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JONES COUNTY SHERIFF'S OFFICE GENERAL MANUAL. Pages 1-159.

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J ONES COUNTY SHERIFF’S OFFI CE

GENERAL MANUAL

TABLE OF CONTENTS

INTRODUCTION

GOALS

WRITTEN DIRECTIVES


A. PROCEDURES

B. POLICIES

C. RULES

D. OTHER DIRECTIVES

ETHICS

USE OF MANAL

SECTION POLICY

CHAPTER ONE GENERAL PROVISIONS

1.01 .............................. Development and Revision of Written Directives

1.02 .............................. Implementation of Directives

CHAPTER TWO ORGANIZATIONS

2.01 .............................. Organizational Relationships

2.02 .............................. Reserve Deputies

CHAPTER THREE PERSONNEL MANAGEMENT

3.01 .............................. Personnel Selection

3.02 .............................. Reporting Personnel for Licensing

3.03 .............................. Corrective Measures (Discipline)

3.04 .............................. Grievances

3.05 .............................. Citizen Complaints Against Personnel

3.06 .............................. Sexual Harassment

3.07 .............................. Assignment of Personnel

3.08 .............................. Awards

3.09 .............................. Performance Reports

3.10 .............................. In-Service Training

3.11 .............................. Authorized Duty Hours

3.12 .............................. Reserved for future use

3.13 .............................. Workers Compensation Process

3.14 .............................. Critical Incidents Involving Officers

3.15 .............................. Employee Injury or Death Notification

3.16 .............................. Employee Substance Abuse Testing

3.17 .............................. Physical Fitness

3.18 .............................. Human Immunodeficiency Virus (HIV) Workplace Guidelines

3.19……………………………..Use of Recording Devices

CHAPTER FOUR PROFESSIONAL CONDUCT AND
COMMUNITY RELATIONS

4.01 .............................. Gifts and Gratuities

4.02 .............................. Crime Victim Compensation

4.03 .............................. Grooming and Dress

4.04 .............................. Public and Protected Information

4.05 .............................. Handling Citizen Complaints and Requests

4.06 .............................. General Inter-Agency Relationships

4.07 .............................. Interaction with the Public

4.08 .............................. Off-Duty Employment

CHAPTER FIVE GENERAL J OB DUTIES

5.01 .............................. Preparations for Duty

5.02 .............................. Operation of Office Vehicles

5.03 .............................. Criminal Investigations

5.04 .............................. Reports

5.05 .............................. Interactions Among Office Personnel

5.06 .............................. Handling Property

5.07 .............................. Evidence

5.08 .............................. Confiscation of Weapons (for Safekeeping)

5.09 .............................. Use of Restraints

5.10 .............................. Transporting Prisoners

5.11 .............................. Handling Emotionally Disturbed Persons (EDP)

5.12 .............................. Special Notification and Recall

CHAPTER SIX LAW ENFORCEMENT FUNCTIONS

6.01 .............................. Law Enforcement

6.02 .............................. Traffic Enforcement

6.03 .............................. Arrests

6.04 .............................. Responding to Emergencies

6.05 .............................. Pursuit Driving

6.06 .............................. Enforcement Off-Duty

6.07 .............................. Vehicle Impoundment and Disposition

6.08 .............................. Family Disturbance and Family Violence

6.09 .............................. Accident Investigation

6.10 .............................. Explosives and Bomb Threats

6.11 .............................. Protective Orders

6.12 .............................. Law Enforcement Special Operations


6.13 High Risk Situations

6.14 M.D.T

CHAPTER SEVEN FORCE

7.01 .............................. Authorized Weapons

7.02 .............................. Use of Force and Deadly Force

CHAPTER EIGHT CORRECIONS FUNCTIONS

8.01 .............................. Booking

8.02 .............................. Food Service Operation

8.03 .............................. Sanitation

8.04 .............................. Inmate Visitation

8.05 .............................. Recreation and Exercise

8.06 .............................. Religious Activities

8.07 .............................. Mental Health Care

8.08 .............................. Counseling

8.09 .............................. Volunteers Activity

8.10 .............................. Clothing, Bedding and Laundry Services

8.11 .............................. Power Failures

8.12 .............................. Female Inmates

8.13 .............................. Alternative Sentencing Programs

8.14 .............................. Evacuation

8.15 .............................. Inmate Classification

8.16 .............................. Medical Services

8.17 .............................. Inmate Correspondence

8.18 .............................. Searches

8.19 .............................. Contraband Control

8.20 .............................. Tool and Key Control


8.21 .............................. Hygiene

8.22 .............................. Telephone Privileges

8.23 .............................. Fire Control

8.24 .............................. Education Services

8.25 .............................. Library Services

8.26 .............................. J ail Conduct Report

8.27 .............................. Inmate Court Appearances

8.28 .............................. Access to Legal Materials

8.29 .............................. Confidentiality of Inmate Medical, Psychiatric, Counseling
and Alcohol/Drug Treatment Records

8.30 .............................. Inmate Abuse

RULES

INTRODUCTIONS

The Sheriff’s Office mission is to enforce laws, protect life and property, to provide safe, secure
and humane incarceration of inmates and to otherwise serve persons in the County in a cost
effective manner. To accomplish this mission a large number of people and other resources
must be systematically directed and coordinated. The material contained in this Manual is
designed to serve this end.

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 this Manual is to
therefore compensate for the need for flexibility in the performance of duties while providing
the guidance that is both needed and desired. In order to balance the need for direction to
accomplish the Office mission and the need for discretion in the performance of personnel, the
contents of this Manual include different types of directives which are defined in the pages
which follow. The directives vary in the amount of discretion permitted.

The mission of the Office, stated above, provides a broad and general explanation for the
Office’s existence; the goals that follow are more specific in describing the direction of efforts
that are desired.

I.
GOALS

A. Assess the need for Sheriff’s Office services; determine costs of providing them and request
needed funds.

B. Plan and utilize available resources to maximize short and long range effectiveness in
working toward other goals.

C. Provide desirable and challenging employment opportunities to attract, retain, motivate and
develop personnel necessary to fulfill planned work activities.

D. Comply with all legal requirements and manage Office to prevent unnecessary exposure to
legal actions and allegations of impropriety against the Office or its personnel.

E. Encourage professionalism among Office personnel in their performance and strive for a
positive relationship between the Office and the community.

F. Protect persons in the County from intentional or accidental harm to themselves and
damage or loss of property.

G. Enforce laws and take post crimes action to identify and arrest suspected offenders, and to
contribute to ends of justice.

H. Protect the legal rights of all persons.

I. Provide safe, secure and humane housing for persons legally placed in the custody of the
Sheriff'’ Office.

J . Respond to all reasonable needs for assistance as such needs are either requested or
observed.

K. Cooperate with other criminal justice agencies toward the accomplishment of mutual
objectives

L. Encourage the development of good citizenship, especially among youth.

The mission and goals of the Office inform personnel of the big picture in which they function.
Thus the direction of efforts is conveyed to those who become familiar with these broadly
stated directives.

II.
WRITTEN DIRECTIVES

In the process of working toward the Office’s mission and goals, a number of activities and
situations occur repeatedly. Examples include booking prisoners, making arrests, using physical
force and dispatching patrol units. The outcomes or results of these recurring activities can be
beneficial or detrimental to the success of the Office in achieving its goals. Whenever the
likelihood of detrimental results are anticipated, a written directive is considered as a possible
measure for directing personnel performance toward a beneficial rather than a detrimental
result. Written directives are also considered when it appears that such directives would
contribute to improved work quality or quantity or an improved working environment for
personnel.

As noted earlier, different types of directives are used to provide the direction needed and also
to provide the discretion personnel need to adjust to peculiar situations. The types of directives
used repeatedly in the Manual are discussed below.

A. POLICIES

Policies identify the desired result, outcome or purpose of an activity or situation. They tell
“what” should be accomplished whenever the specified activity or situation is encountered.
If the reason for a particular result is not obvious, the policy should inform the affected
persons what is desired and also why that result is preferred.

B. PROCEDURES

Procedures tell “how” a policy should be accomplished. The procedures, which accompany
a policy, tell how the desired result should be accomplished under normal circumstances. It
is recognized that some unanticipated cases may occur where the prescribed procedures will
not effectively and efficiently accomplish the desired result. For this reason, the good
judgement of personnel is essential and 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 goals of the Office and should not conflict with
the accomplishment of other policies.

C. RULES

Rules are the most restrictive of directives and are written to closely regulate personnel
behavior and performance and to give special emphasis to certain things the Administration
would have personnel do and or not do. Rules identify things which must be done or must
not be done and thereby permit no discretion on the part of the person governed by them.

D. OTHER DIRECTIVES

Provisions for other directives are discussed elsewhere in the Manual.

E. APPLICABILITY

These directives are for departmental use only and do not apply in any criminal or civil
proceeding. The departmental directives are not to be construed as a creation or higher
legal standard of safety or care in any evidentiary sense with respect to third party claims.
Violations of these directives form the basis for departmental administrative sanctions.
Violations of law will form the basis for civil and criminal sanctions in a recognized judicial
setting.
III.
ETHICS

The philosophy of the chief administrator underlines any attempt to provide for the general
direction of any organization. Knowledge of this philosophy may be more helpful to personnel
in making appropriate decisions and taking appropriate action than any other type of written or
oral instruction. The statement that follows was written with the law enforcement officer in
mind, but its principles can be applied to all Office personnel regardless of assignment. The
statement expresses the philosophy of the Sheriff.


SHERIFF’S OFFICE
Code of Ethics

As a Sheriff’s officer my fundamental duty is to safeguard lives and property; to protect the
innocent against deception, the weak against oppression or intimidation, and the peaceful
against violence or disorder; to respect the Constitutional rights of all persons to liberty,
equality and justice.

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

I will not act officiously or permit personal feelings, prejudices, animosities or friendships to
influence my decisions. With no compromise 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 my calling. I will constantly strive to achieve these
objectives and ideals, dedicating myself before God to my chosen profession.
IV.
USE OF MANUAL

The preceding pages have informed the reader of the purpose of the Manual, which, in
summary, is to provide for the direction of personnel toward accomplishment of the Office
mission and goals in a way which permits discretion where needed and by personnel. The
contents that follow utilize pollicies, procedures and rules in fulfillment of this purpose.

