Notifying their supervisors of any prescribed medications that they are taking that may impact their ability to perform their job duties.Supporting fellow employees in seeking help. Reporting dangerous behavior to their supervisor.Supervisors are responsible for Informing employees of the drug-free workplace policy.Observing employee performance.Investigating reports of dangerous practices.Documenting negative changes and problems in performance.Counseling employees as to expected performance improvement.Referring employees to the Employee Assistance Program.Clearly stating the consequences of policy violations.The Human Resource Division is responsible for Administering the drug/alcohol testing program.Notifying the appropriate supervision of random tests to be performed.Receiving, acting on, and holding confidential all information received from the testing service provider.Providing the data necessary to submit a detailed report to the Sheriff.Procedural Order?Number?03-13Effective Date?01/01/09SubjectDNA CollectionRevision Date01/26/09ChapterHuman ResourcesReevaluationAnnually?UNDER REVISIONProcedural Order?Number?03-14Effective Date??SubjectPerformance Planning and Review (PPR)Revision Date?ChapterHuman ResourcesReevaluationAnnually???Under RevisionProcedural OrderNumber03-15Effective DateJune 15, 2011SubjectEmployee Grievance ProcedureRevision Date5/1/2012ChapterHuman Resources Reevaluation FORMCHECKBOX 6 mos. FORMCHECKBOX 12 mos. FORMCHECKBOX 24 mos.PURPOSEThis policy establishes a means to resolve problems among employees, or between employees and supervisors, so that employee morale and efficiency may be maintained at the highest level possible. Often grievances result from misunderstandings which can be resolved through discussions between the employee and supervisor. Unfortunately, this is not always the case and a formal grievance procedure is necessary. The grievance procedure does not guarantee that the grievant will be pleased with the outcome, but it does guarantee employees that their concerns will be examined. Grievances may be filed without fear of retaliation, coercion, or discrimination against any employee who may submit, witness, or be involved in a grievance in any manner. SCOPEThis policy applies to all employees of the East Baton Rouge Parish Sheriff’s Office. A grievance is defined as an act, omission or occurrence which an employee feels constitutes an injustice and can be established on factual information. It may relate to any condition arising out of the employment relationship, including but not limited to, health and safety concerns, disputes between supervisors and subordinates or among coworkers, perceived unfair treatment that does not rise to the level of discrimination. It does not include job title/rank changes, involuntary transfers, dismissals, demotions or suspensions. Complaints about discrimination or harassment based on sex, race, religion, military status, color, marital status, political affiliation, gender, national origin, disability or genetic information are not addressed through the grievance procedure but rather through the EBRSO Discrimination and Harassment Complaint Procedure.GRIEVANCE PROCEDUREEmployees must formally file a written grievance within 30 calendar days following the date the grievant first became aware of, or should have become aware of, the cause of the grievance. Time limits for the various activities in the grievance procedure may be extended upon mutual agreement or in the event that previous attempts to notify proper supervision of the grievance were delayed by no fault of the affected employee. If the grievance is directed toward anyone in the employee’s chain of command, the employee may skip the grievance step that would involve that individual and may proceed to the next step.If the grievance directly involves the Division Head, then the employee may choose to submit the grievance directly to Internal Affairs. Internal Affairs will review the Employee Grievance Form and all documentation submitted by the employee. IA will conduct an investigation and prepare a written report. The written report of the grievance and the findings will be given to the Sheriff or his designee no later than sixty (60) calendars after the initial receipt of the grievance. The Sheriff or his designee will issue a written decision within fourteen (14) days of receiving the IA investigation report. A copy of the written decision will be given to all parties involved in the grievance. The Human Resources Division will be provided with a copy of all grievances and the final decisions rendered.Step 1: The employee completes the Employee Grievance Form with the indentifying information, statement of grievance and remedy requests portion of the form and presents the form to his immediate supervisor. The supervisor will meet with the employee to discuss the grievance and shall give a written response to the employee and attach it to grievance form within seven (7) calendar days following the date the supervisor received the grievance. If the employee is unsatisfied with the response, then he may continue to Step 2.Step 2: The employee submits the grievance form and a copy of the response from Step 1 to the next level of the chain of command within seven (7) calendar days of receipt of the written response in Step 1. The employee may, at the discretion of the person receiving the grievance in Step 2, be afforded the opportunity to present his viewpoint orally.A written response will be given to the employee within fourteen (14) calendar days of the receipt of the grievance form.If the employee is unsatisfied with the response, he may move to Step 3.Step 3: The employee submits the grievance form along with a copy of all of the previous responses to his Division Head within seven (7) calendar days of receipt of the written response from Step 2.The Division Head may hear the grievance himself or appoint a grievance committee or other designated representative to hear the grievance and make a recommendation to him for a decision.The Division Head shall issue a written decision within fourteen (14) calendar days following the hearing.SUMMARY DISPOSITION OF GRIEVANCEAt any time after the filing of a written grievance, the Sheriff may summarily dispose of the grievance on any of the following grounds:The grievant does not work for the agency.The person against whom the grievance is filed does not work for the agency.A decision on the grievance would be ineffective or moot.The requested remedy cannot be granted.The Sheriff has determined the grievance to be frivolous.The grievance is being used to impede the efficient operation of the agency.The grievant did not appear for a scheduled meeting with during any steps in the grievance process.When the Sheriff summarily disposes of a written grievance, he shall notify the grievant and all parties involved in the grievance procedure.EAST BATON ROUGE SHERIFF’S OFFICEEMPLOYEE GRIEVANCE FORMName of Grievant (Please Print):Job Title/Rank:Date of Hire:Work Phone:Home Phone:Mobile Phone:Work InformationDivision:Section:Immediate Supervisor:Date, time and place of event leading to grievance:Date you became aware of the event, (if different): Detailed description of the grievance including names of witnesses and any other persons involved, if any: (Attach additional pages if needed.)Proposed solution or remedy requested: (Attach additional pages if needed.)Instructions: Step 1: File a copy of this form with your immediate supervisor and retain a copy for filing at the next step in the procedure if necessary. Step 2: You may file a copy of the grievance to the next level in your chain of command if you do not receive a response within 7 calendar days or disagree with the response from your immediate supervisor. Step 3: You may file a copy of the grievance with your Division Head (Colonel, Warden or Chief Civil Deputy) if you do not receive a response within 14 calendar days or disagree with the response.Note: You may skip a step if the grievance directly involves the person in that step. If the grievance directly involves your Division Head, you may file the grievance with Internal Affairs.StepGrievance Filed With (Please Print Name)DateGrievant Signature123Forward a copy of the completed Grievance Form and attached responses to Human Resources.?????Procedural Order?Number?03-16Effective Date?07/01/99SubjectEmployee FilesRevision Date01/26/09ChapterHuman ResourcesReevaluationAnnually?UNDER REVISIONProcedural Order?Number?03-17Effective Date?01/01/09SubjectViolence in the WorkplaceRevision Date01/26/09ChapterHuman ResourcesReevaluationAnnually??03-17.01????????????????PURPOSEThe East Baton Rouge Parish Sheriff’s Office promotes a safe and environment for its employees. The Office is committed to working with its employees to maintain a work environment free from violence, threats of violence, harassment, intimidation and other disruptive behavior.?03-17.02??????????????????DEFININIONS????????Employee – Any person who works for the East Baton Rouge Parish Sheriff’s Office on a full-time, part-time, or temporary basis. It includes volunteers, contractors, and consultants engaged to perform services for the Office????????Workplace – All Office facilities, premises, or equipment and any location where employees are engaged in Office business????????Dangerous Weapon – A substance or instrumentality which has the capability to produce death or great bodily harm?03-17.03?????????????????? POLICY???????? It is the Office’s policy to promote a safe environment for its employees and to communicate the attitude that violent behavior will not be tolerated????????All reports of violence, threats, harassment, intimidation, or other disruptive behavior in the workplace will be taken seriously and appropriately dealt with???????? Inappropriate behavior can include oral or written statements, gestures or expressions to communicate a direct/indirect threat of physical harm???????? Any employee who commits an act of violence may be removed from the premises and may be subject to disciplinary action and/or criminal penalties. The perpetrator shall be held accountable regardless of employment, position, or status???????? Any employee who reports a threat of violence, violence, or assists the Office in an investigation of such shall not be retaliated against???????? Employees should not ignore violent, threatening, harassing, intimidating, or other disruptive behavior. Employees who do shall report the behavior to a supervisor. Behavior requiring immediate attention should be addressed by a commissioned deputy or local law enforcement if available and appropriate03-17.04????????????????RESPONSIBILITIESEmployee:????????Employees shall advise their supervisor of all occurrences of workplace violence involving the employee????????Employees shall cooperate with Office personnel officially involved in a workplace violence investigation or complaint????????Take appropriate action based on the findings of a workplace violence investigationSupervisors:???????? Supervisors shall monitor the daily activity in the workplace, identify potential violent incidents, and take appropriate action to divert such disturbances???????? Supervisors shall notify their Commander of all complaints of workplace violence???????? Supervisors shall obtain a written statement from each employee who is a witness/party to a credible threat or act of violence???????? Supervisors shall cooperate with Office personnel officially involved in a workplace violence investigation or complaintDivision Commander:???????? Shall be responsible for implementing all Office policies and procedures within their command regarding workplace violence???????? Determine if an investigation should be conducted by Office personnel, and if so, which section will assume responsibility for the investigation???????? Provide to the Sheriff or his designee a report detailing the findings of the investigation with recommendations for corrective action if warranted???????? Take appropriate action based on the findings of a workplace violence investigationHuman Resources Director: ???????? Shall receive all incident statements alleging workplace violence???????? Establish a uniform reporting system to track all workplace violence incidents???????? Maintain all related records in accordance with public record laws???????? Determine the effectiveness of this policy and develop changes as appropriate to prevent workplace violence?03-17.05????????????????CONFIDENTIALITYConfidentiality of the reporting employee shall be protected at all times. Employees will be informed on a need-to-know basis, and only to the extent provided by law.?Procedural OrderNumber03-18Effective Date12/01/2009SubjectFamily Medical Leave (FMLA)Revision DateChapterHuman Resources Reevaluation 6 mos. 12 mos. 24 mos.PURPOSEThe East Baton Rouge Parish Sheriff’s Office (EBRSO) complies with all of the requirements of the federal Family and Medical Leave Act (FMLA). This policy addresses FMLA leave for eligible employees because of the birth of a child or placement of a child for adoption or foster care; to care for a parent, spouse or child with serious health conditions; or because of employees’ own serious health conditions. Additionally, this policy also addresses FMLA leave for eligible employees because of the employees’ circumstances qualify for leave due to a spouse, child or parent being called up for or on active duty in the Armed Forces or to care for a service member who is their spouse, child, parent or next of kin becomes seriously ill or injured while serving on active duty. APPLICABILITYThis policy applies to all eligible employees of EBRSO. To be eligible for FMLA leave, employees must have worked at EBRSO for 12 months and have worked at least 1,250 hours in the 12 months prior to taking FMLA leave. Previous periods of employment with EBRSO may be counted to meet the 12-month service requirement. DEFINITIONSThe following are working definitions only.Parent – the biological parent or an individual who stands or stood in loco parentis when the employee was a child. Employees cannot take FMLA leave for parents-in-law.Child – a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis, who is less than eighteen (18) years of age, unless the child is incapable of self care due to mental or physical disability.Spouse – the husband or wife as defined in accordance with State law, excluding unmarried domestic partners.Twelve Month Eligibility Period – a rolling 12 month period measured backward from the date of any FMLA leave usage.Serious Health Condition – an illness, injury, impairment or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the his job functions or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three (3) consecutive calendar days combine with at least two (2) visits to a health care provider or one (1) visit and a regimen of continuing treatment, or incapacity due to pregnancy or incapacity due to a chronic condition. Conditions such as the common cold, flu, ear infections, upset stomach, minor ulcers and headaches (other than migraines) are not considered to be a serious health condition.POLICYBasic Leave Entitlement -- EBRSO shall provide to twelve (12) weeks of unpaid, job-protected leave to eligible employees for the following reasons:For incapacity due to pregnancy, prenatal medical care or child birth;To care for the employee’s child after birth or placement for adoption or foster care;To care for the employee’s spouse, child or parent who has a serious health condition; orFor a serious health condition that makes the employee unable to perform the employee’s job.Military Family Leave Entitlement Active Duty – EBRSO shall allow eligible employees with a spouse, child or parent on active duty or called to active duty in the Armed Services, including the National Guard or Reserves, in support of a contingency operation to use their twelve (12) week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include the following:Presence at certain military events,Arrangements for alternative childcare,Financial and legal arrangements,Counseling sessions,Post-deployment reintegration briefings.Military Caregiver Leave Entitlement – EBRSO shall provide to an eligible employee who is the spouse, child, parent or next of kin of a covered military service member or veteran who is recovering from a serious illness or injury sustained in the line of duty with up to twenty-six (26) weeks of job protected, unpaid FMLA leave to care for the service member or veteran. The military caregiver leave is only available during a single twelve-month period during which the employee is entitled to a combined total of twenty-six (26) weeks for all types of FMLA leave. Covered service members are current members of the Armed Forces, including members of the National Guard and Reserves.Employee ResponsibilitiesSubmit a written request to Human Resources at least 30 days prior to the date the leave is to begin, or as soon as the need for leave is determined.Have a family member make the request if the employee is unable to do so himself due to an unforeseeable emergency or serious health condition.Submit a completed Certification form which is appropriate for the type of request (i.e. Certification of Health Care Provider for Employee’s Serious Health Condition, Certification of Health Care Provider for Family Member’s Serious Health Condition, Certification of Qualifying Exigency for Military Family Leave or Certification for Serious Injury or Illness of Covered Service Member for Military Family Leave) to Human Resources within 15 calendar days of notification of need for leave. The Certification Forms can be obtained from the Human Resources Office. The employee will assure that all sections of the Certification form are completed prior to submission.Obtain a second or third medical opinion, at the expense of EBRSO, when request by the office.During FMLA leave, employees must keep their supervisors and Human Resources informed of the estimated duration of leave and their intended date to return to work. Also if employees need to take more or less FMLA leave than originally anticipated, they must notify Human Resources within two business days.Upon request of the office, provide medical reports regarding the employee’s status and anticipated return to work date.Discontinue any secondary or extra duty employment while on FMLA due to the employee’s own serious health conditions, unless written approval to continue such employment is obtained from the Sheriff.Provide a medical release from the attending health care provider certifying the employee is fit for duty prior to returning to work.Human Resources and Employer ResponsibilitiesPlace an eligible employee on FMLA leave even if the employee did not request FMLA leave if there is compelling information that the leave taken by an employee was for a FMLA qualifying condition. Human Resources must notify the employee in writing as soon as the employee submits a request for FMLA or is out from medical reasons and information indicates that FMLA might apply. Human Resources shall provisionally designate the leave as FMLA until such time as medical certification is provided to confirm or dispel whether the leave qualifies for FMLA.Properly notify employees of their FMLA rights within two days of designating the leave as FMLA.Notify the employee verbally or in writing of approved FMLA designation. However, the designation must be confirmed in writing no later than the next regular payday. If the following payday is less than one week from the date the leave is designated as FMLA, Human Resources shall provide written notice to the employee by the next payday.Designate FMLA beginning the date the qualifying leave begins, including retroactively designating the leave FMLA when applicable.If leave is taken for an FMLA reason, but Human Resources was not aware of the reason, and the employee desires that the leave be counted as FMLA leave, the employee must notify Human Resources within two business days of returning to work. In the absence of such timely notification, the employee may not assert FMLA protection for the absence.Return the employee to the same position, if available, or an equivalent position with equivalent benefits, pay and other terms and conditions of employment.Pay and Benefits During FMLA LeaveFMLA leave is unpaid; however, employees are required to use accrued PTO leave simultaneously with the unpaid FMLA leave. FMLA leave will run concurrently with Duty-Related Injury leave for those employees who are unable to work due to an on duty injury. Compensatory leave may not be used while an employee is on FMLA. The employer shall pay the employer share of the insurance premiums for an employee who is on FMLA leave, even if the employee is on unpaid leave status.Holidays that occur during FMLA leave will be paid if the employee is on paid leave. If the employee is on unpaid leave prior to and following the holiday, then the holiday will not be paid.Procedural OrderNumber03-19Effective Date6/15/2013SubjectPersonal Use of Social MediaRevision Date7/30/2013ChapterHuman Resources Reevaluation FORMCHECKBOX 6 mos. FORMCHECKBOX 12 mos. FORMCHECKBOX 24 mos.PURPOSEThis policy establishes the EBRSO’s position on personal use of social media and provides guidance on its management, administration, and oversight. This policy is not meant to address one particular form of social media; rather social media in general as advances in technology will occur and new tools will emerge. POLICYThe EBRSO recognizes that social media plays a role in the personal lives of some Office personnel and as such social media may have a bearing on employees in their official capacity. This policy provides information of a precautionary nature as well as prohibitions on the use of social media by all EBRSO employees.DEFINITIONSSocial Media/Social Media Websites – A category of Internet-based resources that integrate user-generated content and user participation. These websites focus on building online communities of people who share interests and activities and/or exploring the interests and activities of others. These sites include, but are not limited to, social networking sites, blogs and micro blog sites, photo and video sharing sites, wikis, and news sites. Speech -- Expression or communication of thoughts or opinions in spoken words, in writing, by expressive conduct, symbolism, photographs, videotape, or related forms of communication.Page -- The specific portion of a social media website where content is displayed, and managed by an individual or individuals with administrator rights. Post -- Content an individual shares on a social media site or the act of publishing content on a site. Profile -- Information that a user provides about himself or herself on a social networking site. PRECAUTIONS AND PROHIBITIONSEBRSO employees are free to express themselves as private citizens on social media sites to the degree that their speech does not impair working relationships of this Office or negatively affect the public perception of the EBRSO.As public employees, EBRSO personnel are cautioned that speech on- or off-duty, made pursuant to their official duties is not protected speech under the First Amendment and may form the basis for discipline if deemed detrimental to the Office. Employees should assume that their speech and related activity on social media sites will reflect upon their position and the EBRSO.Employees shall not post, transmit, or otherwise disseminate any information to which they have access as a result of their employment without written permission from the Sheriff or his designee.If employees display EBRSO logos, uniforms or similar identifying items on personal web pages, the postings are subject to Office review and should only be done with the same dignity and respect as is expected when on duty. When using social media, employees should be mindful that their speech becomes part of the worldwide electronic domain. Therefore, adherence to the department’s code of conduct is required in the personal use of social media. In particular, employees are prohibited from the following:Speech containing obscene or sexually explicit language, images, or acts and statements or other forms of speech that ridicule, malign, disparage, or otherwise express bias against any race, any religion, any sexual orientation or any protected class of individuals. Speech involving themselves or other EBRSO employees reflecting behavior that would reasonably be considered reckless or irresponsible. Engaging in prohibited speech may provide grounds for undermining or impeaching a deputy’s testimony in criminal proceedings. EBRSO personnel whose testimony is undermined or impeached are subject to discipline up to and including termination. Employees may not make any statements, speeches, appearances, or endorsements; or publish materials that could reasonably be considered to represent the views or opinions of the EBRSO without express authorization.EBRSO personnel should be aware that privacy settings and social media sites are constantly in flux, and they should never assume that personal information posted on such sites is protected.Employees should expect that any information created, transmitted, downloaded, exchanged, or discussed in a public online forum may be accessed by the EBRSO at any time without prior notice.Any employee who becomes aware of or who has knowledge of a posting, website or web page in violation of the provisions of this policy shall notify his or her supervisor immediately.??Procedural OrderNumber04-01Effective Date07/01/99SubjectVehicle Use and MaintenanceRevision Date9/1/2012ChapterEquipmentReevaluation FORMCHECKBOX 6 mos. FORMCHECKBOX 12 mos. FORMCHECKBOX 24 mos.04-01.01 PURPOSEThe purpose of this policy is to define and describe the on-duty and off-duty usage parameters related to the operation of the East Baton Rouge Parish Sheriff’s Office assigned vehicles.04-01.02 POLICYAll operators of EBRSO vehicles must follow all motor vehicle laws and operate the vehicles in a safe and courteous manner. It is recognized that this policy may not cover all instances and examples of acceptable or unacceptable vehicle usage. In cases not specifically covered in this policy, the employee is responsible to seek clarification from their Division Commander prior to using their vehicle in a manner that may be questionable.The Sheriff, at his discretion, will designate which positions and divisions within the organization are to be assigned Fleet vehicles. This decision will be based on the amount of transportation, which is necessary in order to fulfill job requirements. The Sheriff may revoke the use of an EBRSO vehicle at any time.The Sheriff reserves the right to monitor vehicle usage of the EBRSO fleet through the installation of a Global Positioning System (GPS). The GPS may allow the EBRSO to increase deputy safety and reduce response time for Communications dispatch, while assisting employees with notifications of necessary vehicle maintenance requirements.04-01.03 RESIDENCY REQUIREMENTSAssignment of take-home vehicles shall be determined by the location of the employee’s residence. A monthly fuel charge will be assessed through payroll deduction for all employees who have been assigned an EBRSO vehicle.Employees, who live within East Baton Rouge Parish, and are assigned a vehicle, may use their assigned EBRSO vehicle for personal business or errands, as limited by this policy, within East Baton Rouge Parish.Employees who live outside of East Baton Rouge Parish, but within twenty-five (25) miles of the parish line, may be assigned an EBRSO vehicle and they will be assessed an additional monthly out-of-parish fuel charge. These employees may utilize their assigned vehicles for personal business and errands, as limited by this policy, within East Baton Rouge Parish, however; once the deputy has traveled outside of the parish, the vehicle shall only be used for commuting and incidental stops on the route to and from work. While off-duty and outside of the parish, the vehicle will remain parked at the employee’s residence.04-01.04 VEHICLE STORAGEAll vehicles should be parked in a legal and appropriate location at the employee’s residence to afford optimum visibility.Employees shall ensure that their vehicle is accessible when parked at their residence, in the event that it is needed for maintenance or other use by the EBRSO.Employees shall take reasonable measure to provide for the safety and security of assigned vehicles and equipment when the vehicle is not in use.Unattended vehicles shall be locked at all times.Employees shall secure all weapons and equipment while the vehicle is unattended.The Deputy to which the vehicle has been assigned shall be responsible for any theft from or damage to the vehicle if it is found that the deputy was neglectful in securing the vehicle and its’ contents.Assigned vehicles must be parked at Fleet Operations any time a deputy will be absent from their work assignment for more than thirty (30) consecutive days.04-01.05 VEHICLE USAGEEmployees shall operate vehicles while being mindful of all laws, rules, policies and procedures as applicable. Deputies shall monitor the Office radio at all times when the vehicle is being utilized.All employees and passengers shall use the seatbelts in a properly adjusted and securely fastened manner while riding in an EBRSO vehicle as required by State law.Deputies who observe violations of the law should take actions appropriate to the circumstances, particularly if failure to do so would subject the deputy or Office to criticism or liability.Deputies in marked vehicles shall stop and assist all disabled motorists regardless of duty status unless on an emergency assignment. Employees in unmarked vehicles shall not stop unless they are in uniform.Employees in possession of an unmarked vehicle shall not stop routine traffic violators, unless the violation may result in the endangerment of the public. Deputies should be mindful that the public might not recognize the unmarked car as a law enforcement vehicle. In that case, the deputy should permit the violator to drive to a safe, populated, or well-lit area before stopping unless the violator presents an immediate or continuing danger to the public.Each Deputy shall be responsible for the care and security of their assigned EBRSO vehicle.Division Supervisors shall make periodic inspections of vehicles assigned to their employees, which may include off-duty use and activity, to ensure that employees are complying with the intent of this policy.Employees shall carry their EBRSO badge, commission, authorized weapon (if applicable), and handcuffs (if applicable) with them while the vehicle is in use. Employees shall be held strictly accountable for their personal appearance, conduct, and decorum while in their assigned vehicle. Employees shall also be held accountable for the appearance and conduct of any passengers. Short-shorts, tank tops, flip-flops and other such casual attire should not be worn while in an EBRSO assigned vehicle.Employees are subject to the same rules and regulations regarding vehicle care and usage off-duty as they would be while on-duty.Employees must obtain permission from their Commander prior to taking their assigned vehicle out of the parish.04-01.06 VEHICLE USE LIMITATIONSEBRSO vehicles shall not be operated by non-agency employees, except in the case of an emergency.Employees are prohibited from making emergency runs when their unit is occupied with non-agency personnel, except to transport injured/ill persons or to protect life or property. Employees must notify the Communications Division of any emergencies and the destination when initiating emergency runs with non-agency personnel in the vehicle.No deputy shall operate an Office vehicle after consuming alcoholic beverages unless the deputy must do so as part of an official investigation. Only those employees who are working in an official, undercover capacity shall be given the latitude to consume alcoholic beverages during the course of an investigation. However, they must not indulge to the extent that their capacity to drive is impaired.Employees involved in a motor vehicle crash or other incident in an EBRSO vehicle must consent to a chemical test for intoxication upon the request or directive of the investigating officer.Unauthorized operation of a department vehicle after consumption of alcoholic beverages shall be prima fascia evidence of intent to violate this order.Unless authorized, in conjunction with an official assignment, or permitted by the Sheriff or his designee, employees may not utilize their department vehicle to attend any function, event, or activity where alcohol is served. This provision does not prohibit employees from utilizing their assigned vehicle within East Baton Rouge Parish when driving to restaurants, grocery stores, or other commercially licensed establishments.EBRSO vehicles will not be used out-of-parish to conduct personal business or errands outside of assigned law enforcement duties or incidental stops on the way to and from work, without prior consent from an immediate supervisor.EBRSO vehicles shall not be used for vacation or recreational purposes.EBRSO vehicles may not be used in the transport of pets, livestock, or wild animals, except in the process of conducting law enforcement duties.EBRSO vehicles may not be used to transport any item or equipment projecting from the side, front or rear of the vehicle in a way that may constitute an obstruction to safe driving or a hazard to pedestrians or other vehicles.EBRSO vehicles may not be used to tow any non-EBRSO recreational items, such as boats, four-wheelers, jet skis, motorcycles, etc.Employees and passengers shall not smoke in EBRSO vehicles. The Louisiana Smoke-Free Air Act (815), which went into effect on January 1, 2007, states that no person shall “smoke in any public place and in any enclosed area within a place of employment; or as an employer, knowingly permit smoking in any enclosed area within a place of employment.” The EBRSO considers its’ fleet to be an extension of the Deputy’s place of employment and therefore prohibits smoking in all EBRSO vehicles. The use of cell phones, while driving is strongly discouraged. If a cell phone must be used while driving, employees shall either make use of a hands-free device or pull over to the side of the road, rest stop, or parking lot, at the safest opportunity to make the phone call.Employees shall not text, e-mail or make other use of cell phones, smart phones, or other hand-held devices while driving.04-01.07 VEHICLE MAINTENACE AND CAREEach employee shall be held personally responsible for the care, maintenance, and cleanliness of his assigned vehicle.All weapons and equipment will be removed from a vehicle while it is being serviced.Employees shall ensure that the area in their patrol car utilized for the transportation of prisoners is thoroughly searched for weapons and contraband before and after transporting prisoners.Employees shall notify the proper authorities when involved in a fleet crash or incident in which he is the operator of the vehicle. Such notification will be in accordance with existing laws and regulations as well as EBRSO policies and procedures.Employees shall maintain a valid Louisiana operator’s license of the appropriate class and shall notify the Sheriff’s Office of any action taken or pending affecting the validity of said license.Motor-pool hours are from 7:00 a.m. to 4:00 p.m., Monday – Friday.For weekend or after-hours emergency service, employees shall notify their supervisor, who will determine whether Fleet Operations should be notified.Employees should check fluid levels at every fill-up.Oil changes shall be performed every 5000 miles.Employees shall not remove any EBRSO installed equipment from their assigned unit.No additional equipment, decoration, or decals may be added without the permission of the appropriate Division Commander.No painting or alterations of the body, chassis, engine, exhaust system, electrical system, or accessories may be made without the prior approval of the appropriate Division Commander.?Procedural OrderNumber04-02Effective Date7/1/2010SubjectFleet AccidentsRevision Date6/1/2011ChapterEquipment Reevaluation FORMCHECKBOX 6 mos. FORMCHECKBOX 12 mos. FORMCHECKBOX 24 mos.PURPOSECrashes involving East Baton Rouge Parish Sheriff’s Office vehicles may jeopardize the safety and lives of employees and the public. The legal ramifications of these crashes pose a potential liability and financial burden to the EBRSO. POLICYIt is the policy of EBRSO to provide training in driving techniques to reduce the number of fleet vehicle crashes. It is also the policy of the EBRSO to hold accountable those employees who are involved in avoidable vehicular accidents, while correcting identified driving related deficiencies through one or more of the following methods: training, guidance, counseling, corrective actions and/or discipline.DEFINITIONSFleet Accidents – a vehicle crash or incident that results in damage to a fleet vehicle. The Accident Review Board will review all fleet accidents involving civilian employees and law enforcement /corrections employees with a rank of Lieutenant and below. The Sheriff or his designee will review any fleet accidents involving employees with the rank of Captain or above.Avoidable accident – when an employee failed to exercise reasonable care in the operation of the fleet vehicle; failed to take reasonable action which could have avoided or prevented the accident; violated an EBRSO policy or procedure which contributed to the accident and/or committed moving violation(s) whether cited or not. More specifically, an accident determined to involve any of the following factors:SpeedingDriving too fast for conditionsFollowing too closelyFailure to yield right-of-wayDisregard for traffic signs or signalsImproper turn or lane changeImproper passingImproper backingImproper parkingReckless drivingDriving while under the influence of drugs or alcoholImproper care of the vehicleUnsafe driving practices, including but not limited to the use of electronic equipment or cellular phone while drivingUnavoidable accident – when an employee exercised the same reasonable care and caution that would be exercised by an ordinary and prudent person in a similar situation and who took reasonable precautions to prevent or minimize the effects of the crash.Legal Intervention – A vehicle crash involving a fleet vehicle as the result of a deputy intentionally using that force which is necessary to stop a continuing offense and make an arrest.Loss of Take-home/Off-duty Use Vehicle Privileges – the employee privilege to operate an EBRSO vehicle when not on-duty or while working Extra Duty Details is suspended or permanently revoked.PROCEDURETrainingCurrent employees who are assigned EBRSO fleet vehicles or who are authorized to drive fleet vehicles will be required to participate in an EBRSO approved driver training course.New employees will be required to participate in an EBRSO approved driver training course prior to being assigned a fleet vehicle or being authorized to drive a fleet vehicle.Fleet Accident ReportingAny employee involved in an accident while operating an EBRSO fleet vehicle, regardless of the extent of damage shall:Notify Communications immediately and advise of the location of the crash, severity, road conditions, type of collision and request any necessary emergency services.Notify his immediate supervisor.Render all necessary aid.Make no statements concerning crash responsibility, except to the investigating officer.Remain at the scene, pending release by the investigating deputy.Submit a written statement to his supervisor that includes a narrative description of the events within 48 hours of the accident.Submit to any chemical test of blood, breath, or urine deemed necessary by the investigating deputy.Notify Fleet Operations of the accident within 24 munications shall record all data received and immediately notify the Substation shift supervisor.Accident InvestigationA member of the Traffic Division or the Shift Supervisor at the Substation in that sector shall investigate the fleet accident and ensure that proper photographs are taken and a written report is completed and submitted. The written report shall state if the accident was avoidable or unavoidable.If the fleet accident occurs in another parish, the Shift Supervisor at the closest substation or the Traffic Shift Supervisor shall investigate the accident, ensure that proper photographs are taken and the written report is completed and submitted. The written report shall state if the accident was avoidable or unavoidable.Vehicle RepairsRepairs and/or bodywork involving fleet vehicles shall be conducted through Fleet Operations.Accident Review BoardThe Accident Review Board shall consist of the below listed members: Colonel or the Chief of Staff Chief of OperationsChief of Uniform Patrol; in his absence the Chief of DetectivesInternal Affairs RepresentativeTraffic CommanderProperty and Risk ManagerFour of the six board members must be present to form a quorum.The Chief of Uniform Patrol shall serve as the chairperson of the Accident Review Board and shall preside over each meeting. The Board will meet once a month at a time and location specified by the Chief of Uniform Patrol. The Accident Review Board will review each fleet accident report, including the costs to repair the vehicle or vehicles, to determine if corrective or disciplinary action is warranted. Consensus of the board is needed to render a finding and to recommend corrective and/or disciplinary action. In those instances where a consensus is not reached, a simple majority of the board members present at the meeting will be sufficient to render a finding and make a recommendation for corrective and/or disciplinary action.The Chief of Uniform Patrol shall make a written report of findings to the Sheriff or his designee, along with documentation of the employee’s past driving history. A copy of the report will also be provided to the Human Resources Director. Recommendations for corrective and/or disciplinary will be included in the report.The Chief of Uniform Patrol shall ensure the list of employees required by the Accident Review Board to take remedial drive training class is provided to the Traffic Commander.The Traffic Commander shall ensure all employees required to take remedial driving training are scheduled for the class in a timely manner.GUIDELINES FOR CORRECTIVE AND DISCIPLINARY ACTIONSWhen issuing corrective and/or disciplinary actions, the Accident Review Board shall consider the following factors:Employee’s driving record and relevant training.No fault, negligence or culpability on the part of the employee.Manner in which the vehicle was being operated, to include code 3 routine patrol, etc.Operating conditions of the vehicle and vehicle maintenance.Any extenuating circumstances involved in the accident.The Accident Review Board may recommend corrective and/or disciplinary actions that fall within the below guidelines. However, the board may recommend a more severe penalty, up to and including termination, if the circumstances that led to the accident involved a serious breach or policy violation, such as excessive speed, alcohol or drug use, allowing a non-authorized driver to operate the vehicle, etc. Unavoidable accidents -- No action taken against the employee unless the Accident Review Board determines that the number of accidents is excessive.Avoidable Accidents:First Accident within a three (3) year period:Letter of cautionLetter of reprimand, and/or Remedial driver training classSecond accident within a three (3) year period:Letter of reprimand1 to 5 day suspension, and/or 10 to 30 day loss of Take-home/Off Duty Use Vehicle Privileges, or10 to 30 day loss of eligibility to work extra-duty details, and/orRemedial driver training classThird accident within a three (3) year period:5 to 10 day suspension and 30 to 90 day loss of Take-home/Off Duty Use Vehicle Privileges, or30 to 90 day loss of eligibility to work extra-duty details, and/orRemedial driver training classFourth accident within a three (3) year period:10 to 30 day suspension and 1 year loss of Take-home/Off Duty Use Vehicle Privileges, and Remedial driver training class orTransfer to another job assignment orDismissalLegal Intervention – No action taken against an employee if the legal intervention action was reasonable and in compliance with EBRSO policy and procedures. If driving behavior is found to be willful, unreasonable and/or in violation of policy and procedure, then the employee may be counseled or subjected to corrective or disciplinary action as appropriate to the circumstances.Procedural Order?Number?04-03? Effective Date?07/01/98SubjectUse of Force Revision Date01/26/09ChapterLaw Enforcement Role and AuthorityReevaluationAnnually??04-03.01PURPOSEThis policy establishes and enumerates guidelines for the use of deadly and non-deadly force.?04-03.02POLICYIt is the policy of this Office that deputies use only that level of force that is objectively reasonable to bring an incident under control, while ensuring the safety of the deputy and others. Only those personnel demonstrating proficiency in the use of agency authorized weapons are approved to carry such weapons.?04-03.03DEFINITIONSDeadly Force:???????? That level of force that would lead a reasonable person to objectively conclude that its use poses a high risk of death or serious injury to its human target, regardless of whether or not death, serious injury or any harm actually occursNon-Deadly Force:???????? That level of force that is not likely to result in or produce serious bodily injury or death. This includes any physical effort to control or restrain another, or to overcome the resistance of anotherReasonable Belief:???????? Deputies must act as a reasonable prudent person under the circumstances and the decision to use force in any degree must be based on reasonableness and necessity, not emotionsSerious Bodily Harm???????? Injury that could possibly result in death?04-03.04USE OF FIREARMS???????? Shots fired into the air or ground, and warning shots are prohibited except for the purpose of summoning aid when other methods are ineffective or impractical???????? Firing shots at or from a moving vehicle is prohibited except where the use of deadly force is justified, in accordance with this order???????? Deputies may use deadly force to destroy an animal that represents a threat to public safety or as a humanitarian measure where the animal is seriously injured, when the deputy reasonably believes that deadly force can be used without harm to the deputy or others?04-03.05DISPLAYING/SURRENDERING WEAPON???????? Deputies shall not remove their firearm from the holster or display a weapon unless there is sufficient justification???????? Deputies may display a weapon for the purpose of obtaining and maintaining control of a felony suspect???????? Actions should be limited to crimes which carry an implication of violence or in which the suspect may become violent???????? Deputies should not surrender his/her firearm to anyone?04-03.06USE OF LESS THAN LETHAL WEAPONSWhere deadly force is not justified, deputies are authorized to use Office approved less than lethal force techniques and equipment to:???????? Protect themselves or others from physical harm???????? Restrain or subdue a resistant individual???????? Bring an unlawful situation safely and effectively under controlAuthorized less lethal weapons include:???????? Freeze Plus-P CS/OC spray???????? ASP Tactical Baton????????? ?04-03.07MEDICAL AIDWhen a deputy is required to use deadly or less lethal force and causes injury or death, either accidentally or officially, the deputy shall:???????? Notify Communications of the incident and location???????? Determine the physical condition of the injured person???????? Request necessary emergency medical aidWhen a person in custody complains of an undetectable medical condition, the arresting deputy shall consider the totality of circumstances in determining what, if any medical response may be warranted.?04-03.08USE OF CS/OC SPRAYFreeze Plus P spray is a less than lethal force weapon. Deputies are authorized to carry and use only Office issued CS/OC spray. Deputies trained by the Office in its use shall carry the weapon at all times in the issued holster on the duty belt.Training Requirements for Instructors?04-03.09USE OF ELECTRO-MUSCULAR DISRUPTION DEVICE?