TAYLOR COUNTY SHERIFF’S OFFICESTANDARD OPERATING PROCEDURES

OUR MISSION

“We Are Committed To Serve and To ProtectEach Individual in Taylor County,

While taking pride in who we are, and being professional in what we do.”

“PRIDE IN WHO WE ARE, PROFESSIONAL IN WHAT WE DO”

www.taylorcosheriff.com

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INTRODUCTION The Taylor County Sheriff’s Office exists to maintain public order and to protect individual rights equally throughout the community.

Deputies and employees of the Office should be guided by the spirit of the United States Constitution and the principles of our Democratic Society within which we live and work. This office has established the following written directives to guide our efforts as we seek to guarantee the freedoms and responsibilities of our society within carefully prescribed ethical and constitutional restrictions.

This office is accountable to the community for our conduct and actions; thus we are individually responsible to this office to perform our assigned tasks to the best of our ability. It is the responsibility of all employees to ensure that the letter and spirit of the policies and procedures manual is carried out.

This policy should be the guiding philosophy from which each individual can understand their place within the organization and can direct their activities and attitudes to achieve the mission.

Other written directives tell “how” a policy should be accomplished under normal circumstances and ensure that the personnel and material resources of the Office are systematically directed and coordinated for a unified effort.

While direction is necessary it is also recognized that personnel must have discretion to adapt to unusual and unpredictable situations and circumstances. The intent of the policies and procedures manual is to provide guidance for personnel in the performance of their duties.

DEFINITIONS

Mission Statement: Provides a general explanation for the Office’s existence.

Policy: A series of statements of guiding principles which should be followed in activities which are directed toward the attainment of Office goals. Policy is not a statement of what must be done in a particular situation. Policy is based upon ethics and experience, the desires of the community and the mandate of the law.

Policy is articulated to inform the public and Office employees of the principles which will be adhered to in the performance of our duties. Additionally policy establishes operational standards to assist Office employees in the necessary exercise of discretion in discharging their responsibility.

Personnel are confronted with a variety of situations which require action. Since policy is objective rather than situation oriented, it is broad enough to encompass most situations. Policy therefore must be stated in general terms.

Goal: A goal is what is proposed to be accomplished or attained through prolonged effort. Goals may be part of a carefully calculated plan or may stand alone.

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Objective: An objective is a desired end for which effort is expended, and which, if attained, fulfills the purposes of the goals. Within each objective, there may be a number of ancillary objectives, each of which if attained, contributes to the accomplishments of the mission.

Written Directives: Written directives are communications that provide direction or information for employees. Directives may come in several forms: memoranda, policies, rules and regulations, standard operational procedures, special orders or personnel directives.

Memorandum: A memorandum is a written method of communication used to transmit information up or down the chain of command. A memorandum may be addressed to all personnel, a small group or to an individual.

Rules and Regulations: Rules and regulations are the most restrictive of the Office’s written directives and are written to closely regulate personnel behavior and performance. They give special emphasis to certain things the administration would have personnel do or not do, be done or must not be done, and thereby permit no discretion on the part of the person governed by them.

Standard Operational Procedure: S.O.P. is a written directive specifying the method of performing an operation; or, a manner of proceeding on a course of action under normal circumstances. It differs from policy in that it directs action in a particular situation to perform a specific task within the guidelines of the policy. A high standard of judgment of Office personnel is essential when unanticipated situations occur where prescribed procedures will not effectively and efficiently accomplish the desired result. Personnel are advised of their discretion to use alternative means to accomplish the specified policy result when required. Personnel should have a reasonable explanation for resorting to procedures other than those specified and such actions should be in harmony with the policies of the Office and should not conflict with the accomplishment of other procedures.

Special Order: A written directive used to establish or change procedures for a specific event or set of circumstances. This written directive is temporary or self-canceling.

Personnel Directive: A written directive used to inform personnel of changes in status or movements of employees. Personnel directive will usually be directed to individuals or divisions.

OFFICE PHILOSOPHY

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A society free from crime and disorder remains an unachieved ideal; nevertheless, consistent with the values of a free society, it is the responsibility and obligation of the Taylor County Sheriff’s Office to approach this ideal as closely as possible. In so doing, the Office’s role is to enforce the law in a fair and impartial manner, recognizing both the statutory and judicial limitations of police authority and the constitutional rights of all persons. It is not the role of the Office to legislate, to render legal judgments, nor to punish.

Deputies are frequently required to make decisions affecting human life and liberty in difficult situations where there is no opportunity to seek advice and little time for reflection. Law enforcement in a free and complex society requires a deputy to have the stamina, moral courage, intelligence, and emotional stability necessary to fairly and impartially deal with all citizens in the many complicated and potentially explosive situations encountered. To obtain the caliber of personnel necessary to provide the public with professional law enforcement, it is essential that the Office participate in the recruitment and selection of potential deputies. Thereafter the Office must provide training for all deputies and promote the most qualified.

COMMUNITY RELATIONS

General Provisions

Community relations are based upon the principle that in a democratic society the police are an integral part of the public they serve. Community relations are manifested by positive interaction between the people and law enforcement. It also represents their unity and common purpose.

A system of law and its enforcement is not superimposed upon an unwilling public in a free society; the law is created by the people themselves to control the behavior of those who would seek to interfere with the community welfare and existence.

Role of the Individual Deputy

While the primary responsibility for the enforcement of the law lies with the people, the complexities of modern society and the inability of the people to personally cope with crime has required that they create a law enforcement service to assist in maintaining social order. The deputies represent only a portion of the total resources expended by the public to this end; however, this effort frequently being restrictive of individual freedom brings deputies into contact with members of the public under circumstances which have a far reaching impact upon the lives of involved individuals. A citizen’s encounters with deputies can be a very frightening and emotionally painful experience, and the risk of misunderstanding exists. The minimization of this risk is a challenge in each public contact with the department.

Equality of Enforcement

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This office must have flexibility in development and methods of enforcement; however, enforcement policies should be applied uniformly to ensure non-discriminatory enforcement.

Responsiveness to the Community

The Office must be responsive to the needs of the community. While the Office’s task is governed by the law, the policies formulated to guide enforcement of the law must include consideration for the public safety and security. This responsiveness must be demonstrated at all levels of the Office by a willingness to listen and by a genuine concern for the needs of the citizens of Taylor County.

Openness of Operation The Sheriff’s Office Standard Operating Procedures are open to the citizens in matters of public interest.

This office adheres to the laws governing the Open Records Act which allows for certain information to be released. This policy is designed to protect specific personal information of individuals and maintain confidentiality of sensitive information relating to those individuals.

Interpersonal Communications

To promote understanding and cooperation there must be interpersonal communication between members of the community and all employees at all levels of this Office. Each employee must be aware of the law enforcement needs of the community and their assigned area of responsibility. Guided by policy, an employee must tailor their performance to attain the goals and objectives of this Office and to solve specific needs in the areas that they serve.

Human Relations

This Office will provide initial and continual training in community relations to guide each employee in a manner to instill an understanding as they represent this law enforcement agency. COMMUNITY AFFAIRS

Media Relations

The scope and content of each release of information should be determined according to the facts of each situation. Generally a description of the circumstances which is not legally privileged and which will not prejudice the rights of suspects or interfere with an investigation will be made. Such determination is made by the Commander and Lead Investigator of the involved division(s) at the scene.

Media Boundaries

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Lines may be established to prevent persons from entering the area of a serious police incident or crime scene. While media may be permitted in the area of a crime scene or serious police incident, they do not have the authority to be within an area which has been secured to prevent loss of lives, preserve evidence, or at any other location where their presence jeopardizes police operations.

Media Not Exempt from Laws

The opportunity to obtain information and photographs at newsworthy incidents is frequently only momentary. A deputy sharing these circumstances with media should not unnecessarily obstruct them in the performance of their task; however, members of the media are neither implicitly nor expressly exempt from any law.

Withholding Information

Media may photograph or report anything they observe when legally present at an emergency or crime scene. Where publication of such coverage would interfere with an official investigation or place a victim, suspect, or others in jeopardy, the withholding of publication depends on cooperation from the media, not on censorship by this Office. Under such circumstances deputies should advise the media of the possible consequences of the publication; however, deputies may not interfere with media’s activities as long as that performance remains within the confines of the law. AT WILL EMPLOYER

Taylor County is an at will employer. This means that any employee of this office may be terminated at any time for any reason.

It shall be the general policy of the Sheriff’s Office to terminate employees for just cause. Section I

1.00 FUNCTIONAL OBJECTIVES

A. Crime Prevention

Since crime is a social phenomenon, crime prevention is a concern of every person living in society. This Office is responsible for interacting with the community to generate mutual understanding so that there may be public support for crime prevention. Knowledge of the community is necessary so that each Office employee may be instilled with a sense of concern for the crime problems and law enforcement needs in their assigned area of responsibility.

B. Deterrence of Crime

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While patrol units provide a visible deterrent, crimes committed against property and innocent victims in public places are reduced by patrol. The deterrence of crime requires strategic patrol of the areas of the community and the investigation of behavior which reasonably appears to be criminally directed.

C. Apprehension

Once a crime has been committed, it is the duty of this Office to initiate the criminal justice process by identifying and arresting the perpetrator, to obtain necessary evidence and cooperate in the prosecution.D. Recovery and Return of Property

To minimize the losses due to crime, this Office must make every reasonable effort to recover lost or stolen property, to identify its owners and to ensure its prompt return.E. Public Service

Each employee of the Sheriff’s Office will act promptly upon each call for public service in the appropriate manner as indicated by the situation. We will deploy any and all resources available as dictated by the situation.