The various directives are organized into chapters according to subject matter and the reader
may be aided in locating particular material by referring to the Table of Contents at the
beginning of the Manual or by referring to the Index at the end.

The reader is encouraged to become familiar with the distinctiveness between policies,
procedures and rules in order to properly apply them. Policy 3.03 Discipline, and its
procedures, gives force to the use of the Manual.
SHERIFF’S OFFICE RULES

1. Work Toward Goals, Policies and Rules

Employees and Reserves will make all reasonable efforts to contribute to the
accomplishment of the goals, policies and rules of the Sheriff’s Office.

2. Comply With Laws

Employees obey all federal, state and local laws.

3. Political Activity

Employees shall not engage in political activity while on duty or while in uniform.
Employees shall not engage in political activities while acting as a representative of the
Office or in such a manner as to discredit the Office.

Employees shall not be a candidate for, or hold a political office that would interfere with
their performance as a Sheriff’s Office employee.

4. Alcohol Use

No employee will consume (on or off duty) intoxicating beverages or other drugs likely to
impair scheduled duty performance, unless such conduct is specifically authorized by the
Sheriff.

5. Indebtedness

An employee will not incur any financial obligation that he/she knows or should know they
cannot meet. An employee will pay his/her just debts when due except as unforeseeable
medical expenses or personal disasters prevent such payment and the employee has
made good faith efforts to settle all accounts.

6. Recommendations

Employees shall not directly or indirectly recommend the employment of any person as
attorney, counsel or bondsman to any prisoner or suspect.

7. Interference with Cases

A. Arrest and Prosecution – A member shall not interfere (without supervisory authority)
with any arrest or prosecution brought by other members of the Office or by any other
agency or person.
B. Investigations – An employee, without consent, shall not interfere with cases assigned
to other personnel for investigation. A member shall not undertake any investigation
or other police action not part of his/her regular police duties, unless he/she must act
immediately. If the officer does take such action, the employee must make a written
supplement on the case and notify the appropriate supervisor.
C. Operations – An employee, without consent, shall not interfere with the operation of
any Office division, section or unit.

8. Abuse of Position

A. Use of Official Identification or Position – An employee shall not use his/her official
position, identification card, or badge for personal or financial gain or privilege except
in the performance of duty. An employee shall not lend his/her identification card or
badge to another person, or permit it to be photographed or reproduced.

B. Use of Name, Photograph or Title – An employee shall not permit or authorize the use
of his/her name, photograph or official title, that identifies him/her as a member of the
Office for testimonials or advertisements of any commodity or commercial enterprise,
or if-or any personal reason, without the approval of the Sheriff.

C. Employees shall not purchase or attempt to purchase any property being offered for
sale at an auction or sale conducted by or on behalf of the Sheriff’s Office.

9. Public Statements

Without approval from the Sheriff (or unless it is part of his/her assigned duties), an
employee shall not portray themselves (in public or in any of the media) as an official
representative of the Office.

10. Criticism

An employee shall not publicly criticize or ridicule the Office, its policies or its members.

11. Prohibited Establishments

An employee shall not frequent, visit, or enter a house of prostitution, gambling house or
establishment where federal or state laws are violated, except in fulfillment of his/her job
duties or as directed by a supervisor.

12. Residence Telephone Required

Employees shall have a telephone in operating condition in his/her residence and shall
immediately report any change of telephone number or address to his/her supervisor.

13. Requests for Identification

Employees shall politely furnish their name and employee number to any person
requesting such information except when instructed otherwise by proper authority.

14. Unbecoming Conduct

Employees shall always conduct themselves (both on and off duty) in a manner that
reflects most favorably on the Office. Unbecoming conduct includes behavior that
discredits the Office or a member, impairs the operation of the Office, or relates to the
association with those who engage in criminal activity.

15. Use of Sick Time

An employee shall not feign or falsely report an illness or injury. Supervisors may make
inquiry as to the reason for illness or injury and may require employees to bring a doctor’s
verification for any reported illness or injury.

16. Fraternizing with Inmates

Every employee shall establish and maintain only professional relationships with inmates
and arrestees. Off-duty or on-duty social and romantic connections are strictly prohibited,
except for a prior existing relationship. The relationship shall be immediately brought to
the attention of superior officers.

17. Preventing Escapes

Every employee shall take appropriate action to prevent escapes.

18. Dereliction of Duty

Employees shall not be derelict in the execution of their duties. Dereliction of duty
includes engaging in unauthorized activities while on duty or the failure to carry out
duties.

19. Fraternizing with fellow Employees

Employees shall refrain from romantic relationships with fellow employees. Should such
relationship develop one of the couple must resign or both will be terminated.
JONES COUNTY SHERIFF’s OFFICE
Policy and Procedure Manual
Employee Statement

I, JCSO Deputy, have read and received the revisions for
section(s) 7.02 USE OF FORCE. I understand the rules and
regulations that I am to abide by and will follow to the best of
my ability.

1. ____________________ Larry A. Moore
2. ____________________ Danny C. Jimenez
3. ____________________ Patrick Fenner
4. ____________________ James Torres
5. ____________________ Michael Beltran
6. ____________________ Roy Rice
7. ____________________ Sara Alfaro
8. ____________________
9. ____________________
10. ____________________

Date: February 9, 2010











END OF DOCUMENT — MORE BELOW
1.01 DEVELOPMENT AND REVISION OF WRITTEN DIRECTIVES

Effective Date: 2-28-05

A systematic means of developing and revision written directives are required to
ensure that the General Manual contains only information which is a necessary or
beneficial contribution to Department goals. It is desirable that all directives be
clear and concise and that there be no conflict or unnecessary duplication.

AFFECTS: All Personnel and Reserves

PROCEDURES:

1.01.001 WRITTEN DIRECTIVE REVIEW COMMITTEE

Sheriff and the Supervisors will appoint one member from their respective
divisions to serve on the Written Directive Review Committee.

1.01.002 RECOMMENDATIONS FOR DIRECTIVES

Department employees recommend the development or revision of written
directives whenever it appears that such additions or changes are necessary or
beneficial. Recommendations are submitted in written form to the Written
Directive Review Committee. The Committee reviews recommendations,
consults with the Sheriff or his/her designee and determines whether to begin
submitting the recommendation of the decision.

1.01.003 DEVELOPMENT OR REVISION

The Committee begins development or revision of written directives by
conducting research and writing a draft directive.

The first draft of a tentative directive is screened by the Sheriff or his/her
designee and approved, rejected or reassigned for additional work.

1.02 IMPLEMENTATION OF DIRECTIVES

Effective Date: 2-28-05

To accomplish their purpose, written directives must be understood and readily
available for reference by affected personnel. A methodical implementation
process is required to accomplish these ends in an expeditious and economical
manner.

AFFECTS: All Personnel and Reserves

PROCEDURES;

1.02.001 DISTRIBUTION OF DIRECTIVES

Written directives, approved by the Sheriff or his/her designee and affixed with
an effective date, are distributed promptly to all affected personnel by the
Sheriff’s designee (s).

An acknowledgement form accompanies the distribution of such directives.
Personnel receiving directives sign the form to indicate their receipt and
understanding. If written directives are not understood, clarification is requested
and the requesting person’s supervisor provides further explanation.

1.02.002 PLACEMENT OF DIRECTIVES IN MANUALS

Personnel receiving new or revised directives promptly place them in their
General Manual in the location indicated by the numerical identification of the
directive.

When revisions are received, personnel discard the superseded directive(s) and
place the revision in the Manual.

1.02.003 PEN CORRECTIONS

The need for minor revisions is communicated to personnel by memoranda from
the Sheriff or his/her designee. Such memoranda indicate the change to be
made by striking out words or adding words to existing directives.

Personnel receiving such notice, promptly make the change indicated in their
General Manual with a pen.

An acknowledgement form accompanies the memoranda and personnel sign the
form to indicate their notification, understanding and compliance.

1.02.004 HISTORICAL MANUAL, ACKNOWLEDGEMENT RECORDS

The Sheriff’s designee maintains a file that contains all written directives and
directive changes that have been approved and issued by the authority of the
Sheriff. This file also contains the acknowledgment sheet for each directive
issued and for each memorandum requiring a pen correction.
2.01 ORGANIZATIONAL RELATIONSHIPS

Effective Date: 2-28-05

The administration desires that personnel in the various organizational positions
perform and interact in a way which best contribute to the goals of the Sheriff’s
Office.

AFFECTS: All Personnel and Reserves

PROCEDURES

2.01.001 ORGANIZATIONAL STRUCTURE

An organizational chart is maintained in the Sheriff’s Office Personnel Section. It
represents the normal and occasional authority and accountability relationships
among the positions in the Office.

2.01.002 J OB DESCRIPTIONS

J ob descriptions are issued to personnel and are filed in the Sheriff’s Office
personnel files. The job descriptions serve to inform personnel and those
interested in employment or reassignment what is generally expected of a
person in a particular position.

2.01.003 AUTHORITY

Authority is the legitimate power that is given to the Sheriff to manage the Office
personnel and other resources. The Sheriff delegates authority to other
personnel as he believes will best serve Office goals.

2.01.004 ACCOUNTABILITY

Persons receiving authority over another person or receiving authority to carry
out job duties are accountable to the Sheriff or indirectly as indicated by their job
description or by special instructions from the Sheriff or his/her designee(s).

2.01.005 RESPONSIBILITY

Personnel of the Office accept responsibility for performing the duties indicated
in the job description of their position as directed by their supervisor.
Additionally, personnel are guided in their performance by the goals and
objectives of the Office and specifically by the pollicies, procedures and rules
contained in the General Manual.

2.01.006 VERBAL DIRECTIVES

Personnel promptly obey verbal instructions and orders of a superior officer. All
such instructions or orders are obeyed only if lawful.

2.01.007 COMFLICTING ORDERS

An employee, who is given a lawful order that is in conflict with a previous order,
respectfully calls attention to such conflict. After making such conflict known to
the supervisor giving the order, the order is obeyed if the supervisor giving it
does not alter or retract the order. Employees receiving such conflicting orders
may then inform their immediate supervisor or the supervisor giving the initial
order.