(See Taser/Electronic Control Devices Policy # 04-03)04-03.10USE OF TEAR DROP BEAN BAG Only Deputies who have successfully completed an office approved training course in the proper use and deployment of the 12 gauge beanbag rounds shall be authorized to deploy them during the course of their law enforcement duties. In order to remain authorized to use the beanbag rounds, deputies shall successfully complete a refresher course on an annual basis. Authorization for Use:???????? Any properly trained and certified deputy shall use the Drag Stabilized 12-Gauge “Tear Drop” Bean Bag, but only in accordance with EBRSO “Use of Force” policy under the same guidelines. The goal is to resolve a potentially violent situation with a minimal amount of force and the least likelihood of serious injury to all involved parties? ???????? The employment and use of these beanbag rounds are decisive actions that can assist in achieving the goal of protection of life and property and/or the restoration of order. 12 Gauge bean bags should be considered whenever the use of less lethal options would assist in making an arrest, restoring order and/or reducing the risk of more serious injury? Circumstances justifying the use of these beanbags include, but are not limited to:???????? Restoration or maintenance of order during jail or civil disturbances???????? Safely controlling violent persons???????? Subduing vicious animals????????Situations wherein the deputy deems the use necessary to safely resolve the incident ????????The less-lethal projectiles will be delivered to suspect target areas based on circumstances to maximize the likelihood of incapacitation and still minimize injury potential????????The Defense Technology specialty impact munitions chart is the recognized model for determining contact areas for kinetic energy impact weapons, based on potential for injury???????Green Areas – This area should be the deputy’s first area of choice due to its minimization of injury and ability to still cause painful stimuli. These areas are to include, but are not limited to major muscle mass within the upper and lower legs???????Yellow Areas – These areas will be considered when an escalation of force above green (areas) which becomes appropriate, acknowledging an increase in the potential for injury which may result in a laceration or fracture.? These areas are to include, but are not limited to the arms, knees, feet, and upper abdomen???????Red Areas - These areas are of Last Resort.? These areas should not be intentionally targeted, unless deadly force can be justified.?? These areas are to include, but are not limited to the head, neck, spinal cord, kidney area, and groin??????????????????????? Deployment Techniques:????????Lethal cover should be used in all cases involving any armed and / or dangerous subject(s), even if no firearms are involved. This is consistent with the priority safety system placing the safety of the deputy above that of the subject. The second or subsequent deputies arriving at the scene would then provide the less lethal option and handling of injured suspects????????Suspects who are struck by a beanbag round shall be examined by EMS and then transported to a medical facility if necessary????????A supervisor shall respond to the scene to insure that all procedures are being followed????????Crime Scene will document the scene and suspects injuries with photographs and log them into evidence????????Review Process:????????The deputy’s Commander shall review the use of the 12 gauge bean bag rounds as soon as practical following each incident to ensure the bean bags were used according to policy and that the devices functioned properly. Information thus obtained shall also be utilized for statistical and training purposes????????Any deputy issued a Less than Lethal shotgun, is strictly prohibited from possessing, transporting, or storing any lethal shotgun rounds in an East Baton Rouge Parish Sheriff’s Office vehicle??????????? ????????????????? 04-03.11??????????????? USE OF FORCE REPORTINGThe deputies involved in a use of force incident shall complete a Use of Less Than Deadly Force Report when the deputy:???????Takes an action that results in, or is alleged to have resulted in, injury Discharges a firearm for other than training or recreational purposes or death of another person???????Applies force through the use of deadly or less lethal weapons and/or techniques???????Applies weaponless physical force causing injury such as punches to the head or other vital organs, kicks, or restricting respiratory function????????Uses a Taser????????All Use of Less Than Deadly Force reports shall be reviewed by the deputy’s immediate supervisor for compliance with policy and procedure????????All Use of Less Than Deadly Force reports, along with the arrest report shall be forwarded through the deputy’s chain-of-command to the Training Academy Director?04-03.12????????????????USE OF FORCE REVIEW/ALALYSISThe Director of Training will annually review all reported use of force, firearms discharges, injuries or deaths of persons resulting from such acts, to determine whether:??????Office rules, regulations, or policies have been violated??????The relevant policy was clearly understandable and effective to cover the situation ????????Office training is currently adequateThe Director of Training shall ensure that an annual report is generated which will reveal patterns or trends that could indicate a need for training, equipment upgrades, and/or policy modifications. The report shall be completed no later than June 30th of each year. All findings of training inadequacies shall be addressed in future in-service training programs.?04-03.13??????????????? SHOOTING REPORTING REQUIREMENTSIn the event a deputy discharges a firearm other than in authorized training, or is the victim or intended victim of a discharge, he/she is required to notify Communications and their immediate supervisor. The supervisor shall notify the deputy’s Commander where the shooting occurred. The Commander shall ensure that Communications notifies the appropriate Division Commander, Chief of Operations, Chief Deputy, Detective Commander, Internal Affairs, and the Sheriff.?04-03.14????????????????SHOOTING INVESTIGATION TEAMThe Shooting Investigation Team shall respond and be responsible for investigation all firearms discharges involving Office personnel. The investigative team shall investigate incidents where the discharge of a firearm:???????? Is directed at an individual???????? Causes death or injury to an individual???????? Is directed at an occupied vehicle???????? May cause unusual public interest???????? Is of such nature that the Sheriff or his designee deems an investigation appropriateThe supervising investigator shall take possession of the deputy’s firearm when the deputy has been involved in an incident as enumerated above.?04-03.15??????????????? SHOOTING REVIEW BOARDThe Shooting Review Board shall evaluate incidents of firearm discharges to determine if the involved deputy’s actions were justified, proper and consistent with current Office policy. The Board shall be convened to review firearm discharge incidents that fall within the purview of this order. The Sheriff may, at his discretion, elect to convene the Shooting Review Board to review all other types of firearm discharges.The Chief Deputy shall be chairman for the Shooting Review Board. The Board shall be comprised of the following personnel or their designee:???????? Division Commander with supervisory authority over the involved deputy???????? Commander of the deputy involved???????? Commander of Internal Affairs???????? Captain of Homicide???????? Director of Training???????? Firearms Supervisor???????? Director of Human Resources ???????? Any alternate named by the Sheriff or his designeeThe Chief Deputy prior to the convening of the Shooting Review Board shall approve the appointment of any alternate(s).In the event of a tie vote by Board members, the Chief Deputy shall cast the deciding vote to break the tie. The General Counsel for the Sheriff’s Office shall forward a letter to the Sheriff containing the decision of the board for review. The Sheriff may, at his discretion, reject, modify, or amend the board’s findings, as he deems appropriate.Upon approval of the Sheriff or his designee and the General Counsel shall ensure:????????A copy of the letter is sent to the involved deputy????????Copies are sent to the Chairman of the Shooting Review Board, the involved deputy’s Commander????????A copy is placed in the investigative case fileUpon conclusion of the proceedings, Internal Affairs shall be the custodian of the Shooting Review Board’s records.?04-03.16????????????????ADMINISTRATIVE LEAVEAny deputy whose actions or use of force result in the death or serious physical injury of another shall be placed on administrative leave pending completion of the preliminary report of the incident. This leave shall be without loss of pay or benefits, pending the results of the investigation. The deputy shall be placed on administrative leave for at least one (1) day. The period of administrative leave may be lengthened at the Sheriff’s discretion.While on administrative leave, deputies shall remain available for official interviews, statements, or counseling regarding the incident.?04-03.17????????????????PUBLIC STATEMENTSThe Public Information Director shall be responsible for the management and dissemination of information to the media when a deputy’s use of a firearm falls within the purview of this order. ?04-03.18????????????????COUNSELINGThe Chairman of the Shooting Review Board and/or the Commander of any deputy involved in a shooting incident resulting in death or injury shall order that deputy to obtain counseling from the professional designated by the Sheriff. In addition, any deputy involved in a firearm discharge incident may also be required to attend counseling by a designated professional.A deputy may request counseling following his/her involvement in a shooting incident. Such requests are made directly to the deputy’s Commander.?04-03.19????????????????SEIZURE OF FIREARMS FOR ANALYSISIn the event that the primary sidearm of the involved deputy is seized as evidence or submitted for analysis, the Firearms Unit Supervisor or his designee, may issue a replacement.?04-03.20????????????????INVESTIGATIONS FOR OTHER AGENCIESIn the event an outside agency requests an investigation of a firearm discharge, the Chief Deputy or his designee may approve an investigation and will proceed according to this order and applicable policy. Procedural OrderNumber04-04Effective Date12/1/2010SubjectTaser/Electronic Control DevicesRevision DateChapterEquipment Reevaluation FORMCHECKBOX 6 mos. FORMCHECKBOX 12 mos. FORMCHECKBOX 24 mos.PURPOSEThe Purpose of this policy is to provide reasonable guidelines for the use of the Taser and similar electronic control devices.POLICYIt shall be the policy of the East Baton Rouge Parish Sheriff’s Office to provide reasonable alternative methods to control or otherwise subdue violent or potentially violent individuals. To supplement existing use of force options, the department authorizes the use of the Taser by trained deputies. The primary purpose for deploying the Taser is to avoid a violent confrontation, and/or bring a violent confrontation to a rapid resolution with reduced risk of injury to the public, the subject or the officer. Use of the Taser is authorized as a response option where force options similar to the use of punching, kicking, striking, baton restraints or aerosol chemical weapons might be initially employed. Tasers are a reasonable force option when used to control subjects who are actively resisting, aggressive non-compliant, violent or potentially violent. Tasers are not intended to be used as a general substitute for other less lethal force options or to replace lethal force when appropriate.PROCEDURE TrainingOnly deputies who have been trained as Taser operators or instructors are to deploy the Taser.Deputies trained in the use of the Taser will be re-certified each year as part of in-service training by a certified Taser instructor. Only deputies who have current certification may continue to carry or use a TaserReportingWhenever the Taser is used, no matter the manner, a USE OF LESS THAN LETHAL FORCE REPORT must be filled out and sent to the deputy’s commander along with a copy of all reports written concerning the incident. Copies of the report are sent to the Chief of Staff and the Director of Training.Download data within 72 hours after a deployment; this is done at the range by Range Staff. The deputy should bring a copy of the USE OF LESS THAN LETHAL FORCE REPORT to the Range Commander. DeploymentTasers must be worn opposite the service weapon.An explicit verbal warning of the intended use of the Taser, unless it would endanger safety or is impractical due to circumstances, shall precede the application of the Taser in order toProvide the individual with a reasonable opportunity to voluntarily comply.Provide other deputies and individuals with warning that a Taser may be deployed.The preferred method for Taser deployment is the Probe Method, with the Drive Stun method generally used as a secondary option.Remove probes in accordance with the policy governing Bloodborne Pathogens. When EMS is available, their services may be used for the removal of the probes that have penetrated the skin as long as such removal can be accomplished without causing further injury or pain to the subject.Deputies shall dispose of cartridge and probes in the nearest sharps container (i.e. hospital or ambulance).Do not use the Taser in a punitive or reckless manner. Multiple taser deployments is only acceptable if the subject is a serious threat to himself or others.The Taser should not be used on vulnerable populations, including children, the elderly, frail or injured, the mentally ill and pregnant women, unless imminent danger exists.The Taser shall not be used on handcuffed persons unless they are actively resisting and only in order to prevent them from harming themselves or others. Do not aim the Taser at the head or throat area unless a higher use of force is justified.The Taser is not to be used for extracting evidence or contraband.The Taser is not to be used in any environment where potentially flammable, volatile or explosive material (gasoline, natural gas, propane, flammable chemical sprays, etc.) are present.Medical Clearance at a Hospital is required if:The person is struck in a sensitive area: the eyes, face, head, neck, female breast or groin areas. Medical personnel must remove the probes.The probes have penetrated the skin and the deputies or EMS cannot safely remove the darts.The person does not appear to have fully recovered after a short period of time. The person falls into one of the vulnerable classes (elderly, frail or injured, mentally ill, pregnant women and children).The subject requests medical assistance.Maintenance and CareDeputies shall transport, use and carry the taser in accordance with the manufacturer’s guidelines.Deputies shall check their issued Taser at the beginning of each shift by switching the safety switch to the armed position to ensure the unit has at least 20% of its battery power left and that it is free of any damage. Any device not meeting this minimum required power shall be taken out of service until it is brought into compliance.Deputies shall perform a 1-2 second spark test at the beginning of every shift by removing the air cartridge, moving the safety switch to the armed position and depressing the trigger.Deputies shall routinely inspect cartridges to ensure the cartridge doors are present, not damaged and free of dust and debris, and the cartridge is not expired. If expired, the cartridge shall be turned in at the Range for a replacement (damaged cartridges must be turned in to receive a new one).Report any Taser that is damaged or malfunctioning to the Range Staff. A Taser in need of repair or reassignment shall be returned to the Range Staff for further disposition (this should be done as soon as possible but no later than the next day that the Range Office is open). A replacement Taser should be provided when possible. Parish Prison employees shall report and return damaged or malfunctioning TASER devices to the Prison Armory Officer who will report the problem and return the device to the Range Staff.Deputies will obtain replacement cartridges from the Range Staff, or in the event that the Range Office is closed, from the Night Supervisor. Parish Prison employees will obtain replacement cartridges from the Prison Armory Officer.Procedural Order?Number?04-05Effective Date?07/01/98SubjectFirearmsRevision Date9/4/2013ChapterEquipmentReevaluationAnnually?04-05.01??????????????? PURPOSETo establish policy pertaining to the types of weapons carried by deputies of the East Baton Rouge Sheriff’s Office. Only personnel demonstrating proficiency in the use of agency authorized weapons are approved to carry such weapons.?04-05.02?????????????? DEFINITIONSPrimary Sidearm -- The primary sidearm is one that meets the criteria established by policy and one in which the deputy must qualify on the POST courses of fire at his last firearms in-serviceRequired Firearms – The service handgun that is carried as the primary duty weapon and the Office issued, or other authorized, shotgunRequired Course of Fire – The POST course with the duty weapon, along with the prescribed shotgun courseQualification – To shoot with sufficient accuracy to meet minimum the current standards established for that course of fire.04-05.03SIDEARMSEach weapon must be of a make and model that meets the approval of the Firearms Division Commander.Primary and Off-Duty/Back-up SidearmsThe Firearms Division Commander shall maintain a current list of all approved makes and models and advise field personnel of changes or modifications to the list as necessary. Deputies may carry personally owned handguns. Deputies opting to do so must first have the handgun inspected by the Firearms Division Commander or his designee. Once the weapon has been inspected and approved, the deputy shall not make or authorize any alterations to the weapon for as long as the weapon is carried in a duty capacity. Subsequent to weapons approval, firearms personnel shall record the make, model, and serial number on the deputy’s firearms certification formIf a deputy chooses to purchase his own primary sidearm, the deputy must provide an accommodating approved holster and magazine pouch for that weapon. Alternate/Personal weapons designated and approved for primary use must have night sights.Any deputy carrying an off-duty/back-up sidearm must qualify with that weapon on the POST course. The weapon must be of a make and model approved by the Firearms Division Commander. Restrictions and MaintenanceThe Firearms Division Commander or his designee shall perform all repairs and modifications of approved weapons. Any alteration, additions or polishing of internal parts is prohibited, except by designated armorers.The Firearms Division Commander, or his designee, shall review, inspect, and approve all weapons intended for use by employees of the Office. He shall remove any unsafe weapon from service utilizing the following process:Take possession of the unsafe weaponRepair the weapon to manufacturer specifications and return it to the deputy or permanently remove the weapon from service and issue the deputy a replacement weapon. The Firearms Division Commander may designate an Official field armorer to perform repairs on weapons???No deputy shall remove or give approval to remove any safety device from a firearm.????????Trigger shoes, laser sights or other similar devices are expressly prohibited except for SWAT.????????Deputies are not to replace pistol grips without express approval and inspection from the Firearms Division Commander or his designee?04-05.04????????????????SHOULDER ARMS, SHOTGUNS/RIFLESThe rifle is an optional shoulder weapon for deputies. It may replace the shotgun provided that the deputy has successfully completed an approved EBRSO rifle- qualifying course. The qualifying deputy has an option of returning the shotgun to the Firearms Division.No deputy shall buy or possess any fully automatic weapon, or short barreled rifle, or short barreled shotgun for use on-duty, unless it is the property of the East Baton Rouge Sheriff’s Office and it has been assigned to him.Any repair, modification, addition of accessories can only be made by Armorers designated by the Firearms Division Commander.Deputies must get prior approval from the Firearms Division Commander or his designee before obtaining any parts or accessories they intend to have installed on any shotgun or rifle for on-duty use.?04-05.05????????????????AMMUNITIONTo ensure quality control, deputies may only use ammunition issued by the Firearms Division.?04-05.06????????????????CARRYING AND STORING OF FIREARMSEach deputy is responsible for the custody and safekeeping of all firearms assigned to, carried by, or used by him in any manner covered by this order. Any loss or theft of EBRSO weapons will result in a review of the incident by the Deputy’s Division Commander to determine if the Sheriff Office suffered a loss due to negligent actions or inactions by the Deputy. The Division Commander shall report his findings up the chain of command. If negligence is determined to be the cause of the loss of the weapon or weapons, appropriate disciplinary action will be taken.?Deputies working in plain clothes or off-duty wearing civilian clothing shall take all means necessary to conceal their weapon while in view of the public or when entering public or private buildings. Exceptions will be allowed for deputies working a scene where it is not practical to work in a coat or jacket. Firearms shall never be left where unauthorized persons may have or gain access to them.Handguns, shotguns and rifles shall not be left in an unattended vehicle, unless they are secured in the trunk or lock box. ????????When the deputy is off-duty, shotguns or rifles shall be stored in the trunk or lock box of the vehicle, or removed from the vehicle and stored securely in the deputy’s residence.????????Firearms shall be kept clean and in serviceable condition subject to inspection by a supervisor, Staff Inspection personnel or the Firearms Division.????????When an assigned unit is left for repairs or servicing, the deputy to whom it is assigned shall ensure that all firearms are removed from the vehicle????????While on-duty, the shotgun or rifle may be carried in the trunk but must always be available for use or inspection.????????Deputies who are assigned vehicles without a trunk shall determine the practicality of complying with this order. Deputies may be authorized to use alternate storage methods, as determined by their Commander.Rifles and shotguns are to be carried in the following condition Bolt forward on an empty chamber with the safety in the “ON” position:Shotgun magazine tubes are to be loaded to capacity.30 round AR-15 type magazines should only be loaded to 28 rounds for the most reliable function. Weapon Aboard Commercial AircraftCarrying weapons aboard commercial aircraft must be approved by the deputy’s Commander.Deputy must comply with all current TSA regulations regarding training, and carrying of weapons aboard commercial aircraft. Firearms Training Unit will conduct TSA approved training for deputies required to fly armed.For purchases where verification of law enforcement employment is required, the Sheriff, Colonel or Firearms Division Commander is authorized to verify such employment.?04-05.07??????????????QUALIFICATION WITH FIREARMS????????Qualifying courses and firearms training shall be developed and administered by the Firearms Division.The use of “Cross Draw or Shoulder Holsters”, are prohibited, for training/safety issues. Any holsters utilized, other than ones issued by the Sheriff’s Office Firearms Division, must get the approval of the Firearms Division Commander or his designee. ???????? Deputies must complete firearms training and pass all qualifying courses with both handgun and shotgun before graduating from the Basic Academy.???????? Any deputy converting from revolver use to semi-automatic use must first successfully complete a transition-training course administered by the Firearms Division. Deputies shall qualify with the semi-automatic pistol at the end of the transitional training course prior to carrying the firearm.???????? Any deputy who fails to re-qualify at his annual in-service will be subject to remedial instruction and possible disciplinary action at the discretion of the Sheriff.???????? It will be the responsibility of the Firearms Division to certify the competence of deputies to carry firearms and to document the training on the Firearms Certification form. The Firearms Certification shall be retained by the Firearms Division for at least five (5) years???????? Annually, Deputies will be issued copies of and instructed in the policies regarding Use of Force before being authorized to carry a firearm???????? No deputy who is assigned a firearm or firearms shall be permitted to resume his official duties prior to re-qualifying with an authorized weapon.04-05-08??????????????REMEDIAL TRAININGDeputies who fail to qualify with their primary firearm on any required course of fire will be given a second opportunity to re-shoot the course again that same day ????????Deputies who fail to qualify will relinquish their weapons and vehicle to Range personnel. They will not be allowed to return to law enforcement duties, wear the uniform, or operate law enforcement equipment until such time as they qualify. ????????Deputies may return within two weeks from the non-qualifying date for remediation and to qualify.????????If remediation has been unsuccessful and the deputy fails to qualify, the Firearms Division Commander shall forward a report along with the written history of the remediation through his chain-of-command to the Chief Deputy for further action.???????? The Firearms Division Commander shall attempt to determine the reason for the deficiency. He shall provide the deputy additional training (i.e., continued practice or an additional POST 40-hour Basic Firearms Course). All counseling and additional training shall be documented in the deputy’s training file.?Procedural OrderNumber04-06Effective DateJune 15, 2011SubjectUniforms and GroomingRevision DateChapterEquipmentReevaluation FORMCHECKBOX 6 mos. FORMCHECKBOX 12 mos. FORMCHECKBOX 24 mos.PURPOSEThe purpose of this policy is to establish guidelines for employee dress and grooming to ensure a professional image is portrayed by all East Baton Rouge Parish Sheriff’s Office employees. Most employees are issued uniforms as directed by the Sheriff for their respective work assignments to allow them to be easily identified by the public and to present a consistent image of the Office. Some employees, due to the nature of their job assignments, are not required to wear uniforms. The provisions of the Uniforms and Grooming Policy apply to all employees. POLICYEmployees, who have been issued uniforms, will wear the uniform they have been assigned while on-duty. Employees are responsible for ensuring that their uniforms are clean and serviceable at all times. Employees, who have been issued uniforms, will wear the uniform they have been assigned while on-duty. On-duty time includes working regular shift, court attendance, or any other function where the employee is representing the East Baton Rouge Parish Sheriff’s Office.Accommodations may be made for legitimate religious or medical reasons. Request for such accommodations should be made in writing and submitted to the Human Resources Division. Supervisors may grant permission to wear civilian clothes for special occasions, fund-raising events, short-term medical necessity or when civilian attire is more appropriate due to the nature of the assignment. When allowed to wear civilian attire on duty, employees will wear attire appropriate to an office environment, unless there is a specific need to do otherwise. Civilian attire should be comfortable and practical for work, but not distracting or offensive to others. Clothing that reveals cleavage, chest, stomach, back, or underwear is not appropriate. Clothing should not be torn, dirty, faded, wrinkled or frayed.Shorts, flip-flops and sleeve-less shirts may not be worn. Supervisors may send inappropriately dressed employees home, without pay, and require that the employee report back to work in the appropriate uniform.While in civilian attire, employees shall pay particular attention to weapon concealment so as not to alarm the general public.UNIFORMS The Uniform Shall: Fit properly. Custom tailoring is allowed but the uniform must maintain its original integrity. The fit of the uniform must remain conservative and professional in appearanceBe worn in its entirety. All employees working in pairs or as a group shall be in like uniforms.Be presented upon instruction for periodic inventory, inspection, and replacement when needed.Be kept fully fastened as required.Be returned to the East Baton Rouge Parish Sheriff’s Office at the end of employment with the Office. The Uniform Shall Not: Be worn in an attempt to gain favorable consideration in purchasing anything of value or to receive free admission, gifts, or gratuities.Be worn mixed with visible articles of civilian clothing including: necklaces, chains, or chokers. Religious medals may be worn provided they are not visible. Wrist watches may be worn. Rings shall be limited to a total of two (2), one on each hand. Bracelets and wrist chains shall not be worn, unless the item worn is for medical reasons. Other similar articles which reflect a less than professional appearance are also prohibited.Be adorned by unauthorized insignia or decorations.Be worn by any person other than an employee of the East Baton Rouge Parish Sheriff’s Office to whom the uniform was issued.The wearing of any eyewear of unusual design, construction, shape, or color which projects a less than professional appearance is prohibited while in uniform.Be modified in any manner which projects a less than professional appearance.Uniform ReplacementNew or replacement uniforms will be issued at the direction of the Sheriff or his designee. Articles that are discolored or faded, or have frayed edges due to simple wear and tear must be inspected by the supervisor or designee who will then either approve or disapprove the item replacement. Employees who need a replacement item must complete the “Uniform and Equipment Request Form.” The request must be signed by the employee’s Captain or equivalent level supervisor and forwarded to the Property Control and Equipment Room.Employees who damage or destroy any part of their uniforms due to simple neglect may be required to reimburse the Office for replacement of the item. DRESS STANDARDS General Dress StandardsBlack t-shirts may be worn under the uniform shirt.Black or tan boots may be worn when wearing khaki uniform pants.Black leather belts and boots must be worn with the green uniform pants Badges, Name/Service Plates, Insignia PlacementOnly Patches, ribbons, badges, and insignia issued by EBRSO may be worn on the uniform.All leather, badges, name/service plates, service medals, marksmanship bars, collar pins, etc. shall be polished.The office issued name/service plate shall be worn on the right pocket, starting at the second (seam) of the pocket.The badge shall be worn over the left pocket. Badges are not worn with Clerical/Administrative Support uniforms.The marksmanship bar shall be worn horizontally on the left pocket, starting at the top edge (seam) of the pocket.The American flag pin (9-11) shall be worn over the right pocket, starting at the top (seam) with the bottom edge flush with the top of the name/service plate.Military pins shall be worn on the left pocket, centered above the button. Motormen may wear military pins centered, to the left of the motor pin.Motormen pins will be worn on the left pocket flap centered above the button.The Explosive Ordnance Disposal (EOD) pin shall be worn on the right pocket centered above the button, below the nameplate.All schools, training, hurricane pins, shall be worn in this order, with all edges being flush with the top of the adjacent pin:Schools (LSU, CARTA, Communications, etc.)FTO/Trainer PinHurricane Katrina PinHurricane Gustav PinMilitary Pin (no larger than a nickel)Collar Brass (“E.B.R.” and “S.O.”) shall be worn on the collars. The placement (right/left collar) instructions are from the perspective of someone looking at the deputy. Short-Sleeve Uniform --The E.B.R. pin shall be worn on the right collar, centered, and placed horizontally along the bottom seam of the collar. The S.O. pin shall be worn on the left collar, centered and placed horizontally along the bottom seam of the collar.Long-Sleeve Dress Uniform – The E.B.R. pin shall be worn on the right collar, vertically along the long seam so that the “E” is the top letter. The S.O. pin shall be worn on the left collar, vertically along the long seam so that the “O” is the top letter.Gold metal rank for Lieutenants and above, shall worn on the shoulder epaulets centered in the cross stitched area.Sergeant and Corporal Stripes shall be worn on the sleeves. Black Mourning BandA black mourning band may be worn horizontally across the badge. The duration of time of a mourning band is to be worn is from the time of death until midnight on the day of the funeral.Wearing of the mourning band must be approved by a supervisor of Captain rank or higher. Clerical/Administrative Support Employee Dress StandardsShirts may be worn tucked or un-tucked; however, un-tucked shirts must be altered to fall slightly below the waistline and mid-way of the fly/zipper area.Belts must be leather and may be dark brown or black in color. Stockings should be black, flesh tone, or dark brown.Socks should be either black, dark brown, or khaki.Shoes should be black or brown leather with a closed toe.Tennis shoes may only be worn if accompanied by a physician’s note and the approval of the Division Commander.Skirts may be worn, provided they are made from material supplied by the Office. Hemlines must extend at least two inches below the knee. Cell Phone Usage While in UniformDuring times of contact with the general public, cell phone usage should be limited to official duty. Blue-tooth devices are not to be worn while on-duty and during times of contact with the general public. Ballistic Body ArmorIf issued, each commissioned deputy has the option to wear the body armor vest; however, when a deputy is on-duty, the body armor shall be inside the unit and accessible for immediate use. Deputies engaged in a tactical or high-risk operational plan shall wear a ballistic vest appropriate to the mission. Extra Duty AssignmentsEmployees must wear the Sheriff’s Office Class A uniform when working an extra-duty assignment. Any request to wear attire other than the Class A uniform should be submitted in writing to the Lieutenant Colonel. The request should list the assignment, hours worked, and reasons for not wearing the Class A uniform. The request will be reviewed for approval or disapproval. Undercover AssignmentsDeputies assigned to perform undercover work, where unusual hairstyles or appearance are necessary to accomplish a specific mission, are exempt from this order. The deputy’s Commander may grant deviation from this order for deputies below the rank of Captain, working routine plainclothes assignments. Plainclothes deputies must comply with this order when working a temporary uniform assignment.BODY ART/MODIFICATIONBody art is defined as, but not limited to, tattoos, brands, and intentional scarring. Employees with existing body art prior to the effective date of this policy shall be exempt from these provisions for their existing, non-removable, body art only.Mutilation, tongue bifurcation, and foreign objects inserted under the skin are prohibited.Body art to the head, neck, and facial area is prohibited.Body art cannot contain nudity, profanity, or be perceived as gang related, criminal, obscene, sexual, racial or detract from the professional image of the Office.Body art which is visible on the hands and/or arms while wearing a short sleeve uniform must be able to be completely covered by a single 3x5 index card.Dental ornamentation is prohibited. Capped, veneered, or natural teeth shall not be decorated with designs, initials, or jewels.Excessive and unusual piercings are prohibited.Tongue ornaments and facial piercings are not permitted to be worn while on duty.HYGIENEEmployees are to ensure that they follow conventional standards of personal hygiene. No employee shall have an odor generally offensive to others when reporting to work. An offensive body odor may result from a lack of good personal hygiene, from an excessive application of fragrant cologne or perfume, or other causes, such as smoking or medical issues.GROOMING REQUIREMENTSMale EmployeesScalp art, designs, letters, or pictures carved into the hair on the back or sides of the head are prohibited.Sideburns shall be neat, squared, and not extend below the bottom of the ear.Hair may be worn so as to permit it to extend over the top quarter of the ear.Regardless of style, hair must be neatly trimmed and shall not extend below the top of the collar in the back.The hair on top of the head will present a neat and professional appearance.The thickness and/or bulk of the hair on the side of the head, above the ear, and at the base of the skull will not exceed one half inch.Hair on the back of the head will have a tapered appearance.Hair in front will be groomed so that it does not fall below the band of properly worn uniform headgear.The wearing of a wig or hairpiece by male personnel while in uniform or on-duty is prohibited except to cover natural baldness or physical disfigurement. When worn, it will conform to standards herein.Hair coloring must appear natural.Beards and/or goatees are prohibited by personnel who wear Class A or 5.11 uniforms.Mustaches are permitted provided they are neatly trimmed. Mustaches shall not extend below the corners of the mouth, nor shall they be twisted or curled