F. Resources

The quality and extent of service provided is necessarily limited by the available resources which are, to a large extent, dependent upon the revenue sources of the County. To insure that the highest level of service is obtained from the resources at its disposal, the Office must make use of the most efficient management and budgeting techniques available.

2.00 PERSONAL CONDUCT

As a deputy or civilian employee of the Sheriff’s Office it is understood that if there is/are violation(s) of the policy or procedures of this Office or this County the violation(s) will lead to disciplinary action and/or termination.

A. Standard of Conduct

The law enforcement code of ethics is adopted as a general standard of conduct for deputies of the Sheriff’s Office.

LAW ENFORCEMENT CODE OF ETHICS

As a law enforcement deputy, 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 men 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

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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 ever secret unless revelation is necessary in the performance of my duty.

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

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

B. Loyalty

In the performance of their duty to serve society, a deputy is often called upon to make difficult decisions. They must exercise discretion in situations where their rights and liabilities and those of the Office hinge upon their conduct and judgment. A deputy’s decisions are not easily made and occasionally they involve a choice which may cause them hardship or discomfort. A deputy must be faithful to their oath of office, the principles the profession of law enforcement service and the objectives of this Office, and in the discharge of their duty they must not allow personal motives to govern their decisions and conduct.

C. Conduct Unbecoming of a Deputy

A deputy is a conspicuous representative of government, and to the majority of the people he is a symbol of stability and authority upon whom they can rely. A deputy’s conduct is closely scrutinized, and when their actions are found to be excessive, unwarranted, or unjustified, they are criticized far more severely than comparable conduct of persons in other walks of life. Since the conduct of a deputy on or off duty may reflect directly upon this office, a deputy must at all times conduct themselves in a manner which does not bring discredit to themselves, or the Sheriff’s Office.

D. Respect for Constitutional Rights

No person has a constitutional right to violate the law; neither may any person be deprived of their rights merely because he is suspected of having committed a crime. A deputy who lawfully acts within the scope of their authority does not deprive a person of civil liberties. A deputy may within the scope of their authority make reasonable inquiries, conduct investigations, and arrest on probable cause. However, when a deputy exceeds their authority by unreasonable conduct, they violate the sanctity of the law which they are sworn to uphold.

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F. Individual Dignity

Just as all persons are subject to the law, all persons have a right to dignified treatment under the law. A deputy must treat a person with as much respect as that person will allow, and he must be constantly mindful that the people with whom he is dealing are individuals with human emotions and needs.

G. Courtesy

Effective law enforcement depends on a high degree of cooperation between this Office and the public it serves. The practice of courtesy in all public contacts encourages understanding and appreciation; discourtesy breeds contempt and resistance. The majorities of citizens are law abiding and rightfully deserve fair and courteous treatment by all employees.

While the urgency of a situation may preclude the ordinary social amenities, discourtesy under any circumstances is indefensible. The practice of courtesy by all employees is not a manifestation of weakness; it is, on the contrary, entirely consistent with the firmness and impartiality of a professional employee.

H. Contacts with the Public

In each contact with the public, an employee must be aware that their actions, appearance, and statements are those of this Office. For that reason and because of inherent potential for conflict in many contacts, an employee must develop a fair, impartial and reasonable attitude and perform their job in a professional manner. Their statements must be the result of considered judgment and be absent of personal opinion, bias, or editorial comment.

I. Compliance with Lawful Orders

The Sheriff’s Office is an organization with clearly defined hierarchy of authority. This is necessary because unquestioned obedience of a superior’s lawful command is essential for the safe and prompt performance of law enforcement operations. The most desirable means of obtaining compliance are recognition and regard of proper performance and the positive encouragement of a willingness to serve. However, discipline may be necessary where there is a willful disregard of lawful orders, commands or directives.

J. Use of Intoxicants - Alcohol, Legally Prescribed and Over the Counter Medications

There is an immediate lowering of esteem and suspicion of ineffectiveness when evidence of intoxicants is used while on duty. Additionally, the stresses of law enforcement require an employee to be mentally alert and physically responsive.

The consumption of intoxicants is prohibited while an employee is on duty.All employees must be aware of their consumption of intoxicants at all times that it does not impair the performance of their duties.

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An exception may be necessary in the performance of an official assignment.

K. Attention to Duty

Most law enforcement work is performed without close supervision. The responsibility for the proper performance of an employee’s duty lies primarily with the employee themselves. An employee carries with them the responsibility for the safety of the community and their fellow employees. They discharge that responsibility by the faithful and diligent performance of their assigned duty. Anything less violates the trust placed by citizens and fellow employees; nothing less qualifies as professional conduct.

L. Financial Obligations

Public employees have stable incomes upon which they may forecast future earnings. For this reason and because of public confidence in their responsibility, it is relatively easy to contract financial obligations, which if not controlled may become an impossible burden. Such financial distress may impair the individual’s effectiveness and tends to bring discredit upon this Office. Employees should avoid incurring financial obligations which are beyond their ability to reasonably satisfy from their anticipated earnings.

LIABILITY PROTECTION

Deputies have liability protection for the on- and off-duty performance of official duties. This protection does not extend to willful acts to cause injury or damage, or to those actions that the deputy knew, or reasonably should have known, were in conflict with the law, or the established policies of this Office.

WITHIN THE LEGAL JURISDICTION OF THIS OFFICE AND/OR THE STATE OF TEXAS

When off-duty and within the legal jurisdiction of this Office or within the State of Texas, a deputy may take enforcement action in certain circumstances.

A deputy may intervene in a situation and/or make an arrest only when:

There is an immediate need for the prevention of a crime involving the possibility of death or substantial bodily harm or apprehension of a suspect involved in such a crime: and The deputy identifies themselves as a peace officer, at least verbally, to all persons involved

and does so, if possible, before taking any action; and

The off-duty deputy follows all applicable Office policies and procedures in preventing the crime, apprehending the suspect, and/or making the arrest; and

The off-duty deputy is not debilitated by influence of intoxicants or controlled substances.

The off-duty deputy shall not exercise the authority of a peace officer representing this Office in any situation in which the deputy is involved or has a personal interest.

This restriction does not apply where the deputy has been the victim of a crime that involves bodily harm or would be charged as a misdemeanor or felony, or where immediate action is required to apprehend the suspect and the deputy complies with the above.

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The off-duty deputy will not enforce traffic regulations or attempt to make traffic stops in a private vehicle.

Off-duty deputies should report any suspected or observed criminal activities to on-duty deputies. After making the report, the off-duty deputy may continue to observe the situation until on-duty deputies arrive. The off-duty deputy shall have no other involvement in the situation unless specifically ordered by an on-duty superior deputy and the involvement poses a minimal risk to the deputy and the public.

Situations may dictate at times that off-duty deputies best serve as strong witnesses rather than being officially engaged.

Q. Religion

A person’s religious belief is a personal matter. Employees of this office shall at all times respect those beliefs. Employees of this office shall not seek out persons religious beliefs nor shall a deputy of this office seek to impose their religious beliefs upon any other person.

The Adult Detention Facility provides religious services for incarcerated persons to attend voluntarily. It is not the duty of any employee of this office to provide this service. Employees shall refrain from any act of a religious nature which may impose their religious beliefs on another while in custodial restraint. To do so the Sheriff’s Office, Taylor County, and the employee may incur a position of liability which shall be construed as inappropriate behavior. (Ref: 42 U.S.C. 1983, as it relates to violating a prisoners rights under the color of law.)

CIVILIAN EMPLOYEE CODE OF ETHICS

As a Sheriff’s Office employee, my fundamental duty is to serve the citizens of Taylor County; I will keep my private life unsullied as an example to all.

I will 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 regulations of the Sheriff’s Office. Whatever I see or hear of a confidential nature or that is confided to me in my official capacity will be kept ever secret unless revelation is necessary in the performance of my duty.

I will never act officiously or permit personal feelings, prejudices, animosities or friendships to influence my decisions or actions.

I recognize that my employment by the Sheriff is a symbol of faith and confidence to be held so long as I am true to the ethics of the Sheriff’s office. As an employee of the office I will be committed to these objectives and ideals throughout my employment, dedicating myself before God to my chosen profession in Law Enforcement.4.00 LABOR RELATIONS

A. Office Role

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Negotiations and collective bargaining are legally recognized methods of peacefully settling labor disputes. This office will protect the rights of the public and the disputants.

B. Impartiality in Labor Disputes

Strikes and picketing are not in themselves violations of the law. It is the illegal acts which sometimes arise from such activities which are the concern of this office. The effectiveness of this office in labor disputes is maintained by its remaining, at all times, impartial regarding the parties and issues involved and by taking appropriate action whenever criminal violations are observed or reported.

15.00 ADMINISTRATION

A. General Provisions

Office administration involves the efficient and economic management of an organization which performs its functions through the acts of its employees. Office functions involve the interaction of people, not only within its ranks, but in all personal contacts between its employees and members of the public. Office administration is, therefore, occupied to a large extent with improving the ability of its employees to properly perform law enforcement tasks and with strengthening the relationship which exists between all employees and the public they serve. Thus, recognition of the human factor is an administrative challenge in this Office’s effort to provide a consistent and professional response to the community’s law enforcement needs.

Office personnel are required to make decisions involving the public and other employees in response to both administrative and operational problems. The decision process involves more than loyalty; it requires an insight into the mission, goals, and objectives of this Office, its duty under the law and to the people, and the manner and means by which the task is to be performed and the purposes achieved. The decision must be a balance of involved interest, considering what is best for the public, this Office, and any individual involved. That decision must then result in effective action directed toward the accomplishment of this Office’s goals.