2.01.008 LIMITED DURATION DIRECTIVES

Certain written directives are required to inform personnel concerning matters
that are normally of limited duration. Such directives specify the persons
affected and the applicable time period involved.

Personnel comply with written directives.

A. MEMORANDA
B.
Written memoranda are occasionally necessary to accomplish direction of
personnel in the performance of special or unusually duties. Personnel
comply with all memoranda originating from the Sheriff or his/her designee.

C. PERSONNEL ORDERS

Personnel Orders are used to inform personnel of changes in status or
movement of personnel.

D. TRAINING ORDERS

Training Orders are used to inform personnel of training assignments and
related information.

E. POSTED NOTICES

Posted notices are used where the concerned activity occurs at a given
location(s).

F. DIVISIONAL DIRECTIVES

Divisional Directives are used to define procedure for specific organizational operations.
2.02 RESERVE OFFICERS

Effective Date: 2-28-05

Recognizing the necessity, from time to time, for supplementing the Sheriff’s
Office force under special needs, the County Commissioners’ Court has taken
action authorizing a special force of reserve officers. It is the intention of the
Sheriff’s Office that such reserve deputies serve in a volunteer capacity.

The administration desires that reserve deputies be regulated in such a manner
as to render better service to the County without causing unnecessary liability or
difficulty for the Sheriff’s Office, the County or County residents.

AFFECTS: All Reserve Officers

PROCEDURES:

2.02.001 AUTHORITY

By authority given to the Commissioners’ Court by the State of Texas (Title 120,
Article 6869.1 V.C.S.) the County Commissioners’ Court adopted a resolution
providing for the Sheriff’s Reserve Officers and empowering them to perform the
duties of regular licensed peace officers when called upon to do so by the
Sheriff. The Sheriff appoints reserve deputies in whatever numbers he/she
deems beneficial not to exceed the number authorized by the Commissioners’
Court.

2.02.002 ORGANIZATION

The official title of the reserve unit is the Sheriff’s Reserve.

2.02.003 MINIMUM STANDARDS

Qualifications for appointment as a reserve deputy is based upon the minimum
standards of the Texas Commission on Law Enforcement Officer Standards and
Education (TCLEOSE) for reserve peace officers. Additionally applicants for
reserve positions are screened through selection procedures conducted for
applicants for the position of regular officer.

2.02.004 INITIAL TRAINING

If the applicant has not received satisfactory prior training, the applicant is
required to complete an approved Reserve Officer Training Academy program
consisting of all training required by TCLEOSE for reserve officers. Additionally,
reserves must complete an Office orientation.
2.02.005 APPOINTMENT AND PROBATION

Reserve officer applicants meeting the minimum standard of background,
physical and mental competence and training are eligible for appointment.
Appointment is made in accordance with 3.01 and its procedures. Reserves
serve an initial probationary period of six months. At the end of this period, the
reserve deputy is given an assessment of his/her performance and may be
terminated as a reserve officer if the Sheriff believes it would be in the best
interest of the Office. This does not preclude the termination of the reserve
deputy before or after the completion of the one-year probation.

2.02.006 RESERVE OFFICER RESPONSIBILITIES

While on-duty, reserve officers are subject to direction by:

 Licensed regular peace officers of the Sheriff’s Office.

 All written directives of the Sheriff’s Office General Manual except where such
directives are not applicable by reason of the volunteer or where a different
procedure is prescribed in 2.02.008. The use of the words “personnel”,
“officer” or “employee” is considered to include reserves in applicable
directives.

 All special written directives issued by the Sheriff or his/her designee, e.g.
memoranda, which designate reserves as being affected.

2.02.007 SPECIAL RESERVE GUIDELINES

A. Reserves work a minimum of 8-hours per month, but this time may be
averaged over a three-month period.

B. Reserve deputies may perform all duties of a regular officer while activated,
including the operation of County equipment.

C. While on duty, reserves provide and carry a weapon approved by the Sheriff.
weapons are carried off duty only as consistent with State Law.

D. Reserve officers are not members of another emergency response
organization if such organization is liable for duty or call in time of local
emergency, unless approved by the Sheriff or his/her designee.

3.01 PERSONNEL SELECTION

Effective Date: 2-28-05

The Sheriff’s Office is an equal opportunity employer. It is the Policy of the
Office to fill vacant job positions with the most qualified persons available.
Persons selected for employment must meet all applicable legal and
administrative guidelines in the organization headed by an elected official and
that they continue their employment at his/her pleasure.

AFFECTS: Personnel Section

PROCEDURES:

3.01.001 APPLICATION

Persons desiring to apply for employment with the Sheriff’s Office obtain an
information packet from the Sheriff’s Office Personnel Section or the County
Personnel Office. The packet is accompanied by a statement of minimum
qualifications which the applicant is instructed to review to determine his/her
eligibility for consideration.

3.01.002 REPORTING FOR PROCESSING

Applicants are instructed to call to reserve space for interviews for a specified
time. Persons reporting late for the interview may not be accepted but are
informed that they may reschedule.

3.01.003 APPLICABLILITY OF PROCEDURES

The following screening procedures do not apply for selecting applicants for all
positions. Applicable procedures for each position are identified in the job
description for that position under a list of qualifications. The Personnel Section
maintains current job descriptions on all positions.

3.01.004 WRITTEN TEST

Applicants are required to provide a copy of his or her High School Diploma or
Ged. Successful applicants continue processing and those failing to provide the
necessary documents will not be considered..

3.01.005 PHYSICAL FITNESS TEST

At this time a physical fitness test is not required.

3.01.006 PERSONAL HISTORY FORM
Applicants passing the test are given a personal history form and application to
complete and return within a specified amount of time.

3.01.007 BACKGROUND INVESTIGATION

When the personal history form is returned, it is screened for legibility and
completeness and if acceptable it is forwarded to the Background Investigators
for a background investigation. The background investigators follow the
guidelines for this activity as specified in the TCLEOSE Background Investigation
Procedure Manual.

Applicants, other than those rejected because of compelling negative evidence,
are instructed to appear before an Oral Review Board.

3.01.008 ORAL REVIEW BOARD

Oral Review Boards consist of persons appointed by the Captains of divisions that
are to employ from the group of applicants participating in the selection
screening process.

Oral Review Boards follow the guidelines specified in the TCLEOSE Oral Interview
Procedure Manual. The Board produces an eligibility list of applicants in order of
preference.

3.01.009 ELIGIBILITY LIST

Each eligibility list remains in effect for six months, but a person may be
removed from the list or moved in their ranking.

3.01.010 PSYCHOLOGICAL AND PHYSICAL EXAMINATION

Persons selected from the eligibility list for hire are instructed to report to the a
qualified Physician before hire for their physical examination and drug testing.
They are required to report to the Office contract Psychologist for a psychiatric
exam as required by TCLEOSE.

3.01.011 NOTIFICATION OF RESULTS

The Personnel Section mails notice to applicants who complete the screening
process informing them if they are to be hired, if they are acceptable, but on the
waiting (eligibility) list, or if they are not acceptable. Applicants acceptable but
not hired are informed they will be eligible for hiring for a period of six months.
If not hired within the six-month period, applicants are given the opportunity to
be interviewed by the Review Board a second time. It is the responsibility of the
applicant to notify the Sheriff’s Personnel Section within 30-days before or after
their expiration date on the list if they wish to reactivate their eligibility.
Reapplication and testing is not required, however, an updated background
investigation is conducted.

3.01.012 EMPLOYMENT OFFERS

Offers for employment are not made until the background investigation is
complete. Employment is offered by the Personnel Section only.

3.01.013 SPECIAL PROVISIONS FOR RE-HIRE AND TRANSFERS

I. Those who leave the Office and return within one-year having already
taken entry exams (Reading Comprehension, Writing Skills, and Physical
Fitness tests) undergo complete updated background investigation.

(It is the responsibility of the Chief Deputy of the receiving Division to
interview prior supervisors for recommendations on reinstatement. The
Sheriff then recommends or denies hiring of the applicant.)

II. Those who leave the Office and return within one-year who have never
taken entry exams are required to:

A. Pass all entry exams.

B. Complete an updated background investigation.

(It is the responsibility of the Chief Deputy of the receiving Division to
interview prior supervisors for recommendations on reinstatement.
The Sheriff then recommends or denies hiring of the applicant.)

III. Those who leave the Office and return after one-year having already
taken entry exams are required to:

A. Complete an updated background investigation.

B. Appear before Review Board for scoring and placement on eligibility
list.

IV. Those who leave the Office and return after one-year having never taken
an entry exam must complete all regular entry processes.

V. Those who transfer from one line division to another having already
completed entry exam:

A. Turn in application to Sheriff’s Office Personnel Section.

B. Complete an updated background investigation.

C. Appear before Review Board for scoring and placement on eligibility
list.

VI. Those who transfer from one line division to another having never
completed the entry exam:

A. Turn in application to Sheriff’s Office Personnel Section.

B. Successfully complete entry exams.

C. Complete an updated background investigation.

D. Appear before Review Board for scoring and placement on eligibility
list.

*Exceptions to this procedure may occur as determined by the
Sheriff.

VII. Applicants for any particular position are allowed to interview before an
Oral Review Board only twice. Applicants denied placement on the
eligibility list after two (2) consecutive interviews might not be considered
again for two (2) years.

VIII. Previous employees are eligible for reinstatement only once during
Sheriff’s tenure.

Employees who are terminated or who resign in lieu of termination are not
eligible for rehire. This directive may be waived only by the Sheriff.
3.02 REPORTING PERSONNEL FOR LICENSING

Effective Date: 2-28-05

The Office complies with legal provisions and rules governing the appointment of
peace officers, jailers and reserve officers. Specifically of concern is Article 4413
(29aa) V.C.S., as amended and the Rules and Regulations of the Texas
Commission on Law Enforcement Standards and Education (TCLEOSE).

AFFECTS: Sheriff’s Designee

PROCEDURES:

3.02.001 APPLICATION AND DOCUMENTATION

The Sheriff’s designee has a current copy of the TCLEOSE rules and regulations
and reviews applicant documentation to ensure that minimum standards for
licensing have been verified. As part of the review it should be determined that
the applicant’s background investigation reveals nothing contrary to TCLEOSE
standards.