at the ends.Fingernails must be clean and neatly trimmed. There shall be no designs or color on the fingernails while on duty.Female EmployeesThe length, bulk, or appearance of natural hair will not be excessive, ragged, or unkempt. Hair will be neatly groomed and shall not extend below the top of the collar in the back, unless assigned clerical duties.Hair in front will be groomed so that it does not fall below the band of properly worn uniform headgear, unless assigned clerical duties.The bulk of the hair shall not interfere with the wearing of headgear.Ponytails or plaited hair is unacceptable, unless assigned clerical duties.A bun is permissible when worn on the top or back of the head, provided it does not interfere with the wearing of headgear or hang over the collar.Hairpieces or wigs worn on-duty must appear natural and be in conformance with the standards stipulated herein.Hair coloring must appear natural.No ornamentation may be worn in the hair.Cosmetics, when worn, must be natural in appearance.Fingernails must be clean and neatly trimmed. Nail length cannot present a safety hazard or interfere with the performance of job duties. Neutral or subtle nail color is allowed, however; designs, two-tone or multi-tone colors are prohibited.Procedural OrderNumber04-07Effective DateMay 1, 2013SubjectReporting Lost or Stolen Weapons and EquipmentRevision DateSeptember 4, 2013ChapterEquipmentReevaluation FORMCHECKBOX 6 mos. FORMCHECKBOX 12 mos. FORMCHECKBOX 24 mos.04-07.01PurposeTo provide EBRSO employees with procedures to follow when equipment is lost or stolen04-07.02 DefinitionsA Weapon is defined as any item issued by the EBRSO, or acquired by the Deputy for use and approved for such use; whether intermediate, less lethal or lethal in design, for the purpose of performing the duties of a Deputy Sheriff.Intermediate Weapons are most commonly looked upon as Asp, Baton, Chemical Spray, Less Lethal Shotguns, Gas Deployments Guns or Tasers.Deadly Force Weapons most commonly refers to Handguns, Shotgun or RiflesEquipment is defined to include, but not limited to Protective Vest, Office Issued Duty Belt, etc. ResponsibilitiesIt is the responsibility of all employees to immediately report any lost or stolen item issued by the EBRSO or acquired by the employee, and approved by the EBRSO to be utilized for the defense and protection of the Deputy or public. If it is determined that the weapon or item was not properly secured, the deputy will bear the cost to replace the weapon or other equipment.When reporting an item as lost or stolen, employees will supply their supervisors with a description of the item and any accompanying serial number assigned to it.? Serial numbers should be retained by the employee, but may be obtained through the EBRSO issuing entity, if necessary.Supervisors must insure that the employee immediately acquires a file number, and that the appropriate reports and documentations are made in NCIC, if applicable.Notification to the issuing entity of the EBRSO should be made as soon as possible. The notification should include the file numbers and/or copies of the incident report.If a weapon is stolen outside of EBRSO jurisdiction, the employee is required to file a report in the jurisdiction of the occurrence and comply with Items A through D above. Any loss or theft of weapons or equipment will result in a review of the incident by the Deputy’s Division Commander to determine if the Sheriff Office suffered a loss due to negligent actions or inactions by the Deputy. The Division Commander shall report his findings up the chain of command. If negligence is determined to be the cause of the loss of Sheriff Office property, appropriate disciplinary action will be taken.Procedural OrderNumber04-08Effective Date5/1/2013SubjectGuidelines for Social Media Use in InvestigationsRevision DateChapterEquipment and ResourcesReevaluation FORMCHECKBOX 6 mos. FORMCHECKBOX 12 mos. FORMCHECKBOX 24 mos.PURPOSEThis order establishes guidelines for the use of social media in pre-employment background investigations, crime analysis and situational assessments as well as in criminal intelligence development and criminal investigations.POLICYSocial media may be a valuable investigative tool to detect and prevent criminal activity. Social media has been used for community outreach events such as providing crime prevention tips, providing crime maps and soliciting tips about unsolved crimes. Social media may also be used to make time sensitive notifications regarding special events, weather emergencies or missing or endangered person. While social media is a new resource for law enforcement, employees must adhere to this policy to protect individuals’ privacy, civil rights, and civil liberties as well as to prevent employee misconduct.DEFINITIONSCrime Analysis and Situational Assessment Reports – Analytic activities to enable the EBRSO to identify and understand trends, causes and potential indications of criminal activity, including terrorism and gang activity.Criminal Intelligence Information – Data which meets criminal intelligence collection criteria and which has been evaluated and determined to be relevant to the identification of criminal activity engaged in by individuals who or organizations which are reasonably suspected of involvement in criminal activity.Criminal Nexus – Established when behavior or circumstances are related to an individual or organization’s involvement or planned involvement in criminal activity or enterprise.Online Alias – An online identity encompassing identifiers, such as name and date of birth, differing from the employee’s actual identifiers, that uses a nongovernmental Internet Protocol address. Online alias may be used to monitor activity on social media websites or to engage in authorized online undercover activity.Online Undercover Activity – Utilization of an online alias to engage in interactions with a person via social media sites that may or may not be in the public domain.Public Domain – Internet resource that is open and available to anyone.Social Media/Social Media Websites – A category of Internet-based resources that integrate user-generated content and user participation. These websites focus on building online communities of people who share interests and activities and/or exploring the interests and activities of others. These sites include, but are not limited to, social networking sites, blogs and micro blog sites, photo and video sharing sites, wikis, and news sites. Social Media Monitoring Tool – A tool used to capture data and monitor social media sites by utilizing automated tools such as web crawlers and word search functions to make predictive analysis, develop trends or collect information. Valid Law Enforcement Purpose – Information or intelligence gathering, development, collection, use, retention or sharing that furthers the authorized functions and activities of a law enforcement agency while adhering to laws and agency policies designed to protect the privacy, civil rights and civil liberties of Americans. The outcomes may include the prevention of crime, ensuring the safety of the public, furthering officer safety and homeland and national security. UTILIZATION OF SOCIAL MEDIASocial media may be used by authorized personnel for a valid law enforcement purpose. The following are valid law enforcement purposes:Pre-employment background investigations;Crime analysis and situational assessment reports;Criminal intelligence development; andCriminal InvestigationsWhile on-duty, employees may utilize social media, access social media websites, online aliases and social media monitoring tools only for valid law enforcement purposes. The utilization of an online alias or social media monitoring tool for personal use in prohibited and is considered employee misconduct subject to disciplinary action.Employees will only utilize social media to seek or retain information thatIs based on a criminal predicate or threat to public safety; orIs based on upon reasonable suspicion that an identifiable individual, regardless of citizenship or U.S. residency status, or organization has committed an identifiable criminal offense or is involved in or is planning criminal conduct or activity that presents a threat to any individual, the community or the nation; orIs relevant to the investigation and prosecution of suspected criminal incidents; the resulting justice system response; the enforcement of sanctions, orders or sentences; or the prevention of crime; orIs useful in crime analysis or situational assessment reports for the administration of criminal justice and public safety; orIs relevant to pre-employment background investigations.The EBRSO will not utilize social media to seek or retain information aboutIndividuals or organizations solely on the basis of their religious, political, social views or activities; orAn individual’s participation in a particular non-criminal or lawful event; orAn individual’s race, ethnicity, citizenship, place of origin, disability, gender or sexual orientation unless such information is relevant to the individual’s criminal conduct or activity or if required to identify the individual; orAn individual’s age other than to determine if someone is a minor.The EBRSO will not directly or indirectly receive, seek , accept or retain information fromAn individual or nongovernmental information provider who may or may not receive a fee or benefit for providing the information if there is reason to believe that the information provider is legally prohibited from obtaining or disclosing the information; orA source that used prohibited means to gather the information.AUTHORIZATION TO ACCESS SOCIAL MEDIA WEBSITESThis section addresses the authorization necessary to utilize social media and access social media websites for crime analysis and situational awareness/assessment reports, intelligence development, and criminal investigations.Public Domain – No authorization is necessary for general research, topical information or other law enforcement uses that do not require the acquisition of an online alias.Online Alias --- An online alias may only be used to seek or retain information thatIs based on a criminal predicate or threat to public safety; orIs based on upon reasonable suspicion that an identifiable individual, regardless of citizenship or U.S. residency status, or organization has committed a criminal offense or is involved in or is planning criminal conduct or activity that presents a threat to any individual, the community or the nation and the information is relevant to the criminal conduct or activity; orIs relevant to the investigation and prosecution of suspected criminal incidents; the resulting justice system response; the enforcement of sanctions, orders or sentences; or the prevention of crime; orIs useful in crime analysis or situational assessment reports for the administration of criminal justice and public safety.Authorization for Online AliasesDeputies must submit a request for an online alias to their Commanders. The request must contain the following information:Purpose for the request (i.e. type of investigative activity);Username;Identifiers and pedigree to be utilized for the online alias, such as email address, username and date of birth. Do not include passwords for online aliases and ensure passwords are secured at all times; andPhotograph to be used with the online alias, if applicable.The Commander must evaluate the request to determine whether an online alias would serve a valid law enforcement purpose. The Commander must maintain the approved requests for online aliases for two years following the deactivation of the online alias.Investigative personnel with an approved online alias may use their online alias to make false representations in concealment of personal identity in order to establish social media accounts. The establishment of a social media account with an approved online alias must be documented.After deactivation, online alias maybe reactivated and may be used in other investigations. The same authorization process must be followed when utilizing a reactivated online alias.Authorization for Online Undercover ActivityA deputy who has an authorized online alias may request authorization to engage in online undercover activity. Online undercover activity occurs when the deputy utilizing the online alias interacts with a person via social media. Online undercover operations will only be authorized when there is reason to believe that criminal offenses have been, will be or are being committed.Deputies must submit a request to engage in online undercover activity to their Commander. The request must contain the following information:Online alias(es) to be usedSocial media accounts utilizedValid law enforcement purposeAnticipated duration of the online undercover activityThe Commander must evaluate the request to determine whether online undercover activity is appropriate. If the request is approved, the authorization must be maintained in the file containing the record of the online undercover activity. In situations involving exigent circumstances, the Commander may provide verbal authorization for online undercover activity. The Commander should provide written documentation of the request, the exigent circumstances and the circumstances of the verbal authorization as soon as practicable.A record will be maintained of all online undercover activity.Once authorized to engage in online undercover activity, the deputy should utilize the appropriate deconfliction system.All approved online undercover activity requests will be reviewed monthly by the Commander to ensure continued need for the activity. Approved online undercover activity that does not provide information regarding a valid law enforcement purpose within thirty (30) days will be discontinued.A summary will be placed in the file indicating the date of the termination of the online undercover activity. The online alias may be maintained if it is anticipated that it will be utilized again.AUTHORIZATION TO USE SOCIAL MEDIA MONITORING TOOLSPrior to using a social media monitoring tool, the Commander will submit a request through the chain of command to the Major for authorization to use it. The social media monitoring tool may be use in criminal investigations, criminal intelligence development, crime analysis and situational assessment reports. The request must contain the following information:A description of the social media monitoring tool; Its purpose and intended use;The social media websites the tool will access;Whether the tool is accessing information in the public domain or information protected by privacy settings; andWhether the information will be retained by the EBRSO, and if so, the applicable retention period for such information.In exigent circumstances, the Commander may obtain verbal authorization to use the social media monitoring tool and provide written documentation as soon as practicable. The written documentation should include a description of the exigent circumstances and the verbal authorization, as well as the required information for the request.If approved the social media monitoring tool may be used for a period of ninety (90) days or, in the case of situational assessments of large events or gatherings, until the conclusion of the law enforcement activity related to the event. After the ninety (90) days, the Commander must submit to the Major a summary describing the law enforcement actions that resulted from the use of the social media monitoring tool. If continued use is needed, the summary many also contain a request to continue using the social media monitoring tool.SOURCE RELIABILITY AND CONTENT VALIDITYInformation developed from social media sites should be corroborated using traditional investigative tools including interviews, verification of addresses, verification of internet protocol address information, or other lawful means.DOCUMENTATION AND RETENTION All information obtained from social media websites, other than for crime analysis or situation assessment reports, will be placed in a case file, suspicious activity report, or intelligence report. At no time should investigative personnel maintain any social media files outside of these authorized files.Crime analysis and situational assessment reports may be prepared for special events management, including First Amendment-protected activities. At the conclusion of the situation requiring the report or the First Amendment-protected event where there was no criminal activity related to the information gathered, the information obtained from the social media monitoring tool will be retained for no more that (14) days. Information from the social media monitoring tool that does indicate a criminal nexus will be retained in an intelligence report, suspicious activity report or case rmation identified as criminal in nature that is obtained in the course of an investigation from a social media site will be collected and retained using screen shots, print-outs of chat logs, copying uniform resource locators (URLs), or storing the information via secure digital means for subpoena or investigatory purposes. When possible, employees will use investigative computer systems and software intended to record data from social media sites.OFF DUTY CONDUCTAn employee who becomes aware of potential criminal activity via the internet while off duty shall contact their supervisor to determine the best course of action.As soon as practicable following awareness of the potential criminal activity, the employee should prepare detailed notes to document a complete description of the information observed and specifics as to the events that occurred or action taken.Employees shall act to preserve and maintain proper custody of images, texts, photographs or other potential evidence.PERSONAL EQUIPMENT, PERSONAL SOCIAL MEDIA WEBSITES AND PASSWORDSGiven the ease with which information can be gathered from public internet searches, tracking services, and other computer analytic technology, the use of employees’ personal or family internet accounts, social media or internet service for official EBRSO business is prohibited.RETENTION AND DISSEMINTION OF SOCIAL MEDIA INFORMATIONRetention and dissemination of social media information will be the same as the type of file, whether paper or electronic, in which the information is located. For example, retention and dissemination of social media information in an intelligence file will be treated in the same manner as all other information in an intelligence file. Information developed during the course of a criminal investigation will be located in the investigative case file and retained and disseminated in the same manner as the investigative case file.EMPLOYMENT BACKGROUND INVESTIGATIONSAs part of its employment background process, EBRSO personnel will conduct a search of social media websites and profiles in the public domain regarding the applicant. Applicants will be notified that this search will be conducted.Applicants are not required to disclose passwords to social media sites or profiles to any representative of the EBRSO. In the event an applicant discloses their password, the EBRSO will not log into the applicant’s social media site or profile.Only information in the public domain will be reviewed. Employees will not search or attempt to gain access to private social media profiles. Online aliases will not be used to conduct employment background investigations.Only criminal comments or images will be collected as part of the background investigatory process. Employees will not collect or maintain information about the political, religious, or social views, associations or activities unless such information directly relates to criminal conduct or activity.During the course of a background investigation, if a reference, supervisor or colleague of the applicant provides negative information the about the applicant related to a social media site, the employee conducting the background investigation will prepare an investigative summary outlining the information provided by the reference.SANCTIONS FOR MISUSEAny employee who violates the provisions of this directive will be subject to disciplinary action, up to and including PLAINTSEmployees will report violations or suspected violations of this directive to Internal plaints from the public regarding information obtained from social media websites will be submitted to Internal Affairs for investigation. Procedural OrderNumber?05-01Effective Date03/02/98SubjectOperationsRevision Date01/26/09ChapterPatrolReevaluationAnnually?05-01.01???????????????? EMERGENCY RESPONSE CODESUpon receipt of information concerning an incident or crash, Communications shall determine the appropriate response code, one, two, or three. Code assignment shall determine the method of response by the assigned deputy.???????? A code one response applies to routine calls. The deputy shall proceed to the scene without delay or excessive speeding and generally without the use of emergency warning devices being used???????? A code two response applies to urgent calls. The deputy shall proceed to the scene without delay. Emergency warning devices are usually used to arrive at the scene as quickly and safely as possible. Sound judgment are essential???????? A code three response applies to emergency calls. Deputies should respond using all emergency warning devices to arrive at the destination as quickly as possible while maintaining due regard for personal and public safety???????? The difference between a code two and code three response is; code three assignments are reserved for calls where there is a presumed actual danger of serious injury or death as compared to the likelihood of personal injury if assistance is delayed???????? Emergency warning devices shall be used in accordance with state law and this order???????? Careless or reckless disregard of state law or the provisions of this order may subject the deputy to criminal or civil liability and/or disciplinary action?05-01.02?????????????????? PURSUIT DRIVINGA vehicular pursuit of fleeing suspects presents a danger to the lives of the public, deputy, and suspects involved in the pursuit. The policy of the Office is to protect lives to the greatest extent possible while making every reasonable effort to apprehend violators. This policy establishes guidelines for pursuit driving which balance the deputy’s duty to enforce the law through the apprehension of violators with the Office’s responsibility to protect lives.?05-01.03????????????????PURSUIT DEFINITION Pursuit – An active attempt by a deputy operating a motor vehicle utilizing emergency warning lights and/or audible devices to apprehend one or more occupants of another moving vehicle when the deputy reasonably believes that the driver of the fleeing vehicle is aware of the attempts to stop him/her and refuses to stop. The fleeing driver has demonstrated resistance by excessive or decreasing speed without stopping, ignoring traffic controls, leaving the roadway or forcing others off the road, or otherwise attempting to elude the deputy. It shall not be considered a pursuit when the deputy is merely trying to catch up to a suspected violator.???????? Primary Unit – Any police vehicle that initiates a pursuit or any unit that assumes control of the pursuit as the lead vehicle???????? Secondary Unit – Any police vehicle which becomes involved as a backup to the primary unit???????? Roadblock – A restriction or obstruction used or intended for the purpose of preventing free passage of vehicles on a roadway to apprehend a violator. It may be stationary or moving???????? Avenue of Escape – An opening or a gap in a roadblock wide enough to permit a vehicle to safely bypass or negotiate the roadblock at a reasonable speed???????? Legal Intervention – Any action undertaken by a pursuing deputy intended to result in contact between the police vehicle and the pursued vehicle to stop a continuing offense or any other driving action which may foreseeable pose a threat to public safety, any peace officer, or the violator?05-01.04????????????????DECISION TO PURSUEThe decision to pursue a fleeing vehicle is among the most critical decisions that a deputy can make. Each decision to pursue must be based upon the conditions and circumstances existing at the time. Ultimately, the test will be “reasonableness” of the course of action taken. ???????? Every deputy should be aware of the inherent danger to which he/she exposed themselves and other to, during a pursuit. It is imperative that the deputy weigh the need for immediate apprehension of the violator against the risk created by the pursuit???????? In recognition of the potential risk to public safety, no deputy or supervisor shall be criticized or disciplined for a decision not to engage in, or terminate an ongoing pursuit even under circumstances where this policy permits the engagement or continuation of a pursuitA deputy may initiate a pursuit when:???????? A suspect operating the vehicle refuses to stop at the direction of the deputy???????? The suspect exhibits the intention to avoid arrest by using the vehicle to evade apprehension for a felony or misdemeanor???????? The suspect, if allowed to flee, could present a danger to human life or cause serious injuryA deputy involved in a pursuit shall consider these factors in determining the continuation of the pursuit:???????? The nature of the offense involved???????? The character of the suspect, if known???????? The risks and dangers faced by the deputy???????? The chance of the suspect’s escape if the pursuit is not employed???????? The existence of alternate methods of arrest???????? The performance capability of the pursuit vehicle???????? The amount of vehicular and pedestrian traffic???????? Roadway conditions???????? Weather conditions???????? Visibility???????? The exigency of the moment???????? The exercise of reasonable judgment?05-01.05????????????????DEPUTY’S RESPONSIBILITYUpon engaging in a pursuit, the pursuing deputy shall:???????? Immediately activate his/her vehicle’s emergency lights and/siren if not already activated???????? Notify Communications of the pursuit and provide the following information as soon as practicable:???????? The location, speed, and direction of travel???????? The description and license plate number of the fleeing vehicle???????? The number of occupants and their description if possible???????? The reason for the pursuit???????? Continuous updates of location and direction of the pursuit???????? The primary pursuit unit shall assume the role of a backup or support unit when a supervisor directs another unit to assume primary pursuit responsibilities or when an air unit establishes direct surveillance of the fleeing vehicle???????? Any deputy involved in a pursuit during which their vehicle sustains any damage or essential equipment failure shall notify Communications so that another unit may be assigned to the pursuit if necessary???????? The deputy shall notify Communications of his/her location upon stopping the violator. In addition, he/she shall notify Communications when the situation is under control?05-01.06????????????????SECONDARY UNIT’S RESPONSIBILITYAny deputy joining in a pursuit initiated by another agency shall notify Communications as soon as practicable. Until a supervisor directs the actions of the pursuing units, only one secondary unit should become directly involved in a pursuit unless a rolling roadblock is utilized.????????The secondary unit deputy is responsible for serving as a backup to the primary unit. This deputy shall respond to directions from the primary unit deputy unless directed otherwise by a supervisor????????Once engaged in the pursuit, the secondary unit deputy shall activate emergency lights and siren????????When practicable, the secondary unit deputy shall assume the responsibility for ongoing pursuit radio Communications for the primary unit????????If requested by the primary unit deputy or directed by a supervisor, the secondary unit deputy may assume primary unit status. Otherwise, the secondary unit should not attempt to overtake or pull alongside the primary unit?05-01.07????????????????COMMUNICATIONS RESPONSIBILITYDuring a pursuit, Communications personnel shall:???????? Receive and record all information on the pursued vehicle???????? Control all radio Communications and clear radio channels of all non-emergency radio traffic???????? Coordinate and dispatch backup assistance under direction from the Shift Supervisor???????? Obtain criminal records and vehicle checks of the suspects???????? Notify adjacent cities and parishes when a pursuit may extend into their jurisdiction?05-01.08????????????????PURSUIT SHIFT SUPERVISOR RESPONSIBILITIESUpon notification that a pursuit is in progress, the Shift Supervisor shall:???????? Monitor and control the pursuit???????? Continuously review the incoming data and specifically consider the factors enumerated in this order to determine whether the pursuit should be continued???????? Direct vehicles into and out of the pursuit???????? Designate primary, support, or other backup vehicles responsibilities???????? Approve the coordinating pursuit tactics, including the decisions to establish roadblocks or use of legal intervention to terminate the pursuit???????? Approve or terminate a pursuit ???????? Terminate the pursuit at any time if he/she concludes that the danger to the pursuing deputy or the public outweighs the necessity for the immediate apprehension of the violatorThe Shift Supervisor may approve and assign additional units to assist in a pursuit after considering:????????The nature of the offense for which the pursuit was initiated????????The violator’s known history of violence, particularly toward law enforcement officers????????The number and location of available units????????The number of units already involved in the pursuit and the danger to the public in assigning additional units????????Any injury to the primary or secondary deputies or damage to their vehicles????????Any other clear and articulable facts that would warrant an increased number of pursuit vehicles?05-01.09?????????????????? PURSUIT TRAFFIC REGULATIONS???????Unless expressly authorized by a shift supervisor, a pursuit should be limited to the assigned primary and secondary vehicles. A deputy not directly involved in the pursuit may assist by proceeding to the area of the pursuit, monitor radio traffic, and position him/herself so that they may assist if needed???????A pursuit should not be conducted in a direction opposite the flow of traffic on a divided highway. However, this will not prevent a deputy from traveling in the proper direction on the divided highway while the suspect is traveling the wrong way????????A pursuit should not be conducted when any non-law enforcement personnel occupies an Office vehicle????????An unmarked unit shall not participate in a vehicle pursuit unless it is equipped with an emergency warning light and/or siren. An unmarked unit engaged in a pursuit shall relinquish primary unit status as soon as practicable upon the participation of a marked unit????????The use of tire deflating devices is recommended before the establishment of a roadblock or the use of legal intervention???????? Stationary roadblocks should be employed as on of the last resorts to end a pursuit. Deputies may initiate a roadblock after other reasonable means to stop the violator have failedThe risk of continuing a pursuit must be greater than the risk encountered by establishing the roadblock. Factors to be considered include:???????? The safety of the public???????? The safety of the deputies involved???????? The safety of the violatorA roadblock shall be established in an area that offers clear visibility to approaching traffic and to highway users. In addition:????????An avenue of escape through or around stationary roadblocks must be established to permit negotiation of the roadblock at a reasonable speed????????Deputies shall place themselves in themselves in a position of safety and not expose themselves to injury for the sake of stopping a moving vehicle????????Vehicles used in a roadblock shall be unoccupied and the emergency lights shall be deployed ????????All units not involved in the roadblock should be positioned off the roadway, with emergency lights on, and ready to resume the pursuit should the fleeing vehicle not stop????????Other deputies and units not directly involved with the roadblock should be moved away from the roadblock area????????Unless specific consent is obtained from an owner or operator, privately owned vehicles shall not be used as part of a roadblock???????? Legal intervention by intentionally contacting or striking a fleeing vehicle is authorized when necessary to prevent escape of a suspect who has committed a felony, whom a deputy has probable cause to believe has committed a felony, or poses a significant threat of death or serious physical injury to the deputy or others. The decision to use legal intervention should be based on the totality of circumstances ????????Shooting at or from a moving vehicle is prohibited except where the use of deadly force is justified?05-01.10?????????????????PURSUIT TERMINATIONThe pursuing deputy or shift supervisor may terminate a pursuit when continuing the pursuit exceeds the value of apprehending the suspect and/or poses a clear and unreasonable hazard to the public, deputies, or suspect. ?05-01.11?????????????????INTER-JURISDICTIONAL PURSUITS????????If a pursuit extends into another parish, the agency into which the pursuit enters shall assume responsibility for the pursuit and advise which radio frequency the units in the pursuit shall use????????The agency with jurisdictional authority shall assume the primary unit position and the deputy that initiated the pursuit shall assume a support or backup role. Upon apprehension of the violator, the deputy initiating the pursuit shall provide any information needed for the arrest of the violator if he/she is not the one making the arrest????????No deputy should become involved in a pursuit initiated by another agency unless requested to do so by his/her shift supervisor or the pursuing agency. ?05-01.12?????????????????POST-PURSUITAt the conclusion of the pursuit, the shift supervisor shall conduct a debriefing with the deputies involved. Absent extenuating circumstances (i.e. crash, property damage, etc.) Supervisors should evaluate and discuss the application of policy and proposed alternatives. In the event of extenuating circumstances, a written debrief should be submitted to the deputy’s Commander, as well as the Traffic Commander?Procedural Order?Number?05-02Effective Date?07/01/99SubjectBias-ProfilingRevision Date01/26/09ChapterPatrolReevaluationAnnually??05-02.01?????????????????? BIAS-BASED PROFILING???????? Purpose – To establish policy pertaining to bias-based profiling and to set procedures for training, reporting, and investigating incidents involving bias-base profiling???????? Philosophy – The East Baton Rouge Sheriff’s Office does not condone the use of bias-based profiling in any of its enforcement programs. The practice of bias-based profiling alienates citizens, fosters distrust of law enforcement by the community, invites media scrutiny, judicial intervention, and may lead to claims of civil rights violations????????Definition – any police initiated action that relies upon race, ethnicity, gender, sexual orientation, or national origin of and individual rather than the behavior of that individual or information that leads the police to a particular individual who has been identified as being engaged in or having been engaged in criminal activityProhibition of Conduct:???????? Deputies are prohibited from performing bias-based profiling for traffic stops, field contacts, asset seizure, and forfeiture efforts???????? Deputies may use those characteristics listed in this order to determine if a particular individual, who has been identified as being engaged in or having been engaged in criminal activity, matches a specific descriptionReporting Requirements:????????Employees who witness bias-based profiling shall document the occurrence to include a detailed record of events, listing all witness, promptly report the action to their immediate supervisor and/or file a formal internal complaint????????If the person who committed the violation is the employee’s supervisor, the employee should report the incident to the next highest level within their chain-of-command or to the Commander of Internal Affairs. ????????Any supervisor who receives a complaint of bias-based profiling shall document the complaint, notify the appropriate Section Commander of the complaint, and forward a copy of the documentation to the Commander of Internal AffairsComplaint Investigations:????????Internal Affairs shall investigate all bias-based profiling complaints????????It shall be the duty of each employee to cooperate with the investigation unless that investigation is of a criminal nature and the employee is a possible target of that criminal investigation????????Employees shall keep the nature and/or details of an Internal Affairs investigation in the strictest confidence????????Those employees found in violation of this policy shall be subject to disciplinary or criminal actions, and again be required to attend remedial bias-based profiling training????????A letter of finding from the Internal Affairs investigation shall be sent to the Director of Human Resources????????The Director of Human Resources shall compile data regarding bias-based profiling complaints and report the findings to the Sheriff or his designee, no later than April 1st of each year????????The Director of Human Resources shall review the results of the data obtained to determine if changes in policy are required???Procedural Order?Number?05-03Effective Date?07/01/99SubjectEnforcement Revision Date01/26/09ChapterMountain Bike PatrolReevaluationAnnually??05-03.01?????????PURPOSEThe East Baton Rouge Sheriff’s Office Mountain Bike Patrol is established for the purpose of providing superior Law Enforcement services to the citizens of East Baton Rouge Parish.? The goals of the unit are as follows:???????? Provide law enforcement services to the community???????? Provide anti-crime patrols???????? Community awareness about bicycle safety???????? Community policing to bring the Deputies and citizens together???????? Provide specialized services to the community???????? Provide plain clothes services on special assignments?05-03.02????????????????GENERAL PROCEDURE????????The Sheriff’s Office Bicycle Unit is a very high profile unit within the Sheriff’s Office.? All Members are urged to speak to the public and develop a positive relationship with the public in their assigned areas????????The Bicycle Patrol will work assignments as assigned by the Sheriff or his designee????????No Deputy will work any of the bicycle unit assignments unless that Deputy has completed the IPMBA law enforcement cyclist course.? This will include both regular and reserve officers????????The Deputy assigned to the Bicycle Unit will obey all traffic laws, including stopping at all stop signs and traffic signals.? Deputies should be aware that their conduct is under very close scrutiny by the public????????In emergency situations the law governing the operation of emergency vehicles will be in effect????????All Deputies will give signals as taught in the IPMBA law enforcement cyclist classes for turns, lane changes, and stopping.? These signals are to conform to state laws on the manner of giving turn signals????????During night operations, all State and City/Parish laws concerning lights on bicycles will be followed except in surveillance operations.? Extreme care will be taken during surveillance operations????????Every accident, involving the deputy’s bicycle, will be reported to the Bicycle Supervisor if it involves personal injury or damage to the bicycle.? This includes falls.????????Deputies assigned to the Bicycle unit will not smoke while working bicycle assignment????????As a general rule, bicycle patrol Deputies should ride together as a two-man team.? This will allow the Deputies to work together as a tight knit unit.? This is subject to the Bicycle Supervisor, Commander of Detective or Uniform Patrol, the Sheriff, Colonel or Lt. Colonel?05-03.03?????????????????? MAINTENANCE/ARE OF THE MOUNTAIN BIKE????????Some repairs or adjustments to the bicycle may be done in the field but most require special training and tools to be done correctly.? Therefore, no Deputy will add or replace any accessory, device, part, decal, lettering, or make any alteration to the deputy’s bicycle without the written authorization of the Bicycle Unit Supervisor????????The law enforcement mountain bicycle and its accessories are assigned to an individual Deputy, adjusted to the Deputy’s stature, and therefore it is the Deputy’s responsibility to make sure the bicycle is safely secured when not being ridden.? If it is necessary, the Bicycle Supervisor may grant another qualified Deputy permission to ride another Deputy’s bicycle under special circumstances????????The law enforcement mountain bicycle should be securely locked in the manner the deputy was trained and locked to a fixed object that makes it difficult to steal the bicycle.? In some situations, this will not be practical, but the deputy should take steps to assure that the bicycle is secure as far as it is possible considering the circumstances????????Easily removed accessories such as the battery for the night lighting system should be placed in the deputy’s assigned Sheriff’s Office vehicle or other safe place when not in use.? When the law enforcement mountain bicycle is not in use and housed at the designated substation, all accessories will be placed in the rear bicycle saddlebag????????The law enforcement mountain bicycle will not be left unattended and unsecured except in an emergency situation????????The law enforcement mountain bicycle is not a pleasure vehicle but rather a Sheriff’s Office emergency vehicle and is owned by the East Baton Rouge Sheriff’s Office.? The law enforcement mountain bicycle will not be used as a pleasure vehicle in a Deputy’s off duty time.? The law enforcement mountain bicycle falls under the guidelines of the East Baton Rouge Sheriff’s Office unit policy.? Violations of this policy will result in lost of privileges????????When repairs are required that are beyond the ability of the deputy in the field, or require special tools, the Deputy will take the bicycle to the designated bicycle shop under contact for the East Baton Rouge Sheriff’s Office????????The Deputy will notify the Bicycle Unit Supervisor if the bicycle requires more than minor repairs that are defined as adjustments or loose parts.? The bicycle unit supervisor will take the necessary steps to have the bicycle repaired????????The Deputy presenting the bicycle for service will notify the designated bicycle shop for maintenance at least thirty (30) minutes prior to his/her arrival so that the shop can accommodate the deputy????????The Deputy presenting the bicycle for repair will sign the service ticket at the bicycle shop.? The Bicycle Supervisor will submit the necessary repair order to Purchasing to have the repairs done. No repairs will be started until such time as a Purchase Order number has been issued for such repair.? The cost of the repairs to the