The requirement that such insight be exercised is implicit in all decision making, and it is the thread which binds the complex and difficult law enforcement task into a coordinated and effective force.

B. Command Responsibility

A commanding deputy has responsibility and accountability for every aspect of their command. Appropriately, within policy guidelines and legal constraints they have the authority to coordinate and direct assigned personnel and other allocated resources in achieving the organization goals. In so doing, they must perform the full range of administrative functions,

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relying upon policy, direction, training, and personal initiative to guide them and their command in achieving the highest level of performance possible.

C. Transfer of Command

Upon assuming a new assignment and continually thereafter, a commanding deputy should critically evaluate all aspects of their command. They should review existing policies, procedures, and programs to determine if the need for which they were enacted remains unchanged. Existing budget requests should be reviewed to ensure that any changes made or contemplated have not rendered the request obsolete.

Upon a change of command, the commanding deputy being replaced has a duty to lend their full assistance in making the command transition as smoothly and orderly as possible. Orientation of a new command deputy should include information concerning unique problems of the command and assistance in continuing community and professional contacts relative to the command.

D. Command Concern for Employee Welfare

Command is such that there must be a coexisting loyalty to the Taylor County Sheriff’s Office management and all employees.

The resolution of those loyalties, in a manner which benefits both the Office and the individual and which avoids conflicts between the two interests, requires the exercise of leadership.

A Command Deputy’s duties include interest in achieving the employee’s personal and professional goals. Command Deputies should be conscientious in their efforts not to interfere where assistance is not required or desired. E. Community Liaison by Commanding Deputies

Command Deputies have a responsibility to maintain professional community contacts as they relate to their duties. As a representative of this Office, Command Deputies shall take an active role in this community and participate in identifying, and providing for its law enforcement needs.

F. Planning Responsibility

It is essential that there be planning for law enforcement services. The Sheriff strives to devise long-term plans involving resources of this Office. These plans require that all employees act responsibly and are accountable for the implementation and success of the long-term missions.

In the performance of their duties, all employees are confronted with a variety of circumstances which require law enforcement action. In an attempt to utilize collective experience and research in assisting employees to deal with such diverse situations, this Office formulates procedures to direct action in certain generalized situations. As employees are routinely confronted with the unusual, it is impossible to provide standing procedures for employees to follow in each

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individual situation; therefore, employees must additionally be provided with policy guidelines to assist them in the necessary exercise of discretion.

The combination of policy and procedures, reinforced by training, acts to provide employees with a structurally sound framework within which to function. In addition to developing standing procedures, this Office must regularly devise single-use plans to accommodate specific needs. These plans may involve an Office-wide response to a major unusual occurrence or a tactical answer to an isolated law enforcement incident. Once executed, such plans should be evaluated for the development of standing procedures or for future reference in similar situations.

G. Scope Planning

While each plan differs according to the need for which it is developed, each plan should define its need, objective, scope and purpose, the method for its implementation, and a means of evaluation and its effectiveness.

I. Completed Staff Work

The result of an effort to research a problem and develop a solution, leaving nothing for the final authority to do except approve or disapprove, is traditionally known as completed staff work. In such projects, it is essential that original instructions include identification of the problem, direction, the desired scope of endeavor, and the time limit for completion. Direction should clearly indicate what is desired by way of the project. The project should include adequate research to accurately define the problem and to examine all reasonable solutions. The assigned employee should include in their report a recommendation and a summary of the findings supporting their conclusion.

In completed staff work, a final step, prior to obtaining concurrences, is to notify involved organizational components of the findings and recommendations of the project.

J. Office Directives

It is essential that written directives communicate desired information to concerned employees as accurately as possible. Directives should be well researched, properly drafted, and subjected to staff review for concurrence. A Command Deputy may issue a directive as long as it affects their command only and does not conflict with Office directives. Where there is more than one division affected, directives shall be issued by the Sheriff and considered for permanent placement in the Standard Operating Procedures.

K. Administration of Discipline

One of the primary tasks of a Command Deputy is the administration of discipline. Discipline can be positive or negative; it may involve encouragement, inspiration, training or imposition of negative sanctions. Positive/Negative discipline has an immediate purpose for the channeling of individual efforts into effective and productive actions.

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The exercise of positive discipline requires foresight and planning rather than merely reaction. It involves an evaluation of the human factor which, when combined with proper training, motivation and recognition of individual and group effort, results in self-discipline.

Disciplinary actions may vary from a verbal reprimand, where the immediate effect is on the individual, to termination, where the positive result derived is in the reassurance of the involved employee and all other employees as to unacceptable limits of misconduct. In each case care must be exercised to make the proper choice in obtaining a desired and just result.

In the administration of discipline, a Command Deputy must consider the totality of the circumstances surrounding the allegation of misconduct. While making the determination of alleged misconduct the results of the investigation must affirm a positive or negative result of those factors.

To be effective, discipline must be fair in its application. Therefore, there must be a prompt resolution of disciplinary cases.L. Chain Of Command

The Sheriff is available to any employee of the Sheriff’s Office; however, to ensure unity of command, clearly defined lines of authority must be drawn so that a structural relationship exists between each employee and the Sheriff. Each employee must be aware of their relative position in this office, to whom they are immediately responsible, and to those persons who are accountable through the chain of command.

Employees should strive at all times to operate within the chain of command and to keep their supervisors informed as to their activities.

M. Succession of Command

The Sheriff may make the determination to designate a Commander of the Sheriff’s Office to act on their behalf during their absence.

The succession of command to act in behalf of the Sheriff during their temporary absence from the County shall be as follows:

1. The Chief Deputy

N. Incapacitation or Physical Impairment

During the tenure should the Sheriff become incapacitated to the degree that he is unable to or incapable of performing their duties either because of physical impairment or death, the Chief Deputy shall be designated as acting Sheriff until such time that the Sheriff is able to resume and perform the duties of Sheriff, or the current term of office has expired.

In the case of the Chief Deputy also incapacitated the Senior Law Enforcement Commander of the Sheriff’s Office will be designated to act on behalf of the Sheriff.

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P. Inspection and Control

Management inspection and control is necessary to ascertain if command policies and procedures are adhered to. A yearly evaluation of each employee will be implemented for this Office’s needs. Additionally, it is the responsibility of each command deputy to continually conduct inspections within their command to ensure the proper performance of assigned personnel and the most efficient use of assigned equipment, material, and facilities. A command deputy’s responsibility does not end with discovering a deficiency or inadequacy; it includes taking positive measures to correct the problem.

16.00 PERSONNEL

A. Recruitment

A deputy in their daily contact with the public is this Office’s best recruiter. By their conduct, demeanor and enthusiasm, they favorably impress and attract the type of individual which the police service needs. Because of their experience and knowledge, they are able to counsel persons who show an interest in law enforcement careers and to encourage applications by those who appear qualified.

B. Duty Assignments

Allocation of personnel to specific assignments is made with the aim of establishing optimum effectiveness within this Office while recognizing the needs, abilities, and preferences of individual employees.

C. Advancement

The vitality of this Office is maintained through the selection and promotion of the most qualified personnel to positions of increased responsibility. This Office shall, by process, accurately evaluate each employee to ensure the promotion of the best qualified individual.

D. Training

This Office has an obligation to provide a professional standard of law enforcement service to the community. In fulfilling that responsibility, it is essential that Office personnel be properly trained. This is true not only at the entrance level where deputies must receive basic training prior to their assignment of law enforcement responsibilities, but it is a continuous process throughout their careers. Training is provided to accommodate Office needs and to actualize the interest and concern which the Office has for self-improvement and personal development of its employees.

E. On-The-Job-Training

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A deputy’s training continues after academy graduation through their assignment to the Field Training Deputy Program, and beyond. It is the continuing responsibility of all deputies to assist those with whom they work. Supervisory and Command deputies of all ranks have the responsibility not only to train subordinates to perform assigned tasks, also to familiarize all subordinates with their supervisor’s job in that employees are prepared to assume additional responsibilities when the need arises.

To fulfill this Office’s obligation to the Deputies who serve this community, each shall participate in the Field Training Deputy Program.

Each deputy participating in the Field Training Program is evaluated by their assigned Field Training Deputy. Deputies must maintain a minimum level of acceptable performance of the Field Training Deputy Program. Deputies may have up to sixty working days to complete the level of performance required by this office. Upon expiration of the training period, the deputy’s performance will be evaluated. The evaluation form will be used to determine the rating and score of each deputy. At the end of the training period, a score and or rating of unacceptable performance will be cause for immediate dismissal of duties.

F. Training

Continuous training programs are provided to all deputies in accordance with this office and TCLEOSE requirements [40 (forty) hours to be completed every 2 (two) years], to continually enhance Deputy knowledge and experience.

G. Specialized Training

This Office provides specialized training to prepare employees for assignments. Such training has goals to enhance skills and knowledge within the structure of law enforcement.

17.00 PARTICIPATION OF COMMAND STAFF DEPUTIES

A. Dissemination of Policy

Command deputies are responsible for the dissemination of any and all policies of the Sheriff’s Office. Each employee shall be responsible for having a full understanding of and maintaining each policy and any revisions thereafter.

B. Encouragement to Further Education

In fulfilling the commitment to provide professional law enforcement service, this Office encourages all employees to further their education to the highest level possible. Consistent with its basic responsibilities, this Office cooperates with employees in arranging duty schedules and assignments to facilitate and encourage such individual effort.