The Sheriff’s designee completes the TCLEOSE form L-1 (Application for
Licensing) for all unlicensed peace officers, jailers and reserve officers who are to
be appointed.

The Sheriff’s designee, with the cooperation of the applicant, gathers the
following documentation and assembles it for submission with the L-1:

A. Copy of the applicant’s high school diploma, G.E.D. certificate or college
transcript.

B. Copy of any and all of the applicant’s discharge from military service.

C. A processed FBI fingerprint card or a TCLEOSE fingerprint card (FD-258) with
a current NCIC/TCIC Criminal History check (teletype) from DPS (submitted
by name, date of birth and social security number) which indicate that the
applicant has not:

Been arrested at all for any reason within the past five (5)-years no matter what
the disposition of the arrest.

Been convicted of the offense of driving while intoxicated or driving under the
influence of drugs within the last five (5)-years.

Ever been convicted of any type of a felony offense as defined by Article 4413
(29aa), Section 8A, Subsection ©, V.T.C.S.

D. Copy of applicant’s medical report showing that he is physically sound and
free from any defect which might adversely affect performance of duty and
showing that there is no trace of dependency on drugs or the usage of any
illegal drugs (TCLEOSE forms L-2 and L-2A). Report must be signed by a
licensed physician.

E. Copy of psychological and emotional health form signed by an examining
psychologist or physician (TCLEOSE form L-3).

F. Affidavit signed by applicant stating he/she meets TCLEOSE minimum
qualifications.

G. Signed affidavit attesting to criminal background if any.

3.02.002 RULE VIOLATIONS

The Office promptly notifies TCLEOSE of any TCLEOSE rule violation by a
licensee.

3.02.003 EMPLOYMENT REPORT – LICENSED INDIVIDUALS

The Sheriff’s designee completes form L-1 (Application for Licensing) if the
individual is seeking employment that requires a license other than the license
he/she currently holds.

If six (6)-months have elapsed since the individual was employed as a licensed
peace officer, jailer or reserve law enforcement officer, the Sheriff’s designee
secures a current Criminal History check (teletype), two (2) TCLEOSE fingerprint
cards (FD-258), psychological (L-3) and drug dependency report (L-2) to be
mailed with the L-1A or L-1.

3.02.004 REPORTING TERMINATIONS

The Sheriff’s designee promptly completes and mails the TCLEOSE form F-5
when any licensed person is terminated.
3.03 CORRECTIVE MEASURES (DISCIPLINE)

Effective Date: 2-28-05

The administration desires to encourage progress toward the accomplishment of
Office goals and policy purposes and to encourage compliance with Office rules.
Disciplinary actions are sometimes necessary to correct action or omissions that
are inconsistent with the goals, policies and rules. Hereafter such action or
omissions are referred to as violations.

The procedures related to this policy are provided to guide supervisors in their
determination of violations and in their selection of disciplinary actions or
recommended actions which are necessary to deter repeated incidents by the
violator or other employees or which is necessary to maintain the integrity and
community respect for the Office.

Nothing in this policy or procedures is to be construed as a limitation to the
Sheriff’s right to discharge any employee at any time for any reason.

AFFECTS: All Personnel, Reserves (as applicable)

PROCEDURES:

3.03.001 DETERMINATION OF VIOLATIONS

Violations include any action or inaction, which unnecessarily inhibits the
accomplishment of (or progress toward the accomplishment of); an Office goal
or policy purpose or which violates a rule. The determination of a violation is
usually made by a person’s immediate supervisor. Prior to making such
determination, the supervisor is careful to consider all reasonably attainable
information and avoid letting his/her personal feeling (positive or negative) about
the subordinate interfere with his/her judgement.

3.03.002 SUSPECTED CRIMINAL ACTS

When an employee is suspected of having committed a criminal act, the
supervisor immediately notifies the Sheriff or his/her designated substitute and is
governed by his/her instructions. Prior to the Sheriff’s or his/her designee’s
presence, the legal rights of such suspected employee should be ensured as any
other criminal suspect.

3.03.003 ALTERNATIVE DISCIPLINARY ACTIONS

Alternative disciplinary actions include:
 counseling or training
 oral reprimand
 written reprimand
 relief from duty (pending other recommendation)
 suspension without pay
 demotion
 dismissal
 criminal charges

Once a supervisor has determined that their subordinate is responsible for a
violation, and recommends action other than counseling or training, or an oral
reprimand, he/she reports the violation and recommendation to the Sheriff or
his/her designee in writing.

3.03.004 REVIEW OF RECOMMENDED ACTION

The Sheriff or his designee reviews all recommendations and decides what
disciplinary action, if any, to take.

3.03.005 EMERGENCY ACTIONS

A supervisor may relieve a subordinate from duty when they believe that
person’s continued presence is dangerous to themselves or others or that their
presence constitutes interference with the effective operations of the Officer;
e.g. someone is intoxicated while on duty. Extreme care is exercised in making
this decision and the supervisor taking such action immediately notifies their
supervisor.

3.03.006 ADMINISTERING DISCIPLINARY ACTIONS

Counseling or training is the most preferred means of correcting behavior and is
used by supervisors when they believe such action is adequate to fulfil the
purposes expressed in 3.03.

Oral Reprimands involve training but are more sternly administered to emphasize
the seriousness of the violation and/or the need for future avoidance of the
violation.

Written reprimands are used when the supervisor believes an oral reprimand will
be inadequate to accomplish the purposes of 3.03. The recommendation of a
written reprimand should include the proposed written reprimand when sent to
the next higher organizational level for approval. IF the Sheriff or his/her
designee approves, a copy of the recommendation and reprimand should be
placed in the disciplined employee’s personnel file.

Recommendation for suspension without pay are made for one or more days
based on what the recommending supervisor believes will accomplish the
purpose of 3.03. The Sheriff reviews such recommendations and decides to
uphold, modify or deny them. If he/she agrees with the recommendation to
suspend, he/she may modify it to include more or less days; he/she then sets
the time when the suspension should occur in a manner which will best serve the
Office and informs all concerned personnel. If the Sheriff denies the
recommendation, he/she notifies the supervisor and the person that was to be
disciplined.

Recommendation for demotion are made by a supervisor when he/she believes
this action is necessary to accomplish the purpose expressed in 3.03. The Sheriff
if he/she concurs with the recommendation, sets an effective date for demotion
and informs concerned parties.

Recommendations for dismissal are made by a supervisor when he/she believes
this action is necessary to accomplish the purpose expressed in 3.03. The Sheriff
if he/she concurs with the recommendations, sets an effective date for
termination and informs concerned parties.

Criminal charges are filed as directed by the Sheriff after reporting and handling
in accordance with 3.03.002.

3.03.007 APPEALS

Appeals procedures are addressed in policy 3.04 and its procedures.
3.04 GRIEVANCES

Effective Date: 02-28-05

It is the policy of the Office that grievances are dealt with directly, quickly and
fairly. It is recognized that occasions or events may occur when an employee
believes, rightly or wrongly, that a condition of employment or decision affecting
him/her is unjust or inequitable. It is important to employee moral and the
maintenance of departmental teamwork that these complaints be resolved.

AFFECTS: All Personnel and Reserves

PROCEDURS:

3.04.001 SUPERVISORY RESOLUTION

As soon as practical the employee presents the grievance to his supervisor.
Generally, most grievances can be settled by a frank discussion of the facts. The
supervisor responds to the problem as soon as practical but in no case is that
more than ten days. If the supervisor is personally involved the employee may
choose to take his grievance to the next higher authority (3.01.002).

3.04.002 APPEAL BEYOND IMMEDIATE SUPERVISOR

If the grievance is not satisfactorily resolved under 3.04.001, or if the grievance
involves the complaining party’s supervisor, the employee presents the grievance
directly to the next higher authority as soon as practical. Supervisors receiving
such grievances use all reasonably available information to evaluate the problem
and inform the complaining party of their decision regarding resolution of the
grievance within ten days.

Personnel who are not satisfied at this point, but who have not yet reached the
Chief Deputy or Sheriff, may continue carrying their grievance to the next higher
level of supervision. Supervisors receiving such complaints use all reasonably
available information to evaluate the problem and inform the complaining party
of their decision regarding resolution of the grievance within ten days.

3.04.003 FINAL DEPARTMENTAL APPEAL

Grievances not resolved to the satisfaction of the complaining party at the
Division level may be appealed to the Chief Deputy. Following that appeal the
aggrieved party may appeal to the Sheriff.

Decisions by the Sheriff are final.
3.05 CITIZEN COMPLAINTS AGAINST PERSONNEL

Effective Date: 02-28-05

The Office is amenable to citizen complaints concerning its personnel as a means
of correcting undesirable behavior and improving service to the community. The
Office is equally concerned about protecting its personnel from the consequences
of wrongful accusations and taking enforcement action against those who falsely
make accusations.

AFFECTS: All Personnel and Reserves

PROCEDURES:

3.05.001 RECEIVING COMPLAINTS

Personnel receiving citizen complaints against the Office or its personnel:

A. Resolve the complaint themselves if possible. If not resolved, relevant
information is forwarded to next higher authority.

B. Citizens are informed that a sworn statement of any allegation may be
necessary if the accusation cannot be sustained independently. Citizens are
also informed that such statements are made subject to the penalties of
perjury.

C. Complaints not resolved at the Division level are forwarded to the Chief
Deputy or the Sheriff for further investigation.

3.05.002 HANDLING REPORTED CRIMINAL ACTIVITY

Reports of criminal activity are handled discretely by anyone receiving them and
are promptly forwarded to the Chief Deputy or the Sheriff.

3.05.003 CONDUCTING INVESTIGATION

Following receipt of an unresolved citizen complaint, the Chief Deputy, Sheriff or
the Sheriff’s designee pursues all reasonable investigative leads to determine the
accuracy of alleged impropriety. Once the Sheriff has decided to notify the
accused person, he is contacted, advised and asked for his explanation or
knowledge concerning the alleged occurrence. The Sheriff may require that an
employee take a polygraph to successfully resolve a complaint. If a criminal act
or omission is alleged, the person is first advised of his legal rights as any other
criminal suspect would be advised and is permitted to obtain legal counsel prior
to answering any questions if the Sheriff intends to file criminal charges.