bicycle will be entered into a log so that current records may be kept on each bicycle????????The bicycle should be repaired as soon as the Deputy arrives.? If there is a problem or the bicycle will need parts that are not in stock, the deputy will contact the bicycle unit supervisor????????Routine repairs such as flats, minor adjustments of the cables, etc., should be done by the Deputy to whom the bicycle is assigned, The bicycle will not be taken to the repair shop for a flat tire unless there is a circumstance beyond the control of the deputy????????The bicycle will not be taken to the repair shop for routine cleaning.? This is the responsibility of the deputy to whom the bicycle is assigned????????The Deputy to whom the bicycle is assigned will make sure that the cyclometer is working at all times and will not allow the unit to become unserviceable due to battery failure????????The Bicycle Unit Supervisor will be responsible for maintaining a supply of spare batteries, spare rechargeable lighting unit batteries, tubes, tires, and other equipment needed by the officers of the Bicycle Unit????????If the bicycle assigned to a deputy is damaged in an accident or other situation beyond normal wear, he or she will notify the Bicycle Unit Supervisor as soon as possible.? The bicycle will be taken out of service if the damage is a safety issue and/or until repairs are completed????????Deputies found abusing or neglecting the assigned bicycle will be subject to disciplinary action and may be terminated from the Bicycle Unit for repeated violations????????The law enforcement mountain bicycle will be kept as clean as possible to present a good image of the unit and the Sheriff’s Office as a whole.? The law enforcement mountain bicycle will be cleaned and maintained in the manner taught in the IPMBA training classes????????Each deputy will make an ABC Quick Check as taught by IPMBA prior to riding he bicycle????????No deputy will ride a bicycle that is malfunctioning, has safety defects, or one that requires repairs to prevent further damage or wear to the bicycle????????When a deputy has a flat tire, the punctured tube will be repaired, if possible, as soon as possible.? The repair of the tube is the deputy’s responsibility.? Each deputy will carry at least one extra tube on the bicycle for flat repairs????????It is the responsibility of the deputy assigned to the bicycle to make sure that all of the equipment is functional or operational at the start of each use.? This would include a full charge in the night lighting system, fresh batteries in the taillight, full charge in the stinger flashlight, correct tire pressure in the tires, etc. Maintaining clean water bottles is also the responsibility of the deputy. Water bottles of colors other than clear or white are prohibited????????The law enforcement mountain bicycle will not be ridden by anyone other than designated EBRSO Deputies who have completed the IPMBA law enforcement Cycling Course????????No decals, ads, stickers, promotions, or other non-law enforcement related items will be placed on the bicycle or its accessories, This does not mean the manufacture’s labels or name brand placards placed on the bicycle or it’s accessories by the manufacturer????????When transporting the law enforcement mountain bicycle via the car mounted rack, the deputy transporting the bicycle will follow all of the manufacture’s recommendations and in addition, use at least one additional securing device such as a sort section of rope or bungee cord to secure the bicycle to the rack.? Once the rack is mounted on the Sheriff’s unit, a securing pin through the pin holding the rack into the receiver will be installed or a small lock used to prevent the pin form coming out of the rack????????During daylight hours, the battery for the night lighting system should be removed from the front water bottle cage.? This will prevent the battery from being subjected to the bouncing and vibrations during normal use of the bicycle.? Additionally, this will free the front cage to hold another water bottle.?05-03.04?????????THE BYCICLE UNIFORM??? The Deputy’s bicycle uniform will be worn only when the Deputy is riding the law enforcement bicycle, or when the Deputy is in route to or from an assignment where the Deputy is to ride or has ridden the bicycle.The law enforcement bicycle uniform will be designated by the Sheriff and will not be changed without his permission. The uniform shall be:????????Shoes will be round-toed black shoes or the approved cycling shoes.? No other footwear will be worn with the cycling uniform. This includes white tennis shoes, sandals, etc.????????The nylon pistol belt will be worn.? The leather pistol belt will not be worn with the bicycle uniform.? Two sets of handcuffs will be worn????????The cycling helmet will be worn while riding the bicycle.? Should the Deputy be off of the bicycle for an extended period, such as working a traffic light, the Deputy may wear the baseball style cap.? The cap will be carried inside the truck of the bicycle when it is not in use and not hung from the bicycle or its accessories.? It will be the deputy’s responsibility to secure the helmet where it will not be stolen.? The Deputies cycling helmet should not be left locked in a vehicle where it can be exposed to high heat conditions.? High heat conditions can ruin the helmet or make it likely to fail in an accident situation????????If a Deputy is involved in a fall, the Deputy will notify the Bicycle Unit Supervisor so that the helmet can be replaced as damage may have occurred which is not visible????????During the hours of darkness, the Deputy may also wear the reflective Velcro leg devices. These will be worn around the ankle????????The Deputy’s whistle will be worn on the uniform attached to the shoulder mike cord????????Riding gloves will be worn while riding the bicycle and they will be black or green in color.? No bright colored or fluorescent colors will be worn????????Body armor is optional but its use is encouraged????????Rank insignia will be worn on the sleeves and in the case of a Lieutenant, the rank insignia will be worn on the epaulette????????The Stinger flashlight will be worn on the nylon duty belt or carried in the truck pack????????Eye protection will be worn at all times when the bicycle is in motion.? Eye protection will include prescription glasses that are impact resistant or other impact resistant eyewear????????Socks worn with the uniform will be either green or black.? Socks with “Sheriff” printed on them are approved as long as the base color is green or black.?05-03.05????????????????WINTER UNIFORMThe winter uniform will consist of the summer uniform with an option to wear the winter cycling jacket.? The jacket can be worn in several forms, which include, the jacket only, the jacket with the sleeves removed, the jacket worn over long johns which are worn under the summer uniform, and the jacket worn over arm warmers which are black in color and do not extend past the sleeves of the jacket????????The winter cycling pants are worn over the summer shorts or may be worn with out the summer cycling shorts.? The nylon pistol belt will be worn????????Winter cycling gloves may be worn and will be green or black in color????????Use of a full head covering is approved as long as it is green or black, will fit under the cycling helmet, and does not obstruct the view of the Deputy????????Use of a neck warmer, ear warmers, and the like is approved as long as the items are green or black in color and do not have fluorescent colors mixed in. They will be worn with the winter cycling jacket ????????Winter socks are approved as long as they are either green or black in color????????The shoes for the winter will be round-toed black shoes or approved cycling shoes.? No white tennis shoes, or other bright colored shoes will be worn????????The use of a scarf is prohibited due to the danger of it being snagged on an object while riding?05-03.06????????????? USE OF FORCEAll Deputies of the Mountain Bicycle Unit will announce that they are a “Sheriff Deputy” to any suspect/person that may be the target of an investigation.? Additionally, the Mountain Bicycle Deputy will announce that he or she is a Deputy when the circumstances are such that their identity is in doubt.? This will be done in a loud clear voice. All members of the Bicycle Unit will follow the East Baton Rouge Parish Sheriff’s Office Use of Force Policy. Additionally:????????The bicycle itself will be classified as an intermediate weapon????????When the law enforcement mountain bicycle is not being ridden, use of the bicycle as an impact weapon falls under the force continuum, as do other hard intermediate weapons. The bicycle may be pushed into a suspect or used as a blocking device to protect the Deputy from a physical assault.? At no time will the bicycle be picked up and thrown at a suspect????????The law enforcement mountain bicycle may be ridden close to a suspect, and power slides may be used to surprise and disrupt a suspect’s activities.? Because of the potential for injury during this technique, it will be considered hard intermediate weapon control????????Riding the law enforcement mountain bicycle into a suspect while the Deputy is still mounted on the bicycle is not suggested due to the danger of the Deputy being injured.? Rather the standard techniques of suspect take down from the bicycle as taught by IPMBA should be used???????? Use of an intermediate weapon on a suspect while the bicycle is in motion is discouraged due to the possibility that the Deputy may lose control of the bicycle, the force of the impact is increased due to the forward motion of the bicycle (which increases as the speed increases) and the Deputy may be easily disarmed. Additionally, accurate strikes with the impact weapon are more difficult????????Soft or hard empty hand control techniques used on a suspect while a Deputy is astride the bicycle are discouraged due to the possibility of the bicycle interfering with the Deputy’s balance????????Members of the East Baton Rouge Bicycle Unit will not discharge a firearm from a bicycle that is in motion unless under extraordinary or exigent circumstances.? This follows the East Baton Rouge Sheriff’s Office policy on the discharge of firearms from a moving motor vehicle Prohibited????????Discharge of ASR while the bicycle is in motion is discouraged due to the possibility of the ASR being blown back into the face of the Deputy?Procedural OrderNumber?05-04Effective Date?06/01/08SubjectEnforcement Revision Date01/26/09ChapterShot SpotterReevaluationAnnually??05-04.01????????????????PURPOSEThe purpose of this order is to establish guideline for Communications and the Uniform Patrol Division’s response, follow-up, documentation, and auditing of Shot Spotter incidents.?05-04.02????????????????PROCEDURE????????The Shot Spotter terminal will be manned at all times by specifically trained personnel????????The Shot Spotter call will be entered into the Computer Aided Dispatch CAD system immediately for tracking, auditing, and sent to the dispatcher. The type of information received will determine coding of the call????????Upon receiving gunshot information, the person assigned to the terminal shall immediately notify their supervisor. The supervisor will then immediately notify the designated road supervisor. Both supervisors are responsible for reviewing the information given????????Upon receiving the call for dispatch, the dispatcher will review the call and dispatch according to the code assigned to the call????????Only those deputies trained to use the Shot Spotter equipment are authorized to have and utilized Shot Spotter software? ????????Select Supervisors will have Shot Spotter software loaded into their laptops. When gunshot information is received, that Supervisor will confirm with Communications if an actual gunshot has occurred, the location, response intention, and make request for additional personnel if necessary????????When specific addresses are identified as the location of gunshots, deputies shall attempt contact with the resident and check for victims or inform the resident that a gunshot incident was received from that location?05-04.03????????????????SHOT SPOTTER COORDINATORThe Shot Spotter Coordinator shall be a Captain or Lieutenant designated by the Sheriff or his designee from the Uniform Patrol Division. The coordinator shall be responsible for overall coordination, training, periodic audits, and system maintenance. In addition, the coordinator shall ensure that Shot Spotter operations are conducted and that field contacts are entered into the ADIS system.??????? ?05-04.04????????? AUDITINGThe Shot Spotter System needs to be audited on a regular basis to ensure that it is functioning properly. The program coordinator shall audit the system every ninety (90) days.?Procedural OrderNumber?05-05Effective Date?06/07/11SubjectMobile Video RecordersRevision DateChapterPatrolReevaluationAnnuallyPURPOSEThe purpose of this policy is to provide Deputies with guidelines for the use, management, storage, and retrieval of in-car video systems.DEFINITIONSRecorded mediaRefers to audio-video signals recorded on any of several storage devices, including analog tape (VHS, SVHS, Hi 8mm), digital tape (DV), or other portable digital storage devices (CD, DVD, hard drive, etc).In-Car Camera System and Mobile Video Recorder (MVR)These are synonymous terms and refer to any system that captures audio and video signals capable of installation in a vehicle, and that includes a minimum, a camera, microphones, recorder, and monitor.SupervisorSworn personnel trained in the officially appointed responsibility for a departmental component.MVR TechnicianPersonnel trained in the operational use and repair of MVR’s duplicating methods, storage and retrieval methods and procedures, and who possess a working knowledge of video forensics an evidentiary procedures. POLICYThe use of an MVR system has been demonstrated to be of value in the prosecution of traffic violators and related offenses. In evaluation of officer performance and provides persuasive documentary evidence and helps defend against civil litigation and allegations of officer misconduct. Deputies assigned the use of these devices shall adhere to the operational objectives and protocols outlines herein so as to maximize the effectiveness and utility of the MVR and the integrity of evidence and related video documentation.PROCEDURESProgram ObjectivesThe East Baton Rouge Sheriff’s Office has adopted the use of MVR’s to accomplish the following objectives: To enhance Deputy’s safety. To accurately document statements and events during the course of the incident. To enhance the Deputy’s ability to document and review statements and actions for both internal reporting requirements and for courtroom preparation/presentation. To provide an impartial measurement for self-critique and field evaluation during recruitment and new officer training. To capture visual and audio information for use in current and future investigations.The protection from false claims of impropriety; andFor Deputy’s evaluation and training;General ProceduresIt shall be responsibility of this department to ensure that the audio-video recording equipment is properly installed according to the manufacturer’s recommendations. MVR equipment shall only be installed by a designated qualified technician approved by the Department.MVR equipment shall automatically activate when emergency equipment (lights) or a wireless transmitter is operating. The system may also be activated manually from the control panel affixed to the interior of the vehicle. Placement and operation of system Components within the vehicle shall be based on officer safety requirements.Deputy assigned to patrol units shall manually activate the MVR equipment during enforcement activity where the vehicle’s emergency lights are not utilized.All Deputies shall successfully complete this department’s approved course of instruction prior to being deployed with MVR systems in operational settings.Mandatory RecordationTraffic stops (to include, but not limited to traffic violations, stranded motorist assistance and all crime interdiction stops)Priority responsesVehicle pursuitsEntire duration of prisoner transportsEntire duration of the transport of any person as a public serviceCrimes in progressAny situation or incident that the Deputy, through training and experience, believes should be audibly and visually recorded. In additions to the aforementioned incidents.When the MVR is activated, Deputy shall ensure that the audio portion is also activated so all events are properly documented. Officers are encouraged to narrate events using the audio recorder.Operational ProtocolsMVR equipment installed in vehicles is the responsibility of the member assigned to that vehicle and will be maintained according to the manufacturer’s recommendations.Deputies will have their computer mounted, connected and turned on when their unit is operational. Deputy should review the recordings when preparing written reports of events to help ensure accuracy and consistency of events.With the exception of police radios, Deputy shall ensure the volume from other electronic devices within the police vehicle does not interfere with MVR recordings.At the beginning of each shift, Deputy shall determine whether their MVR equipment is working properly. It is recommended that each Deputy perform a test video to ensure that equipment is working. This shall includeRemote audio transmitter functionalAdequate power sourceRemote activation of system via audio transmitterCamera lensWindshield and camera lens free of debrisCamera is positioned and adjusted to record eventsMVR is capturing both audio and video informationMVR plays back both audio and video tracksMalfunctions, damage, or theft of MVR equipment shall be reported to a supervisor within that Deputy’s chain of command as soon as practicable.A file will be maintained on each MVR documenting any time that the unit is inoperable or malfunctioning. The file will include documentation of repairs made to the equipment.If an EBRSO unit is placed in service without an operating MVR, the EBRSO Deputy shall notify a supervisor within his chain of command so it may be noted on the shift line up.The MVR equipment may be manually deactivated during non-enforcement activities such as when protecting accident scenes from other traffic, etc.When a MVR is deactivated by an EBRSO Deputy, he/she shall enter the proper notation to explain the basis for the deactivation.Recorded media may be uploaded anytime by Deputy. However, once the laptop’s hard drive reaches 90 percent capacity it shall immediately be uploaded.With the exception of police radios, Deputies shall ensure that the volume from other electronic devices within the police vehicle does not interfere with MVR recordings. Deputies shall not erase, alter, reuse, modify, or tamper with MVR recordings. Only a supervisor or MVR technician may erase and reissue previously recorded recordings and may only do so pursuant to the provisions of this policy.When the MVR is activated to document an event it shall not be deactivated until the event has been concluded unless;The incident or event is of such duration that the MVR may be deactivated to conserve recording times; andthe officer does not reasonably believe that deactivation will result in the loss of critical documentary information; andThe intention to stop the tape has been noted by the officer either verbally or in a written notation. Deputies ResponsibilitiesIn the event an arrest has been made or will be made in the near future and a video recording which pertains to the incident in question was made the Deputy shall properly document it in his report.The video recording that may be of value for case prosecution or in any criminal or civil adversarial proceeding shall be safe guarded as other forms of evidence and placed in the evidence or property room.The video should be considered a supplement report of the incident, and not a public record until the conclusion of the investigation or prosecution.Deputy will be required to enter video information under video data which falls under the following tabsGeneral TabVideo TypeDWIArrestField InterviewAccidentComplaint AudioFile numberEnter the file numberVideo DescriptionBrief if necessary Subjects TabIf necessaryVehicle TabIf necessaryWhen an incident arises that requires the immediate retrieval of the recorded media (e.g., serious crime scenes, departmental shootings, departmental accidents), a supervisor shall respond to the scene and ensure that the unit is taken to the nearest access point to allow the automatic upload of the media.In the event that automatic upload is not possible the unit will be towed and secured until a technician can remove the media.Supervisors ResponsibilitiesThe supervisor shall periodically inspect units to insure that personnel are allowing the proper upload of media. The supervisor is responsible for determining causes for such problems (e.g., unreported problems with the MVR equipment or equipment not being used in accordance with departmental policy).Supervisors who are informed or otherwise become aware of malfunctioning equipment shall ensure that authorized personnel are properly notified to make repairs in a timely manner.Supervisors shall conduct periodic reviews of Deputies assigned media in order to periodically;assess Deputy performance;assure proper functioning of MVR equipment; determine if MVR equipment is being operated properly; andIdentify recordings that may be appropriate for training.Supervisors shall conduct bi-weekly reviews of personnel who are newly assigned MVR equipment in order to ensure compliance with departmental policy. Supervisors shall thereafter conduct quarterly reviews.Minor infractions (not criminal in nature) discovered during the routine review of recorded material should be viewed as training opportunities and not as routine disciplinary actions. Should the behavior or action become habitual after being informally addressed, the appropriate disciplinary or corrective action shall be taken.Technicians’ ResponsibilitiesThe MVR technician shall be responsible for the following;Media DuplicationCrime Scene is responsible for any duplication of media upon official request. Any request for duplication will be recorded via log book in the Crime Scene Office and shall always be maintained.Crime Scene will receive a weekly print out of all reports that have been properly identified as to have related media recordings associated to it. Crime Scene will transfer that media to a DVD which will then be placed in evidence under the associated file number.All recording media, recorded images, and audio recordings are the property of this department. Dissemination outside of the agency is strictly prohibited without specific authorization of the Sheriff or his designee.The original copy of file will be maintained on the server as outlined in record retention rules.Records RetentionThe retention schedule is based on content which is identified as a Level 1 or Level 2. Level 1’s retention schedule will be dependent upon criminal or civil proceedings and will not be deleted until adjudication has been completed. Other directives to delete video must be received in writing from Division Commander. Level 2 is any video that holds no evidentiary value that the Deputy can identify will be maintained for 3 months. See Office Policy on Retention for specific procedures.Level 1 – is any video related to an arrest or an incident pending civil litigation or major event such as but not limited to;PursuitsAccidentsDWIArrestField InterviewAccidentVehicle pursuitsVehicle pursuits with accidentAny event that a Deputy recognizes as of potential interest to this officeLevel 2 – any video other than stated aboveField InterviewComplaint AudioTraffic stops (to include, but not limited to traffic violations, stranded motorist assistance and all crime interdiction stops)Priority responsesEntire duration of prisoner transportsEntire duration of the transport of any person as a public service Any video that holds no evidentiary value that the Deputy can identify.To facilitate this process Deputy’s are required to tag all videos as directed in Section E under Deputies Responsibilities.Procedural Order?Number?06-01Effective Date?01/01/09SubjectCritical Incident Response and Special Task PlanningRevision Date01/26/09ChapterSpecial OperationsReevaluationAnnually??06-01.01??????????????? PURPOSETo standardize Sheriff’s Office command and control procedures and related functions for crisis response, utilization of the mobile command post, or designated Special Tasks. This includes responsibility for Incident Command, operational and logistical staffing, planning, deployment of forces, and crisis management.?06-01.02????????????????DEFINING CRITICAL INCIDENTS AND SPECIAL TASKS????????A Critical Incident is an extraordinary event which places lives and property in danger and requires the commitment and coordination of various resources for resolution????????A Special Task is a responsibility outside the daily function of individual sections or commands. Special Tasks may also require the coordination of various resources, usually without the high degree of risk associated with critical incidents. Special Tasks are classified into two types:????????Level One Special Tasks – An event that impacts or affects primarily one Sub-Station, section, or command????????Level Two Special Tasks – An event that impacts the organization as a whole and requires more detailed planning for successful resolution. This task generally requires a serious commitment of resources from various Sub-Stations, sections or commands????????Events which fall between these two in scope may be classified as either Level One or Two????????An event is classified as a Special Task when designated as such by the Sheriff or his designee?06-01.03?????????????????? CRITICAL INCIDENT/SPECIAL TASK PLANNING AND EXECUTION??????? The planning and execution of events designated as Critical Incidents shall be the responsibility of the Office’s Critical Incident Commander????????An event classified as a Level One Special Task may generally be planned and executed at the local level in accordance with the provisions of this order????????Events designated as a Level Two Special Task generally require the assignment of the Office’s SWAT Supervisor to coordinate the Office planning and response????????The Sheriff or his designee shall designate a Special Task Commander who will be responsible for the planning and execution of a Special Task. The Sheriff or his designee shall also have the option of assigning the responsibility of the Special Task to the Critical Incident Commander ?06-01.04?????????????????? APPROVAL OF SPECIAL TASK OPERATIONAL PLANS????????Any Sub-Station, section, or command planning an event which could be considered a Special Task shall make written notification to the Sheriff or his designee, through the chain-of-command, for classification and planning guidance????????A written operational plan shall be prepared for all Special Tasks????????Special Task Operational Plans shall be submitted to the Division Commander, Chief Deputy, and the Critical Incident Commander for review and approval????????A copy of all operational plans shall be kept on file with Research and Development????????The Critical Incident Commander is the approving authority for ongoing operational planning conducted during the execution of an actual Critical Incident response. The Special Task Commander is the approving authority for ongoing operational planning conducted during the execution of all special task?06-01.05????????????????INITIAL RESPONSEThe Sub-Station Shift Supervisor shall immediately respond to the scene of the Critical Incident. The goal of the initial response is containment and stabilization.First responders should be guided by seven (7) critical tasks:???????? Establish communications and control – First responders must maintain constant radio contact with Communications, relaying vital intelligence concerning the nature and scope of the incident. The initial responder shall control the situation until the arrival of trained personnel. The shift supervisor shall be the on-scene supervisor until properly relieved by specialized responders????????Identify the Danger Area – The area containing the immediate threat or critical incident and poses danger to the public within the immediate vicinity.????????Establish an Inner Perimeter – This area acts as a buffer zone and no one should be allowed to enter the inner perimeter without the direct approval of the on-scene supervisor????????Establish an Outer Perimeter – This area is needed to direct the flow of vehicular and pedestrian traffic away from the incident????????Establish a Field Command Post – An emergency field command post must be established as soon as possible????????Establish a Staging Area – This is a safe and secure location near the incident but outside of the immediate danger zone????????Request Resources – The on-scene supervisor should immediately identify and request the resources needed to safely resolve the incident06-01.06????????????????THE CRITICAL INCIDENT COMMANDERThe Sheriff or his designee will designate the Commander having functional authority over an emergency as the Critical Incident Commander. The Critical Incident Commander shall:????????Serve as the Sheriff’s personal representative at the scene of Critical Incidents or designated Special Task????????Possess a direct line of authority over all Office personnel assigned to the incident/task????????Assess available resources????????Coordinate with other Office Command and Staff members????????Coordinate with other law enforcement or public safety agencies associated with the incident/task????????Assess and determine incident/task priorities????????Have final authority and responsibility for the resolution of the incident/task????????Ensure that a written record of the incident/task is maintained????????Determine when to activate the Emergency Operations Center (EOC)?06-01.07????????????????DIVISION AND SUB-STATION COMMANDERSDuring the activation of the Critical Incident Command System, the Division and Sub-Station Commanders shall:????????Assist in the coordination with other law enforcement and public safety services????????Provide support to the Critical Incident Commander in the acquisition of manpower, equipment, or other logistical resources required for the operational mission?06-01.08?????????????????? THE CRITICAL INCIDENT MANAGEMENT STAFF????????On-call personnel assigned to the Critical Incident Management Staff shall operate the EOC. Two teams designated Green Team and Gold Team, shall consist of two squads to maintain twenty-four hour coverage of the EOC when activated????????When the EOC is activated, the initial squad shall work three consecutive days. The secondary squad shall work three days and then be relieved by the initial team. This three day cycle will continue for the duration of the incident unless altered by the Critical Incident Commander or the Sheriff????????The Critical Incident Commander will notify the respective Squad Commanders when the EOC is to be activated????????The Squad Commanders will in turn notify their squads as to reporting times and other critical information related to the incident????????The Office’s Critical Incident Commander can authorize a limited staff response when the nature of the incident does not warrant full mobilization. ????????A deputy of the rank of Lieutenant or above may be designated as the Deputy Incident Commander in other types of emergency responses as neededThe Deputy Critical Incident Commander shall:????????Serve as second in command of personnel assigned to the Critical Incident or Special Task????????Recommend action plans to the Critical Incident Commander????????Serve as the Critical Incident Commander in his/her absence????????Supervise the Critical Incident Management Staff????????Notify coordinating agencies of the Office’s operational status????????Notify Office personnel of any changes in their stand-by status????????Gather information from incident participants for entry into the after-action report????????Perform other duties as assigned by the Critical Incident CommanderThe Squad Leader shall:????????Have authority over all Critical Incident Management Staff (CIMS) assigned to the EOC during his/her watch ????????Recommend action plans to the Incident Commander????????Prepare regular reports and briefings for the Critical Incident Commander????????Perform other duties as assigned by the Deputy Critical Incident CommanderThe Operations Officer shall:????????Be a subject matter expert for the emergency at hand????????Formulate and develop tactical/action plans ????????Delegate specific tactical planning functions to other subject matter experts or supervisors????????Assist in the execution of Operational Orders/Plans????????Perform other duties as assigned by the Squad CommanderThe Administrative Officer shall:????????Maintain a personnel status record detailing name, assignment, duty status, and number of hours worked per day????????Maintain an overtime log and draft time-sheets for personnel assigned to the incident????????Track the duration of on-duty time for each deputy and make relief recommendations to the Operations Officer????????Assist the Squad Leader with the after-action reportsThe Intelligence Officer shall:????????Anticipate problems, research, develop, and disseminate information to the command staff????????Conduct intelligence briefings as required ????????Assist in the coordination of surveillance and reconnaissance activities????????Maintain and update visual, situational and intelligence displays????????Collect, analyze, and disseminate information to assist the tactical planning process????????Perform other duties as assigned by the Squad LeaderThe Logistics Officer shall:????????Ensure that necessary mission and support equipment are available as needed????????Select and prepare a staging area for the main deployment force????????Coordinate and supervise the staging area????????Arrange for food, water, sanitation facilities and other subsistence requirements????????Perform other duties as assigned by the Squad LeaderThe Recorder shall:????????Maintain a thorough, chronological log of all events????????Maintain a accurate account of all reports????????Maintain a database containing the names, contact numbers, and locations/addresses of personnel pertinent to the incident????????Maintain a record of all field operations undertaken by Office personnel during the incident????????Perform other duties as assigned by the Squad LeaderAssist Staff Members shall:????????Be utilized to assist any EOC staff position as necessary????????Perform other duties as assigned by the Squad Leader?06-01.09????????????????THE MOBILE COMMAND POSTThe mobile command post is intended to support any situation requiring forward deployment of command and control elements to manage special operations or other activities approved the Sheriff or his designee. All requests for activation of the mobile command post must be made through the chain-of-command to the Chief Deputy?Procedural Order?Number?06-02Effective Date?01/01/09SubjectCommand Notification ProceduresRevision Date01/26/09ChapterSpecial OperationsReevaluationAnnually??06-02.01????????????????PURPOSETo ensure that the Sheriff, Chief Deputy, Chief of Operations, Bureau Commanders, and the Public Information Director are informed of unusual events which occur after regular business hours. This order establishes the notification requirements and responsibilities.?06-02.02????????????????POLICYAll Commanders are responsible for reporting unusual events within their respective operational area. Commanders shall initiate the notification process of any unusual event occurring after hours by first notifying the Chief Deputy, and then his/her respective chain-of-command.?06-02.03????????????????RESPONSIBILITIES????????Commanders may establish internal procedures, if needed, to ensure that the Chief Deputy is informed of any unusual events????????Commanders shall evaluate information received for items that are significant and require notification????????Commanders shall update Communications of all actions taken, including any notifications made, request for information or other details to reflect the status of events brought to the attention of the Chief Deputy?06-02.04????????????????NOTIFICATION PRIORITIESEvents requiring immediate telephonic notification to the Chief Deputy shall include, but not be limited to:????????Any incidents, events, or other circumstances which has the potential for unusual public attention or interest????????Serious injury or death of Office personnel, regardless of duty status????????Major hazardous material incidents involving evacuation or which has the potential for evacuation????????Large scale civil disturbances in progress????????Pursuits or crashes involving a member of the Office resulting in serious injury or death to any person????????Request for the activation of the Critical Incident Command System????????Events requiring the activation of a significant number of off-duty personnel????????Discharging weapons by or at Office personnel????????Major enforcement action, such as significant criminal arrests or seizures????????SWAT missions as a result of an emergency call out????????Other agency request for significant deputy assistance????????Any other event when it is felt that it should be brought to the immediate attention of the command ?06-02.05????????????????COMMAND NOTIFICATION SEQUENCE????????The Chief Deputy is designated as the Senior Command representative who shall receive the initial notification of unusual events and incidents as detailed within this order. The Chief Deputy shall notify the Sheriff of all significant events????????In the event that the Chief Deputy is unavailable for any period of time, the Chief of Operations shall serve as his representative?Procedural Order?Number?06-03Effective Date?01/01/09SubjectCritical Incident Stress ManagementRevision Date01/26/09ChapterSpecial OperationsReevaluationAnnually?06-03.01?????????????????PURPOSETo provide guidance and procedures for implementing the Office’s Critical Incident Stress Management (CISM) program.?06-03.02????????????????POLICYThe East Baton Rouge Parish Sheriff’s Office recognizes that as a first responder, its employees are subject to being directly or indirectly involved in intensely traumatic incidents. Therefore, it is the policy of the Office to provide each employee with the needed emotional and psychological support related to their involvement in a critical incident and to provide assistance to immediate family members.?06-03.03????????????????OBJECTIVES????????To reduce the short term and long term emotional and physical stress suffered by employees who are involved in critical incidents????????To ensure that proper assistance is provided to spouses and family members of employees that have been involved in critical incidents?06-03.04????????????????DEFINITIONS????????CISM Liaison – A member of the CISM team certified by the International Critical Incident Stress Foundation (ICISF), who serves the liaison between the Office and the Provider????????Critical Incident – Any event or incident which has the potential to cause an emotional or physical response or reaction to an employee and/or the employee’s family????????Debriefing – Specially structured confidential group meeting between the persons directly involved with the critical incident and CISM team members????????Defusing – An individual or group process of persons involved in the incident. This is usually done by going to the location of the involved employee(s). The defusing should be conducted as soon as possible, preferably within 3 hours of the conclusion of the incident????????Immediate Family – Includes the employee’s spouse, children and parents of employee or spouse, siblings, or any person for which the employee or spouse has care-giver responsibilities????????Licensed Mental Health Professional – A member of the CISM team who is certified by the ICISF????????Peer Support Person – A law enforcement officer who is a member of the CISM team certified by ICISF, who may have experienced a similar incident????????Provider – The Southern Law Enforcement Foundation, which is a non-profit foundation, specialized in law enforcement related stress management?06-03.05????????????????RESPONSIBILITIESThe Provider shall:????????Utilize mental health professionals certified by the ICISF????????Ensure that team members are available to respond on a 24 hour basis to any location within the ParishThe CISM Liaison shall:????????Be trained in CISM procedures, defusing and debriefing techniques, and other matters deemed appropriate by the Provider????????Notify the Provider when an employee has been directly or indirectly involved in a traumatic incident????????Coordinate with the Provider to ensure that the affected employee receives the appropriate support ????????Ensure that the CISM team members are properly trained prior to their participation in the CISM program????????Maintain training records of CISM team membersThe Peer Support Person shall:????????Be a volunteer trainee in CISM procedures, defusing and debriefing techniques, and other matters deemed appropriate by the Provider????????Not participate in the CISM program until they have successfully completed the training?06-03.06????????????????PROCEDURES????????The CISM team provides emotional support for Office employees involved in critical incidents. Team members shall not become involved in any administrative and/or criminal investigation related to the critical incident. The CISM team shall not fix responsibility or blame upon any employee and will refrain from any discussion involving responsibility or blame. Time spent by team members responding to critical incidents shall be considered time worked????????The success of nay CISM program depends upon affected employees feeling free to express their emotions and vent without such communications becoming common knowledge????????Team members shall be required to swear or affirm to an oath of confidentiality, and while acting in that capacity, shall consider information communicated to them as confidential????????Team members shall immediately report facts that may threaten the safety of the involved deputy(s), a member of the CISM team or the public ????????No deputy shall solicit any member of a CISM team for information pertaining to an incident for which he responded????????Defusing and debriefings shall not be subject or focus of a complaint investigation, and responding team members shall not be questioned about involvement or knowledge of such sessions????????All one-on-one sessions are confidential and considered privileged communications, and therefore not subject to subpoena????????If the need arises, any deputy may contact the CISM Liaison or the Provider directly at anytime. Information communicated shall be held in strict confidenceCISM Team:????????Due to the nature of the assignment, only volunteers shall be accepted for membership on the CISM team. The CISM Liaison shall ensure that affected employees are provided with the needed emotional and psychological support????????Communications shall be provided with, and shall maintain, the contact information for the Provider and a list of all Office peer support persons. The list for peer support persons shall include all applicable means of contact information. All contact information should be clearly marked “Exempt from public records disclosure.”Notification/Activation of a CISM Team????????The Section Commander shall be notified of any critical incident or event that has the potential for causing adverse emotional reactions to its employee(s). The Section Commander shall notify the CISM Liaison and the Provider shall determine the appropriate response team membersThe CISM Liaison shall be notified for:????????Death or serious injury to any Office employee, occurring on/off-duty????????Death or serious injury to another as a result of contact with an employee, occurring on/off-duty????????Members involved in shootings occurring on/off-duty????????Mass casualty incidentsThe CISM Liaison may be notified for:????????Cases involving the death or serious injury of children????????Crashes involving death or serious injuries to non-departmental employees????????Any other incident deemed appropriate by the Shift SupervisorCISM Team Functions:????????Team members who respond to an incident shall maintain a low profile, acting as observers and restricted to the outer perimeter unless otherwise directed by the Division Commander or his designee. The Division Commander may assign a team member to provide assistance to others as needed????????During major events, the Division Commander or his designee, shall be authorized access to the command post to act as an observer and as a liaison to the Incident Commander????????Under some circumstances it may become necessary for team members to conduct interviews at the scene. These interviews shall be brief and supportive in nature. Under no circumstances shall group interventions be conducted at the sceneOff-Scene Defusing:????????The primary purpose of an off-scene defusing is to educate employees of possible stress reactions and proper care for themselves. This may be conducted on an individual or group setting????????Employees are encouraged to vent their emotions and team members shall make themselves available for individuals who would like to talk in a more personal setting????????Team members shall ensure that defusing sessions do not turn into a critique of the incidentPost-Incident Procedures:????????The affected employee(s) shall be allowed to calm down in a stable, private location????????With approval, the lead incident investigator and the employee(s) shall be permitted to shower or change clothes if necessary????????If requested, CISM team members may go to the affected employee(s) home to provide support or assistance. Employees may choose their CISM team member if they desire????????The Provider shall determine if the involved employee is in need of further professional evaluationFormal Debriefings:????????Formal debriefings shall be conducted away from the employee’s normal work assignment????????Debriefings shall be conducted for duty related deaths, serious injuries, mass casualty incidents, and other incidents deemed appropriate by the Provider????????All employees involved, including Communication deputies shall attend these sessions????????Debriefings should be conducted within 72 hours after the incident. The debriefing shall be conducted by the mental health provider and team members previously selected by the Provider????????No media or uninvolved observers shall be allowed to attend the debriefing????????Note taking or electronic recording of the session is not permitted????????Debriefings shall be free from external distractions???Procedural Order?Number?06-04Effective Date?01/01/09SubjectSpecial Weapons and Tactics (SWAT)Revision Date05/06/2013ChapterSpecial OperationsReevaluationAnnually??06-04.01????????????????PURPOSETo provide standards and procedures for the operation of the East Baton Rouge Parish Sheriffs Office Special Weapons And Tactics (SWAT) Team. ?06-04.02????????????????COMMAND AND CONTROL????????A Deputy with the rank of Captain commands the East Baton Rouge Parish Sheriff’s Office SWAT Team. When activated for an Emergency operation, the SWAT Commander, or the acting Commander when the Commander is absent, reports directly to the Incident Commander. The SWAT Commander is responsible for deployment of the SWAT Team, and its tactical decision-making and resolution of the incident. The SWAT Commander is subordinate to the Incident Commander only in terms of when and if the tactical option will be initiated, not how it will be performed. No person not in a leadership position within the SWAT Team will attempt to direct, supervise, or control any element or member of the SWAT Team during an on-going incident.????????SWAT is not a full-time unit of the East Baton Rouge Parish Sheriff's Office. The members of SWAT are all assigned collateral duties within the Sheriff's Office and are on call to respond to any situation meriting deployment of SWAT. The SWAT Team is called on when a situation has occurred which cannot be handled by conventiona1 1aw enforcement tactics or the resolution of the problem calls for a tactical response by the SWAT Team. Although SWAT is not a full-time unit, its personnel are assigned responsibilities on SWAT, which they are expected to fulfill. 