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C. Civilian Employees

Law enforcement professionalism is enhanced when deputies perform only those tasks where there is an identified need for law enforcement knowledge and skills. This Office employs civilians in certain positions which require the responsibility of professionalism and demonstrating certain skills and knowledge of their assignment to successfully support law enforcement in protecting and serving this community.

D. Budgeting

The budgetary process is required and is an essential planning tool which enables this Office to organize its financial resources in an objective-directed effort to derive the maximum return for the tax dollars extended.

The budget of this office represents an evaluation of relative needs within this Office based upon quantitative and qualitative data. It involves a decision regarding objective priorities with consideration given to the volume and type of work required and the costs involved.

Budgeting is a continuous process which is the responsibility of each command deputy. It involves the identification of objectives and the determination of organizational needs based upon a reasonable evaluation of future requirements.

Command deputies communicate their organization needs by means of budget requests. Such requests should be limited to those items which are necessary to continue a higher standard of service, materially improve the standard of service, or reduce the cost of service. It is the responsibility of command deputies to weigh their needs carefully and to present budget estimates which incorporate reasonable and economically sound requests. If an item is requested on the basis that it will improve the standard service, the justification should show conclusively that this objective will be reached and that the costs of the item will be returned in some concrete manner, such as the rendering of decidedly superior service to the public or by an actual saving of money over a period of time.

22.00 RACIAL PROFILING

A. Purpose

The purpose of the policy is to reaffirm the Taylor County Sheriff’s Office’s commitment to enforcing the laws of the State of Texas in all encounters between deputies and any persons; to reinforce procedures that serve to ensure public confidence and mutual trust through the provision of services in a fair and equitable fashion; and to protect our deputies from unwarranted accusations of misconduct when they act within the dictates of official policy and the law.

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B. Policy

Deputies shall actively enforce state and federal laws in a responsible and professional manner, without regard to race, ethnicity or national origin. Deputies are strictly prohibited from engaging in racial profiling as defined in this policy. This policy shall be applicable to all persons.

All employees shall conduct themselves in a dignified and respectful manner at all times when dealing with the public. Two of the fundamental rights guaranteed by both the United States and Texas constitutions are equal protection under the law and freedom from unreasonable searches and seizures by government agents. The rights of all persons to be treated equally and to be free from unreasonable searches and seizures must be respected. Racial profiling is unacceptable and will not be tolerated.

This policy shall not preclude deputies from offering assistance to any citizen in need or alert any citizen of any potential hazards. This policy does not prohibit contacting any person suspected of unlawful activity.

C. DEFINITIONS

1. Racial Profiling – A law enforcement-initiated action based on an individual’s race, ethnicity, or national origin rather than on the individual’s behavior or on information identifying the individual as having engaged in criminal activity.

A. Racial profiling pertains to persons who are viewed as suspects or potential suspects of criminal behavior. The term is not relevant as it pertains to witnesses, complainants or other citizen contacts.

The prohibition against racial profiling does not preclude the use of race, ethnicity or national origin as factors in a detention decision. Race, ethnicity or national origin may be legitimate factors in a detention decision when used as part of an actual description of a specific suspect for whom a deputy is searching. Detaining an individual and conducting an inquiry into that person’s activities simply because of that individual’s race, ethnicity or national origin is racial profiling. Examples of racial profiling include but are not limited to the following:

a. Citing a driver who is speeding in a stream of traffic where most other drivers are speeding because of the cited driver’s race, ethnicity or national origin.

b. Detaining the driver of a vehicle based on the determination that a person of that race, ethnicity or national origin is likely to own or possess that specific make or model of vehicle.

c. Detaining an individual based upon the determination that a person of that race, ethnicity or national origin does not belong in a specific

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part of town or a specific place. B. A law enforcement agency can derive at two principles from the adoption of this definition of racial profiling:

a. Deputies may not use racial or ethnic stereotypes as factors in selecting whom to stop and search, while deputies may use race in conjunction with other known factors of the suspect.

b. Law enforcement deputies may not use racial or ethnic stereotypes as factors on selecting whom to stop and search. Racial profiling is not relevant as it pertains to witnesses, etc.

2. Race or Ethnicity – Of a particular decent, including Caucasian, African, Hispanic, Asian or Native American.

3. Pedestrian Stop – An interaction between a peace deputy and an individual who is being detained for the purpose of a criminal investigation in which the individual is not under arrest.

4. Traffic Stop – A deputy who stops a motor vehicle for an alleged violation of a law or ordinance regulating traffic.

D. TRAINING

Deputies are responsible to adhere to all Texas Commission on Law Enforcement Officer Standards and Education (TCLEOSE) training and the Law Enforcement Management Institute of Texas (LEMIT) requirements as mandated by law.

All deputies shall complete TCLEOSE training and education program on racial profiling no later than the second anniversary of the date the deputy is licensed under Chapter 1701 of the Texas Occupations Code or the date the deputy applies for an intermediate proficiency certificate, whichever date is earlier.

The Sheriff, as part of the initial training and continued education for such appointment, will be required to attend the LEMIT program on racial profiling.

E. COMPLAINT INVESTIGATION

1. The office shall accept complaints from any person who believes he or she has been stopped or searched based on racial, ethnic or national origin profiling.

2. No person shall be discouraged, intimidated or coerced from filing a complaint, nor discriminated against because he or she filed such a complaint.

3. Any employee who receives an allegation of racial profiling, including the deputy who initiated the stop, shall record the person’s name, address and telephone number, and forward the complaint through the appropriate channel or direct the individual(s).

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Any employee contacted shall provide to that person a copy of a complaint form or the office process for filing a complaint. All employees will report any allegation of racial profiling to their superior before the end of their shift.

4. Investigation of a complaint shall be conducted in a thorough and timely manner. All complaints will be acknowledged in writing to the initiator who will receive disposition regarding said complaint within a reasonable period of time. The investigation shall be reduced to writing and any reviewer’s comments or conclusions shall be filed with the Sheriff. When applicable, findings and/or suggestions for disciplinary action, retraining, or changes in policy shall be filed with the sheriff.

5. If a racial profiling complaint is sustained against a deputy, it will result in appropriate corrective and/or disciplinary action, up to and including termination.

6. If there is an Official video or audio recording of the events upon which a complaint of racial profiling is based, upon commencement of an investigation by this office into the complaint and written request of the deputy made the subject of the complaint, this office shall promptly provide a copy of the recording to that deputy.

F. PUBLIC EDUCATION

This office will inform the public of its policy against racial profiling and the complaint process. Methods that may be utilized to inform the public are the news media, radio, service or civic presentations, the Internet, as well as governing board meeting. Additionally, information will be made available as appropriate in languages other than English.

G. CITATION DATA COLLECTION & REPORTING

(A) A deputy is required to collect information relating to traffic stops in which a citation is issued. On the citation deputies must include:

1. the violators race or ethnicity;2. whether a search was conducted;3. was the search consensual; and4. arrest for this cited violation or any other violation.

By March of each year, the office shall submit a report to their governing board that includes the information gathered by the citations. The report will include:

1. a breakdown of citations by race or ethnicity;2. number of citations that resulted in a search;3. number of searches that were consensual; and4. number of citations that resulted in custodial arrest for this cited violation or any

other violation.

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No later than March 1st of each year, this office shall submit a report to our governing body containing this information from the preceding calendar year.(B) Field Interview Reports (FIR’s)

It is the Office policy that Field Interview Reports (FIR’s) shall be filled out in their entirety any time Deputies make any self-initiated contact involving:

1. Traffic Violator contacts whether citations are issued or not.

2. Deputy initiated citizen contacts, other than motorist assistance contacts and similar assistance contacts. All Field Interview Reports will be turned in at the end of each deputy’s shift.

XXIII. Retired Deputy Status

A. PURPOSEThe purpose of this policy is to provide the opportunity for certified retired peace officers to be allowed, under Texas Law, I.E. OC Sec. 1701.357, the ability to carry a handgun at the time of honorable retirement.

RULES AND REGULATIONS

1.00 RESPONSIBILITY OF COMMAND

1.01 Command Deputies Subject to Rules and Regulations

Each command deputy in every rank is subject to the general rules and regulations, in addition to being amenable to the rules and regulations governing their command.

1.02 Who is a Command Deputy

A command deputy is any deputy of this office designated by the Sheriff to exercise command. In the absence of any command deputy, where other provisions have not been made, the senior deputy next in rank assumes command. Where no supervisory deputy is present, responsibility of command will fall upon the senior deputy. This senior deputy or supervisor will retain responsibilities of command until relinquished to a specialized division.

1.03 Responsibility of Command Deputy

A command deputy is responsible for:

1. The enforcement of all laws within the jurisdiction of their command and for the good order, efficiency, and discipline of the division(s) under their command. The commander will ensure each employee is provided with a copy of these

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policies and procedures and that the employee is trained to perform their duties in a manner to serve and protect each member of this community.

2. Properly preparing, transmitting, filling, using and preserving official records, reports, returns, forms, and correspondence originating in or forwarded to their command.

3. The careful daily examination of all records required to be kept by their command in conforming to the rules, regulations, and operational procedures and that entries therein are properly made.

4. The good order and sanitary condition of the buildings within their command and the furnishings and equipment thereof.

5. The property issued for, or assigned to, the use of the deputies of their command and the proper care, economical use, and serviceability thereof.

6. The discipline, morale, physical fitness, training, uniform, efficiency, and compliance with all orders, rules, and regulations of deputies of the Office.