3.05.004 DISPOSITION

When all reasonably available leads have been explored, a written report of the
investigation is made when one of the following dispositions:

(1) The investigation tends to disprove the allegation of misconduct,

(2) The investigation tends to support the reported facts but the conduct does
not appear improper.

(3) The investigation yielded insufficient information either to prove or disprove
the allegation of misconduct, or

(4) The investigation tends to support the allegation of misconduct.

After the Sheriff’s review he/she declares one of the above dispositions as official
and initiates final action. If disposition's (1) and (3) are found, no punitive action
is taken. However, there may be information, as a product of the investigation,
that may warrant positive steps to train personnel, provide additional written or
verbal guidelines for performance, or in some other way to make changes which
will lessen the likelihood of future citizen complaints.

If disposition (4) is found, disciplinary action is taken in accordance with Office
policy and procedure.
3.06 SEXUAL HARASSMENT

Effective Date: 02-28-05

It is the intent of the Office to provide all employees or other persons employees
may come in contact with, an environment free of sexual harassment and
intimidation. Such harassment or intimidation is illegal under provisions of Title
VII of the Civil Rights Act of 1964. Generally, sexual harassment is defined as
UNWELCOME SEXUAL ADVANCES, REQUESTS FOR SEXUAL FAVORS AND OTHER
VERBAL OR PHYSICAL CONDUCT OF SEXUAL NATURE (including sexually explicit
language, jokes, etc.) when:

A. The employee must submit to the offensive conduct as an explicit or implicit
condition of employment, or

B. The employee rejects advances and may or may not risk losing a job,
promotion, privileges or benefits; whereas, the employee who submits gains
favors and advantages, or

C. The employee’s job performance is interfered with as a result of the offensive
behavior, or the work atmosphere becomes hostile or intimidating.

D. Harassment creates a hostile or abusive work environment.

E. A person (non-employee) is subject to employee behavior that is offensive
and reflects disfavorably on the Office.

AFFECTS: All Personnel

PROCEDURES:

3.06.001 RESPONSIBILITIES OF SUPERVISORS AND EMPLOYEES

It is the responsibility of supervisory staff of the Sheriff’s Office to create an
atmosphere free of sexual harassment. It is the responsibility of each employee
to respect the rights of fellow employees. For purposes of interpretation and
application of this policy, the following forms of sexual harassment are set forth:

A. OVERT PHYSICAL: the employee is subjected to actual touching or
objectionable contact.

B. OVERT NON-PHYSICAL: the employee is approached with the suggestion of
sexual relations, coupled with stated or suggested adverse job consequences
that would result from a rejection of the advances.

C. SUBTLE: the employee is approached in a subtler manner, with the
suggestion that “friendly” employee will have more opportunity for
advancement, privileges, etc.

3.06.002 COMPLAINTS

Any employee who believes they have been subjected to sexual harassment files
complaints using the appropriate complaint process. Typically, the first
complaint is directed to the first-line supervisor. If no resolution is achieved,
then the employee follows the formal line of authority within the Office until all
possibilities for resolution are exhausted.

Every incident reported will be thoroughly investigated. It is the responsibility of
any supervisor who may receive a complaint of sexual harassment to investigate
and resolve such complaint. Failure to do so may result in disciplinary action up
to and including termination.

3.06.003 TRAINING

Personnel are informed of the administration’s concern in the matter of sexual
harassment by their receipt of this policy and its procedures. Any follow-up
and/or explanation of this policy is provided by supervisors.
3.07 ASSIGNMENT OF PERSONNEL

Effective Date: 02-28-05

The Administration desires that personnel be assigned in a manner which will
best accomplish necessary work, will provide the training on the job that is
required to develop needed knowledge and skills and will reasonably
accommodate the needs of personnel.

AFFECTS: All Personnel and Reserves

PROCEDURES:

3.07.001 RESPONSIBIOLITY FOR ASSIGNEMNTS

THE Sheriff makes or designates others to be responsible for making
assignments of personnel.

3.07.002 ASSIGNMENT AREAS

There are three major assignment bureaus: Law Enforcement, Corrections and
Administration and Support Services.

The following assignments are included in the Law Enforcement Bureau:
Patrol
Criminal Investigation
Fugitive Warrants
Traffic
Organized Crime Unit
Crisis Intervention Unit
Community Services Programs
Victim Services
Communications

The following are in the Corrections Bureau:
Posts
Facilities
Recreation
Classification
Medical
Chaplain Services

The following are in the Administration and Support Bureau:
Background Investigations
Personnel Section
Training Academy
Booking
Receiving and Discharge
Transportation
Information Services

The above positions for Law Enforcement, Corrections and Administration and
Support are selected from line officers (Patrol officers and Corrections officers).
All other personnel whether or not licensed as peace officers or jailers are in
support or staff functions.

3.07.003 INITIAL ASSIGNMENT

Initial entry into a law enforcement area is into a Patrol Division assignment as
Cadet under a Field Training Officer or as a Grade I Officer.

Initial entry into a corrections area is as a Cadet I Officer or Cadet under a
Corrections Training Officer.

Exceptions to the initial assignments described may occur when the Sheriff
determines a higher position cannot adequately be filled from among existing
personnel.

Positions of Captain and above are filled by persons chosen at the discretion of
the Sheriff and hold their rank only at his/her pleasure.

Positions of Sergeant and Lieutenant are filled from the eligibility list from such
positions and are finalized by the Sheriff.

3.07.004 REASSIGNMENT

Inter-divisional reassignments are made by mutual consent of the Supervisors
involved.

Assignments are not made as punishment and all departmental functions are
recognized to be beneficial to the mission of the Office.

Reassignment to a different division is made only if all qualifications for the new
position are met.

A minimum of one-year of service is required before an employee may be
considered eligible to apply for reassignment to a different position.

When an employee leaves one career field for another (i.e. Corrections Officer is
selected for Law Enforcement Patrol Officer), she/he leaves behind any status on
other promotional lists.
3.08 AWARDS

Effective Date: 02-28-05

The purpose of this policy is to provide for special recognition and commendation
for meritorious performance.

AFFECTS: All Personnel and Reserves

PROCEDURES:

3.08.001 AWARDS COMMITTEE OPERATION

The Awards Committee composed of members and a chairman appointed by the
Sheriff receive and evaluate recommendations for awards. The Chair calls
meetings as required and the Chair and a majority of the committee members
are present to review and evaluate recommendations. Awards are
recommended if the committee determines that the standards of 3.08.002 have
been met. Recommendations for awards are submitted to the Sheriff for final
approval and if approved are presented as the Sheriff determines appropriate.

3.08.002 STANDARDS FOR AWARDS BY COMMITTEE

MEDAL OF HONOR – to be presented for heroism far above and beyond the call
of duty performed at extreme risk of like.

THE MEMORIAL CROSS – to be presented where an officer lost his/her life in
performance of duty under honorable conditions.

MEDAL OF VALOR – to be presented for exceptional bravery performed at
imminent risk of like.

MERIT CONDUCT BAR – to be presented for exceptionally meritorious conduct
and courage involving a great risk or an act of such a nature as to bring honor
and recognition to the person and/or the Office.

PURPLE HEART – to be presented to an officer who receives injury, under
honorable circumstances in the line of duty, directly due to the actions of a
suspect.

LIFE SAVING BAR – to be presented to an employee or citizen for the saving of a
human life.

COMMENDATION BAR – to be presented for excellence in job performance.

a. To an individual for outstanding performance of duties under unusual,
complicated or hazardous conditions.

b. To an individual for outstanding contributions to the community in general,
and to an individual in cases where service has contributed to a high degree
to the success of a difficult project or job.

c. To any individual for outstanding and superior performance of any
assignment over a period of any assignment over a period of one-year. This
award will be presented only to persons whose performance of duties was
clearly exceptional placing them in an outstanding position above others of
equal rank.

d. To any individual for outstanding heroic meritorious deeds performed in the
line of duty.

3.08.003 OTHER AWARDS

Those include proficiency and other awards earned by personnel.

PHYSICAL AGILITY AND DEFENSE AWARD – To be presented for specified
accomplishments in physical agility and firearms proficiency.

FIREAMS QUALIFICATION – To be presented for specified levels of proficiency in
use of firearms.
3.09 PERFORMANCE REPORTS

Effective Date: 02-28-05

Personnel performance must be evaluated and directed in order to develop their
abilities for the mutual benefit of the organization and its personnel. The Office
uses its performance review program to accomplish this end.

AFFECTS: All Personnel

PROCEDURES:

3.09.001 ANNUAL REVIEW

The supervisors evaluate each employee on an annual basis. This performance
evaluation is due just before the employee’s scheduled annual review date. All
completed Performance Report Forms are routed via the Chain of Command to
the Sheriff. Questions or problems concerning the forms or instructions are
directed to the Personnel Section or to one’s immediate Supervisor.

3.09.002 SUPERVISOR INITIATED

At any time, a Supervisor may initiate a Performance Report Form on persons
under his immediate supervision in consultation with the person being rated.
Necessary forms are obtained from the Personnel Section.

3.09.003 DISCUSSION OF REPORT

A portion of the Performance Report Form requires the acknowledgment of
receipt and discussion between the rating Supervisor and the person rated. This
discussion is conducted with the purpose of 3.10 in mind and all reasonable
efforts are made by both parties to ensure that those purposes are
accomplished. If the rated person desires, he/she may appeal the performance
rating in accordance with 3.10.005.

3.09.004 REVIEW

After performance evaluation report(s) are completed, the rating Supervisor
promptly forwards them to his/her immediate Supervisor. The receiving
Supervisor reviews the reports to determine their completeness and adequacy as
meeting the purposes of 3.10. Deficiencies or suspected deficiencies are
discussed with the rating Supervisor in order to better meet the purposes of 3.10
in the reports concerned and in future ratings. Any changes which are
determined necessary are communicated to the person rated on a new
Performance Report Form and the rated person’s portion of the new form is
completed. The initial forms and new forms are submitted as noted in 3.10.001
and 3.10.005.