06-04.03????????????????ACTIVATION PROCESSThere are two types of activations of the SWAT team: planned and unplanned. Planned (e.g., high-risk warrant service, protection detail, special event) Sheriff’s Office Command staff or Division supervisor will notify the SWAT Commander that SWAT is requested to handle an upcoming situation. The SWAT Commander then contacts the appropriate Team Leader and the planning process within the team is started. The SWAT Commander then emails the SWAT Team a warning order with basic information (type of operation, date, time, location of staging area). After the Operation Order is completed and approved by the SWAT Commander or acting SWAT Commander, the Team is briefed on the plan, their respective roles, and the plan is executed. Once the mission is completed, the team will conduct a debrief and ensure appropriate records of the particular operation are completed.???????Unplanned (e.g., hostage rescue, barricaded subject, active shooter) Sheriff’s Office Command Staff will notify communications or the SWAT Commander that a supervisor at a particular location, or a division supervisor has requested SWAT. The SWAT Commander (or communications if directed) will email the SWAT Team and advise members of the staging area or target location. The SWAT Commander will notify the Sheriff or his designee in reference to the nature of the situation, and the SWAT response to the incident.?06-04.04?????????????????DUTIES AND RESPONSIBILITIES????????Incident Commander - Overall commander of any situation that SWAT is called on to resolve. The Incident Commander is either part of the Sheriff’s Office Command Staff, or, in the case of a planned activation, the supervisor requesting SWAT. The Incident Commander bears overall responsibility for the entire operation. His purpose is to bring together people, communications, and information to manage the response to critical incidents; once the Incident Commander makes the decision to intiate a tactical response via SWAT, the responsibility for the safe and proper performance and execution of that response shifts to the SWAT Commander.????????SWAT Commander - Commander of the SWAT Team and responsible for the overall training of the SWAT team. The SWAT Commander is in charge of team member deployment during SWAT operations, and is responsible for the planning of the tactical operation (when present). ????????Acting SWAT Commander - In absence of the SWAT Commander, the Acting SWAT Commander is in charge of team member’s deployment during SWAT operations, and is responsible for the planning of the tactical operation. In the absence of the SWAT Commander, the Alpha Team Leader serves as Acting Commander; in the absence of the Alpha Team Leader, the Bravo Team Leader serves as SWAT Commander.????????Team Leader - Responsible for one of two sub-teams with SWAT (designated Alpha Team & Bravo Team). Responsible for the training of the respective sub-team and for its performance during training and SWAT operations. Responsible along with the SWAT Commander, other Team Leaders and the Element Leaders, for tactical planning during SWAT operations (when present).????????Element Leader - Responsible for one of the two “elements” (divisions of the sub-teams) within the two sub-teams (elements designated as Alpha One, Alpha Two, Bravo One, and Bravo Two). Responsible for the training of the element, along with its performance during training and SWAT operations (when present). Responsible along with the SWAT Commander, Team Leaders and other Element Leaders for the tactical planning during SWAT operations (when present). The Element Leader will assume command of one of the teams (Alpha & Bravo) if the particular Team Leader is absent or incapacitated, with the “one” element leader having first priority, and the “two” leader having second priority.? ????????Team Member - Trained in SWAT-specific techniques (e.g., close quarter battle (CQB), breaching methods, vehicle assaults, hostage rescue), use of SWAT-specialized equipment (e.g., distraction devices, less-lethal launchers, long guns), and demonstrating proficiency in same.????????Support Team Member - Responsible for SWAT vehicles and contents and maintaining inventory of all SWAT equipment (depending upon particular assignments). Support Team Members are also trained in their respective support specialty, i.e. legal, medical, 1ogistics, communications and surveillance, where applicable and available.????????Designated deputies will fill command positions in SWAT, i.e. Incident Commander, SWAT Commander and Team Leaders. In the event a designated deputy is unable to respond, the following personnel transitions will take place to fill the vacant command position:?When the Incident Commander is unable to respond, the SWAT Commander will assume the Incident Commander position.When the SWAT Commander is unable to respond, the Alpha Team Leader will assume the SWAT Commander position.When the Alpha Team Leader is unable to respond, the Bravo Team Leader will assume the Commander positionWhen the Alpha or Bravo Team Leader is unable to respond, the Alpha-One or Bravo-One Element Leader will assume the respective vacant Team Leader position.?06-04.05?????????????????? SELECTION REQUIREMENTS New Applicants:?????????Two years minimum tenure with the East Baton Rouge Sheriff s Office as a full-time commissioned deputy, with a minimum one year in Criminal Operations. This requirement may be selectively waived by the SWAT Commander;Must have completed CARTA, or other EBRSO-approved POST Academy;Assigned a EBRSO unit;????????No serious disciplinary action (e.g., suspension or higher) within the last 24 months, with lesser infractions being subject to review by the SWAT Commander;????????Be able to respond to any location in East Baton Rouge Parish within 60 minutes;???????Pass the ?SWAT Physical Fitness Test (1.5 Mile run in under 15 min. 30 sec., 35 sit ups in one minute, 35 pushups, 2 pull ups), and immediately after; Pass the POST pistol course with a minimum score of 115;Pass the SWAT pistol qualification course (score of 80% required);????????SWAT tactical assessment, with the applicant demonstrating the ability to respond and resolve different tactical situations, including force-on-force use of Simunitions under stress;????????Oral Interview Board made up of the SWAT Commander and Senior team members; ????????SWAT Commander gives final approval for all new applicants selected.Probationary appointment ????????Selected applicants will receive written notification of probationary appointment from the SWAT Commander.????????Probationary period will consist of six months.Probationary members unable to meet and maintain ongoing SWAT requirements within the six month probation period will be notified in writing of immediate dismissal by the SWAT Commander. Full time appointment ???????? The SWAT Commander will notify members successfully completing the probationary period in writing of full time appointment?06-04.06?????????????????? CONTINUAL PROFICIENCY REQUIREMENTS????????The SWAT Selection Process is ongoing. This means that all members must maintain their marksmanship skills, physical fitness, specialty skills, and their ability to perform in a tactical environment. If these standards are not met, the SWAT member will be placed on probation for three (3) months and will lose half of their SWAT pay for that quarter. If the SWAT member again fails to meet SWAT standards for continued eligibility, he/she will then be removed from SWAT at the discretion of the SWAT Commander.??Procedural Order?Number?06-05Effective Date01/01/09SubjectCanineRevision Date 08/13/2012ChapterSpecial OperationsReevaluationAnnually??06-05.01 PURPOSEThe East Baton Rouge Sheriff’s Office (EBRSO) Canine Unit was established in order to provide the department with an additional tool to detect and locate narcotics, assist in suspect apprehension, track individuals, perform building and area searches, locate evidence and provide officer safety. Utilization of Canines requires adherence to procedures that properly control their use of force potential and channels their specialized capabilities into legally acceptable crime prevention and control activities. Canine Teams must demonstrate compliance with recognized standards in training and certification to minimize or eliminate the civil liabilities inherent with the deployment and utilization of police canines. 06-05.02 SCOPEThese policies and procedures apply to all members of the EBRSO employees who serve as Police Canine Handlers.06-05.03 DEFINITIONSCanine - A dog (Canine familiaris) owned by the East Baton Rouge Sheriff’s Office that is trained to perform specific Canine Unit functions. Canine Handler - Any deputy who is trained and assigned to work with a specific CanineCanine Team - A Canine Handler and his assigned Police Canine.Patrol Canine Team - A Team made up of a specific patrol trained Handler and Canine to work together on a regular basis Detector Canine Team – A team made up of a specific narcotics trained Handler and Canine to work together on a regular basis 06-05.04 CANINE UNIT RESPONSIBILITIESCanine Unit UtilizationCanine Teams are available on a 24-hour, on-call basis to Conduct building searches for felony or violent suspects in hiding Assist in the arrest, or prevent the escape of felony or violent offendersProtect deputies or others from death or serious injuryAssist with crowd controlTrack suspects, or locate lost or missing persons Locate hidden instrumentalities or evidence of a crime Detect the presence of concealed narcoticsDecisions to deploy a trained Canine will be based on the severity of the crime, whether the suspect poses an immediate threat to the safety of the deputies or others, and whether the suspect is actively resisting or attempting to evade arrest at the time. Canine Teams should not be used to respond to minor complaints but may engage in assignments not listed here with the approval of a Canine Supervisor or the Unit Commander. K-9 units should always avail themselves to supplement and support uniform patrol where needed. Canine Handlers/Supervisors are responsible for determining whether a situation justifies Canine use. When Canine deployment is justified, the tactical measures used will be at the discretion of the Handler and must be objectively reasonable.When the on-scene Supervisor disagrees with the Handler’s tactical assessment, the Canine Supervisor shall be notified. Where time does not permit such notification, the directions of the on-scene Supervisor shall be followed. If a Canine is deployed and an apprehension occurs whether by bite or surrender by the suspect, the handler must complete a Response to Resistance and/or Aggression form in accordance with the EBRSO Use of Force Policy. This form must be completed on-line at the EBRSO Sharepoint site by the handler.Canine Team assistance shall be requested through their Commander and/or Night Supervisor.Police Canines shall not be handled or given commands by anyone other than the assigned Handler. However, should the assigned Handler be injured or incapacitated to the extent that he cannot give commands to the Canine, another Canine Handler shall be summoned to the scene. Office personnel may attempt to gain control of the Canine while waiting for the arrival of the summoned Canine Handler by opening the rear door of the injured Canine Handler’s vehicle and commanding the canine to “Kennel”. If the Canine Handler’s vehicle is not available, another EBRSO vehicle should be used.The Canine should be transported to the most appropriate boarding facility. The first choice should be the EBRSO approved Veterinarian.Building Searches for Suspects in HidingA primary use of EBRSO Canines is for locating suspects in buildings or related structures where search by officers would create an unnecessary risk. These searches shall be governed by the following:The building perimeter shall be secured by first responding personnel.Whenever possible the building’s owner should be contacted to determine whether there may be tenants or others in the building and to ascertain the building’s layout. When a Canine building search is anticipated, deputies will not conduct a preliminary search of the premises as this will interfere with the Canine’s ability to discriminate scents. The on-scene Supervisor shall also take the following steps in preparation for the Canine search:Evacuate all tenants, workers or others from the facility if it is deemed safe to do so. Request (if possible) that all air conditioning, heating or other air-blowing systems be shut off so as not to interfere with the Canine’s scent. Upon entrance to the building, all exits should be secured, and communications limited to those of a tactical nature. The Canine should be unleashed during a building search unless there is an imminent risk of injury to innocent persons within the facility.The Canine should not be used to search facilities that contain substances considered to be potentially harmful to the animal, unless an overriding risk to human life is present. Before commencing the search, the Handler shall loudly announce a Canine warning into the building.The warning will include information that a deputy and Canine are on the scene, along with information that a trained police dog is readily available for immediate deployment into the building or structure. The warning will provide verbal instructions to the suspect for his immediate surrender to the deputies on scene. The warning will include the consequences of refusal to surrender, including possible injuries as the result of a dog bite. A reasonable amount of time will be allowed for the suspect to surrender and follow the deputies directions. A second warning will be given if there is no response. Once the search has begun, a warning will be repeated on each level of a multi-level structure.Under certain situations, the Canine Deputy may forego the warning when, in the Deputy’s judgement, doing so would jeopardize his safety or the safety of others. In these situations, deputies will thoroughly document the conditions that necessitated this deviation. When apprehending suspects in these or related circumstances, Canines shall be commanded to disengage as soon as the suspect is subdued or readily complies with directions from the Deputies. Crowd ControlCanine Teams shall not be used for crowd control at peaceful demonstrations. They will be onsite or in close proximity, and available for deployment if needed. Canine Teams may be used for crowd control when:Large crowds endanger the protection of evidence at crime scenes;Attempts by Uniform Deputies to preserve the peace have failed; No other means are available to protect life or property.When Canines are used for crowd control, Canines shall:Be short leashed at all times unless unleashing the Canine becomes absolutely necessary to protect an individual from serious injury or death.Not initiate any offensive action, unless to guard against imminent loss of life or serious bodily injury.During a riot or other major unauthorized gatherings that cannot be controlled by other means, Canine Teams may be used for crowd control upon the approval of the Incident Commander. During crowd control situations, the crowd should always be given an escape route and moved toward that direction.The K-9 Commander, Colonel or Sheriff shall be responsible for approving or disapproving the use of Canine Teams at the scene of any demonstration. TrackingCanines are available to track missing persons or suspects, or to locate evidence that the Deputy has reason to believe has been abandoned or hidden in a specified open area. Such searches are subject to the following conditions and limitations:When Deputies are pursuing suspects and contact with the suspect is lost, prior to summoning a Canine Team, the Deputy shallStop and pinpoint the location where the suspect was last seen.Shut off engines of vehicles in the area if possible.Avoid vehicle or foot movement in the area where the suspect or subject was last seen.Canines used for tracking persons should remain on a leash or tracking lead of sufficient length to provide a reasonable measure of safety to the subject of the search, without compromising the Canine’s tracking abilities.Canine Teams should not be used to locate small children unless there is reasonable suspicion of foul play or a belief that serious bodily harm or death will occur if the child is not located immediately. Where the use of a Canine is deemed necessary, the risks of injury to the child shall be explained to the parents or next of kin and they must approve the use the dog. Canine Teams should not be used to apprehend anyone suspected to be under the influence of drugs/alcohol or the mentally disturbed if no other crime is involved. On-scene Supervisory personnel shall:Secure the perimeter of the area to be searched;Secure the integrity of the area to be searched by keeping all personnel out of the area. Canine Serving on Special Response Team (SRT and SWAT)Recognizing that Canine Teams can be trained to work alongside and with the department’s “Special Response Team” (SRT/SWAT), the Canine Division may provide teams to the SRT/SWAT Unit of the Sheriff’s Office. In doing so, these Canine Teams shall continue to adhere to the existing guidelines relative to training and certification. In addition, these assigned Canine Teams shall also adhere to the written directives and guidelines, as provided by the SRT/SWAT manual, pertaining to the training, certification, utilization, and deployment of assigned Canine Teams. Canine Teams will not be utilized for call-outs for outside agencies that need to use a canine with their SRT/SWAT unless authorized by the Canine Unit Commander, Colonel, or Sheriff. Detector CaninesUse of a Detector Canine in a detector capacity is authorized in the following situations and under the following conditions:The Detector Canine Handler will maintain records for his assigned Canine that document the use and the proficiency of the dog in detection of substances. During the use of the Detector Canine, the Canine Handler will assume charge of the search area. Upon completion of the initial search by the Detector Canine, all information and search area will come under the control of the Canine Handler on the scene.Random exploratory sniffing of luggage, packages or other inanimate objects may be conducted in public facilities such as airports, train stations, bus or marine terminals, as authorized by the Canine Commander.Exploratory sniffing in these facilities will be conducted with the advance knowledge and consent of the appropriate faciltity manager.Exploratory sniffing will be conducted without interference or annoyance to the public or interruption of facility operations. Field officers may detain specific checked luggage or related items for purpose of requesting a Canine sniff if reasonable suspicion exists, but may not detain the items so long as to interfere with the owner’s scheduled travel. When a Detector Canine alerts to luggage or related items, in this or other circumstances, a warrant or consent to search must be obtained before it is opened unless exigent circumstances exist to conduct an on-site search.The use of Detector Canines in public schools is permitted only when:The school’s principal or designated authority requests or approves use of the CaninesThere is reasonable suspicion to believe that illegal substances are being distributed and or consumed on the premises such that the interests of the school are being unacceptably compromised.The search is limited to inanimate objects in public areas and the exterior of students lockers, unless reasonable suspicion exists to gain admission to lockers and related areas were there is a reasonable expectation of privacy. Sniffs of the exterior of residences, either individual dwellings or the common areas of multiple unit dwellings, are not permitted without a search warrant or search waiver (oral or written).Detector Canines may be used to sniff motor vehicles when:Reasonable suspicion exists to believe the operator or passengers are in possession of illegal narcoticsDuring a valid vehicle stop, the Detector Canine is used to sniff the vehicle’s exterior in an exploratory manner. Unless the Detector Canine alerts to the vehicle, the operator may not be detained longer than necessary to conclude the business associated with the initial stop.Detector Canine searches of vehicle interiors may be conducted only with a search warrant, search waiver (oral or written) or following an alert by the Detector Canine on a portion of the vehicle’s exterior.Once the decision has been made to conduct a search using a Detector Canine during a vehicle stop, the search should be conducted as soon as possible to avoid detaining the operator longer than necessary. Once the Canine Handler has been contacted and has consented to conduct the search, the investigating officer should:Park the marked unit and other vehicles at least 30 feet away from the vehicles being searched to avoid contaminating scentsTurn off the vehicle being searchedIf possible, close all windows and doors on the vehicle being searchedCanine Bites and InjuriesThe use of specially trained Canines for law enforcement actions constitutes a real or implied use of force. In this as in other cases, deputies may only use that degree of force that reasonably appears necessary to apprehend or secure a suspect as governed by the EBRSO’s use of force policy. In all instances where a Canine is deployed in a tactical situation, the incident will be documented on the Handler’s daily activity form and the Canine’s training records. Canine Handlers will document all incidents where the presence of a Canine was instrumental in the apprehension of a subject.Whenever a Canine bites an individual, accidently or otherwise, on or off-duty, the Handler shall:Notify a Canine Supervisor and Night Supervisor if after normal business hours. Examine the affected area to determine the seriousness of the bite or injury.Obtain medical treatment for the person regardless of the perceived seriousness of the bite or injury.If a Canine bites or injures an individual while in the line of duty, the Handler must complete a Response to Resistance and/or Aggression Form in accordance with the EBRSO’s Use of force policy.The Supervisor shall notify Internal Affairs of all incidents where the bite requires a stitch(es) or consists of a broken bone.Canine Unit Commander/Supervisor Responsibilities Primary Duties:Overseeing the Trainer position.Supervision of all Canine Handlers.Public relations via the assignment of Canine demonstrations.Veterinary service. Purchase and maintence of equipment and supplies.Conduct performance evaluations for the division. Coordination of activities with other divisions and law enforcement.In-service training of Canine TeamsRetirement and/or disposal of Canines. Maintaining division records.Additional Duties:Assisting with training programs whenever necessary.Coordinating assignments of Canine Teams to impact specific crime areas and problems. Monitoring the performance of each Canine Team. Periodically inspecting all equipment assigned to individual Canine Handlers. Ensuring that the Canine-related training equipment maintained at the Canine Training Center remains in a state of readiness and good condition.Assisting Canine Handlers with Canine related problems.Maintaining a kennel inspection record on all residential kennels.Maintaining performance evaluation records for each Canine Team.Upon being notified of any personnel action which permanently removes a member from his/her duties as a Canine Handler, the supervisor or his designee shall conduct an appropriate evaluation of the Handler’s Canine to determine whether the Canine should be reassigned or retired from the EBRSO. Furnishing each Canine Handler specifications for the kennel required to be maintained at the Handler’s residence and inspecting each kennel to insure that it meets all security and sanitation requirements. Canine RecordsThe Canine Division Supervisor shall be responsible for maintaining accurate records of the Division’s Canine Teams relative to the following:Hours of in-service trainingApprehensions with bitesApprehensions without bitesNumber of tracks conductedNumber of building searches conductedNumber of area searches conductedNumber of crowd controls conductedNumber of public Canine demonstrations givenNumber of calls handledNumber of arrests madeCanine Related Education for EBRSO PersonnelMisunderstandings concerning the use and tactical deployment of a Canine Team can largely be avoided by familiarizing all law enforcement personnel with the capabilities and limitations of Canine Units. In order to accomplish the above, the Canine Division shall implement the following:Provide an introduction of Canine related activities, operations, capabilities, and limitations to each EBRSO Training Academy Basic Training Class.Provide additional information and education through in-service roll call training classes for Uniform Patrol and Detective personnel.Provide the opportunity for current members of the EBRSO to ride-along with a Handler to enhance their knowledge of Canine operations. Provide the opportunity for current members of the EBRSO to participate in training sessions in order to enhance their knowledge and confidence of Canine operations and capabilities. 06-05.05 HANDLER SELECTION, TRAINING AND RESPONSIBILITIES Handler SelectionMembers must have a minimum of three (3) years satisfactory service with EBRSO Criminal Division.Previous experience with animals is not necessary; however, a Handler should have a forceful character with a determination to succeed, and a cheerful disposition which will be reflected in the behavior of his assigned Canine. The prospective member must also enjoy being around dogs and have no intrinsic fear of them. Members must understand and accept the additional hazards and responsibilities that may result as part of the job.?Members should have an adequate facility for housing the Canine and EBRSO issued kennel.Members must assure that other person(s) in their residence agree to house the Canine on their premises.Members must be in good physical condition and be able to perform the duties of a Canine Handler.Members must be willing to provide the time necessary for training and care of the Canine.Members must recognize that the position may require unusual working hours.Members must be willing to participate in speaking engagements and demonstrations.Members must be willing to relinquish consideration and/or assignment to other specialized areas of the office if requested.Members who are assigned to the Canine Unit may participate in promotional opportunities, provided all other requirements necessary for the position being sought are met. Members must understand that a promotion may necessitate giving up the position of Canine Handler. This will be determined on a case-by-case basis.General Instructions for Canine HandlersA Canine Handler is responsible for the actions of his Canine. The safety of the public and the performance of the Canine are the first priorities of the Canine handler.? When a Canine is deployed, the Canine Handler should make efficient use of the Canine’s presence by arriving quickly and not remaining at the scene after the necessity for the Canine’s presence has passed.The Canine shall not be left unattended in a manner in which it may have contact with the public or be placed in danger.Canine Handlers will not involve themselves in any activities outside the department with the Canine unless previously authorized by the Sheriff, Colonel or Canine Commander.While on routine patrol, the Canine will remain in the caged area of the Canine vehicle.? The Canine will not be allowed to ride in the front seat of any vehicle unless emergency circumstances exist.Canine Handlers that initiate a motor vehicle pursuit shall relinquish primary status to the first available marked unit.Under no circumstances will the Canine be allowed or encouraged to jump up on or be permitted on the exterior of the Canine vehicle.Only Canine handlers shall handle, feed, exercise, or give commands to the Canine unless specifically authorized by the Sheriff, Colonel or Canine Commander.The Canine will not be allowed in restaurants or other business establishments unless on EBRSO business and only when under the control of the Canine Handler.When not on duty, the Canine shall be kept locked in the kennel, except when under the direct supervision of the Canine Handler.The Canine shall not be allowed off lead outside of the kennel when non-family members are present at the Canine Handler’s homeTaking the Canine on personal or family outings is prohibited.The Canine Handler shall make proper arrangements, approved by the Sheriff, Colonel or Canine Commander, for the care of the Canine when the handler is unavailable (on leave, attending training not involving the canine, etc.).The Canine Handler will keep the Canine clean, well groomed and free of offensive odor.? No one is allowed to tease or agitate the Canine at any time.Canines are to be kept on-lead at all times while on duty, except during building searches or as previously notedThe only Canine demonstrations that will be performed are those that are authorized by the Sheriff, Colonel or Canine Commander.Emergency Aid to Injured CanineIn the event the Canine requires emergency medical care, the Canine Handler shall ensure the Canine receives immediate medical attention through the most appropriate veterinary services. During normal working hours this should be the EBRSO approved veterinarian. The Handler will submit an incident report and/or memorandum describing the circumstances of the medical care needed to the Canine Commander or Supervisor.The Canine Handler should administer all first aid measures possible at the scene.When necessary the Handler shall request the EBRSO Communications notify the appropriate veterinary service that they are en-route to the animal hospital.Training RequirementsNew Handlers and/or new untrained Canines will be required to successfully complete a basic training Handlers course with US K-9, which consist of 10 to 14 weeks of training and certification. After completing the US K-9 handler course, the Canine Team will attend and complete a 495 hour basic training course under the established guidelines of the United States Police Canine Association (USPCA). The US K-9 handler course along with the USPCA basic training course shall include, but is not limited to the following: Care and nutritionEquipment (maintenance and use)Unit policies and proceduresReport writing Court testimonyObedience (basic-intermediate-advanced)Agility and obstacle courseArea searchesBuilding searchesArticle searchesTracking (basic- intermediate-advanced)Civil liability involving use of forceHandler protection and controlTactical techniques and trainingStreet survival training techniquesApplications involving use of forceNight-time tactical trainingExisting case laws studiesTheory of scent and characteristics of suchCrowd control techniquesDecoy tactics and proficiencyProtection from Handler-aggressive Canines, and Veterinarian visitsAn experienced Handler with a newly acquired pre-trained Canine will be required to successfully complete a basic 240 hour course of instruction following the guidelines of the USPCA. This abbreviated course of instruction, will include all of the above training standards. The Canine Handler is required to maintain an accurate and current training log on the Canine Track Computer Program. This may be used in court to demonstrate the proficiency of the Canine. Handlers must properly document all training exercises and activities pertaining to the team. In addition to the database, the Handler’s personal training log should contain accurate information regarding the team’s tactical deployments involving building searches, area searches, tracking, criminal apprehension, and tactical deployment. Records and information should be supplied to the Canine Division Trainer/Supervisor each week. 06-05.06 CANINE TEAM CERTIFICATION REQUIREMENTS POLICYFailure of a Canine Team to consistently perform at acceptable proficiency levels seriously degrades the team’s operational effectiveness. As such, all of the EBRSO Canine Teams will be required to demonstrate skills, knowledge, and ability in applicable areas. Canine Team Certification RequirementsThrough experience, the following skills have been determined to be vital in the performance of Canine duties and prospective teams are required to develop these skills.Obedience Agility Building SearchArticle SearchPhysical Apprehension of SuspectRecall from ApprehensionPhysical Apprehension of Suspect Under GunfireHandler Protection and ControlTrackingOnce proficiency has been established with the team, it will be incumbent upon the Handler to maintain the proficiency through a regular and continuous training program geared specifically for the benefit of the dog and Handler. In order to insure that acceptable level of proficiency is maintained throughout the life of the team, departmental evaluations will be conducted twice a year and will be administered by the Supervisor and/or Trainer of the Canine Unit. Proficiency StandardsThe accepted standard of proficiency will be based on the United States Police Canine Association Patrol Dog I evaluation course. In order for a Canine Team to demonstrate an acceptable proficiency level, the team must score a minimum of: 70% in obedience 70% in apprehension workIn order to obtain certification as a “certifed police dog”, the Canine Team must score a minimum of 490 points out of the possible 700 points. Periodic EvaluationsAll East Baton Rouge Sheriff Patrol Canines will participate in evaluations at least twice a year.In place of the evaluation, a team may substitute the result from a USPCA regional/national field certification trial if results were obtained within six weeks of the scheduled evaluation period. Once a Canine Team has successfully completed a basic Canine training course of instruction for Canine Handlers (at US K-9), the Handler will then attend a USPCA basic training course of instruction for Canine Handlers (either 495 hours or 240 hours), the Canine Team must achieve regional USPCA certification within two years while continuing to maintain minimum departmental performance standards.Remedial TrainingIn the event any Canine Team fails to obtain the required USPCA regional certification within two years of successfully completing the basic training course of instruction, or achieve the department’s minimum proficiency rating in obedience or apprehension work during the evaluation period, the Canine Supervisor shall ensure that the following restrictions are placed upon the Canine Team:The Canine Team will not be permitted to conduct off-leash running apprehensions or bail-outs while working the street.The Canine Team will not be utilized for call-out purposes to assist in the apprehension of wanted suspects. The Canine Team will not be utilized to assist outside agencies in the apprehension of wanted suspects.The Canine Team will not be allowed to participate in selected public Canine demonstrations.Application of the Canine will be limited to:Searching secured buildings while off-leash (burglary suspect)Searching enclosed fenced-in areas while off leashTracking a suspect with the Canine in harness and on long tracking leadHandler protectionThese restrictions will reamain in effect until the next departmental Canine proficiency evaluation. At that time, the team will be required to demonstrate acceptable proficiency levels in obedience and apprehension work.Upon the second consecutive failure of the Canine Team to either obtain the required certification or achieve the department’s minimum proficiency rating in obedience or apprehension during the evaluation period, an evaluation will then be made by the Canine Supervisor, along with the trainer, to determine if the problem lies with the Canine or the Handler. Once the determination has been made, a detailed report will be forwarded to the Sheriff with the recommendation that one or the other be replaced. 06-05.07 CARE AND MAINTENANCE OF CANINES AND EQUIPMENTCare and Maintenance of Canines Canine Handler is responsible for the following regarding care and maintenance of their Canine:Maintaining an approved kennel at their place of residence.Maintaining the cleanliness of the training center kennel used by their Canine.Reporting any and all illnesses and/or injuries suffered by their assigned Canine.The control of their assigned Canine on or off duty. Ensuring that their assigned Canine is maintained in a clean, well-groomed, and healthy manner.Ensuring that their assigned Canine continuously performs at satisfactory proficiency levels as determined by department minimum standards.Ensuring that their assigned Canine unit is kept clean and in good working order.Ensuring that the Canine Team’s assigned equipment is available and in good condition at all times.Canine Equipment Canine Division personnel are responsible for the care and condition of all assigned equipment and assume the responsibility for its current state of readiness at any given time. The following equipment is issued to Canine Handlers:Properly-sized choke chain for the Canine.One 6’ adjustable leash of either nylon or leather.One tracking harness for the Canine.One tracking lead between 15’ and 30’ in length.One EBRSO approved arm piece.One 12” patrol lead either nylon or leather.The necessary computer software and related items to properly document and record training along with deployment activities of the Canine Team. Kennel inspectionsRoutine kennels inspections will be held twice a year.If the kennel does not meet the requirements, the Handler shall be advised of all deficiencies. The Handler will be given 14 days to either make the arrangement with maintenance or to correct the deficiencies themselves. At the end of the 14 day period, the kennel shall then be inspected a second time.If the kennel is found to be deficient a second time, the Handler will then be required to place the Canine in the kennel at the Canine Training Center until the kennel specifications have been brought up to standard.Additionally, the Handler’s kennel shall be inspected when:The veterinarian or Unit Supervisor feels that a Canine’s poor physical condition is a result of poor kenneling conditions. A Handler moves to a new plaints are received from neighbors or citizens.Storage and Disposal of Training AidsStorage and Disposal of Training Aids shall follow the established DEA Protocol. A copy of the current protocols can be found in the Canine Division Office.????????????????? 