2:00 GENERAL RULES OF CONDUCT

2.01 Violations of Written Directives

Employees shall be governed by written directives contained in this manual. Violations by any employee of the Office of any of these written directives may be considered sufficient cause for dismissal, demotion, suspension, or other disciplinary action.

2.02 Abide by Laws

Employees of the Office shall abide by the laws of the United States and the State of Texas, and the written directives of the Office. This shall include all personnel on or off duty.

2.03 Obey Orders

Employees shall obey all lawful orders and directions given by a supervisory deputy including any order relayed from a superior by an employee of the same or lesser rank. Such response shall be prompt and willing.

2.04 Insubordination

The failure or deliberate refusal of any employee to obey any lawful order given by any supervisory deputy shall be deemed insubordination. Disregarding the authority of any supervisory deputy by obvious disrespect or by disputing their orders shall likewise be deemed insubordination.

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2.05 Manner of Issuing Orders

Orders from supervisors to subordinates shall be in clear, understandable language, civil in tone, and issued in pursuit of Official business.

2.06 Unlawful Orders Prohibited

No commander or supervisor shall knowingly or willingly issue any order which is a violation of any law, ordinance, or Official rule.

2.07 Criticism of Orders

Employees shall not publicly criticize or comment derogatorily to anyone about instructions or orders issued by supervisory deputies.

2.08 Conflict in Orders

Should any order conflict with any previous order or instruction issued by another supervisor, or with any written directive, the employee to whom the order is given shall respectfully call attention to the conflict, and if the supervisor giving the second order does not change the order to correct the conflict, the second order shall stand and be the responsibility of that supervisor. Orders will be countermanded only when reasonably necessary for the good of this Office, or as the emergency situation demands.

2.09 Appeals from Unlawful or Unjust Orders

Officers may appeal for relief from orders or instructions they believe to be unlawful or unjust. Such appeals must be made in writing to the Sheriff through proper channels. Irresponsible or capricious appeals will be considered serious misconduct.

2.10 Obedience to Unlawful Orders

No employee is required to obey any order which is contrary to the laws of the United States or the State of Texas or the rules of this office. Such refusal to obey, however, is the employee’s responsibility, and they shall be strictly required to justify their action.

2.11 Obedience or Unjust or Improper Orders

Employees who are given orders they feel are unjust or contrary to general orders or the rules of the department must first obey the orders to the best of their ability and may then proceed to appeal as provided herin.

2.12 Reporting Unlawful Orders

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Any employee who believes they have been given an unlawful, unjust or improper order shall at the first opportunity report in writing the full facts of the incident, together with their own action, to the Sheriff via regular channels. It shall be the responsibility of each level of supervision to forward all such communications. Irresponsible or unreliable appeals are considered gross misconduct.

2.13 Performance of Duty

Employees shall perform all duties that may be required of them, regardless of whether such duties are specifically assigned to them in any rules or duty manual.

2.14 Sexual Harassment

This Office believes that you should be afforded the opportunity to work in an environment free of sexual harassment. Sexual harassment is a form of misconduct that undermines the employment relationship. No employee, either male or female, should be subjected verbally or physically to unsolicited and unwelcome sexual overtures or conduct.

Sexual harassment refers to behavior that is not welcome, that is personally offensive, and that debilitates morale and, therefore, interferes with work effectiveness.

Behavior that amounts to sexual harassment may result in disciplinary action, up to and including dismissal.

Definition

This Office has adopted, and its policy is based on, the definition of sexual harassment set forth by the Equal Employment Opportunity Commission (EEOC). The EEOC defines sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

submission to such conduct is made either explicitly or implicitly a term or condition of your employment

submission to or rejection of such conduct by you is used as the basis for employment decisions affecting you

such conduct has the purpose or effect of unreasonably interfering with your work performance or creating an intimidating, hostile or offensive working environment.

Employer's Responsibility

This Office wants you to have a work environment free of sexual harassment by management personnel, by your coworkers and by others with whom you must interact in the course of your work as a Taylor County employee. Sexual harassment is specifically prohibited as unlawful and is a violation of policy. The office is responsible for preventing sexual harassment in the

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workplace, for taking immediate corrective action to stop sexual harassment in the workplace and for promptly investigating any allegation of work-related sexual harassment.

Complaint Procedure

If you experience or witness sexual harassment in the workplace, report it immediately to your supervisor or the Sheriff. All allegations of sexual harassment will be quickly investigated.

To the extent possible, your confidentiality and that of any witnesses and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, you will be informed of the outcome of that investigation.Retaliation Prohibited

The office will permit no employment-based retaliation against anyone who brings a complaint of sexual harassment or who speaks as a witness in the investigation of a complaint of sexual harassment.

Penalties

Sexual harassment will not be tolerated by this office. If an investigation of any allegation of sexual harassment shows that harassing behavior has taken place, the harasser will be subject to disciplinary action, up to and including dismissal.

3.00 RELATIONSHIPS

3.01 Conduct and Behavior

Employees, whether on or off duty, shall be governed by the ordinary and reasonable rules of good conduct and behavior and shall not commit any act that may reflect unfavorably on themselves and this Office.

3.02 Responsibilities to Serve the Public

Employees shall serve the public by direction, counsel, and in other ways that do not interfere with the discharge of their responsibilities. They shall respect the rights of individuals and perform their services with honesty, enthusiasm, courage, discretion, reliability, and sound judgment. Each employee shall exercise tact, courtesy, and patience in all circumstances, whether during an investigation, interview, personal or telephone contact, or when issuing general instructions to the public. Supervisors shall, by example and instruction, demonstrate to the employees the desirable attitude to be displayed when dealing with the public. Their conduct, on or off duty, shall instill the respect and confidence of the public.

3.03 Impartial Attitude

Employees, while being vigorous and unrelenting in the enforcement of the law, must maintain a strictly impartial attitude toward complainants and violators. Employees shall at all times be

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considerate of their duty to be of service to anyone who may be in danger or distress, regardless of race, color, sex, or creed.

3.04 Duty to be Kind, Courteous, and Patient

Employees shall at all times be courteous, kind, and patient and respectful when dealing with the public and shall strive to win the approval of all law-abiding citizens by an impartial discharge of their official duties. When addressed, they shall be attentive to a citizen’s needs. They shall avoid answering questions in a short or abrupt manner and shall not use harsh, course, violent, profane, insolent, indecent, suggestive, sarcastic, or insulting language. They shall maintain composure, regardless of the provocation. Employees shall use proper English, giving particular attention to their grammar and pronunciation, and they shall avoid slang in conversation with citizens. Employees shall avoid actions, conduct, or mannerisms which tend to annoy others.

3.05 Giving Name and Badge Number

Employees shall politely give their name and rank when applicable, and other pertinent information to any persons when requested to do so, unless such action is likely to jeopardize the successful completion of an assignment.

3.06 Respect for Fellow Employees

Employees shall treat other employees of this Office with the respect and response due them as fellow employees. They shall be courteous, civil, and respectful of all fellow employees and associates and shall not use threatening, insulting, or profane language, whether on or off duty.

3.07 Respect for Supervisors

Supervisors will be addressed or referred to by title when on duty and at other times when Official business is conducted in the presence of private citizens.

3.08 Supporting Fellow Employees

Employees shall cooperate, support, and assist each other at every opportunity.

3.09 Circulating Malicious Rumors or Criticism

Employees shall refrain from circulating malicious rumors about other employees or other governmental employees.

3.10 Interfering With Assigned Cases

Employees shall not interfere with cases assigned to other employees except with the consent of the assigned employee or when directed to do so by a supervisor. Employees shall not unnecessarily interfere with work or operation of any other division or of the courts.

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3.11 Interfering With Private Business

Employees shall not interfere in the lawful private business of any person.

3.12 Cooperation with Other Agencies

Employees shall cooperate with all agencies engaged in the administration of criminal justice and other public Offices, giving to each all aid and information they may be entitled to receive.

3.13 Aiding and Protecting Fellow Deputies

Deputies shall act together and protect one another in time of danger or in circumstances where danger might reasonably be impending.

3.14 Grievance Procedure

Employees feeling aggrieved in the treatment, orders, or neglect of duty of a supervisor, or having a grievance against any other employee, policy, or procedure, shall reduce the matter to writing and direct it through official channels to the Sheriff.

3.15 Suggestions for Improvement of Service

Employees wishing to make suggestions for improvement of service shall have the privilege of communication through official channels, in writing, to the Sheriff. Suggestions for improvement of service are encouraged by supervisors and all suggestions will be forwarded through proper channels.

3.16 Truthfulness

Employees are required to speak the truth at all times, whether under oath or not, in giving testimony and in writing, in connection with any legal official order received, or in connection with official duties.

The exception to Truthfulness - Untruthfulness is permitted as a legitimate investigative technique, if conducted within the limits set by appellate court opinions.

3.17 Employee / Inmate Relations

To ensure the safety of employees, their work environment and to protect confidential law enforcement information, relations with inmates are restricted. Employees are prohibited from associating with current inmates except as required during the course of their duties. Employees are prohibited from associating with former inmates and persons convicted of any crime unless such associations are the result of work assignments or family relationships.

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4.00 ATTENTION TO DUTY

4.01 Employees Subject To Call

Employees are subject to call at all times. They shall at all times respond to the orders of supervisors and to the call of citizens requiring emergency assistance. Employees shall at all times be attentive to their duties and by their alertness and observations demonstrate their interest in their work. Deputies shall at all times have access to a weapon in accordance with the Official written directives.