3.09.005 APPEALS

Appeals from a rated person are delivered to the rating Supervisor’s immediate
Supervisor in accordance with 3.10.004. Disagreements are discussed first
between the rating Supervisor and his immediate Supervisor and then the rated
person is consulted. If agreement is not reached, further appeal may be made
up the Chain of Command. At the level where the complaints resolved, the
Supervisor arranges for any changes required and submits the resulting forms to
the Personnel Section. Personnel who are dissatisfied with their ratings are not
required to state they are in agreement, but may decide at any point that they
do not wish to pursue further appeal.

3.09.006 EMPLOYEE DEVELOPMENT FOLDERS

Supervisors maintain an employee development folder (EDF) on each employee
assigned to their section. These folders are initiated and issued by the Division
Captain whenever a new-hire reports for assignment. If an employee transfers
to a new assignment, the EDF is transferred to the new Supervisor of the
employee. One copy of the employee’s performance report is maintained with
the EDF and the original is maintained in the central personnel file.

EDF’s also contain information regarding training, coaching and career
development information. Documents from these folders are not to be removed.
These folders become a part of an employee’s permanent personnel record upon
separation.
3.10 IN-SERVICE TRAINING

Effective Date: 02-28-05

Officers need to be kept continually informed of changing legal guidelines and
improved techniques in the criminal justice field. Additionally, it is desirable that
personnel develop their potential for their own benefit and for enhancing their
contributions to the Office goals. Finally, it is desired that all training required by
law or administrative rule, be provided in a timely manner.

AFFECTS: All Personnel
3.11 AUTHORIZED DUTY HOURS

Effective Date: 02-28-05

It is the desire of the Administration that employee work time is scheduled and
regulated to maximize the efficient use of personnel. Compliance with all County
policies regarding compensation is further required.

AFFECTS: All Personnel

PROCEDURES:

3.011.001 REGULAR TIME

The Division Captain or Director is responsible for establishing regular work
hours for their Division based on a standard forty-three (43)-hour workweek.

3.11.002 MINIMUM LEVELS

Staffing level requirements are established by each supervisor to ensure a
satisfactorily minimum work force. Section Supervisors ensure that the
personnel staffing levels are maintained at all times. When staffing falls below
the minimum established level due to unforeseen circumstances, the use of
overtime is authorized.

3.11.003 OVERTIME COMPENSATION

Overtime is authorized by the supervisors for times legitimately worked in excess
of forty-three (43)-hours. Examples of authorized overtime include emergency
call-outs, court testimony, mandatory meetings and training that cannot be
scheduled during work hours in compliance with 3.11.002. Overtime will be
converted to comp-time at a rate of time and one-half.
3.12 SENIOR OFFICER PROGRAM

Effective Date: 02-28-05

It is the desire of the Administration to provide career enrichment opportunities
to Corrections and Law Enforcement Officers. It is also desired to recognize
those Officers who have maintained demonstrated job proficiency, and whose
experience enhances the accomplishment of Office goals.

AFFECTS: All Personnel

PROCEDURES:

3.12.001 ELIGIBILITY REQUIREMENTS

Line level Patrol and Corrections Officers are required to test for Senior Officer
status after two (2)-years of continuous service in the line function to which they
are assigned.

3.12.002 OFFICERS EXAMINATION

The Senior Officer’s examination for both Enforcement and Corrections is
administered and supervised under the direction of the Personnel Section staff.
Eligible Officers may test six (6)-months prior to their review date. Study
material for the examination is available at the Personnel Office.

3.12.003 SENTIOR OFFICER DESIGNATION

Upon successful completion of all eligibility requirements and providing all file
documentation reflect normal standards for the division and upon approval of the
Division Captain, Officers obtain a higher pay range status. They are designated
by their badge as either Deputy II (Law Enforcement) or Officer II (Corrections).

3.12.004 MANDATORY REQUIREMENTS

Officers who fail to take and/or pass the Senior Officer examination within the
specified time limit, are reviewed for termination.
3.13 WORKER COMPENSATION PROCESS

Effective Date: 02-28-05

It is the desire of the Administration that job related illnesses and injuries be
handled in an expeditious and efficient manner to insure prompt reporting,
thorough investigations, and proper dispositions of such incidents.

AFFECTS: All Personnel

PROCEDURES:

3.13.001 REPORT OF ILLNESS OR INJ URY

When an illness or injury occurs on the job the employee’s first responsibility is
to notify their supervisor. If the serious nature of the illness/injury prevents such
notification by the employee, the supervisor begins the reporting process in the
employee’s behalf. Supervisors maintain proper illness/injury report forms for
this purpose. The “First Report of Illness/Injury” is completed and forwarded to
the Personnel Section within three (3)-days of the incident.

3.13.002 SUPERVISOR’S INVESTIGATION

The Supervisor’s Investigation form is completed by the ill or injured employee’s
supervisor and is forwarded to the Personnel Section within seven (7)-days of
the occurrence. The Employee Statement Form, Witness Form (if applicable),
and Final Clearance Form is to be returned with the Supervisor’s Investigation
(NOTE: Final Clearance does not necessarily indicate employees return to work
or case finalization).

If the employee was involved in a vehicle accident (with or without injury),
additional forms are required with the Supervisor’s Investigation report.

3.13.003 INVOICES

All related invoices are forwarded promptly to the Personnel Section.

3.13.004 PERSONNEL SECTION RESPONSIBILITIES

The Personnel Section insures that forms for all of the above mentioned
processes are maintained and provided to supervisors.

The Personnel Section forwards completed forms and invoices to the Risk
Management Office.
3.14 CRITICAL INCIDENTS INVOLVING OFFICERS

Effective Date: 02-28-05

It is the desire of the Administration to provide support to officers involved in
critical incidents. For the purpose of this policy a “critical incident” is defined as
any event where an on or off-duty officer has been involved in a situation where
serious injury or death of a person occurs.

AFFECTS: All Personnel

PROCEDURES:

3.14.001 ASSIGNMENT OF SUPPORT PARTNER

The on-duty shift supervisor assigns another officer to function as a support
officer until the officer involved is escorted home. When possible, the support
partner is chosen by the officer involved. The support partner provides
emotional support and needed assistance as the officer(s) may require.

3.14.002 AUTHORIZING TRANSPORTATION TO HOSPITAL FOR FAMILY
MEMBERS

Whenever an officer has been hospitalized for an off-duty or on-duty injury, the
officer’s supervisor may assign another officer to transport the injured officer’s
family members to the hospital.

3.14.003 DEBRIEFING FOR PSYCHOLOGICAL SERVICES

Whenever a critical incident has occurred, the officer’s supervisor is responsible
for ensuring that a debriefing is held with an appropriate psychological resource.
The psychological debriefing is held within three (3)-days of the critical incident.
Resources available for this debriefing include the Employee Assistance Program,
staff counselors, the Department staff psychologist, or other psychological
services available to the County. The Victim Assistance Coordinator may assist
the Supervisor in locating the proper referral service. The purposes of the
debriefing are:

1. To inform the officer of the normal symptoms and reactions associated with
critical incidents.

2. Allow the officer to express his/her feelings.

3. Provide support and guidance to the officer in relation to dealing with the
psychological after effect of the incident.

4. The debriefing is not related to any departmental investigation of the incident
and nothing discussed in the debriefing is reported to investigators or
supervisors.

Psychological services may also be available to the officer’s family. The
Supervisor will make appropriate referrals for this service.

3.15 EMPLOYEE INJ URY OR DEATH NOTIFICATI ON

Effective Date: 02-28-05

It is the desire of the Administration to promptly notify, in person, family
members of an employee’s injury and death. It is also desired to provide
appropriate support and follow-up assistance.

AFFECTS: All Personnel

PROCEDURES:

3.15.001 NOTICE AND FOLLOW UP

The Sheriff ensures prompt and appropriate notification to the employee’s family.
The Sheriff also notifies at least one member of the follow-up team. This team is
responsible for assisting the family with counseling, referrals, insurance claims,
funeral arrangements and long term assistance. The follow-up team consists of:

The Victim Assistance Coordinator
The Chaplains
The Personnel Officer
A Designated Counselor

These procedures are applicable for both on and off-duty incidents. See Policy
5.12 for further information on special notification procedures.

3.16 EMPLOYEE SUBSTANCE ABUSE TESTING

Effective Date: 02-28-05

The use of unauthorized controlled substances by an employee, regardless of the
position held, adversely affects the accomplishment of the Office mission to
enforce laws, protect life and property, to provide safe, secure and humane
incarceration of inmates and to otherwise serve persons in the County. In order
to identify possible illegal drug usage or alcohol abuse by employees, a program
to test for these substances is hereby established.

AFFECTS: All Personnel

PROCEDURES:

3.16.001 PURPOSE

The purpose of this directive is to establish a written procedure for conducting
any tests of all applicants for employment and of employees when there is
reasonable suspicion that the employee is under the influence of or using an
authorized controlled substances or alcohol.

Refer to 3.02.001 D. regarding applicant drug testing as part of the hiring
process.

3.16.002 TESTING PROCEDURES

An employee may be asked to submit to a urine blood, or a breath specimen on
the basis of a reasonable suspicion, based on specific objective facts.
Reasonable inferences are drawn from those facts that the employee is under
the influence of or using alcoholic beverages or scheduled controlled substances.
A demand for the specimen is to be made only on the express authority of the
highest-ranking supervisor present. The specific facts are to be disclosed to the
employee at the time the demand is made and are to be documented in writing.

The specimen collected shall occur in a private setting, free of any substances,
which may be used to contaminate the specimen. J ail Medical staff, or a
designated employee of the same sex as the tested employee, will observe the
giving of the specimen. Blood samples are to be drawn by qualified medical
personnel.

3.16.003 TEST CONFIRMATION

All samples will be sent to an Office approved lab that screens the sample. If the
test is confirmed positive, the employee is notified and given the opportunity to
present evidence and/or information that the positive test resulted from
prescribed or over-the-county drugs, or that special circumstances may have
affected the test results. The employee is required to sign a release of
information in the event that a physician must be contacted for clarification or
verification. The employee is provided the opportunity to have a second test
conducted on the same specimen.
3.16.004 RESULTS

An employee may be suspended for:

1) Refusal to provide a specimen,

2) Attempts to tamper with or adulterate the specimen, or

3) Positive results which cannot be justified.