06-05.08?????????CANINE VEHICLES Canine VehiclesCanine Teams are assigned specially equipped EBRSO vehicles, designated for use by Canine Teams and clearly marked “K-9” Canine Vehicles are to be maintained in good operating order. ?The interior will be regularly cleaned and disinfected; and any damage to the upholstery shall be immediately repaired. The Canine Handler’s daily inspection report shall document the need of such repair.Canine Units are to be locked and secured if the Canine is left in the unit while the Canine Handler is away from the Canine Unit.? The Canine Unit will be left running while the Canine is secured inside.The Canine shall not be left unattended in a vehicle when the vehicle is unsafe because of cold, heat, location or other conditions. All Canine Vehicles shall be equipped with heat sensors, which monitor the interior temperature of the Canine Unit.? The sensors are set to activate (emergency lights, horn, rear window roll down and activate exhaust fan) at 87 degrees.? Each Handler shall carry the heat activated sensor pager when away from the vehicle.? Should the activation of the heat sensor occur and the Handler is not present, immediate attempts should be made to locate the Handler.? Personnel should monitor the condition of the Canine until appropriate assistance arrives. A spare key to each of the Canine Units will be kept in the EBRSO Fleet Operations Office so as to be available if needed.The only persons authorized to operate the Canine Vehicle(s) are the Canine Handler assigned to the vehicle, the Fleet Operations Personnel, or other personnel authorized by the Sheriff.? If at all possible, the Canine Handler is to return to the vehicle at least every 30 minutes to check on the welfare of the Canine, rather than leaving the Canine unattended for long periods of time.If the urgency of the circumstances requires the Canine to be left unattended in the vehicle and the outside temperature could be expected to rise above 90 degrees, the following procedures shall be followed:The vehicle shall be parked in a safe and proper location. It should be parked in a shaded location, if available, and if possible so it can be viewed by the Canine Handler at all times.The vehicle shall not be left unattended for a longer period than is absolutely required.The transmission shall be placed in park with full application of the emergency brake.The engine shall be allowed to run with the air conditioner in operation so the vehicle will be cooled to an appropriate temperature.The hood of the vehicle may be raised to allow the engine to run cooler.Vehicle temperature alarm sensors and Canine Vehicle parking procedures shall not substitute for diligent attention to the ambient temperatures by the Canine Handler.? Line of sight contact is preferred.?Procedural Order?Number?06-06Effective Date?01/01/09SubjectMaritimeRevision Date01/26/09ChapterSpecial OperationsReevaluationAnnually?06-06.01???????? PURPOSE To provide standards and procedures for operation of the Maritime Response Team.?06-06.02????????????????SITUATIONThe Office Maritime Operations are divided into two categories:????????Maritime Security Patrol – operations intended to provide a visual law enforcement presence as a deterrent to crime in the marine environment. Depending on the specific goals, these operations may be conducted from Office watercraft or land vehicles????????Maritime Crisis Response – operations intended to respond to a crisis incident in the marine environment. Response to a maritime crisis incident will be determined on a case-by-case basisThe Maritime Response Team, of the East Baton Rouge Parish Sheriff’s Office (EBRSO), which will here after be referred to as MRT, is the maritime Special Weapons and Tactics unit of the Sheriff’s Office. The MRT is tasked with the resolving of situations that take place in the maritime environment. The MRT is responsible for resolving these situations because the resolution of these situations by non-MRT personnel is beyond his or her scope of training, experience and equipment. The types of maritime situations the MRT is called to resolve, but is not limited to include the following:????????Barricaded subjects????????Hostage/Crisis situations ????????Sniper incidents????????High risk search or arrest warrants????????Suicidal situations????????Dignitary protection????????Counter-terrorism situations????????Major marine casualty events????????Special assistance to the US Coast Guard and other agencies?06-06.03????????? RESPONSIBILITY????????The MRT is the only unit within the Sheriff’s Office that is trained in the resolution of these maritime situations mentioned above. The MRT is issued equipment designed for usage in maritime situations. MRT is trained in the strategy and tactics that are used to handle these particular types of maritime situations????????The MRT Command Staff (Incident Commander and MRT Commander) will be notified by Communications via alphanumeric pager that MRT has been requested by a supervisor at a particular location.? The Command Staff will respond and assess the situation to determine if an MRT call out is warranted. If the MRT is needed, the Command Staff will instruct Communications to notify the MRT????????The MRT Command Staff will notify the Coxswain Team Leader or, if unavailable, the on-duty Coxswain, of the required boat(s) for the operation????????The Coxswain Team Leader or, if unavailable, the on-duty Coxswain, will ensure that the appropriate arrangements are made to have the boat(s) delivered to the launch point????????The Command Staff of MRT will ensure that the inner and outer perimeter is adequately staffed by patrol personnel while MRT is in route to the crisis site????????The Command Staff of MRT will establish a command post, inform all personnel of the Hot Zone, establish communications on the designated frequency, plot the safest route to crisis site and insure that all support agencies are notified (U.S. Coast Guard, fire, EMS, EOD, West BRSO) etc.????????Upon arrival of the MRT, an Emergency Assault Team will be formed as quickly as possible, briefed and placed in position????????The Command Staff of the MRT along with Coxswain and Assault Team Leader will begin formulating plans of action. The Assault Team Leader will deliver an emergency assault briefing to the MRT. After the emergency assault brief the Assault Team Leader will begin to formulate his operations order relative to intelligence information received, and after his order has been completed he/she will submit this plan to the Command Staff for approval.? Once the deliberate assault plan has been approved the Assault Team Leader will brief the members of the MRT????????Due to the unpredictable nature of MRT incidents, there may be an occasion when a MRT member will arrive on a scene prior to the arrival of the Command Staff.? In those situations, where it is obvious that the MRT will be called out, i.e. obvious hostage situation, terrorist act, etc.? The first MRT member on scene will consult with the supervisor on scene, and begin the MRT command and control process until the arrival of the Command Staff.? If the MRT member chooses not to assume command, he should consult the supervisor and assist them with the MRT command and control process until the arrival of the Command Staff?????????The MRT will attempt to rehearse the plan as approved by the Incident Commander or his designee????????The MRT after boarding the target vessel or structure and completing the assigned mission will evacuate hostages and suspects from the target and turn evacuated personnel over to investigating deputies????????After evacuation of hostages and suspects from the target, MRT will conduct a complete search of the target for any hazards (weapons, improvised explosive devises, etc.), which may be harmful to investigating deputies, crime scene personnel or any other persons who may come into the crisis site????????After searching the target vessel or structure the MRT will relinquish the target to the investigating deputies????????The MRT Commander or his designee will furnish to the Incident Commander an after action report within 5 days of the incident.?06-06.04?????????CONCEPT The MRT is not a full time unit of the East Baton Rouge Parish Sheriff’s Office. The MRT works on a 2-week rotation, alternating between Alpha and Bravo teams. The members of MRT are all assigned other duties within the office and are on call to respond to a situation.? The MRT is called on when a situation has occurred that cannot be handled by conventional police tactics and the resolution of the problem calls for a response by the MRT.? Although MRT is not a full time unit, all personnel are assigned responsibilities on MRT, which they are expected to fulfill.? The duties and responsibilities assigned to MRT personnel are as follows:????????Incident Commander - Overall commander of any situation that MRT is called on to resolve.? The Incident Commander is part of the Command Staff????????MRT Commander - Commander of the MRT and responsible for the overall training of the MRT. MRT Commander is in charge of team member deployment during MRT operations, along with Team Leaders responsible for planning tactical operations.? The MRT Commander is Part of the Command Staff????????Team Leader – Responsible for one of two tactical teams assigned to MRT (Alpha & Bravo).? Responsible for the training of the team and for its performance during training and MRT operations.? Responsible along with MRT Commander and other Team Leaders with the tactical planning during MRT operations????????Assistant Team Leader – Assumes command of one of the tactical teams assigned to MRT (Alpha & Bravo) if the Team Leader is absent or incapacitated.? Is well versed in duties of the Team Leader????????Team member (Alpha & Bravo) – Trained in techniques, vessel boarding and clearing procedures, structure climbing and water survival????????Lead Coxswain – Responsible for all watercraft assigned to the MRT.? Responsible for the training of the MRT boat crew and for its performance during training and MRT operations????????Coxswain – means a deputy who has met all MRT Coxswain training requirements and has been specifically designated by the Sheriff as an “EBRSO Coxswain”.? Coxswains have complete authority and responsibility for the safe operation of an Office watercraft. Because of the specialized training and experience, the Lead Coxswain at any MRT incident is expected to participate in the tactical planning of the operationDesignated deputies will fill command position in MRT, i.e. Incident Commander, MRT Commander and Team Leaders. In the event a designated deputy is unable to respond, the following transaction will take place to fill the vacant command position:????????If the Incident Commander is unable to respond, the MRT?????????????????????????? Commander will assume the Incident Commander position???????? If the MRT Commander is unable to respond, the senior Team Leader will assume the MRT Commander position????????If the Team Leader is unable to respond, another Team Leader or Assistant Team Leader will assume the vacant Team Leader position????????If the Lead Coxswain is unable to respond, the on-duty Coxswain will assume the Lead Coxswain position????????The MRT Command Staff, upon arrival at the incident, will evaluate the situation and, based on their observations and received intelligence, will determine if the MRT is needed at the crisis site.? If the MRT Command Staff determines that the MRT is needed, the MRT Incident Commander will request the Communications Division to activate the appropriate MRT element along with any needed support elements????????The Incident Commander will notify the Sheriff or his designee that the MRT is responding to an incident????????If the time and situation permit, the MRT Command Staff, in consultation with the Sheriff or his designee, will be responsible for determining the amount of force necessary for the resolution of the situationLine of succession – The MRT Command Staff will notify the following personnel as soon as is practical in the event the MRT is deployed: 1.????? Sheriff2.????? EMS/Fire Department Support3.????? Supporting law enforcement agencies, if any4.????? Media RelationsA committee comprised of the below listed individuals will be responsible for the future planning of all MRT policies and procedures:Incident Commander????????MRT Commander????????MRT Team Leaders????????MRT Training/Safety Officer????????MRT Lead Coxswain?06-06.05?????????MARITIME SECURITY PATROL (MSP) OPERATIONSCommand – Command and control of all MSP operations will be centralized at the discretion of the Sheriff. The designated MRT commander will determine when, where, and who will be conducting MSP operations. The MRT commander shall inform the selected EBRSO Coxswain and boat crew of the time, date, start time, duration, and mission of the MSP operation. The MRT commander shall inform the coxswain of any relevant intelligence or situational factors that initiated the MSP operation.Patrol conditions - Generally, there are several conditions that will warrant MSP operations:????????Coast Guard MARSEC Level II and Level III. These conditions are established by the Coast Guard Captain of the Port (COTP) based on maritime intelligence and other security related factors. When the COTP has established this level of security, the MSP commander will direct a reasonable number of security patrols????????Special request by area organizations and other law enforcement agencies????????As directed by the Sheriff or his designee????????The MRT commander will only select an EBRSO Coxswain to operate and control Office watercraft for MSP operations. The MRT commander has the authority to select any coxswain from the approved list for MSP operations. However, the MRT commander should use good judgment considering work shifts and the personal needs of coxswains????????The coxswain has the discretion to cancel any MSP operation due to hazardous marine conditions that may endanger the safety of office personnel or equipment. Examples of reason to cancel include bad weather, dangerous river conditions, heavy fog, etc. If the coxswain considers environmental conditions too dangerous to justify an MSP operation, the MRT commander shall not “shop” for a coxswain. The coxswain shall note the reason for the patrol denial in the Patrol Log. The MRT commander shall not attempt to persuade the coxswain to conduct the patrol. Instead, the MRT commander shall seek alternative means to meet mission directives such as vehicle and foot patrols on the levy????????When MSP operations have been directed, the selected coxswain shall be responsible for insuring the Office watercraft is ready for operations. The coxswain shall follow an office approved pre-operations checklist for the specific watercraft chosen for the MSP operation????????The MRT commander shall insure that every office watercraft is in compliance with Federal and state regulations for the equipping of watercraft with safety, signaling, and firefighting equipment????????The coxswain shall direct all boat crew in a manner that safely satisfies the patrol directive. Upon completion of the mission, the coxswain shall insure the watercraft is properly secured and all gear has been properly stowed????????The coxswain shall insure that the MSP Mission Log is completed indicating the activities of the patrol. To be included in the Mission Log are details of all MSP contact with the public listing names, time of contact, reason for contact, result of contact, and if any law enforcement actions were taken as a result of the contact. A copy of this log shall be sent to the MSP commander upon completion of the mission????????The coxswain shall insure the Office watercraft Operation & Maintenance Log is completed immediately upon completion of the MST mission. In order to maintain mission readiness, any maintenance needs shall be noted in the log and reported to the MRT commander????????While underway, the coxswain shall maintain monitor the designated Sheriff's Office radio frequency corresponding to the jurisdiction of current operations. In addition, the coxswain shall insure that EBRSO South Dispatch is monitored at all times while underway????????The designated uniform for MSP duties is the Class B Utility Uniform. A Coast Guard approved, Office issued life vest shall be worn by all personnel while onboard an Office watercraft whether the watercraft is underway or docked. An exception is made when the personnel are within an enclosed cabin on an Office watercraft; however, an Office approved live vest must be immediately available to every person on-board at all times. Personnel will wear only Office approved footwear while underway. Only black athletic shoes or brown leather boat shoes may be worn while underway. No boots, military or cowboy style, may be worn by Office personnel while underway????????Due to weight and buoyancy, personnel shall wear only Office approved nylon duty gear issued for MSP operations?06-06.06????????? COMMAND AND COMMUNICATION????????The Incident Commander is responsible for the entire operation.? His purpose at the command post is to bring together people, communications, and information to manage the response to emergency situations.? A chain of command is established to determine roles, jurisdiction, and clearly define the function of each MRT member ????????Communications are, of course, a critical link in resolving any major incident.? The Incident Commander along with the MRT Commander will determine radio frequencies as follows:????????Primary radio frequency ????????Alternate radio frequency??????? An intricate part of command and communication is the correspondence between the MRT Commander and the MRT. Once the decision has been made to launch an assault on a particular target, radio demeanor is of the utmost importanceThe following is an example of how radio communication should take place once permission for the assault is granted:Team Leader – “At last Covered and Concealed Location (LCC)”MRT Commander – “This is the Commander – I have control – 5,4,3,2,1…Execute…Execute…Execute”Team Leader – “(Internal) Dominate – Clearing or Covering”MRT Commander – “Reorganize” Team Leader – “Status report (Status of Team, # in Custody, etc.)MRT Commander – “Centralize and Prepare for Evacuation”Team Leader – “Ready for Evacuation”MRT Commander – “Evacuate”Team now has internal debriefing and calls when ready for command briefing.MRT Commander – “Withdraw”?06-06.07????????? EQUIPMENT AND LOGISTICS????????? The MRT is equipped and qualified to resolve the situations listed in the “situation” section of this order. Due to the nature of a MRT callout it is imperative that all MRT members be issued specialized equipment to meet the required needs. MRT members are to maintain all issued equipment in operable, response ready condition.? All issued equipment will be carried to all MRT responses, including training. There will be a quarterly inspection of all gear including weapons to coincide with quarterly qualifications.? Continued below is a list of standard equipment necessary to complete a MRT operation: ????????Handgun – Each MRT member is armed with the issued handgun of the??? East Baton Rouge Sheriff’s Office Crisis Response Team, the GLOCK 17C/21C.? Each handgun will also be equipped with a compatible weapons light????????Carbine / Submachine gun – Each MRT member is armed with either a Bushmaster M4/A3 Type Carbine or a Heckler and Koch UMP .45 Submachine gun.? These weapons come equipped with a weapon-mounted flashlight. The Carbines /Submachine gun will also be equipped with a compatible weapons light????????Ammunition – Only issued or approved ammunition can be utilized by MRT members. The following is a description of that ammunition in regard to MRT weapons:????????Handgun – Winchester Ranger STX 147gr. (9mm) 230 gr. (.45ACP) jacketed hollow point????????Carbine – Hornady Tactical Application Police (TAP) Urban 75 gr.????????Or other approved ammunition????????Flash/Noise Diversionary Devices – The MRT is equipped with a flash noise diversionary device (FNDD) for the purpose of distracting or disorienting a suspect during a MRT operation. The FNDD is an explosive device that, when properly deployed, produces two (2) three seconds of physiological involuntary distraction which prohibits organized resistance. This device will not be deployed by anyone other than a qualified MRT member. The following is a description of the office issued distraction device????????Defense Technologies Number 25 or other approved devices. Safety Equipment – All MRT members are issued the following for safe???????????? and proper operations:????????Protective helmet:? Pro-tec, protective helmet????????Body armor:? Concealable vest, level 3a Level IV ballistic plate????????Tactical Vest:? Tactical Tailor, Modular Plate Carrier (complete)????????Tac vest 3 mag pouch / UMP .45 pouch????????Radio pouch????????Hydration pouch????????Sheriff’s ID 4”x12”(2)?? ????????Floatation Device:? Mustang, Air Force inflatable PFD, Type V? ?????????? ????????Uniform:? Sage green battle dress uniform (BDU) ????????Protective mask:? MSA, Millennium chemical-biological mask????????Eye protection:? Oakley, M frame glasses (clear and gray lenses)????????Gloves:? Hatch, Operator????????Boots:? Warmers, Amphib Boot? ????????Pistol Belt (complete): Belt (Safariland/Blackhawk, duty) Holster (Safariland, 6004) Pistol magazine pouch (Blackhawk, duty triple pistol mag pouch) When deficiencies are noted during actual implementation of this order steps will be taken to change/correct or otherwise amend the deficient portions as soon as practical.?06-06.08????????? SELECTION PROCESSRequirements for applications:????????Applicant must be an operational member of the Crisis Response Team (CRT)Application Process:????????CRT members will be notified of available positions within the MRT????????Applicants will apply by written letter of intent addressed to the CRT Commander.? Letters of intent remain valid as a list of applicants until an applicant request that his/her application be removed????????The CRT Commander will maintain a file on each applicant to include all information and documentation of the selection process.? This file will be made current for each test administered????????The CRT Commander will notify the applicants in writing of the testing dates.? Tests will be administered for each opening in the MRT.? Applicants must apply in writing only once, but must retest each time the test is administered until selectedTesting and Interview Process:????????There are two (2) practical tests. Test criteria are both water related, distance swim and water survival skills. See MRT selection manual for full test descriptions????????Complete a 225-yard swim in less than 8 minutes????????Perform a 10-minute water tread????????Be able to complete two (2) 5-minute treading while wounded drills: Feet tied, Hands tied???????? ????????Complete a high water entry (7-meter)????????Conduct a 25-yard reduced visibility underwater swim.?Completion, Documentation, and Eligibility:????????The results of all testing will be retained by the MRT Commander for a? period of 12 months.? To be eligible for appointment the applicant must pass all standards and be selected by the committeeThe MRT Commander will notify all applicants in writing of their eligibility status. Applicants failing to be selected must retest in order to be considered for the next MRT available opening.Selecting an Appointee:??????? After the applicant successfully completes selection process,??? the eligible applicants will be reviewed by the selection committee who will select new appointees using weighted voting????????The CRT/MRT Commander approves all new appointees selected????????The selection committee consists of the MRT Commander, and each Team Leader (or assistant team leader).? These assigned committee members will also conduct the oral interviews Probationary appointment:????????Applicant will receive written notification of probationary appointment from the MRT Commander????????Probationary period is three (3) months????????Probationary members failing to meet the MRT requirements within the three (3) month probation period will be notified in writing of immediate dismissal by MRT Commander upon consultation with the Incident CommanderFull time appointment:????????Probationary members after successfully completing probationary period will be notified in writing of full time appointment by the MRT commander????????Appointees failing to meet MRT requirements will be subject to MRT disciplinary action including probation and/or dismissal?06-06.09????????? REQUIREMENTS TO SUSTAIN APPOINTMENT Water proficiency requirements:????????Upon probationary appointment, members must have met 100% of the designated MRT water survival requirements????????Full time MRT members must maintain 100% of the water survival standards. If the standard is not meet then the MRT member will be placed on probation for one (1) quarter. If the MRT member fails the water survival standard at the second quarter testing, that member may then be terminated at the discretion of the MRT Command Staff.Skills proficiency:????? The firearms qualification for MRT members will be taken from their quarterly CRT pistol and carbine qualifications.????????HANDGUN – For all handguns carried by MRT members, a minimum score of 90 on the CRT handgun course????????CARBINE – For all carbines carried by MRT members a minimum score of 90 on the CRT carbine course of fire must be attained????????SUBMACHINE GUN? – For all submachine guns carried by MRT members a minimum score of 90 on the CRT carbine course of fire must be attained.????????Additional Weapons or Devices – For any weapon/device carried by MRT members an acceptable score on a mandated course of instruction by the POST council (when required), MRT, and or Sheriff’s Office must be attained and documented by the CRT Commander and the Sheriff’s Office Firearms Training Unit when required????????Failure of Firearms Testing – MRT members that fail to meet a 90% minimum score during any firearms test will be removed from maritime status.? The MRT member will be retested at the earliest possible time. If the MRT member meets the 90% standard on the retest they will be immediately reinstated. If the MRT member fails to meet the 90 % score on the second attempt that member will be immediately terminated from the MRT unit????????Practice Required – In addition to required qualifications and in addition to scheduled training of the MRT, each member is required to individually practice monthly, with each weapon issued to the individual member.? The individual deputy is responsible for logging record of his/her practice with the Firearms Training UnitDefensive Tactics:????????Active Counter Measures – As per POST and EBRSO standards????????Aerosol Subject Restraints – As per POST and EBRSO standards????????Expandable Baton – As per POST and EBRSO standards????????Handcuffing – As per POST and EBRSO standards????????Joint Manipulations – As per POST and EBRSO standards????????Pressure points – As per POST and EBRSO standards????????Spontaneous knife defense – As per POST and EBRSO standards????????Weapon retention – As per POST and EBRSO standards.Tactical skills:????????Boating operations????????Boarding operations????????Tactical movement????????All members of the MRT are to maintain all issued equipment in operable, response ready conditionContact with on-call members is imperative. Members must and shall respond to paging promptly (pagers will be the primary notification since implementation of the Alpha Numeric paging system). embers must notify communications and their respective team leader when not able to respond while on call for any reason. On call members will refrain from activities that would compromise their response or performance during MRT operations.Training:????????Any member of the MRT missing training must submit the reason for absence in writing to the CRT/MRT Commander.? The writing will include copy of subpoena, sick slip (from doctor as per policy), vacation or compensatory leave request, letter of instruction to receive other training, and/or letter from supervisor confirming manpower shortage. The CRT/MRT Commander will retain these records for twelve (12) months????????The CRT/MRT Commander is also responsible for completing a training record for each training session of the MRT. The record shall include the date, number of hours, the instructor(s), the location, and subject of training and a roster of those members in attendance Departmental Disciplinary Action:????????Disciplinary actions against members of the MRT for reasons that compromise the integrity of the MRT could cause probation or dismissal for the MRT. Members should strive to remain free of all disciplinary actionPerformance Evaluation:The Incident Commander, CRT/MRT Commander and Team Leaders will participate in continual assessment of MRT personnel. Performance evaluation forms will be used to document member personnel performance. Positive and poor performance shall be documented by use of the performance evaluation forms. Performance such as pager response, training attendance and participation, monthly firearms practice, etc. can be documented. Quarterly performance evaluations will be held and performance evaluation forms destroyed each quarter replaced with a performance evaluation reflecting the member’s performance for the last quarter. The responsibility of conferencing and evaluating is as follows:????????The Sheriff or his designee is responsible for evaluating and counseling the Incident Commander????????The CRT/MRT Commander is responsible to the Incident Commander????????The Team Leaders are responsible to the CRT/MRT Commander????????All members of any team are responsible to their respective Team Leaders????????Performance evaluation forms will be passed up the chain of command within the MRT for approval and possible disciplinary action?06-06.10????????? TRAINING AND CERTIFICATION REQUIREMENTS????????Because of the mission the MRT is assigned to, it is imperative that it be extensively trained in all aspects of maritime tactical operations.? MRT members have received training from tactical response personnel in both the law enforcement and military sector.? Every effort to continue training of the MRT will be made both for the unit as a whole and for the individual deputy.? All deputies of the MRT are encouraged to apply for attendance to specialized training specific to the purpose of the MRT????????Within six (6) months of appointment, or as soon as possible, as a probationary member deputies shall attend a maritime school for basic maritime (MRT) operations.? This can be either from the EBRSO or some other source????????Within 3 months of appointment, a probationary member shall successfully complete a written examination covering the US Coast Guard Marine Safety Manual, Volume 7, Chapter 7, Port Security Tactics. The MRT Commander shall design, administer, and grade the examination. Pass or fail is at the discretion of the MRT Commander????????Within six (6) months of appointment, or as soon as possible as either a team leader or assistant team leader these deputies shall attend training specific to the management of MRT teams????????Within six (6) months of the EBRSO adopting any additional device, weapon or policy specifically useful to the resolution of any crisis situation the entire MRT is to be trained in the use of the new device, weapon or policyMRT Coxswain Training – for those personnel that have been designated as EBRSO Coxswains, the following knowledge and standards must be performed and demonstrated:????????Prior to be designated as a Coxswain, candidates must complete the Louisiana Department of Wildlife and Fisheries On-Line Boat Louisiana Boating Safety course. Completion of this course yields the Louisiana Boating Safety Education Certificate and Louisiana Vessel Operator Certificate????????Completion of the EBRSO Coxswain Performance Qualification Standards????????Eight (8) hours as the operator of EBRSO watercraft with an EBRSO Coxswain observer. At least two (2) operator hours must be during night operation????????Specific designation by the Sheriff or his designee?06-06.11????????? DISCIPLINARY PROCEDURESThe severity of the infraction will govern the actions taken; discipline or dismissal should be viewed as a force continuum. Usually, there will be a gradual escalation to dismissal, but circumstances may cause speedier action/dismissal. Disciplinary action will center on the performance evaluation system. When deficiencies are noted during actual implementation of this order, steps will be taken to change/correct or otherwise amend the deficiencies as soon as practical, following the resolution of the emergency situation.??????????????????????? Documentation:????????All actions must be for good cause or reason. Proper documentation provides the basis for disciplinary actions????????Other departmental reporting will serve as documentation????????Minor infractions during a single quarterly evaluation period will be handled and documented, thereby creating a written record and a verbal reprimand. This would be reflected in the quarterly performance evaluation????????Multiple minor infractions during a single quarterly evaluation period will be documented and consultation with the CRT Commander and Incident Commander.? Probation of the member is possible.? This will be reflected in the quarterly performance evaluation????????Major infractions at any time will be documented and may be accompanied by immediate probation.? Probation will be for a specified time period as declared by the CRT Commander and the Incident Commander. This will be reflected in the quarterly performance evaluation. If the infraction warrants removal, this is possible without probation????????Infractions during probation warrant removal.? Repetitive infractions will hasten probation.? Repeated infractions after successful probation will hasten subsequent probation or removal.? Probation will not be repetitive, continued infractions will cause removal????????MRT members who fail any part of the physical or weapons requirements are subject to disciplinary action and will be removed from additional MRT compensation????????The CRT Commander shall keep records indicating that all MRT members have participated in quarterly testing ??????????????????????? Probation:????????Member will be notified in writing by the CRT Commander, stating the reason for probation, length of probation and any additional requirements if applicable during the probation period??????????????????????? Dismissal:????????Member will be notified in writing by the CRT Commander, stating original cause for action as it relates to a MRT requirement, remedial or probation actions taken if applicable, notation of documentation and finally the effective date of removal????????The Incident Commander and the accounting department will be notified of the dismissal from MRT by the CRT Commander?06-06.12????????? USE OF SHERIFF UNITS BY MRT MEMBERSDue to the unpredictable nature of the MRT responses, the following guidelines have been established for use of Sheriff’s Office units by MRT personnel while off duty.????????MRT personnel, while off duty from regular Sheriff’s Office positions, but on call for MRT, may use their assigned take home Sheriff’s Office unit????????MRT personnel will have all of their assigned equipment stored in their unit, ready to respond????????If the MRT member is temporarily off MRT status but continues to work at their regular assignment, they are not to adhere to office policy concerning out of parish use???????????????????? Procedural Order?Number?06-07Effective Date?01/01/09SubjectMass ArrestRevision Date01/26/09ChapterSpecial OperationsReevaluationAnnually??06-07.01????????? PURPOSEDuring the course of civil disturbance/unrest, it may become necessary to make arrests of numerous individuals over a relatively short period of time. The Incident Commander, or his/her designee, will be responsible for ensuring that the process is handled efficiently, safely, and legally. This policy shall be used in conjunction with the existing contingency management plans.?06-07.02????????? ARREST/PROCESSING PROCEDURES????????All persons arrested will be taken to a processing area????????A squad from the Parish Prison will process all prisoners for purposes of transportation to the detention facility????????An adequate number of vehicles will be made available to transport the prisoners to the detention facility????????All evidence and weapons taken from prisoners are processed in accordance with Department policies????????An adequately staffed and secure area with sanitation facilities is designated in the field for holding prisoners while awaiting transportation to be booked????????When necessary, prisoners will be provided with food and water????????All arrested individuals will be searched, photographed, and properly identified prior to being transported for formal booking?06-07.03????????? JUVENILE PROCEDURESJuveniles will be separated from adult offenders at the processing area. They will be handled in accordance with Department policies.?06-07.04????????? MEDICAL ACCESSInjured prisoners shall be provided medical attention prior to being booked.?06-07.05????????? LEGAL SYSTEMWhen an arrestee requests access to counsel, he/she shall be allowed that right through standard procedures at the detention facility. The Sheriff’s liaisons to the District Attorney’s Office shall be activated.?06-07.06????????? MEDIA RELATIONSThe Public Information Director shall serve as the primary liaison with the media.?06-07.07????????? DEACTIVATIONWhen the disturbance has been brought under control, the Incident Commander will ensure that the following measures are taken:???????? All deputies engaged in the incident are accounted for and an assessment made of personal injuries???????? Witnesses, suspects, and others will be interviewed/interrogated???????? A detailed debriefing shall be conducted at the conclusion of the event which will review all aspect of the operation, such as planning, execution, and logistical supportA written after-action report shall be submitted to the Sheriff or his designee which shall include problems encountered and corrective measures, recommendations for overall operational improvement, identification of technology or equipment needed for future actions, and operations that performed well and do not need modification.?Procedural Order?Number?06-08Effective Date?01/01/09SubjectShooting Response TeamRevision Date01/26/09ChapterSpecial OperationsReevaluationAnnually??06-08.01????????????????SHOOTING REPORTING REQUIREMENTSIn the event a deputy discharges a firearm, other than in authorized training, or is the victim or intended victim of a discharge, he/she shall notify their supervisor immediately. The deputy’s supervisor shall notify Communications and they will notify the Supervisor of the Shooting Response Team and all others on the call-out list. The commander where the shooting took place shall take all reasonable steps necessary to secure the incident scene until the arrival of the Shooting Response Team.?06-08.02????????????????SHOOTING RESPONSE TEAMThe Shooting Response Team shall be composed of:???????? A Supervisor???????? Two Crime Scene Technicians ???????? An Internal Affairs representative???????? Two Investigators???????? A Firearms Unit representative???????? A District Attorney’s Office representativeUpon notification, the Shooting Response Team shall immediately proceed to the scene and conduct a comprehensive after-incident investigation. ???????? The Shooting Response Team supervisor shall ensure that detailed statement are taken from witnesses and photographs and/or sketches of the incident scene are made???????? The Shooting Response Team shall obtain copies of the deputy’s radio traffic, any logs, and the deputy’s last firearms qualification records?06-08.03????????????????INVESTIGATORY REQUIREMENTSThe Shooting Response Team shall respond and be responsible for investigation all firearms discharges involving Office personnel. The Shooting Response Team shall investigate incidents where the discharge of a firearm:???????? Is directed at an individual???????? Is directed at a occupied vehicle???????? May cause unusual public interest???????? Is of such nature that the Sheriff deems an investigation appropriateThe Shooting Response Team supervisor shall take possession of a deputy’s firearm when the deputy has been involved in an incident as enumerated above. ?06-08.04???????????????ADMINISTRATIVE DUTY????????Any deputy whose actions or use of force result in the death or serious injury of another shall be placed on administrative duty pending the completion of the preliminary report of the incident. This duty shall be without loss of pay or benefits, pending the results of the investigation. The assignment to administrative duty shall not be interpreted to imply that the deputy has acted improperly????????The deputy shall be placed on administrative duty for at least ten (10) days and may be lengthened at the Sheriff’s discretion????????While on administrative duty, the deputy shall remain available for official Office interviews, statements, or counseling regarding the incident?06-08.05?????????????????PUBLIC STATEMENTSThe Public Information Director shall be responsible for the management and dissemination of information to the media when a deputy’s use of a firearm falls within the purview of this order. ?06-08.06???????????????COUNSELINGThe Commander of the deputy involved in a shooting incident resulting in death or injury shall order that deputy to obtain counseling from the professional designated by the Sheriff. The Sheriff may require any other deputy involved in a shooting incident to attend counseling by the designated professional.?06-08.07????????????????SEIZURE OF FIREARMS FOR ANALYSISIn the event that the primary sidearm of the involved deputy is seized as evidence or submitted for analysis, the Shooting Response Team supervisor shall ensure that arrangements are made to replace the deputy’s firearm as soon as possible.?06-08.08????????????????INVESTIGATIONS FOR OTHER AGENCIESIn the event that another agency request an investigation of a firearm discharge, the Sheriff or his designee may approve and investigation and the Shooting Response Team will proceed according to this order and applicable unit policy.?Procedural Order?Number?07-01Effective Date?01/01/09SubjectAdministration/OperationsRevision Date01/26/09ChapterInternal