4.02 Required To Take Action

Employees shall promptly and punctually perform all official duties. All employees are required to take prompt and effective action conforming to Official policies. All Deputies are required to take prompt and effective action, with respect to violations of the law.

4.03 Outside Employment

All requests for extra duty will be submitted to the outside employment coordinator. No employee of this office shall accept outside employment without the expressed approval of the Sheriff following established procedures and the chain of command.

Employees shall not perform any extra job which constitutes a conflict of interest with their normal duties. Deputies will not be permitted to be employed by any individual or organization where any questionable activities are featured. It shall be the duty of the employee’s immediate supervisor to detect and correct any abuse thereof.

No employee with this Office shall engage in any off-duty work which involves the service of civil papers while representing the Taylor County Sheriff’s Office or in a Sheriff’s Office vehicle, marked or unmarked.

4.03(a) Administrative Fees for Outside Employment

All outside employment shall be worked at the rate agreed upon between theSheriff and the entity requesting security.

An Administrative fee shall be paid to the Outside Employment Coordinator as compensation for scheduling personnel and record keeping duties.

All off duty employment assignments shall be by rotation and managed by the Outside Employment Coordinator.

4.04 Reporting For Duty

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Employees, unless otherwise directed, shall report for duty or present themselves for work at the time and place specified. Employees shall be properly uniformed and equipped or dressed. Employees who fail to comply will be considered absent without leave.

The public’s expectation of Public Safety requires that we in Law Enforcement both sworn and civilian be available at all times.

Should an inclement weather incident or other emergency effect assigned work schedules it is the employees responsibility to contact their direct Supervisor and/or Commander to communicate the employee’s needs.

4.05 Reporting Illness or Injury

Employees who become ill or injured while on duty shall immediately report this to their immediate supervisor. If an employee is unable to continue their duties, they shall be promptly relieved. Employees unable to report for duty shall report this to their immediate supervisor at least one hour before briefing or normal working hours. The supervisor should contact the employee in person should there be any question that the illness is not bonafide. Should the supervisor believe the illness is not bonafide, they may reduce the matter to writing and forward the report to the Sheriff. Employees shall not abuse sick leave privileges.

4.06 Availability When On Duty

Employees shall keep themselves immediately and readily available at all times.

4.07 Prompt Response to All Calls

Employees shall respond promptly to all calls for service. Calls shall be answered consistently and with normal safety precautions.

4.08 Duty to Render Service

Employees shall be attentive to and take suitable action of complaints by citizens. Employees shall fulfill proper requests for information or assistance.

4.09 Duty to Report All Crimes and Incidents

Employees shall report all crimes, violations, emergencies, incidents, and other information of concern that come to their attention to this Office.

4.10 Loss of Office Property

Employees who have lost, damaged, or destroyed any property or equipment that comes into their possession by reason of their office will immediately notify their supervisor.

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The supervisor is responsible for any and all internal reports to the Division Commander. This information shall be forwarded to the Sheriff. The Sheriff will determine whether the incident and information will be forwarded to the Chairman of the Incident Review Board. The Incident Review Board is charged with reviewing each incident and submitting recommendations to the Sheriff for any disciplinary action.

4.11 Report Needed Repairs

Employees shall immediately report to their supervisor the need for significant repairs to any Office owned equipment used by them, in their possession, or issued to them.

4.12 Carrying Official Identification Cards

Deputies will carry their official identification card on their person at all times. The exception to this will be when any deputy is engaged in an undercover investigation where having such identification on their person would place them in jeopardy. Suspended deputies shall not carry identification cards unless waived by the Sheriff in writing.

6.00 RESTRICTIONS ON ACTIVITIES

6.01 Seeking Personal Preferment

Employees are forbidden to solicit, influence, or seek intervention of any person outside this Office for purposes of personal preferment, advantage, transfer, promotion, or change of duty for themselves or for any other employee.

6.02 Soliciting and Accepting Gifts and Gratuities

Individual employees, while on duty or in any official capacity, shall not solicit any gift or fee for personal gain.

6.03 Soliciting Special Privileges

Deputies shall not use their official position to solicit special privileges for themselves or others, such as free admissions to places of amusement, discounts on purchases, or other favors. It is understood that merchants often voluntarily offer special considerations and privileges or relatively minor financial value to deputies. Deputies shall use discretion in accepting such offers and never abuse or overuse these privileges. Off-duty deputies shall never wear the Office uniform in any business solely for the purpose of taking advantage of discounts and privileges offered to deputies. 6.04 Soliciting Business

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When representing this Office, employees shall not solicit subscriptions or sell books, papers, tickets, merchandise or other things, or collect or receive money or other things of value for any purpose whatsoever, except as authorized by the Sheriff.

6.05 Recommending Agencies, Attorneys, or Services

Employees shall not suggest, recommend, advise, or counsel the retention of any attorney or bondsman to any person coming to their attention as a result of law enforcement business except in the cases where a relative is seeking such legal services or bail bond.

Employees shall not suggest, recommend, or advise the retention of any specific wrecker other than using the approved practice of using wreckers by rotation or by special request of a specific wrecker by the citizen needing such service.

Employees shall not recommend any competitive agency or agency that is involved in security-related free enterprise for profit.

6.06 Notice of Suits against Employees

Any employee who has a damage suit filed against them by reason of an act performed by them in the line of duty shall forthwith notify the Sheriff and immediate supervisor, furnishing an accurate account of the circumstances in question.

6.07 Subversive Acts

Employees shall not perform any acts or make any statements, oral or written, for publication which destructively criticizes this Office or its administration in the performance of their official duties. Employees are to use legal organizational channels to report or make known instances of wrong doing or unfair practices.

6.08 Alcohol and Substance Abuse – Employees shall not drink any intoxicating beverages while on duty or before going to duty. Employees shall not at any time be intoxicated in a public place while off duty.

If an employee is required by a doctor to take any medication that would affect his/her job performance, he/she shall immediately notify his/her supervisor in order that the employee will not be required to work any assignment until such a time as the medication is no longer required.

If an employee, while off duty, is called for an unscheduled duty assignment, including court, and he has been drinking an intoxicating beverage or has taken any medication that would adversely affect his job performance, the employee will openly advise the person calling that he/she has been drinking an intoxicating beverage or has taken such medication and the beverage/medication is still active in his/her system. The employee will not return to an on duty status or testify in any manner until such time as the alcoholic beverage or medication has dissipated from his/her system.

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6.09 Alcoholic Beverages on Official Premises

Employees shall not bring into or keep alcoholic beverages in any law enforcement building or vehicle except in the performance of their duty, and as authorized by the Sheriff.

6.10 Entering Bars, Taverns, and Liquor Stores

Employees on duty or in uniform shall not purchase alcoholic beverages from any establishment.

6.11 Use of Tobacco by Personnel

No employee will smoke, chew, or dip while making an official contact with the public, other than in prolonged interview, interrogations, etc.

Wash basins and water fountains will not be used as spit receptacles.

6.12 Sleeping On Duty

Employees are required to be alert, responsible and professional throughout their tour of duty.

6.13 Entering Place of Amusement

Employees shall not enter places of amusement while on duty except for police purposes. This excludes family oriented establishments utilized for purpose of a meal.

6.14 Security of Law Enforcement Information

Employees shall not divulge any law enforcement information nor make information contained in law enforcement records available to any person or agency except as provided by Office procedures or by law. Employees shall treat law enforcement information as confidential business of this Office.

6.15 Protecting Confidential Sources of Information

Employees shall not divulge the identity of a confidential informant or concerned citizen giving sensitive investigative information to this office.

6.16 Identity of Complainants

Except as provided by law, employees shall not divulge the name or identity of any complainant or witness to anyone outside this Office. (This Office complies with provisions on the Open Records Act).

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6.17 Personal Cards

Deputies of this Office are forbidden to have or use personal cards showing their connection with this Office or bearing any information of data not directly pertaining to their work as deputies.

6.18 Deputies under Suspension

Deputies under suspension shall not wear their uniform or any part thereof, including on-duty and off-duty weapons. At the time of suspension, deputies shall relinquish their I.D. cards and badges to their immediate supervisor or to the Sheriff. Deputies under suspension shall not represent or identify themselves as deputies except when testifying in a court of law.

6.19 Gifts from Prisoners

No employee of this Office shall purchase or accept as a gift any article whatsoever from any person under arrest or in a detention facility.

5.0 DEPUTY CONDUCT, REVIEW AND DISCIPLINE

5:1 Dress and Grooming Code

5:1.01

This office reserves the right to establish reasonable standards of appearance for employees as a condition of employment. All employees are expected to maintain a clean, neat, and business-like appearance and conduct themselves professionally.

It is not possible to precisely and explicitly define and categorize all variations of personal appearance and articles of dress. Employees may have conflicting interpretations of compliance with this directive. When such conflicts occur, the Division Commander/Supervisor shall resolve the difference of opinion according to their understanding of the intent of the guideline.

5:1.02

Personal appearance guidelines for male employees are as follows:

A. Hair must be combed in an orderly manner and the grooming must be maintained under all but the most adverse conditions.

B. The hair will present a tapered appearance on the sides and back of the head. The length and/or bulk of the hair will not present a ragged, unkempt or extreme appearance. The block cut in the back is permitted as long as a tapered appearance is maintained.

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C. Sideburns will be neatly trimmed and straight. They will not extend past the lower edge of the ear nor will they be wider at the lower edge or otherwise conspicuous in shape.

D. The face will be clean-shaven. If a mustache is worn, it will be neatly trimmed and not extend below the upper line of the top lip.