Suspension remains in effect pending the results of the test and/or appeal
process.

3.16.005 ASSIGNMENT TO DRUG INVESTIGATION UNITS

Officers who apply and are selected for any drug investigation units are required
to undergo drug testing and to sign a form consenting to periodic testing
thereafter.

3.17 PHYSICAL FITNESS

Effective Date: 02-28-05

It is recognized that an officer’s health and well being is of prime importance to
the officer, his/her family and colleagues, the Sheriff’s Office and the citizens of
the community. The rationale for encouraging participation in a physical fitness
program consists of four basic factors:

A. Regular, vigorous physical activity helps reduce emotional and nervous
tension.

B. A physically fit officer is less susceptible to common injuries, and if injured,
recovers more rapidly.

C. Associated health hazards such as degenerative heart disease, hypokinetic
diseases and orthopedic disorders, are less likely to occur in physically fit
individuals.

D. Improved health should allow individuals to perform their assigned duties and
responsibilities with greater ease and prevent excessive use of sick days.

3.18 HUMAN IMMUNODEFICIENCY VIRUS (HIV) WORKPLACE GUIDELINES

Effective Date: 02-28-05

The intention of the Administration is to establish guidelines for interacting with
persons who may be HIV positive so that appropriate hygiene procedures and
legal issues are addressed. This policy is no way intended to supersede or
conflict with the County Policy on “AIDS in the Workplace”.

AFFECTS: All Personnel

PROCEDURES:

3.18.001 TRAINING

Each employee of the Sheriff’s Office receives AIDS Education and Training. This
training covers essential medical information, the Epidemiology of HIV infection,
HIV Antibody screening and testing, Psychosocial issues, confidentiality and legal
issues, universal precautions and the use of gloves and microshields.

3.18.002 INMATE HOUSING

Inmates who are HIV positive will be housed in general population throughout
the jail system except when medical treatment issues or J ail Management
problems may necessitate a special housing assignment.

3.18.003 PUBLIC CONTACTS

Due to the nature of HIV infection, it is impossible to determine with 100%
accuracy who does or does not carry the virus. Therefore, everyone must be
considered as a potential carrier and handled accordingly.

3.18.004 CONFIDENTIALITY

Employees are to recognize the right to privacy regarding the HIV status of any
person. A person can only disclose information of another’s HIV condition upon
the express written consent of the individual. Any employee receiving medical
information indicating an inmate is HIV positive, limits the dissemination of that
information to medical staff.

3.18.005 EQUIPMENT

All posts, workstations, and vehicles are equipped with plastic gloves and
microshields.


3.19 USE OF RECORDING DEVICES

Effective Date: 02-28-05

The Sheriff’s Office is committed to fostering an open workplace where
employees are allowed to pursue their duties in a professional environment. To
achieve a professional friendly workplace, employees must be able to trust and
depend upon their co-workers. This Office desires that conduct between
employees and between employees and persons in our correctional facilities be
of the highest moral and ethical standards.

AFFECTS: All Personnel

3.19.001 PROCEDURES

No employee may carry a recording device in a Correctional facility unless the
devise is prominently displayed in such a manner as to make it obvious to the
most casual of observers that a recording device is present.

Employees in the course of law enforcement duties outside of a correctional
facility may carry recording devices at their discretion in the course of their
duties. Recordings made for the purpose of a criminal investigation must comply
with applicable provisions of the Texas Code of Criminal Procedure.

All recordings made by any employee while in the course and scope of
employment are subject to applicable civil and criminal laws of the State of Texas
and of the United States, as well as laws affecting political subdivisions. Such
recorded documentation is a government record and is thus subject to Penal
Code sections 37.09 and 37.10.

No employee may, under any circumstances, record another employee on any
form of electronic media without such recording first being approved by the
employee being recorded, or by the Sheriff as part of an official investigation or
ceremony.

3.19.002 RECORDS RETENTION

If an electronic recording is made by an employee and the employee proceeds to
preserve the recording, such records made in the course and scope of
employment are government records and shall be maintained accordingly.
Tapes shall be maintained on premises pursuant to the record retention policy of
the Sheriff’s Office. All tapes thus maintained shall be accompanied by a report
designating its content and the circumstances under which it was made.

Use of a recording device under this policy is at the discretion of the individual
officer. Tapes, which by their use are converted to government records, become
the property of the Sheriff’s Office. By such use the employee agrees to the
conversion and understands that there will be no replacement or reimbursement
for the tape. Employees who elect to carry a recording device pursuant to this
policy, assume the risk of loss, damage or destruction.
4.01 GIFTS AND GRATUTITIES

Effective Date: 02-28-05

Some persons desire to express their appreciation for Sheriff’s Office personnel
by giving normal gifts or services. Unfortunately, other persons desire to
unethically or illegally influence Sheriff’s Office personnel by providing favors. It
is the intent of this directive to guide personnel in their conduct regarding the
receipt of gifts to permit the practice for its noble purposes and to control it to
prevent abuse.

Personnel in no way are to solicit gifts or services and should always be prepared
to pay for any thing or service which they authorize or order.

Personnel never accept gifts which may interfere with their impartial exercise of
authority with their impartial exercise of authority or which may cause favoritism
in their performance of services.

Personnel are to be sensitive to the public’s impression of special treatment to
law enforcement officers and should conduct themselves in a manner that does
not unnecessarily cause adverse public opinion.

AFFECTS: All Personnel

PROCEDURES:

4.01.001 NOMINAL GIFTS

Employees are frequently offered free coffee, discounted meals and other
nominal gifts and services. Personnel accept these gifts as is consistent with
Policy 4.01.

Personnel do not spend greater amounts of their on-duty time at a particular
establishment or render other special service on behalf of persons who offer or
provide gifts.

Officers are to refuse any gifts which they suspect may conflict with the purposes
expressed in Policy 4.01 and promptly report the offer to their supervisor.

Supervisors receiving reports of inappropriate gifts or gift offers are to review
them in light of Policy 4.01 and refer up the Chain-of-Command if potential
problems seem evident.

4.01.002 PROHIBITED GIFTS

Gifts from certain persons or entities, because of their relationship to the Office
or to the individuals involved are prohibited. Included in this prohibition are gifts
from attorneys, bondsmen and private investigators.

Offices who believe a particular case warrants exception to this prohibition
request approval from the Sheriff in writing.
4.01.003 RELEVANT LAW

Personnel, additionally, are guided by Texas Penal Code provisions concerning
bribery, abuse of office and other relevant statutes and by the Officer Rules
noted in the back of this Manual.

4.02 CRIME VICTIM COMPENSATION

Effective Date: 02-28-05

The provisions of the Texas Crime Victims Compensation Act (TCVCA) Article
8309-1, Vernon’s Texas Civil Statutes (V.T.C.S.), Section 10, (f) and the
corresponding standards proposed by the Attorney General of Texas govern
several aspects of police conduct in dealing with certain crime victims. To
comply with this legal requirement, crime victims should be aided as required.

AFFECTS: All Personnel

PROCEDURES:

4.02.001 LIAISON OFFICER

The Sheriff designates personnel to serve as primary and secondary Liaison
Officers and they serve in that capacity until removal. The Sheriff posts the
names of those designated in a prominent location. The Secondary Liaison
Officer is responsible for all the duties of the Liaison Officer whenever the latter
is not available.

4.02.002 RESPONSIBILITIES OF LIAISON OFFICER

The Liaison Officer performs the following activities:

A. Gives notice of the TCVCA in person or by mail, to all victims of violent
crimes, or their dependents, as soon as possible. Such notice includes (1) a
letter explaining the crime victims rights, (2) instructions provided by the
Texas Industrial Accident Board, (3) an application form and (4) an
authorization form.

B. Maintains a log showing the method of contact, date and time contact was
made, and any other action taken. Such log is maintained for a period not
less than three (3)-years from last entered date.

C. Orders and maintains all forms necessary. Forms are ordered from the Texas
Industrial Accident Board.

D. Responds to inquiries of interested persons concerning procedures for filing a
claim under the Crime Victims Compensation Act.

E. Provides application forms to interested persons.

F. Assures that all new personnel, and personnel currently employed by the
Office, receiving training in the particulars of the TCVCA.

4.02.003 DELEGATION OF AUTHORITY

The Liaison Officer may delegate authority to others (approved by the Sheriff) to
accomplish any of the activities in procedures 4.02.002. However, the Liaison
Officer remains responsible for the successful accomplishment of the duties
required by that position.

4.02.004 RESPONSIBILITIES OF OTHER PERSONNEL

The supervisor reviewing a major or fatal accident investigation notifies the
Liaison Officer, and provides him with a copy of the report of an injury or death
sustained in such accident, if caused by a driver in violation of Section 38,
Uniform Act Regulating Traffic on Highways, Fail to Stop and Render Aid
(felony), or Article 6701-L-2 DWI (felony).

All personnel respond to citizen’s questions about TCVCA by supplying the
requested information and/or referring them to the Liaison Officer.

4.03 GROOMING AND DRESS

Effective Date: 02-28-05

It is obvious that people often react positively or negatively to the appearance of
others. This reaction is pronounced when the persons observed are in positions
of authority. The need for a positive community reaction justifies establishment
of dress and grooming requirements for personnel of the Sheriff’s Office.
Additionally, concerns of the Administration are that grooming and dress
contribute to:

 effective and efficient performance of duties, for example the appearance
required for enforcement of drug laws through undercover investigation.

 safety of personnel, for example clothing and hair which do not provide
advantage to someone attacking an officer.

 visual recognition of personnel with authority, for example the advantage
realized when persons are deterred from law violations in the presence of an
uniformed officer or when a hostile crowd submits to the commands of a
small group of uniformed officers presenting a unified appearance.

 respect, trust and support of citizens, for example the reporting of
information about an offender by a citizen because he recognizes the officer’s
professional appearance.

It is further recognized that the preference of personnel regarding grooming and
dress differ and the Administration intends that reasonable differences be
permitted.

AFFECTS: All Personnel and Reserves

PROCEDURES:

4.03.001 GENERAL

Variations in grooming and dress guidelines are required to accomplish the
diverse purposes expressed in 4.03 and to adapt to different assignments within
the Sheriff’s Office. For example, the attire for a court appearance by an officer
would likely differ from that of an officer making an interstate prisoner transport.