AffairsReevaluationAnnually??07-01.01????????????????PURPOSEThis order establishes the responsibility and chain-of-command of all personnel assigned to the Internal Affairs Section. It is designed to ensure an efficient and uniform operation.?07-01.02????????????????RESPONSIBILITIESThe Commander of the Internal Affairs Section shall ensure that personnel within this section:???????? Investigate matters as authorized by the Sheriff or his designee, and then determine if violations of departmental rules and regulations and/or criminal violations by departmental employees have occurred???????? Prepare information/background summaries for promotional panels for the purpose of promoting deputies???????? Establish and maintain an Internal Affairs Personnel Record on all Office employees. These files shall include, but are not limited to a summary of background investigation(s), letters of complaint or allegations of wrong doing along with a disposition of the same, and other departmental investigations pertaining directly to the employee???????? All other duties as assigned by the Sheriff or his designeeDuties of an Internal Affairs Investigator:????????He/She shall conduct confidential investigations, take audio recorded statements, interview/interrogate suspects, complete reports, confer with the departmental attorney relative to the status of cases, and testify in court????????He/She shall also be required to perform other duties as assigned?07-01.03?????????????????? GENERAL OPERATIONS????????Authorized investigations shall be assigned a case number and pertinent information shall be entered into the Internal Affairs Investigative Case Log Database????????Cases shall be assigned to investigators on a rotating basis when possible????????If two investigators are assigned to a case, one shall be designated as the case agent????????The case agent shall be responsible for writing the report and collecting all necessary dataUpon completion of an investigation, the investigator shall make one? of the following determinations:????????Unfounded – The alleged action is false or not factual????????Exonerated – The incident occurred but was lawful and proper or was justified under existing conditions????????Not Sustained – There is insufficient evidence to prove or disprove procedural violations????????Sustained – There is sufficient evidence to prove a procedural violationUpon completion of an investigation, the investigator shall:????????Within 60 calendar days of being assigned a case submit a written draft of the report to his/her supervisor for review????????If extenuating circumstances result in the investigation exceeding applicable deadlines, the investigator shall forward a written explanation to his/her supervisor????????After the draft report is reviewed, the final report shall be compiled????????Once all revisions are made, the original case file shall be maintained in a separate secure file????????A copy of the case report, accompanied by a route sheet, shall be sent to the employee’s current chain-of-command for disposition????????After the Sheriff or his designee determines the final disposition and returns the case report to Internal Affairs, the case shall be filed and the date and time returned noted ????????If disciplinary action is not proposed, a written notification of investigative findings shall be mailed to the employee(s) who was the subject of the investigation within seven (7) calendar days????????The original investigative case report shall then be placed in the appropriate employee file and copies destroyed????????If disciplinary action is proposed, a copy of the report and route sheet shall be forwarded to the Office legal representative for drafting of the proposed disciplinary letter????????A written notification of investigative findings shall be mailed to the complainant, when applicable, within seven (7) calendar daysSecurity:????????Information both written and oral is to be considered confidential????????Files and documents shall not be left open or unattended in an unsecured locationThe dissemination of confidential material shall be limited to authorized personnel under the following guidelines:????????Information released to other personnel within the Office shall be on a need-to-know basis, with the approval of the Internal Affairs Commander????????Information requests by agencies other than the Office shall be accompanied by an Information Release Form signed by the individual who is the subject of the information requested????????Other requests (news media, attorneys, etc.) for information shall be in writing and shall specify the exact information requested. These requests are to be forwarded to the Office’s legal representation for review to determine if this information may be released????????All releases of information shall be documented in the employee’s file????????Investigators bringing individuals into the office shall be responsible for the individual’s actions????????At the end of the workday, the last investigator to leave the office shall ensure that all files, cabinets, and doors are locked. ????????Any breach of security shall be reported in writing to the Internal Affairs Commander as soon as possible. The report shall be reported by the investigator discovering the breach or by the investigator to whom the breach was reportedControl of Equipment:????????Maintenance of personally assigned Office property is the responsibility of that individual????????The section commander or his/her designee shall maintain an inventory checklist of all property and equipment assigned to the Internal Affairs Section. The checklist shall contain the serial number and property control number of all equipment, and the deputy to whom the equipment is assigned. Section property/equipment may be loaned to other sections with the approval of the section commander. The recipient shall sign a release form upon which the item’s make, model, and serial number are recorded?07-01.04?????????????????? RECEIVING COMPLAINTS????????Complaints shall be received with an unbiased, nonjudgmental attitude by the person taking the complaint????????A complainant shall never be told to return at a later time or date to file a complaint form????????Complaints shall be taken by a supervisor????????The Section Commander or his/her designee shall contact the complainant within seven (7) calendar days to obtain a written/audio-recorded statement if one has not been previously obtained. Contacts or attempts to contact the complainant shall be documented. If the complainant does not provide a written/audio statement within thirty (30) calendar days, the Section Commander may at his/her discretion place the complaint in an inactive status. Documentation shall be retained for three (3) yearsOnce a preliminary interview has been conducted, all reports and/or complaints shall be forwarded to Internal Affairs for review. Unless it is determined that Internal Affairs will conduct the investigation, the Section Commander will proceed in the following manner:????????The Section Commander or his/her designee shall provide the complainant written verification of the status of the complaint to include:????????Verification that the complaint has been received????????Periodic notification of the status of the investigation????????Notification of the results of the investigation upon conclusion????????If it appears that the issue is nothing more than a complainant’s lack of knowledge of Office policies and procedures, no investigation need be conducted and no report need be filed????????If the complainant is anonymous, the supervisor accepting the complaint shall complete as much of the Complaint Form as possible. Provided the complaint contains sufficient factual information to warrant an administrative investigation, the Section Commander, or his/her designee shall investigate the complaint????????The Section Commander shall create a complaint file and each complaint handled at the Section level will be retained in a secure location for a period of three (3) calendar years?07-01.05?????????????????? INVESTIGATIVE AUTHORITY????????The Internal Affairs Section shall investigate use of force complaints which result in the complainant receiving medical treatment, bias-based/racial profiling complaints, and all other complaints of a serious nature as directed by the Sheriff or his designee????????Section Commanders or their designee shall be responsible for investigating minor property and procedural complaints????????If the Section Commander or his/her designee begins an administrative investigation and determines that the complaint is more serious than originally thought, he/she should suspend the investigation and promptly make a request to the Sheriff or the Chief Deputy that Internal Affairs assume the investigative responsibility. The Commander shall forward them a summary of the administrative investigation together with all documentation and evidence ????????Complaints relative to difference of opinion between deputies and citizens over the issuance of traffic citations do not come under the purview of this order. However, any complaint which alleges a violation of law or policy shall be investigated in accordance with this order?07-01.06?????????????????? GUIDELINES ????????When the Section Commander initiates an administrative investigation, he/she shall promptly notify the employee in writing that the/she is the subject of an administrative investigation. The notification shall include the specific type of allegation under investigation and the employee’s responsibility as referred to in this order. Employee notification may be withheld if such notification might impede the investigation or if the nature of the allegation(s) warrant a delayGeneral Guidelines:????????Care should be taken with regard to confidentiality of the investigative procedures at all times????????Interviews should be conducted in a secure area to ensure confidentiality Written/Audio Statements????????Prior to interviewing an employee, they shall be advised of their administrative rights????????The accused deputy or witness deputy should not be permitted to read the written statement of the complainant or witnesses until the administrative investigation is completely concluded. An investigation is not considered concluded until the employee has exhausted all of their appeal rightsFinal Report Preparation:????????Opinions which cannot be substantiated should not be included in the report????????Indicate a final conclusion/disposition for each allegation in accordance with the definitions outlined below:????????Unfounded – The alleged action is false or not factual????????Exonerated – The incident occurred but was lawful and proper or was justified under existing conditions????????Not Sustained – There is insufficient evidence to prove or disprove procedural violations???????? Sustained – There is sufficient evidence to prove a procedural violation????????If any allegation is sustained, the final report should cite the specific Procedural Order violated by the employee????????At the conclusion of the administrative investigation, a written report of findings shall be provided to the employee and the complainant. If the employee receives a final letter of disciplinary action, it will suffice as notification?07-01.07?????????????????? INVESTIGATION ROUTING DISPOSITION????????Upon receipt of the following complaints, the Section Commander shall immediately contact the Internal Affairs Section and obtain a tracking number which will be affixed to all documents related to the specific case:????????Use of Force???????? Bias-based profiling????????Employee misconduct which the Section Commander request to be investigated by the Internal Affairs Section????????All request for an Internal Affairs investigation shall be forwarded though the Commander’s chain-of-command to the Sheriff or his designee, at which time a determination shall be made whether or not an Internal Affairs investigation should be conducted????????When a Section Commander investigates a complaint and concludes that employee misconduct occurred and disciplinary action (suspension without pay, reduction in pay, involuntary demotion or letter of reprimand) is recommended, he/she shall immediately contact the Internal Affairs Section . The Internal Affairs Commander shall notify the Sheriff or his designee as soon as possible that there is a serious violation of policy or law????????Commanders shall complete all administrative investigations within (90) calendar days of receiving a complaint unless extenuation circumstances prevent meeting the deadline????????Commanders shall submit the completed report to the Chief Deputy within fifteen (15) calendar days????????The Chief Deputy shall forward the administrative report to the Office’s legal representation within seven (7) calendar days. The legal representative shall review the report and make recommendations to the Sheriff or his designee within ten (10) working days????????If the Sheriff determines that disciplinary action is not warranted, the original report will be sent to the respective Division Commander of disposition????????After the Sheriff or his designee signs the final letter of disciplinary action, it shall be delivered to the Internal Affairs Commander, who shall ensure that it is delivered to the employee no later than the time specified on the letter????????In the event that an employee is dismissed or chooses to resign, the employee’s Commander shall ensure that all issued equipment is accounted for?07-01.08?????????????????? EARLY IDENTIFICATION SYSTEM (EIS)????????The EIS is established to identify Office employees who may require agency intervention. It is necessary so that the Office can exercise its responsibility to identify, evaluate, and assist employees who exhibit signs of performance and/or stress related problems. EIS is intended to serve as a methodical approach to highlight tendencies that otherwise may be overlooked????????The Section Commanders shall maintain an EIS file on all deputies to provide time-sensitive, systematic review of specific events involving the deputy and to intervene with employee assistance when appropriate. The EIS is not an investigative function, but serves as a means for supervisors to guide Office personnel to perform at their best level. An EIS review of a deputy shall not become part of the deputy’s personnel fileCommanders shall initiate an EIS Report when an employee exceeds the established threshold. The following criteria are considered risk indicators and shall be included in the EIS:????????Use of force incidents????????Pursuits ????????Founded complaints????????Weapons discharges????????Fleet crashes????????Personal counseling sessions????????Disciplinary actionA threshold event consist of the combined occurrence of either:????????Three (3) or more of the criteria in a 90-day period????????Six (6) or more of the criteria in a 12-month period????????The EIS Report shall provide a brief summary of each risk criteria. Reports shall not draw conclusions or make any determination concerning job performance. Reports are intended to assist supervisory personnel in evaluating and guiding their subordinate’s conduct and job performance????????Commanders shall forward the report to the appropriate Division Commander for review and intervention. Corrective actions may include, but are not limited to:????????Retraining????????Refer the employee to a Office authorized mental health professional or other mental health provider????????Refer the employee to participate in Office authorized training, targeting personal or professional problems that the employee may be facing, i.e., communication, cultural awareness, stress or anger management????????Initiate reassignment or transfer????????Initiate other disciplinary action????????Conclude that the deputy’s actions do not warrant immediate need for corrective action????????Once an approved plan of action is designated, the deputy shall follow it to completion. The deputy’s progress shall be monitored by his/her immediate supervisor and reported to the Section Commander????????Commanders shall forward the names of deputies, criteria and results of the action? taken, if any, the Internal Affairs Commander no later than February 1st of each year????????The Commander of Internal Affairs shall conduct an annual evaluation of the EIS to determine the system’s effectiveness and to propose any necessary changes to the system including risk criteria and threshold levels. It shall outline the EIS corrective measures taken within the previous year and be forwarded to the Sheriff no later than March 1st of each year?07-01.09?????????????????? EMPLOYEE RESPONSIBILITY????????Deputies shall give their full cooperation to Internal Affairs during the course of any administrative investigation. Deputies shall obey any lawful order or directive given by the investigator during an investigation????????Ongoing administrative investigations are considered confidential and as such, deputies shall not violate that confidentiality. Those in violation are subject to disciplinary action????Procedural Order?Number?08-01Effective Date?01/01/09SubjectPublic AffairsRevision Date01/26/09ChapterOperations SupportReevaluationAnnually?08-01.01????????????????PURPOSETo establish uniform procedures to inform the community of events within the public domains that are handled by the East Baton Rouge Parish Sheriff’s Office and to cooperate fully and impartially with authorized news media representatives in their effort to gather factual public information.?08-01.02????????????????PUBLIC INFORMATION DIRECTORThe Public Information Director (PID) services as the central conduit for the release of information pertaining to the East Baton Rouge Parish Sheriff’s Office. All releases of official Office information shall be coordinated through the Public Information Director. The Public Affairs Section shall coordinate and authorize the release of information regarding:????????Office personnel, policy and activities to the public and media????????Assist media representatives at incidents of public interest????????Assist in crisis situations within the Office as well as coordinate with outside agencies????????Coordinate Public Affairs programs of the Office, including the disbursement of safety educational material to the public????????Approve all information made accessible to the public, i.e. website, handouts, etc….????????Victims ????????Witnesses????????Suspects?08-01.03????????????????RELEASE OF INFORMATIONIn the following situations, only the Sheriff, Chief Deputy, PID or individuals specifically designated may release information to the media:????????Deputy involved shootings??????? Deputy involved traffic accidents with serious or fatal injuries ??????? Deputy involved incidents of any other type which results in serious or fatal injuries ????????Interpretations or explanations of Office policy????????Incidents involving public figures????????Internal investigations????????Intelligence mattersIn the following situations, all requests must be cleared through the PID prior to commitment or use of Office personnel, equipment, uniform or badge:????????Talk show/guest appearances????????Feature stories????????Commercials/PSA’s????????Television or motion picture productions????????Media ride along????????Press conferences????????Any public presentations pertaining to the Office????????Other interviews concerning Office mattersIn situations that require immediate notification of the media and community, a Bureau Commander, Night Supervisor, or Communications Shift Supervisor may release basic information pending the arrival of the PID. The PID shall be advised as soon as practicable what information was released and to whom. Such information may include, but are not limited to:????????Hazardous materials incident????????Explosive incidents ????????Hostage situations ????????Natural disasters????????Missing persons or kidnappings????????Be on the lookout situations????????The type and nature of an event or crime????????Location, date, time, injuries sustained, damages, and a general description of how the incident occurred????????Request for aid in locating evidence, a complaint or suspect????????The name of the deputy in charge of a case, his supervisor’s name, his division or unit assignment?08-01.04?????????????????MEDIA ACCESSThe news media shall not be allowed access to any area or scene of an incident where there is the possibility that evidence may be compromised. Once evidence has been processed, the media may be allowed to enter a scene when granted permission of the on-scene supervisor or the PID. Suspects shall not be intentionally posed, nor arrangements made for photographs, telecast, or interviewed, nor shall Office personnel pose with the suspects. No photographs or other representations of individuals charged with criminal offenses shall be released to the media without authorization of the Sheriff, PID, or other authorized designee. At the scene of significant events, the media shall be allowed access to the extent that they do not interfere with the mission of the first responders. Until the PID arrives at the scene, the Incident Commander shall establish a safe observation area for the media. Designated media areas shall not be in the vicinity of the Command Post of an Operation area. ?Procedural Order?Number?08-02Effective Date?01/01/09SubjectInspectional ServicesRevision Date01/26/09ChapterOperations SupportReevaluationAnnually?08-02.01????????? PURPOSETo establish guidelines and policies for coordinating and conducting inspections and follow-up procedures for all Sections.?08-02.02????????? DEFINITIONAn inspection is an official evaluation of an organization or element thereof to determine compliance with established policies and procedures. In addition, inspections assess the condition of an organization and its capability to readily perform its assigned mission.?08-02.03????????? INSPECTION OBJECTIVES???????? Ensure policy and procedure compliance and identify fundamental causes if problems exist???????? Identify problems which degrade the administrative and operational effectiveness of command???????? Assign responsibility for deficiencies and corrective action at the appropriate level???????? Maintain an adequate knowledge of actual conditions of each Section???????? Provide command inspection follow-up to assess the development or implementation of an effective corrective action plan???????? Cause a review of policy where a pattern of deficiency exists, or to determine if policy clarification or revision is warranted?08-02.04????????? TYPES OF INSPECTION????? Staff Assistance Inspection???????? An inspection generally conducted by representatives who are responsible for the functional area to be inspectedLine inspection???????? An inspection conducted by first-line and mid-level supervisors assigned to or responsible for the unit, personnel, or equipment to be inspectedStaff Inspection???????? An inspection conducted by representatives of the Sheriff?08-02.05????????? STAFF ASSISTANCE INSPECTION POLICYStaff Assistance Inspections may be used to:???????? Determine the current status of a Section???????? Identify established standards of a Section???????? Provide assistance to the commander of a SectionThe results are not to be used competitively or as the sole basis for evaluation of past performance. Staff Assistance Inspections are designed strictly to be helpful to a Commander. However, serious deficiencies involving integrity breaches or criminality shall be handled in accordance with policy. ?08-02.06????????? STAFF ASSISTANCE INSPECTION REPORTING REQUIREMENTSAn after action report shall be completed within thirty (30) days of the inspection. The report will include:???????? Action taken on the spot action or recommendations made by the inspection team???????? Action required to be taken by the inspection team or the section inspected to correct deficiencies or resolve problemsSignificant problems or discrepancies requiring Command Staff attention are to be addressed prior to the report’s compilation. If the areas of concern are unable to be corrected by the specified time, the inspection team will estimate the date by which the deficiencies will be corrected. The original Staff Assistance Inspection Report will be distributed to the immediate supervisor of the Commander of the inspected Section. A copy of the report will be distributed to the Division Commander of the inspected Section.?08-02.07????????? LINE INSPECTION POLICY???????? Line inspections ensure that employees are acting in accordance with Department requirements in such areas as personal appearance, use and maintenance of equipment, and adherence to Department directives and orders???????? Line supervisors are encouraged to conduct inspections of personnel assigned to them on a regular basis. This may be done at the beginning of each shift but no less than once a week. The line inspections will include a visual review of the employee’s personal appearance, adherence to applicable uniform policy/dress code, and appropriate use/maintenance of equipment. This can be accomplished during shift briefings or during the normal course of operations at each section???????? Recurring deficiencies by personnel will be documented on the Personnel Inspection Form. The report will identify the specific deficiency, the corrective action to be taken and the time frame allotted for correction. The supervisor will verify that the corrective action was accomplished through subsequent line inspections???????? The inspecting supervisor will randomly check vehicles for cleanliness and damage. Department issued equipment will be accounted for and verified to be in proper working order. The inspections shall be conducted in an open manner with full knowledge of all concerned and the inspecting supervisor shall follow-up to ensure timely correction of each deficiency noted during the inspection?08-02.08????????? LINE INSPECTION REPORTING REQUIREMENTSThe inspecting supervisor shall sign each Personnel Inspection Report generated from a line inspection. The inspecting supervisor shall note corrective action on the form, whether taken during the inspection or upon follow-up. The Line Inspection Report will be given forwarded to the inspected deputy’s commander.? ?08-02.09????????? STAFF INSPECTION POLICYThe Commander of the Research and Development Section by authority of the Sheriff is the proponent and coordinator for all inspections and follow-up actions within the East Baton Rouge Parish Sheriff’s Office. Any inspector on the staff inspection team is a personal representative of the Sheriff.The Research and Development Section will be responsible for coordinating schedules, making notification of inspections, and maintaining staff inspection report files on each Section. Each Section will be inspected at least once every two years. Additional inspections may be scheduled as directed by the Sheriff. To minimize disruption of operations, the Commander of Research and Development Section shall notify each Section at least fifteen (15) days prior to inspection.Staff inspections of commands will be conducted during normal working hours. This schedule will enable deputies of the Section to be on hand and take an active part in their area of interest and responsibility. Such participation by Section deputies enhances their interest and ability in reducing deficiencies. One or more members of the staff inspection team should meet with the Section Commander prior to commencement of the inspection. This meeting will serve as an orientation for the upcoming inspection and allow the inspection team to learn the Commander’s priorities and concerns. The inspection shall address:???????? Material resources (i.e., adequacy and efficient use of Department equipment, physical facilities, and supplies)???????? Procedures (i.e., determination if Section activities are in compliance with policies and procedures)???????? Personnel (i.e., assessment of organizational activities, including execution of assigned tasks, compliance with policies and procedures, and services provided to the public)?08-02.10????????? STAFF INSPECTION REPORTING REQUIREMENTSAn after action report of the staff inspection will be completed by the Research and Development Section no later than thirty (30) days following the inspection. The senior staff representative who conducted the inspection will sign the report. A narrative section will include details of the visit and positive aspects of the Section. A copy of the completed inspection checklist will be attached. The report will include:???????? On the spot action or recommendations made by the staff representatives???????? Action required to be taken by the staff inspection representative rendering the report by other Section personnel to correct deficiencies or resolve problems???????? Discrepancies requiring Command Staff attention or follow –up action???????? The inspector will state the status of correction of deficiencies noted. If they are not corrected prior to the report’s complication, the inspector will estimate the date by which the deficiencies will be correctedThe original report will be maintained at Research and Development. Copies will be distributed to the Commander of the inspected Section, the Bureau Commander of said section, the Chief Deputy, and the Sheriff. ?08-02.11????????? STAFF INSPECTION CORRECTIVE ACTIONThe Section Commander is responsible for the correction of deficiencies. He/she shall:???????? Initiate immediate corrective action for all deficiencies identified during the staff inspection???????? Submit a written corrective action plan for all significant problems identified as requiring Command Staff attention. He/she shall submit the plan through his/her chain-of-command to the Bureau Commander with responsibility for the section within thirty (30) days of receipt of the official staff inspection report. A copy of the corrective action plan shall be forwarded to Research and Development for inclusion in the official inspection file?The Division Commander with responsibility for the inspected Section shall ensure that corrective measures are developed and implemented as necessary. He/she shall:???????? Exercise overall staff supervision for follow-up on deficiencies???????? Review all corrective action plans to ensure that all significant problems identified during the staff inspection are addressed???????? Provide advise and assistance to the Section Commander???????? Initiate a monitor follow-up action for problems beyond the Section Commander’s control or ability to resolve???????? Identify trends and possible systemic problemsAssess the noted deficiency during future visits to the Section?Procedural Order?Number?08-03Effective Date?01/01/09SubjectVictim/Witness AssistanceRevision Date01/26/09ChapterOperations SupportReevaluationAnnually?08-03.01????????????????PURPOSEThis procedure is intended to provide guidance for the implementation of the Basic Rights for Victim and Witness Program as per Louisiana Revised Statute 46:1844.?08-03.02?????????????????LRS: 46:1844, grants basic rights to victims and witnesses which are as follows:????????The Office shall ensure that crime victims and witnesses receive emergency, social, and medical services as soon as possible????????Advance notification to victims and witnesses concerning stages in the criminal justice process, including notification of the arrest of the accused, arraignment, evidentiary hearing, trial, sentencing, argument before an appellate court, and release of the accused????????The Office shall provide a setting for all interviewing of victims of crime????????The victim or the family of the victim shall have the right to retain counsel to confer with law enforcement and judicial agencies on the disposition of the victim’s case????????The use of law enforcement and judicial agencies when so requested to inform employers that cooperation with the case may necessitate absence from work????????The right to a secure waiting area during court proceedings????????The right to review and submit an impact statement prior to the sentencing of the offender????????The Office shall return to the victim as expeditiously as possible any property to the victim or family of the victim????????The right to receive notification for execution of sentence, pardons, paroles, escapes, or recaptures of the offender????????The right to be informed of services offered by the Office????????The right to be free of any intimidation, coercion, or threats as a victim or witness?08-03.03????????????????COMMAND RESPONSIBILITYThe administration of the victim witness assistance program shall be under the supervision of the Public Information Director. The Public Information Director or her designee shall serve as liaison between the Office and other criminal justice and public service agencies concerned with the rights of victims and witnesses.08-03.04????????????????PROCEDURESDeputies are to complete the Louisiana Victim Notice & Registration Form “Yellow Form” and the Victim/Witness Brochure to those affected by one of the follow enumerated crimes:Homicide???????? 1st Degree Murder???????? 2nd Degree Murder???????? Manslaughter???????? Negligent Homicide???????? Vehicular HomicideAny Felony Offense defined in LRS 14:2(B)???????? Any Sexual Offense???????? Vehicular Negligent Injuring???????? 1st Degree Vehicular Negligent InjuringDeputies shall have the “Yellow Form” pads and “Refusal Form” in their unit. When an arrest is made for one of the crimes as enumerated above, the following procedures shall be followed:???????? The victim fills out Section A???????? The deputy fills out Section B???????? Deputies shall make notations in the narrative relative to the status of the form????????Upon booking of the prisoner, deputies will make three copies of the “Yellow Form. One copy will be for the inmates’ record/booking, one copy will go to the Victim Assistance Coordinator, and one copy will be given to the victim. The original stays with the paperwork to be sent to the District Attorney’s OfficeIn some instances the victim may refuse to fill out the “Yellow Form.” Deputies shall:???????? Ask the victim to fill out the “Refusal Form”???????? Make notation in the narrative relative to refusal by the victim???????? One copy of the form is sent to the Victim Assistance Coordinator???????? One copy of the for is sent to the District Attorney’s OfficeIn the event an arrest warrant is issued for a subject, the following procedure shall be followed:???????? The victim fills out Section A???????? The deputy fills out Section B???????? A notation is made in the narrative stating a warrant has been issued????????The original “Yellow Form” is kept in the “Awaiting Notification of Arrest” file????????A copy of the “Yellow Form” is sent to the Victim’s Assistance CoordinatorWhen an arrest is made, the detective shall:??????? Immediately file paperwork with the prison intake/booking ??????? Put the original “Yellow Form” in the case file??????? Send notification to the Victim Assistance Coordinator of the arrest?Procedural Order?Number?08-04Effective Date?01/01/09SubjectMentally Ill Persons/Substance Abuse PatientsRevision Date01/26/09ChapterOperations SupportReevaluationAnnually?08-04.01????????? PURPOSEThe purpose of this order is to set forth policies and procedures regarding the interaction of Sheriff Office personnel with persons suspected of suffering from mental illness or substance abuse. It is the policy of the Sheriff’s Office that all deputies, when confronted with an emotionally disturbed person, will take appropriate action that will provide safety to the deputy and the community at large. ?08-04.02????????? RECOGNITIONDeputies are occasionally called upon to control or restrain individuals that display anti-social behavior. Suicide attempts, violent behavior, hallucinations and other deviations from what is considered normal behavior are indications of mental illness. Careful observation of the individual may lead a deputy to believe the person is suffering from mental illness. Family or friends my also provide information regarding the person’s mental state. Some specific indicators to look for are:???????? Determination if injured or ill???????? Past history???????? Behavior requiring hospitalization???????? Identification of any unusual or criminal behaviorLRS 28:53(L) states:???????? A peace officer or a peace officer accompanied by an emergency medical service trained technician may take a person into protective custody and transport him to a treatment facility for a medical evaluation when, as a result of his personal observations, the peace officer or emergency medical service technician has reasonable grounds to believe the person is a proper subject for involuntary admission to a treatment facility because the person is acting in a manner dangerous to himself or dangerous to others, is gravely disabled, and is in need of immediate hospitalization to protect such a person or others from physical harm. The person may only be transported to one of the following:a)????? A community mental health centerb)????? A public or private general hospitalc)????? A public or private mental hospitald)????? A detoxification centere)????? A substance abuse clinicf)??????? A substance abuse in-patient facility????????Upon arrival at the treatment facility, the escorting peace officer shall then?be relieved of any further responsibility and the person shall be immediately examined by a physician, preferably a psychiatrist, who shall determine if the person shall be voluntarily admitted, admitted by emergency certificate, or discharged???????? In the case of a person suffering from substance abuse and where any of the above facilities are unavailable, the peace officer and emergency medical service technician may use whatever means or facilities are available to protect the health and safety of the person suffering from substance abuse until such time as any of the above facilities become available. In taking a person into protective custody the peace officer and emergency medical service technician may take reasonable steps to protect themselves. A peace officer or emergency medical service technician who acts in compliance with this section is acting in the course of his/her official duty and cannot be subjected to criminal or civil liability as a result thereof.?08-04.03????????? PROTECTIVE CUSTODYA supervisor holding the rank of Sergeant or above shall be called to the scene before taking an individual into protective custody. Deputies may take an individual into protective custody whenever the person:???????? Is a danger to himself???????? Is a danger to others???????? Is gravely disabled and immediate hospitalization is necessary to protect such a person or others from harmDeputies must? personally observe the conduct or rely on advise from an emergency medical services (EMS) technician who has personally observed the conduct which led to the conclusion that the person is in one of the above categories.Deputies should carefully document their observations or those of the EMS technician in a report whenever an individual is taken into protective custody. The report will include the name and ID number of all EMS technicians/witnesses and the name, address and telephone number of any civilian witnesses complainants?08-04.04????????? TRANSPORTATIONInjured patients will be transported by EMS. A deputy must accompany the ambulance. The deputy will utilize his discretion to determine if he/she actually rides in the ambulance or follows in his unit. Ambulatory patients may be transported either by EMS or by police unit. If there is any doubt as to the physical condition of the patient, he/she will be evaluated by EMS. ???????? Patients will not be transported by EMS merely to restrain them.???????? Patients will be physically restrained during transportation unless there is a physical condition (i.e. amputation, comatose, elderly, etc.) that would make restraints unnecessary???????? Patients who exhibit violent tendencies require particular attention.???????? Violent patients will have their legs restrained???????? Patients will be transported sitting up, in the rear seat, seat belted, and never prone???????? If at any time the patient loses a functional level of consciousness, EMS should be called or the patient will be transported immediately to the closest emergency medical facility?08-04.05????????? INTERVIEWS AND INTERROGATIONS OF MENTALLY ILL PERSONSDeputies should conduct interviews and interrogations with the same consideration for safety and respect of the rights of the interviewee as they would with any person. The following additional measures will be taken when questioning anyone with a mental disability:???????? Use language that is easily understood by the person and is appropriate to his/her level of understanding???????? At regular intervals have the person acknowledge that he/she understands what is occurring. Do not simply accept yes or no; have the person elaborate???????? Document all applicable observations and any additional steps taken in the offence or arrest report???????? When a mentally ill/developmentally disabled person is booked, advise the booking deputy of the persons conditionEach deputy will receive instructions regarding interaction with persons suffering from mental illness as part of their basic training. In-service training will cover this topic at least once every three years.?Procedural Order?Number?09-01Effective Date?01/01/09SubjectEvidenceRevision Date01/26/09ChapterAuxiliary and Technical ServicesReevaluationAnnually??09-01.01?????????????????PURPOSETo ensure that all evidence seized and property stored for safekeeping is maintained in a professional manner, preserving evidentiary value, jury appeal, and the integrity of the deputies and the department.?09-01.02?????????????????DEFINITIONS????????Evidence – Any property that comes into custody of a deputy when such property may tend to prove/disprove the commission of a crime or the identity of a suspect, pursuant to an official criminal investigation????????Evidence Custodian – A commissioned deputy that has the ultimate responsibility to log, classify, store, dispense, destroy, and release property/evidence to its rightful owner, for court presentation and/or for destruction or auction????????Found Property – Any property of no evidentiary value which comes into the custody of a deputy and whose rightful owner may or may not be known to the finder or the department. The deputy must make a reasonable effort to identify and contact the owner or custodian of the property. If the owner or custodian cannot be located, then the department will dispose of the property in a time and manner prescribed by law????????Under Observation – Any property of no apparent immediate evidentiary value, but is held, examined, and/or tested by the department for an amount of time necessary to determine if a crime has been committed and/or a victim has been established. After which the property will be returned, if no charges are filed, to it’s owner????????Property For Destruction – Any property, including firearms and ammunition, seized from or released by a citizen to the Sheriff’s Office for disposal?09-01.03????????????????GUIDELINESThe following procedures conform to LRS 15:41, 32:1700 et seq., and 40:2601 et seq., and shall form the