No portion will extend below the corners of the mouth and extreme styles such as handlebars are prohibited. Goatees and beards are prohibited.

E. Hairstyles and other grooming standards worn by narcotic deputies will be regulated by their respective Division Commander.

F. Hair may not be dyed an abnormal color.

G. Necklaces may be worn, but not seen.

H. Hand jewelry is limited to one item per hand and a watch, with the exception of Medical Alert Bracelets.

I. Glasses must have wire, brass or dark colored frames; no mirrored sunglasses.

J. It is mandatory that the badge be worn on the uniform shirt, flush above the left pocket and centered.

K. It is mandatory that the name tag be worn on the uniform shirt, flush above the right pocket and centered.

L. Division Commanders may approve additional pins to be worn directly above the name tag, above the right shirt pocket.

M. Uniform personnel - footwear is required to be black in color. Approved footwear will include tactical or military style lace up boots, black in color. All footwear must be polished, and kept in good condition at all times.

N. Leather gear is required to be black in color. All leather gear worn with the uniform shall be clean and polished and in good repair.

O. Hats/caps are optional. Hats/caps must be clean and properly blocked and shaped. Winter hats must be silver/gray in color, smooth felt and worn with the long sleeved shirt. Summer hats must be light tan straw and worn with the short sleeved shirt. The official ball cap is optional when worn with the official uniform. The ball cap must be clean and in good

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condition. Division Commanders may determine where hats/caps can be worn.

5:1.03

Personal appearance guidelines for uniformed female officers are as follows:

A. Hair should be kept clean, neat and well groomed.

B. Wigs are acceptable if they meet the prescribed requirements for hairstyles.

C. Hair may not be dyed an abnormal color.

D. The use of makeup will be conservative.E. If earrings are worn they must be clip-on or small studs, one per ear.

F. Necklaces may be worn, but not seen.

G. Hand jewelry is limited to one item per hand and a watch, with the exception of Medical Alert Bracelets.

H. Glasses must have wire, brass, or dark colored frames; no mirrored sunglasses.

I. It is mandatory that the badge be worn on the uniform shirt, flush above the left pocket and centered.

J. It is mandatory that the name tag be worn on the uniform shirt, flush above the right breast pocket and centered.

K. Division Commanders may approve additional pins to be worn directly above the name tag, above the right shirt pocket.

L. Uniform personnel - footwear is required to be black in color. Approved footwear will include tactical or military style lace up boots, black in color. All footwear must be polished, and kept in good condition at all times.

M. Leather gear is required to be black in color. All leather gear worn with the uniform shall be clean and polished and in good repair.

N. Hats/caps are optional. Hats/caps must be clean and properly blocked and shaped. Winter hats must be silver/gray in color, smooth felt and worn with the long sleeved shirt. Summer hats must be light tan straw and worn with the short sleeved shirt. The official ball cap is optional when worn with the official uniform. The ball cap must be clean and in good

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condition. Division Commanders may determine where hats/caps can be worn.

O. It is mandatory that the badge be worn on the uniform shirt, flush above the left pocket.

5:1.04 Plain Clothes Officers

Officers assigned to duty requiring wearing of civilian clothes shall wear clothing appropriate for their assignment except when otherwise directed by their commanders. Court appearances require wearing a coat and tie (males) or comparable attire (females). No blue jeans for court attire.

A. All plainclothes officers shall wear appropriate office attire. Sweaters may also be worn. No faded or light blue denim type pants will be worn. Frayed or worn clothing will not be acceptable.

B. Plainclothes officers shall promptly identify themselves when the need arises. At the scene of an emergency when it is desirable to display the badge continuously, it shall be attached to the outer-most garment. C. Uniformed officers shall not address a deputy in civilian clothes while at a call on the street unless first addressed by the plainclothes deputy (special attention to narcotic undercover deputies).

D. All plainclothes deputies shall display their badge in a manner clearly visible to the public. The badges will be worn in close proximity to the duty weapon.

5:1.05

Deputies shall be governed by the following in regard to wearing of the authorized uniform.

A. The uniform shall be worn at all times during duty hours and during court appearances unless otherwise directed by a supervisor. The uniform may be worn on other occasions such as special assignments or funerals. (Optional court attire -- coat and tie).

B. When an officer is working any extra authorized employment requiring a uniformed officer, that officer will follow all regulations covering the regular on-duty dress codes. Any plainclothes duty will require the deputy to have their badge, identification card, regulation weapon, and ammunition.

C. The uniform or any part of the uniform shall not be worn while performing any personal undertaking or activity which would detract from the dignity of the uniform.

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D. Tattoos

Employees shall not display any tattoo, branding, body art or body piercing while on duty or while representing this office in an official capacity. Any exceptions shall be submitted through the Chain of Command to the Sheriff for consideration.

5:1.06

Division Commanders may allow variances for particular shifts because of weather conditions as to the uniform of the day being long sleeve or short sleeve shirt. A Court appearance by uniformed officers requires a long sleeve shirt and tie, business suit optional. 5:1.07

Supervisors shall inspect the officer’s uniform and equipment within their command and shall take corrective action when an officer is not conforming to this procedure.

5:1.08

No officer will wear a uniform, or any part of it, when off-duty, except when authorized. Nor shall a member of this office who normally wears a uniform ever appear for duty in civilian clothing without permission of a supervisor.

A. No officer will wear the uniform while under suspension.

B. An officer will be considered out of uniform when not wearing the authorized uniform. The appropriate Division Commander may authorize exceptions allowing certain personnel to remove their leather gear and weapon while working at the office.

5:1.09

Off-duty officers not in uniform may not wear an exposed firearm in public.

5:1.10 Clothing and Dress Guidelines for Civilian Employees

Civilian employees will adhere to the following dress code policy.

A. Civilian employees assigned to positions that require contact with the public will dress in an acceptable fashion. It is not possible to precisely and explicitly define all variations of personal appearance and dress. When conflicts regarding the intent of this directive occur, the Division Commander/Supervisor will resolve the conflict according to their understanding of the intent of the guideline in question.

5:2 Incident Review Board

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5:2.01 Purpose

The purpose of the Incident Review Board is to determine the need for corrective and preventative measures such as disciplinary action, if any, or the need for training or remedial action concerning personnel involved in accidents resulting in injury or property damage or complaints alleging misconduct by personnel.

(A) To review

Accidents in which Sheriff’s Office employees are involved while operating a county owned/leased vehicle, incidents involving damage to or loss of county owned/leased equipment, on duty injuries which result in the loss of more than one half shift by the employee, or which requires professional medical attention.

(B) To make recommendations of corrective, and preventative measures, including counseling, remedial training, or disciplinary action, if any, to the Sheriff.

The Sheriff may bring any other safety matters before the Incident Review Board for consideration, or may exempt the board from reviewing any incident that he determines to be, by its nature, non-preventable.

5:2.02 Structure

(A)The Incident Review board will be chaired by a member of the Command Staff appointed for that purpose by the Sheriff. The board will consist of the Chairman, and 4 other deputies, at least 2 of which are of Sergeant Rank.

(B) The Incident Review Board will be convened on a quarterly schedule to review incidents that occurred within the previous 3 months.

5:2.03 Preliminary Investigation

Each incident should be investigated by the employee’s direct supervisor, or an investigator assigned for that purpose. The completed report, accompanied by the employee’s letter of explanation, and required Human Resources documents should be submitted to the board chairman before the incident is reviewed.

5:2.04 Agenda

The following agenda should be observed for the Incident Review Board.

(A) Identify the incident with comments by the chairman.

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(B) Give the board members sufficient time to examine the documents submitted and familiarize themselves with the facts of the incident.

(C) Hear the employee’s presentation of how the incident occurred.

(D) Hear presentations from any witnesses that could add facts to the circumstances of the incident.

(E) Discuss and ask questions of anyone appearing before the board

(F) Make decisions and prepare recommendations for the Sheriff. (G)Employees before the board may call witnesses to testify who may have pertinent information to the incident.

5:2.05 Responsibilities

It is the responsibility of the Incident Review Board to answer the following questions:

(A) Was the incident preventable or non-preventable?

1. Preventable: The employee failed to do everything he or she reasonably could to prevent the accident, damage, loss, or injury.

2. Non-preventable: The employee did everything that he or she could reasonably do to prevent the accident, damage, loss, or injury.

(B) Did violation of department policy occur?

(C) Did violation of state law occur?

(D) What action, if any, should be taken?

1. Counseling: A meeting between the employee and their supervisor which should include a detailed discussion of the incident and recommendations for improvement.

2. Written reprimand: A letter of reprimand placed in the employee’s personnel file, and a copy presented to the employee. The letter should:

a. Identify problematic performance or behavior.b. Cite applicable department rules, regulations, or policy. c. Provide instructions for improvement.d. Outline potential consequences of recurring misconduct.e. Recommend remedial training.

3. Suspension with pay: A period of time may be necessary for the incident to be investigated in more detail.

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4. Suspension without pay: A period of time off without compensation.

5. Demotion: Reassignment to another area of service may be recommended.

6. Termination

5:2.06 Recommendations

The board will submit a written summary of its findings and recommendations to the Sheriff as soon as applicable. The Sheriff will make the final determination on the board’s recommendations. If disciplinary action above verbal reprimand is taken, a copy of the final determination will be placed in the employee’s personnel file. Records of all recommendation made to the sheriff will be maintained by the board chair.

5:2.07 Appeal Process

Any employee that receives disciplinary action they feel is unjust may make an appeal in writing to the Sheriff. The appeal must be made no later than 5 working days. 5:3 Deputy Involved Firearm Discharges

5:3.01 Directive

Deputies shall use and discharge firearms only in a lawful manner and within the parameters defined by Official written directive, “Use of Force.”

5:3.02 Authorized Discharge

A deputy may discharge a firearm in such a manner as to euthanize an animal that the deputy reasonably believed to be a public health danger or that was injured and the termination of its life would humanely relieve its suffering. This discharge must be done in a safe manner so as to prevent property damage or injury to others. The deputy shall verbally report the firearm discharge to their immediate supervisor. The supervisor may require an Incident Report be prepared.

5:3.03 Requirements

In each instance that an on-duty deputy is involved with a firearm discharge the deputy shall immediately notify their supervisor who will inform the division commander of the details of the incident.

A. The supervisor will conduct the initial inquiry into incident and select the method for documentation.

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B. If the supervisor is not available, the ranking deputy on duty will direct the initial inquiry into the circumstances of the firearm discharge.

C. All instances of a firearm discharge by a deputy, regardless of whether it was accidental or was an intentional act, where another deputy or any member of the public are in danger or any property was destroyed shall constitute an active internal complaint, and shall require an active internal investigation, except under 5:3.02.

The affected deputy’s supervisor or, if the incident required CID investigation, the assigned CID investigator shall forward the completed reports to the Sheriff after the investigation has been completed.

5:3.04 Accidental Discharge

If the firearm discharge was clearly accidental (in the opinion of the affected deputy’s supervisor) and no injury, death or damage to property resulted from the firearm discharge, the supervisor may require that only a letter be prepared and forwarded to the Sheriff to complete the Office’s investigation of the incident.

5:3.05 Accidental Discharge Property Damage

If the firearm discharge was clearly accidental (in the opinion of the affected deputy’s supervisor) and damage to property did result from the firearm discharge, the supervisor shall complete an Incident Report. Other necessary actions, such as securing the area, notifying the owners of the property, etc. should be taken by the supervisor at the appropriate time.

5:3.06 Accidental Discharge With Injury or Death

If the firearm discharge was clearly accidental (in the opinion of the affected deputy’s supervisor) and injury or death did result from the firearm discharge, the Division Commander shall be notified. Necessary actions should be taken immediately, such as caring for the injured, securing the area, etc. CID shall be notified.

A. If the deputy’s accidental firearm discharge caused injury or death to any person, the Sheriff’s Office may request an outside agency to supply an impartial observer of the conduct of the investigation.

B. At any time, the involved deputy will be afforded an opportunity for consultation with an attorney if he requests to do so.

C. The deputy involved shall cooperate with the CID investigator, as necessary, to complete the investigation.

D. Questioning of the deputy(s) involved will not be done at the scene, except as necessary by the CID investigator, to properly investigate the incident.

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E. The deputy (s) involved will be afforded an early opportunity to communicate with family members, if they desire.

F. The involved firearm shall be taken out of service by CID and (unless the weapon is required as part of a continuing investigation) cause it to be forwarded to the Range Master for inspection. A replacement firearm will be issued to the deputy.

5:3.07 Intentional Discharge

If an intentional firearm discharge causes injury, death to a person or damage to property, the affected deputy’s supervisor shall notify the CID Commander to initiate the investigation.

A. If the deputy’s intentional firearm discharge caused injury or death to any person, the Sheriff may request an outside agency to supply an impartial observer of the conduct of the investigation.

B. At any time, the involved deputy(s) will be afforded an opportunity for consultation with an attorney if they request to do so.

C. The deputy(s) involved shall cooperate with the CID investigator, as necessary, to complete the investigation.

D. Questioning of the deputy(s) involved should not be done at the scene, except as necessary by the CID investigator, to properly investigate the incident.

E. The CID investigator in charge of the investigation will be responsible for preparation of any necessary Offense/Incident and/or arrest reports.

F. The deputy (s) involved will be afforded an early opportunity to communicate with family members, if they desire.

5:3.08 Administrative Review

All incidents involving an accidental shooting which results in property damage or injury or an accidental shooting which involves no property damage or injury will be reviewed and routed to the Sheriff.

5:3.11 Supervisor Options

A. The affected deputy’s supervisor may place the involved deputy(s) on special assignment for the remainder of the shift. Additional special assignment may be approved by the Sheriff if he deems it necessary.

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B. The Sheriff’s Office may arrange for an individual appointment with a psychologist for the involved deputy(s), upon the recommendation of the involved deputy’s supervisor.

5:4 Courtesy Officers at Apartment Complexes

5:4.01 Purpose

To establish uniform policies and procedures for Sheriff’s Office deputies who work as “courtesy officers” at apartment complexes while off duty.

5:4.02 Identification As Peace Officer

When seeking compliance of apartment manager’s rules on apartment complex property, off-duty deputies shall not identify themselves as Sheriff’s deputies by word or by displaying the Office badge or identification card. Neither shall deputies acting in behalf of the apartment manager wear their weapon and other equipment prominently displayed in a manner indicating the deputy’s official capacity as a member of the Sheriff’s Office.

5:4.03 Scope Of Authority

Off-duty deputies acting as courtesy officers, who enforce apartment complex rules which do not constitute a violation of a law, act as agents for the apartment manager, not the Sheriff’s Office.

Off-duty deputies who observe or receive credible information concerning unlawful acts which may cause an arrest to be effected may and should act in their lawful capacity as peace officers and identify themselves accordingly.

Where there is no urgency to compel immediate action, off-duty deputies should summon the local law enforcement agency having jurisdiction in that area for response and disposition.

While on duty, uniformed or in plain clothes, no deputy will represent themselves as an agent of their respective apartment complex. Action taken as an agent for the apartment complex will be conducted on off duty time only.

17:0 OFFICE SENIORITY

17:1 Purpose:

Our policy is to determine seniority relative to employees within the Law Enforcement Center. Seniority is determined by continuous service at the Law Enforcement Center, starting on the date that the employee is selected for assignment to the Law Enforcement Center. In the event of two employees with identical seniority requesting the same position, total time of employment with the Office will determine seniority. Each division maintains their own seniority roster for

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movement within the Division. An employee’s seniority may start over when transferring into a new division.

22.0 Awards and Commendation

Purpose- This policy establishes guidelines where by Sheriff’s Office employees may be recognized for exceptional, heroic, distinguished, and outstanding acts of service to the Taylor County Sheriff’s Office and the community which it serves.

Categories of Awards

A. Awards of Honor 1. Medal of Honor: The Medal of Honor is the highest award presented by the

Sheriff’s Office. It is awarded to Sheriff’s Deputies and Correctional Officers who distinguish themselves by displaying great courage in the face of immediate life threatening peril to themselves with full knowledge of the risks involved.

2. Medal of Valor: The Medal of Valor is presented to Deputy Sheriffs and Corrections Officers for heroic deeds and exceptional conduct involving significant risk to their personal safety during the performance of their duty.

3. Life Saving Award: The Life Saving Award is presented to Deputy Sheriffs and Corrections Officers who are directly responsible for saving a human life.

4. Purple Heart: The Purple Heart is presented to Deputy Sheriffs and

Corrections Officers who are either killed or suffer bodily injury when encountering a hostile person or situation during the performance of their duty.

B. Awards of Service

1. Meritorious Service Award: This award is presented to Deputy Sheriffs and Corrections Officers who distinguish themselves by their exemplary actions at a particular incident. Examples of these types of actions include; judgment, courage, teamwork, investigative skills, management skills and immediate recognition and response to a law enforcement or jail activity.

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2. Distinguished Service Award: This award is presented to Deputy Sheriffs and Corrections Officers who regularly distinguish themselves for exemplary service to the Sheriff’s Office.

3. Community Service Award: This award is presented to Deputy Sheriffs and Corrections Officers who distinguish themselves for volunteer work in the community.

C. Awards for Achievement

1. Patrol Safe Driving Award: The Safe Driving Award is presented to Deputy Sheriffs assigned to the patrol division, who have completed 5 years without a “preventable” fleet accident. (a preventable accident is one deemed so by the Incident Review Board, subject to approval by the Sheriff). The Deputy may receive subsequent awards for each 5 years completed without a “preventable” accident.

2. TCLEOSE Instructor3. Intermediate Peace Officer/Jailer4. Advanced Peace Officer/Jailer5. Master Peace Officer/Jailer

D. Nomination Process

1. Any employee may be recommended for an Award of Honor, or Award of Service by their direct Supervisor, or Commander. Awards for Achievement do not require formal nomination.

2. Supervisors should submit a completed Meritorious Conduct Recommendation form to the Chief Deputy. The form must be accompanied by a letter, addressed to the Sheriff, describing the conduct. Supporting documentation, including reports, affidavits, and letters from others may be included.

3. Nominations received will be reviewed by Command Staff to ensure the conduct fits the criteria established for the recommended award, and forwarded to the Sheriff for approval.

4. Upon receipt of written approval by the Sheriff, the award will be presented to the employee, and he/she will be authorized to wear the award on duty.

E. Display of Awards

1. Deputy Sheriff’s or Detention Officers who have received commendation awards may display the medal portion of the award with the regulation uniform while on regular duty, and at the following events:

A. Speaking EngagementsB. Memorial ServicesC. Organized special events and ceremonies

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D. Events authorized by the Sheriff4. The commendation bar will be worn on the regulation uniform above the name

tag. When more than one bar is worn, it should be worn in rows of two, with the highest category of award always being worn on the left.

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