basis for the confiscation, storage, transfer, release, disposal of evidence or contraband, property seized subject to forfeiture, and property accepted for safekeeping.????????All evidence and found property shall be properly packaged, sealed, and initialed prior to submittal????????All evidence and found property will be entered into the FileOnQ database and a barcode label will be placed on the package. Evidence/Property will also be logged in the evidence logbook before depositing it into one of the following appropriate temporary mailboxes located at either the Kleinpeter, Central, Scotland, or Burbank Substation, Crime Scene Office, General Investigations and Parish Prison Bonding????????Any item that will not fit in evidence envelop should be packaged in a paper bag or box. Seal the evidence using the “blue tamper proof tape” and initial the seal half on and half off. Place a 9-inch piece of security tape on the package and use the pre-printed number as the control number. A tyvec tag may also be used on items such as long guns or bicycles. If an item is too large to fit into the evidence mailbox, then it should be taken either to the Scotland or Kleinpeter Substation and placed in a locked and secured room????????Any items requiring refrigeration should be taken to the closest substations that has a refrigerator????????Property Releases shall be filled out completely and signed by the investigating deputy. The property release form will be stapled to the evidence being released. When the property is released, the property release form will be sealed in an envelope and initialed????????All firearms must be made safe and secure with zip ties prior to being submitted. Guns being sent to the Crime Lab shall be secured in the gun box. The box must be sealed with the blue tamper proof tape and initialed half on and half off. It the weapon is contaminated, a BIOHAZARD sticker shall be placed on the package????????Narcotics shall be packaged separately from all other narcotics and different types of narcotics shall not be placed in the same evidence envelope. Narcotics should be weighed in grams as total package weight. However, pills should be counted and entered as dosage units. If evidence is contaminated, a BIOHAZARD sticker shall be placed on the package?09-01.04?????????????????? POLICY????????All evidence or found property must have a file number and must be entered into the FileOnQ database before it will be accepted????????All currency regardless of property classification shall be stored in the money safe within the Evidence building. The money safe shall be locked at all times unless property is being removed for deposit, inventoried, or inspected????????All currency shall be counted by the submitting deputy and then verified by a second person. Both persons will sign the currency envelope and list the amount on the outside of the envelope. Currency will always be packaged by itself in the currency envelope. If the money is counterfeit, the envelope is to be labeled “COUNTERFEIT”????????The Division Commander shall be responsible for ensuring complete compliance with the provisions of this order. The Division Commander shall report any issues of concern pertaining to evidence, contraband, or property forfeiture to the Chief Deputy????????The Sheriff or his designee will ensure a joint inventory is conducted whenever the person responsible for the property and evidence control function is assigned and/or transferred from the position????????Felony evidence shall be kept for a period of six (6) years. Misdemeanor evidence shall be kept for a period of two (2) years. Evidence for capital crimes and the following shall be kept forever:????????Murder????????Rape ????????Aggravated Kidnapping????????Treason????????Armed Robbery????????Unknown Hit and Run fatalities????????Unsolved Missing PersonsAfter the appropriate time period has passed, evidence shall be disposed of, destroyed, or transferred for departmental use.????????In the event that evidence is deemed by the court to be destroyed, the investigation deputy shall obtain a court order prior to evidence destruction????????All non-contraband articles to be destroyed must be accompanied with a signed destruction order unless authorized by the Chief Deputy. A signed copy of the destruction order shall be placed in the appropriate file along with all destruction documents????????The evidence/property destruction shall be fully documented (i.e., videos, still photos, etc.). Destruction shall be witnessed by the Evidence Custodian Supervisor, Evidence Custodian, Internal Affairs, Narcotics, and S.W.A.T personnel????????Deputies shall not submit found/abandoned property that clearly has no value. If an owner cannot be identified while on the scene, then the item can be properly disposed of by the deputy or the person who found it????????Deputies must get approval from his/her commander before submitting evidence or found property to be destroyed????????Deputies must get a letter of approval from his/her commander before Evidence personnel will release evidence to a deputy or other another agency Specific guidelines and procedures for the handling, packaging, and submittal of evidence can be found in the departmental Evidence Manual.?Procedural Order?Number?09-02Effective Date?01/01/09SubjectCommunicationsRevision Date01/26/09ChapterAuxiliary and Technical ServicesReevaluationAnnually?09-02.01?????????????????PURPOSEThe purpose of this order is to establish a Communications Training and Evaluation Program within the Division.?09-02.02?????????????????PROCEDUREAll new telecommunicators will complete designated training applicable to their assignment. This training will be organized, administered and evaluated by the designated Communications Training Officer (CTO) and the CTO Coordinator. The training will follow specific formats for the Communication Division.The training shall include:????????Basic Training consisting of forty hours of classroom training????????Guided Practice Training consisting of a minimum ten weeks of supervised practical training????????Supplemental Training (as needed) of up to eight weeks consisting of training needed in areas as specified by the CTO?09-02.03????????????????COMMUNICATION TRAINING OFFICERS (CTO’s)Communication Training Officers CTO’s will be selected from the Communications Division and must meet the following requirements:????????Have a minimum of eighteen months of experience in telecommunications????????Be recommended by his/her immediate supervisor????????Interviewed by a board consisting of the Shift Supervisors, CTO Coordinator, and Division Commander????????CTO’s will be on probation until they have successful completed the Communications Training Office Course?Procedural Order?Number?09-03Effective Date?01/01/09SubjectHonor GuardRevision Date01/26/09ChapterAuxiliary and Technical ServicesReevaluationAnnually??09-03.01??????????????? PURPOSEThe purpose of this order is to establish guidelines and to set forth policy, responsibilities, and procedure with respect to the participation of the East Baton Rouge Sheriff’s Office Honor Guard at department funerals, first responder funerals, and other ceremonial occasions. ?09-03.02???????????????POLICYIt shall be the policy of the Honor Guard to:????????Plan/coordinate and conduct all department funerals????????Act as a clearinghouse for the department regarding ceremonial protocol matters????????Represent the department at the funeral of members of outside departments????????Coordinate the ceremonial functions at designated departmental functions????????Perform other functions as deemed appropriate by the Sheriff or his designee?09-03.03????????????????LINE-OF-DUTY FUNERALSIn the event of a Line-Of-Duty death, the following protocols will be observed:????????An official period of mourning of thirty-days (30) will be declared. All departmental flags will fly at half-staff and all members will wear a black mourning band on their badges????????The Substation sign of the deceased member(s) will be draped with black buntingThe deputy’s funeral will be with full departmental honors, to include:????????Flag draped casket????????Casket carried by Honor Guard members or family choice ????????Bugler ????????Bagpipers????????Last radio call ceremony????????Flyover ????????Latter arch with flag????????Flag presentation by Sheriff or his designee?09-03.04????????????????CEREMONIAL COORDINATORThe Ceremonial Coordinator or his/her designee shall be the Coordinator of the Ceremonial Unit. The Ceremonial Coordinator shall be in complete charge of all ceremonial arrangements where official departmental participation has been requested and authorized by the Sheriff or his designee. He/she shall:???????? See that the proper ceremonial detail is selected???????? Arrange for sufficient personnel for traffic control ????????Confer and coordinate with the Official-in-Charge of the Funeral CeremonyThe Honor Guard Coordinator, Team Leader or Assistant Team Leader shall be the Official in Charge of the Honor Guard. He/she is responsible for the proper function execution of commands to the various elements of the Honor Guard Formation and the Funeral Escort. He/she shall have general responsibility for the following:????????Shall issue all commands for the Honor Guard????????Shall confer with the Ceremonial Coordinator regarding the time of arrival and other pertinent information regarding the detail????????Arrange for sufficient personnel to assist with the proper forming of the funeral escort????????If directed, confer with the minister, funeral director, and the superintendent of the cemetery regarding necessary arrangements for the positioning of the funeral detail elements????????Visit the various sites involved and make arrangements for the positioning of the funeral detail elements????????Designate and assembly point and perform an inspection of detail personnel?09-03.05?????????????????PERSONNEL/RESPONSIBILITIESThe Honor Guard shall consist of the following:???????? Coordinator???????? Team Leader???????? Assistant Team Leader???????? Color Guard???????? Casket Team???????? Rifle SquadCasket TeamThis team will consist of six members who will be in complete control of the casket from the first time the body is moved to the end of the burial services. They shall be responsible for folding the flag that draped the casket and present it to the Sheriff, who in turn shall present it to the designated survivor.BuglerThere will be either one or two buglers who will play “Taps.”Vigil StandersThese are members who will be positioned at the head and foot of the casket from one half-hour before the viewing opens until after the viewing closes.Honorary PallbearersIf the family so desires, a contingent of six family members and/or friends will walk behind the Casket TeamSheriff’s Office FormationThis formation shall consist of:???????? Deputies (Active and Retired)???????? Department Staff (Active and Retired)???????? Department Personnel (Active and Retired)???????? Deceased Members Governmental Representatives???????? Members of Law Enforcement, Fire, and EMS Personnel???????? Visiting Honor Guard TeamsThe Official in Charge of the Honor Guard will have sole responsibility for determining where the different elements will be formed both at the funeral site and the burial site. ?09-03.06?????????????????FUNERAL ESCORTThe funeral escort shall assemble in the following manner:???????? Motorcycle ???????? Casket Team???????? Sheriff and the Deceased Employee’s Commanding Officer???????? Family Car(s)???????? Office Units/Staff Vehicles???????? Visiting Law Enforcement Vehicles???????? All Civilian VehiclesBuses will not be permitted in the funeral escort. Buses may proceed to the burial site along with the color guard.?09-03.07?????????????????UNIFORMThe Class A uniformed shall be worn to any type of departmental funeral. Those personnel who do not have a Class A uniform shall wear their long sleeve shirt with and uniform tie. Personnel wearing a standard uniform will be permitted to wear their department issued winter coat if necessary. No civilian attire shall be worn while in uniform. Only Honor Guard personnel shall wear white cotton gloves.?Procedural Order?Number?09-04Effective Date?01/01/09SubjectCrisis NegotiationRevision Date01/26/09ChapterAuxiliary and Technical ServicesReevaluationAnnually09-04.01?????????????????PUPOSEThe purpose of the East Baton Parish Sheriff’s Office Crisis Negotiations Team is to defuse potentially life-threatening situations with proven verbal crisis management techniques and tactics. The Crisis Negotiations Team responds to incidents involving suicidal, armed/barricaded and hostage holding individuals. Utilizing a teamwork approach, the Crisis Negotiation Team will respond to all incidents as a component of the SWAT team. The Crisis Negotiations Team will also respond to appropriate requests for service from all local and federal law enforcement agencies.?09-04.02????????????????CRISIS NEGOTIATION TEAM STRUCTURE The East Baton Rouge Sheriff’s Office shall train, maintain, and equip a Crisis Negotiation Team (CNT) component of SWAT. Administration of the CNT will fall under the authority of the CNT Supervisor.? The CNT Coordinator will assist in the management of the unit. This will include: ???????? Developing and coordinating a training program???????? Assisting in the selection of personnel???????? Supervising the unit during operational deployment The CNT Coordinator will appoint a team leader to each negotiations unit to assist in supervising the CNT. The CNT Coordinator will coordinate the training, operations, and administrative functions of the CNT. The Crisis Negotiations Team (CNT) is comprised of seven negotiators and will conduct training, which authorizes one four or eight-hour training day per month. ?09-04.03????????????????REQUESTS FOR SERVICEWhen responding to a request for service, Negotiators will notify the jurisdictions incident commander who will notify the next person within the Crisis Response Chain of Command. The Team Leaders will ensure the appropriate response as followed: ????????Light response-with a minimum of three negotiators, e.g. Primary, Secondary and Intelligence Officer????????Full Response-response with all equipmentThe Initial Responders should be guided by the following critical tasks: ????????Establish Communication and Control????????Identify the Danger Area????????Establish an Inner Perimeter????????Establish an Outer Perimeter????????Establish a Command Post????????Establish A Staging Area????????Request additional Resources?09-04.04????????????????CRISIS NEGOTIATION TASK ANALYSIS The CNT will respond and perform the following task as needed: ????????Establish and maintain a Negotiations Operation Center (NOC)????????Collect intelligence information????????Establish and maintain communication through active listening????????Maintain logs of the negotiations, i.e. situation boards, chronological reports, etc.????????Provide a continual flow of intelligence information and negotiations status as applicable????????Develop analyzes and considers negotiation strategies and tactics prior to and during incidents????????Preparation of position papers, progress reports and after action reports????????Vehicle / Residence Searches????????Debrief / interview victims, witnesses and initial responding law enforcement personnel????????Operation, deployment and recovery of communications equipment????????Coordinate the delivery of negotiable items????????Coordination of resources, i.e. Telephone Company, electrical company, EMS etc.????????Arrest and/or Search warrant execution. ?09-04.05????????? NEGOTIATION TEAM COMPOSITION The staffing level for a negotiation team varies greatly from one department to another based on perceived or demonstrated need. It is recommended that a minimum of three negotiators respond to any crisis incident. More complex or difficult incidents may require additional team members working in shifts and filling a variety of team functions. Crisis Negotiations Team Coordinator Coordinates with the tactical element, the Incident Commander, and the Director of Public Information during critical incidents as outlined in the Incident Command System and Standardized Emergency Management System (ICS/SEMS).????????Coordinates team member selection and retention, maintenance of CNT personnel files, oversees training, instills discipline, approves negotiations tactics, critiques and analyzes all operations????????Ensures after-action evaluation of operations????????Facilitates Critical Incident Stress Debriefings, as needed????????Ensures proper utilization of CNT????????Responsible for the successful completion of the negotiation function????????Responsible for the preparation and management of the team's budget????????Responsible for equipment selection and maintenance????????Responsible for establishing a Negotiations Operations Center during critical incidents????????Responsible for command level liaison within the agency R????????Responsible for periodic updates and review of policies and procedures, changes in the law, current professional trends, and POST recommendations????????Considers participation in ongoing research regarding hostage, barricade, or other critical incidents as a way of furthering the knowledge base of the discipline????????Ensures CNT is appropriately staffed with properly trained personnel????????Ensures CNT has access to appropriate equipment????????Oversees multi-agency training, field training exercises and operationsNegotiations Team LeaderAn experienced negotiator, regardless of rank, may assume the Team Leader position at an incident. Depending upon agency structure, assumes role of CNT Coordinator in his/her absence. Responsible for notification of team members upon request for team activation, team assignments, and functions that may include: ???????Primary Negotiator ???????Secondary Negotiator ???????Intelligence Officer(s) ???????Scribe ???????Documentation/recording (audio-visual, written) ???????Tactical Liaison ???????Logistics/technical support ???????Tactical dispatcher ???????Immediate supervision of individual team members???????Coordinates with the Tactical Liaisons prior to the delivery of items, surrender of subjects and release of victims???????Responsible for post-operational procedures???????Accounting for all personnel, equipment and assignments???????Coordination of incident debriefs???????Assess the need for Critical Incident Stress Debriefings???????Considers referrals for individual mental health needs???????Instructs and/or participates in team training and activities ???????Ensures periodic inspections of team equipment Primary Negotiator????????Briefed by first responders prior to contact with the subject(s)/suspect(s)????????Preliminary intelligence gathering and risk assessment????????Primary point of contact with the subject(s)/ suspect(s) and exclusively deals with the subject(s)/ suspect(s) until relieved????????Facilitates hostage release or surrender phase of the operation Secondary Negotiator (or Coach): ????????Updated by first responders and coordinates with the Primary Negotiator????????Monitors conversation between subject/ suspect(s) and the Primary Negotiator????????Assumes the role of the Scribe until relieved????????Provides support, feedback, and suggestions for the Primary Negotiator????????Filters information for presentation to the Primary Negotiator????????Coordinates with Negotiations Team LeaderIntelligence Officer????????Coordinates ongoing intelligence gathering ????????Filters/disseminates pertinent information????????Debriefs victims/witnesses ????????Responsible for briefing appropriate personnel and potential third party intermediaries????????Coordinates efforts with field Investigators to obtain pertinen1 information. Tactical Liaison ????????Monitors status of negotiations????????Provides ongoing critical updates between negotiations and tactical personnel????????Performs immediate relay of time sensitive and critical information????????Coordinates with the Negotiations Team Leader prior to the delivery of items, surrender of subjects and release of victimsLogistics????????Maintains equipment ????????Obtains and coordinates resources ????????Provides technical support Mental Health Consultant????????Provides consultation and guidance during active situations????????Provides ongoing assessment and suggestions throughout the process????????Provides suggestions regarding dialogue strategies and predictable behaviors????????Should be professionally licensed, trained and departmentally approved for this specific role???????? Should typically function in an advisory capacity, and not as negotiator?09-04.05?????????????????SELECTION OF TEAM MEMBERS? Consideration should be given to identifying officers with the following qualities:????????Volunteers????????High level of self-control ????????Ability to remain calm under stress ????????Excellent interpersonal communication skills ????????Calm and confident demeanor ????????Good listener and interviewer ????????Works well in a team ?09-04.06????????????????REQUIRED NEGOTIATOR TRAINING? It is recommended that officers selected to become negotiators receive training that includes: ??????? A minimum of 40 hours in a qualified Basic Negotiations course???????Training should include basic concepts and techniques, abnormal psychology, assessment, crisis/suicide intervention, active listening, skills, case studies, meaningful role-playing drills, and an incident management overview09-04.07????????????????MEDIAThe Public Information Director (PID) should establish a media briefing area where the press may be routinely briefed and their cooperation sought. Only the PID or designee should make press statements. ?????????????????????????????????????Procedural Order?Number?09-05Effective Date?01/01/09SubjectSafe Haven LawRevision Date01/26/09ChapterAuxiliary and Technical ServicesReevaluationAnnually?09-05.01????????? PURPOSEThe intent of this policy is to provide guidance pursuant to Chapter 13, Articles 1149-1160 of the Louisiana Children’s Code, Safe Haven Relinquishments. The Safe haven Law provides a mechanism whereby any parent may relinquish the care of an infant to a designated emergency care facility where a parent may anonymously leave his/her infant child, with the intent of placing the child for adoption, without fear of prosecution.?09-05.02????????? DEFININTIONSA designated emergency care facility includes any of the following:???????? Licensed Hospital in Louisiana???????? Public Health Unit???????? Emergency Medical Service Provider???????? Medical Clinic???????? Fire Station ???????? Police Station???????? Pregnancy Crisis Center???????? Child Advocacy Center?09-05.03????????? CRITERIAInfant – A child 30 days old or less, which has not been the victim of abuse or neglect, and the infant must be relinquished to an employee of a designated emergency care facility.?09-05.04????????? ADMINISTRATIVE RESPONSIBILITIESThe Division Commander shall ensure that all Section Commanders under their authority are knowledgeable of the Safe Haven requirements. In addition:????????A Statement of Family History shall be available so pertinent information may be obtained from a willing parent.? The form is available at dss.state.la.us????????A Safe Haven card shall be provided to the relinquishing parent. Which she/he can call to find out more about her/his rights and also to anonymously give information about the infant’s medical/genetic history.? The card is available at dss.state.la.us????????Medical/genetic forms are to be available for the parent if she/he wants to provide medical/genetic information about the child. The form is available at dss.state.la.us????????Section Commanders shall select a hospital in their area to receive a relinquished child and make prior arrangements with that facility for such. Deputies under their command should contact their supervisor for directions on which hospital to utilize????????Development of procedures for immediate transfer of an infant to the hospital are to be implemented????????Assurance that confidentiality of both parent and child will be maintained by all employees of the designated emergency care facility????????The supervisor of the employee receiving custody of an infant shall contact the local Department of Social Service office so that custodial rights of the infant may be established. Twenty-four hour telephone numbers are listed on the Dept. of Social Service web-site?09-05.05????????? EMPLOYEE RESPONSIBILITIESThe person leaving an infant in compliance with this law is not required to give her/his name. The parent has the option of providing medical or genetic history information to assist in the child’s care and parenting. However, an employee accepting responsibility for accepting a relinquished infant shall:???????? Determine as nearly as possible the age of the child and whether the child had been subject to abuse. If the child is over thirty-one (31) days or older, the parent shall be advised that the child does not meet the criteria????????Should the any section within the East Baton Rouge Parish Sheriff’s Office receive a telephone call from a parent who is unable to travel to a designated emergency care facility, a deputy shall immediately be dispatched to meet the parent and transport the child to the hospitalIf a child being relinquished is thirty-one (31) days or older, the parent shall be provided with the telephone number to the parish’s Office of Community Service (225) 925-4571 for other options regarding child relinquishment. Parents may also call Prevent Child Abuse in Louisiana at 1-800-244-5373 for additional information regarding child relinquishment.Procedural Order?Number?09-06Effective Date?01/01/09SubjectConcealed HandgunsRevision Date01/26/09ChapterAuxiliary and Technical ServicesReevaluationAnnually??09-06.01????????????????PURPOSETo give deputies resource materials to assist during enforcement encounters with persons who have been issued statewide concealed carry permits.?09-06.02?????????????????? CONCEALED HANDGUN PERMIT SUSPENSION AFFIDAVIT???????? According to LSR 40:1379.3(I)(3), when a peace officer determines that grounds exist for the suspension or revocation of a concealed handgun permit, he/she shall prepare an affidavit on a form prepared by the Department of Public Safety and Corrections (DPS&C). A copy of the peace officer’s report shall be attached to the affidavit and submitted to the Concealed Handgun Permit Unit???????? The DPS&C has developed the “Concealed Handgun Permit Suspension/Revocation Affidavit” to satisfy the requirements of this statute. Each State Police Troop has the forms on file along with a instruction sheet to assist deputies with preparing the form?09-06.03?????????????????? PERMITTE’S DUTY AND RESPONSIBILITYIn accordance with the provisions of LRS 40:1379.3(I)(2), a permitte shall, when approached by a peace officer acting in his/her official capacity:???????? Notify a peace officer that he/she is in possession of a concealed handgun???????? Submit to a pat down search???????? Allow the peace officer, at the peace officer’s discretion, to temporarily disarm him/her???????? Upon demand of a peace officer immediately produce his/her permit?09-06.04?????????????????? PROHIBITIONSAccording to LRS 40:1379.3(N), it is unlawful for a person who has been issued a concealed handgun permit pursuant to the provisions of this law to enter any facility, building, location, zone, or area in which firearms are forbidden under state or federal law, or any of the following places listed below:???????? Any law enforcement office, station, or building???????? A detention facility, prison, or jail???????? A courthouse or courtroom???????? A polling place???????? A place of meeting of any government body or political subdivision???????? The state capitol building???????? Any portion of an airport facility where the carrying of a concealed handgun is in violation of law ???????? Any church, synagogue, mosque, or similar place of worship???????? A parade or demonstration which has received a permit of assemblage by a government entity???????? Any lounge, bar, tavern, or pub which has been licensed for the sale of alcoholic beverages. This does not include restaurants which serve alcoholic beverages???????? Any public, private, or parochial school which has been designated a “firearm free zone” as defined in LRS 14:95.6 and 40:1379.3(M)(N)???????? Any property where the owner has prohibited the carrying of a concealed handgun?09-06.05????????????????CARRYING WHILE UNDER THE INFLUENCE PROHIBITEDA concealed handgun permitte may not conceal on their person a handgun while under the influence of alcohol or a controlled dangerous substance as defined in LRS 40:961 and LRS 40:964. A permitte is in violation of this statute when:????????His/Her blood alcohol reading is .05g% or higher????????His/Her blood or urine confirms the presence of a controlled dangerous substance????????He/She refuses to submit to a certified chemical test at the request of a law enforcement officer?09-06.06?????????????????? ENFORCMENT PROCEDURE????????If a violation as outlined in this order exists, a permitte must be in possession of a concealed handgun at the time of the violation. The deputy must have reasonable suspicion to believe a permitte was under the influence of alcohol or a controlled dangerous substance????????Permittees do not have rights relating to a chemical test as in DWI cases. Therefore, they should only be advised of their rights against self-incrimination, i.e., Miranda Warning. Should a permitte either refuse the chemical test or the results indicate a blood alcohol concentration of .05g% or higher, or the presence of a controlled dangerous substance, a permittee’s privileges to carry a concealed handgun are immediately revoked and the permitte should be charged with violating the provisions of LRS 40:1379.3(L)????????A copy of the arrest report, “Concealed Handgun Permit Suspension/Revocation Affidavit” and permit should be forwarded to the DPS&C Concealed Handgun Permit Unit. The permittee’s handgun should be seized and placed into evidence in accordance with Office policy????????Except when extenuating circumstances are present, a summons should be issued in lieu of a physical arrest??09-06.07?????????????????NEGLIGENT CARRYING OF A CONCEALED HANDGUNAccording to LRS 40:1382, negligent carrying of a concealed handgun states in pertinent part, “the intentional or criminally negligent carrying by and individual, whether permitted to carry a concealed handgun or not, when either of the following conditions exist:”????????Where it is foreseeable the handgun may discharge, or where others are fearful the handgun may discharge????????Where the handgun is being carried, brandished, or displayed under circumstances that create a reasonable apprehension on the part of the public or police, or that a crime has or is about to be committed?09-06.08?????????????????RECIPROCITY????????Louisiana will honor a current and valid concealed handgun permit issued by another state if a current and valid concealed handgun permit issued by Louisiana is valid in those states. Currently those state that have reciprocity with Louisiana are:????????Alabama?????????????????????? Montana????????Alaska????????????????????????? New Hampshire ????????Arizona??????????????????????? North Caroling????????Colorado????????????????????? Oklahoma????????Florida???????????????????????? South Carolina? ????????Georgia??????????????????????? Tennessee????????Idaho?????????????????????????? Texas????????Indiana???????????????????????? Utah????????Kentucky???????????????????? Virginia????????Michigan????????????????????? Washington????????Mississippi??????????????????? Wyoming????????Missouri?09-06.09?????????????????MISCELLANEOUSTo aid in identifying persons who have been issued a concealed handgun permit, a “flag” will be placed on the driving record of all permittees. A “flag” is activated only when the person’s driving record is checked by his/her driver’s license number, not by name. Should a deputy charge a concealed handgun permitte with a criminal offense, they should also complete the Concealed Handgun Permit Suspension/Revocation Affidavit for submission along with a copy of the arrest report and forward them to the DPS&C Concealed Handgun Permit Unit.?Procedural OrderNumber?09-08Effective Date?01/01/09SubjectChaplain ProgramRevision Date9/1/2011ChapterAuxiliary and Technical ServicesReevaluationAnnually??09-08.01PURPOSEThe purpose of the Chaplain Program is to make counseling and pastoral services available to employees and their families, whenever such services are requested. Additionally, the Prison Chaplain provides pastoral care for the inmates. The purpose of this policy is to define the responsibilities and duties of the Chaplains.09-08.02????????????????RESPONSIBILITIES AND DUTIES Chaplain QualificationsMust be an ordained or licensed minister in good standing in a recognized religious denomination or group.Must be skilled in ministry and pastoral care.Must successfully complete orientation and safety instructions conducted by the Division/Section Commander before accompanying a deputy on patrol or rounds.Office-wide ChaplainsReport to the Chief Deputy.Make their services available to employees when they are burdened with personal problems adversely affecting the performance of their job duties.Visit sick or injured officers and departmental personnel in the hospital when requested.Serve as part of the Crisis Response Team; hold briefings after incidents; working with officers to assist in any kind of crisis situation where the presence of a chaplain might be helpful.Offer prayers at special occasions such as ceremonies.May accompany officers to assist with notification of any suicide, death or serious injury.May accompany a deputy on patrol or rounds after receiving authorization from the ranking on-duty supervisor and concurrence of the deputy with whom the chaplain is seeking to accompany. When accompanying deputies, the Chaplain shall follow the directives of the deputy. The Chaplain shall not speak with violators, victims or prisoners, or otherwise intercede except during life threatening situations.Chaplains shall not attempt to convert or to bring into their religious affiliations employees or the general public while they are on-duty, unless a person requests information about the particular faith of the Chaplain.??Prison ChaplainReports to the Assistant Warden.Directs all religious service programs as well as supervises the Volunteer Chaplains at the Parish Prison. Provides a means of support and spiritual guidance for the inmate population.Plans, organizes and conducts pastoral care orientation sessions to includeTraining Volunteer ChaplainsPrepare volunteer identification cardsProvide religious services to inmates in lockdownProvide reading material upon request to all inmates.Prepare and submit a religious diet list for inmatesNotifies inmates of deaths in their families and schedule funeral trips when appropriate.Notifies family members when a inmate has become terminally ill and arranges family visits with approval from the Prison Administration.Volunteer ChaplainsVolunteer Chaplains are utilized at the Parish Prison to assist the Prison Chaplain in providing spiritual guidance to the inmate population.Volunteer Chaplains may be issued an agency card for identification purposes only. They shall not be commissioned as a special deputy, nor are they granted arrest powers by this card.Chaplains shall be prohibited from using their EBRSO issued identification card and agency affiliation to avoid the consequences of illegal acts or to influence others improperly. They shall not use such identification and affiliation to seek special benefits or treatment because of their volunteer status.A participating individual shall represent themselves only as an unpaid volunteer in the ministerial service to the parish and shall be prohibited from presenting themselves as an employee, commissioned deputy, or official representing the EBRSO.Volunteer Chaplains shall not wear any uniform, badge, insignia, or other representation of the East Baton Rouge Parish Sheriff’s Office unless the Sheriff has approved such plaints against volunteer chaplains shall be documented and forwarded to the Warden.??Procedural Order?Number?10-01Effective Date?01/01/09SubjectFAA Personnel Admittance to Disaster Area or Area Under EvacuationRevision Date01/26/09ChapterOperational MemorandumsReevaluationAnnually?10-01.01????????? PURPOSETo establish a procedure for the admittance of Federal Aviation Administration (FAA) personnel to disaster areas normally restricted to law enforcement and other emergency responders.?10-01.02????????? SCOPEWhen rapid development of essential personnel and equipment is necessary for the effective management of crisis events or situations, select FAA employees are required to enter those areas where admittance is usually restricted to ensure the maintenance and integrity of the National Airspace System.?10-01.03????????? GENERAL????????Movement of key FAA personnel, equipment, and logistics may become necessary at the scene of a disaster. If the personal safety of FAA employees is not jeopardized, they should be allowed admittance to the affected area upon presentation of Department of Transportation Form DOTF 1681 or equivalent identification????????This order shall neither preclude nor exempt FAA personnel from established East Baton Rouge Parish Sheriff’s Office procedures for the effective management of crisis events or situations, nor shall it prevent the evacuation of FAA personnel from affected areas should the need arise?Procedural Order?Number?10-02Effective Date?01/01/09SubjectPrevention of Blood Borne PathogensRevision Date01/26/09ChapterOperational MemorandumsReevaluationAnnually??10-02.01????????????????PURPOSETo provide deputies with guidelines to minimize the risk of contracting the Acquired Immunity Deficiency Syndrome (AIDS) and Hepatitis B (HBV) viruses or other Bloodborne pathogens. ?10-02.02????????????????POLICYIt is the responsibility of the Office to take all reasonable measures to allow its employees to perform their duties in a safe and effective manner. The safe performance of daily operations is threatened by the AIDS and HBV viruses or other Bloodborne pathogens that can be contracted through exposure to infected blood or several types of bodily secretions. The Office will attempt to provide employees with information and education on prevention of these diseases, provide up-to-date safety equipment, and procedures that will minimize their risk of exposure and to institute post exposure reporting, evaluation, and treatment for all deputies exposed to these diseases.?10-02.03????????????????WORKPLACE CONTROLS AND PERSONAL PROTECTIVE EQUIPMENT???????? In order to minimize exposure, deputies should assume that all persons are potential carriers of HIV and HBV???????? When protective equipment is available, no deputy shall refuse to arrest or otherwise physically handle any person who may carry the HIV or HBV virus????????Deputies shall use protective gear when appropriate and possible unless the deputy can demonstrate that in a specific instance, its use would have prevented the effective delivery of health care or public safety services or would have imposed an increased hazard to his/her safety or the safety of another deputy. All such instances shall be reported by the deputy to their immediate supervisor and shall be investigated and appropriately documented????????Disposable latex gloves should be worn when handling any persons, clothing, or equipment with bodily fluids on them????????Eye protection devices should be worn whenever splashes, spray, spatter, or droplets of potentially infectious materials may be generated???????? Authorized mouthpieces or resuscitation devices should be used when the deputy performs CPR ????????Protective gloves should be worn when searching persons or dealing in environments where sharp objects and bodily fluids may reasonably encountered????????Needles shall be placed in puncture resistant, leak proof containers, which are marked as biohazardous when being collected for evidence, disposal, or transportation????????Deputies shall not smoke, eat, or drink in close proximity to bodily fluid spills????????Any evidence contaminated with bodily fluids shall be completely dried, double bagged, and marked to identify potential or known communicable contamination????????Bins, pails, and similar receptacles used to hold potential contaminates shall be labeled as biohazardous and decontaminated as soon as feasible following contamination?10-02.04?????????????????? RECORD KEEPING????????The Director of Human Resources shall maintain a accurate record for each employee with occupational exposure to Bloodborne pathogens which includes information on vaccination status, the results of all examinations, tests, follow-up procedures, the health care’s professional’s written opinion, and any other relevant information provided by the health care professional????????These records will be retained in a secure location in Human Resources for the duration of the deputy’s employment plus an additional three (3) years. These health records may not be disclosed or reported without the express written consent of the deputy or without proper judicial order????????When a deputy reasonably believes he/she has been exposed to contaminated material, he/she shall immediately notify his/her supervisor. The incident shall be thoroughly investigated and documented and forwarded to the Director of Human Resources?10-02.05?????????????????? DISINFECTION????????Any unprotected skin surfaces contacted by bodily fluids shall be thoroughly washed as soon as possible with hot running water and soap for at least fifteen (15) seconds before rinsing and drying????????Alcohol or antiseptic towelettes with 70% isopropyl alcohol may be used where soap and water are unavailable????????Disposable gloves should be rinsed before removal and hands and forearms should then be washed????????Skin surfaces should be washed and mucous membranes flushed as soon as feasible following the removal of personal protective equipment????????Hand lotion should be applied after disinfection to seal cracks and cuts on the skin????????All open cuts and abrasions should be covered with waterproof bandages before reporting for duty????????Disinfection procedures shall be initiated when individuals with bodily fluids on his/her person are transported in an Office vehicle?10-02.06?????????????????? TRAINING????????The Director of Training or his designee shall ensure that all deputies with potential occupational exposure are provided a complete course of instruction on prevention of Bloodborne diseases prior to their initial assignment or as soon afterwards as practical????????All affected employees shall receive annual refresher training or additional training when job tasks or procedures are modified in a manner which may alter their risk exposure????????The Director of Training shall ensure that complete records are maintained on deputy training including the dates and content of the training sessions, names and qualifications of persons conducting the training, and names of all persons attending the training.? ................
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