There is, however, a need for general direction regarding grooming and dress.
Thus, personnel generally follow grooming and dress practices that conform to
those of the County business community. Personnel of the Sheriff’s Office are
more restricted in some ways, such as hair length and facial hair due to safety
considerations and sensitivity to the community’s expectations for the
appearance of Sheriff’s personnel.

Personnel are permitted to wear modest mustaches but are otherwise clean-
shaven. Hair length and hairstyle of personnel in assignments with high
exposure to potential violence are maintained with regard for safety.

4.03.002 DIVISION STANDARDS

Division Supervisors set particular grooming and dress requirements for their
personnel within the limits set by 4.03.001 and which are designed to contribute
to the accomplishment of the purpose expressed in 4.03.


4.03 APPEARANCE & UNIFORMS Effective Date: October 1, 2009

The purpose of this policy is to establish the standards of uniform dress and authorized
equipment worn by sworn officers and civilian personnel. Concerns of the administration are
that grooming and dress contribute to effective and efficient performance of duties, safety of
personnel, visual recognition of personnel with authority, and earn the respect, trust and
support of the citizens. Dress will project a professional appearance and reflect favorably on
the Office and contribute to the goals of the Office.

AFFECTS: All Personnel

PROCEDURES:

4.03.01 GENERAL

Variations in grooming and dress guidelines are required to accomplish the diverse purposes
expressed in 4.03 and to adapt to different assignments within the Office.

There is, however, a need for general direction regarding grooming and dress. Personnel
generally follow grooming and dress practices that conform to those of the business
community. Personnel at the Office are more restricted in some ways, such as hair length and
facial hair due to safety considerations and sensitivity to the community’s expectations for
appearance of Office personnel.

It is recognized that the preferences of personnel regarding grooming and dress
may differ and the Sheriff intends that reasonable differences may be permitted.

4.03.02 UNIFORM

All uniforms will be approved and issued by the Office. No substitutions, changes or variations
may be worn unless approved by the Sheriff or his designee. Uniforms will be classified as
“Summer”, “Winter”, and “Class A”.

4.03.03 GUIDELINES FOR NON-UNIFORMED PERSONNEL

Personnel performing Office duties will report in neat, clean, and conservative dress,
appropriate and suitable for Office attire. Excessive jewelry will not be worn on duty. No
visible tattoos or body piercings will be allowed, with the exception of females who may wear
no more than two pair of earrings. A solid color short sleeve, long sleeve knit or buttoned shirt
with the approved Office badge embroidered on the upper left chest area may be worn.

4.03.04 PERSONAL GROOMING

All personnel will have a neat and clean appearance. Hair will be neatly trimmed and arranged.
Hair length and hairstyle of personnel in assignments with high exposure to potential violence
are maintained with regard to safety.

Uniformed female personnel must have hair worn above the shoulders and tied back and up if
longer. Fingernails should not extend past the end of the finger and be neutral in color.

Uniformed male personnel will be clean-shaven, but may have mustaches not to extend below
the upper lip line and neatly trimmed. Sideburns will be neatly trimmed, rectangular in shape
and not extend lower than the mid-line of the ear.

4.03.05 FACIAL HAIR FOR MALE EMPLOYEES

Male personnel will be clean-shaven, but may have mustaches not to extend below the upper
lip line. Sideburns will be neatly trimmed, rectangular in shape and not extend lower than the
mid-line of the ear.

4.03.06 INVESTIGATIVE OFFICERS

Investigative officers will report for duty in neat, clean, and conservative dress, appropriate and
suitable for frequent contact with the public. Guidelines outlined in 4.03.03 will also apply.

Exceptions may be made for investigators depending on assignment.

4.03.07 CLASS A UNIFORM

One complete Class A uniform must be maintained at all times for certified peace officers and
detention officers, consisting of:

1. Approved long sleeve shirt
2. Approved black pant with stripes
3. Approved black tie
4. Black leather duty gear
5. Black leather footwear

Class A uniform will be required by order of Sheriff or designee at ceremonial events or other
occasions deemed appropriate.

4.03.08 UNIFORMED EMPLOYEES

All uniformed personnel of the Office are required to adhere to the following uniform
requirements:


1. Hat
a. Panama western straw hat with black hatband for Summer Uniform
b. Stetson Silversand 4X or Resistol Ranch Tan 4X with tan hat band with a
brim of not less than 3 ½ inches nor more than 4 inches, with a crown not to
exceed 6 inches in height for Winter Uniform
c. Office approved caps, may be worn when necessary, but not as a daily
uniform accessory.
(Hats are an optional item, but may be required by the Sheriff)

2. Tie
Approved Office uniform tie (ClassA).

3. Tie Tack
Approved Office tie tack worn at a point on the tie parallel to the bottom of
the shirt pocket flap when closed.

4. Undershirt
Undershirts will be worn and if exposed at the collar must be black in color.

5. Socks
Socks worn with the uniform with low cut footwear will be black in color.

6. Footwear
Black military style boots, roper style boots, low-cut leather shoes with plain
round toe may be worn. Shoes or boots with any type of decorative stitching
or adornment will not be allowed. Shoes and boots shall be kept clean,
shined and in good repair.

7. Duty Gear
Black leather gear either plain or basket weave (not mixed). (Class A)
Ranger or Sam Brown belt with brass buckle. Belt keepers, magazine
pouches, holsters or other gear will have brass snaps if required.
Web gear may be approved for daily use but will not be acceptable with the
Class A uniform.
Gear must be well maintained at all times.
Other gear as approved by the Sheriff or his designee.

8. Holster
Holster will be a minimum of Level II Retention, worn centered on the
uniform trouser seam. Recommended holster will be the Safariland 6280
Level II leather finish or approved by Training & Personnel.
Detention officers may wear an equivalent Level II holster in FineTac finish
with web/nylon gear only while on regular duty (not approved for Class A).

9. Trousers
Approved Office uniform pant.
Detention personnel will wear the Office approved BDU pant for daily work.

10. Shirt
Approved Office uniform shirt.

11. Badge
Approved Office badge worn on left chest.

12. Nameplate
Nameplate will be gold in color issued by Office and worn immediately above
the right breast pocket.

13. Collar Brass
Office approved S.O. collar brass will be worn by all officers up through rank
of Sgt. Lt’s and above will wear appropriate rank designation on collar.

14. Protective Body Armor
Protective body armor will be issued by the Office to officers in patrol and
prisoner transportation. Armor will be required while in uniform.

15. Accessories
J ewelry and other accessories (with the exception of those items approved by
the Sheriff, i.e., service pins, life-saving awards, etc.) will not be worn on the
uniform.
Excessive jewelry will not be worn on duty. Rings will be allowed only on the
ring finger of each hand. No visible tattoos or body piercings are allowed,
with the exception of females who may wear one pair of small stud earrings.

4.03.09 OTHER GARMENTS

Other clothing and garments will be issued by the Office or approved by the Sheriff or his
designee as necessary. J ackets, coats, rainwear or special service clothing will bear the Office
approved patch, embroidered badge or Sheriff logo for recognition.

4.03.10 COURTROOM DRESS STANDARDS

Unless otherwise directed, all courtroom appearances to testify in a trial or hearing will be in
Class A uniform if regular assignment is that of a uniformed officer or in slacks, jacket and tie if
regular assignment is investigations. All other personnel requested to testify in a trial or
hearing will dress in a businesslike manner appropriate for the courtroom. Exceptions will only
be made in the event the summons to court is immediate.


4.04 PUBLIC AND PROTECTED INFORMATION

Effective Date: 02-28-05

The Administration desires to provide reasonable access to all information that
the public is legally entitled to receive in accordance with Texas Open Records
Law, Article 6252-17a V.T.C.S.

The Administration desires to restrict access to that information which is
embraced under the exceptions to the Open Records Law. Access to such
information is restricted in order to protect persons from unwarranted invasions
of personal privacy, to prevent acquisition of information that could be used by
some persons to evade the law, to comply with specific legal guidelines and to
maximize the accomplishment of Sheriff’s Office goals.

AFFECTS: All Personnel

PROCEDURES:

4.04.001 RELEASE OF INFORMATION – GENERAL

Personnel of the Office may release information to any citizen if such information
is required to be released by the Open Records Laws, Article 6252-17a V.T.C.S.
and if such release is accomplished in a manner consistent with the other
procedural guidelines under Policy 4.04.

Personnel carefully consider requests for information related to a particular
criminal case handled by the Office or requests for information about any
operational function of the Office. When any doubt exists as to the
appropriateness of releasing information, personnel refer the matter to their
supervisor.

4.04.002 RELEASE AND REVIEW OF DOCUMENTS

Documents, including accident reports, offense reports, et cetera, are released
only by the Sheriff or his/her designee. The designee maintains a current
knowledge of applicable record statutes and case decisions and releases
information in accordance with this knowledge. In any questionable case, the
designee consults with the Sheriff and/or with the County’s legal counsel to
determine the appropriateness of releasing documents.

4.04.003 RECORDS SECURITY*

Record filing cabinets and electronic data processing devices are under the
control of the Sheriff’s designee(s). Such records and devices are secured by
means of locks, passwords and security programming as appropriate. The
Sheriff’s designee(s) establish and implement such procedures and controls as
may be needed. All other members of the Office conform to such procedures
and controls. Formally security agreements are maintained and enforced with
other agencies having access to Sheriff’s Office records.

*See 5.05.001 for additional guidelines on use of information.

4.04.004 ON-SCENE RELEASE OF INFORMATION

At a crime scene or other remote location where personnel are requested to
immediately provide information which appears to be protected according to 4.04
and related statutes the following procedures apply:

 The Sheriff is notified and informed. He releases requested information.

 Requesting person is informed of reason for protecting information and of
any other means of obtaining it.

4.05 HANDLING CITIZEN COMPLAINTS AND REQUESTS

Effective Date: 02-28-05

Citizen contacts with Office personnel by telephone and in person can help or
harm community opinion. In such contacts it is desired that prompt and
reasonable assistance be given and that a favorable opinion of the Office be
maintained.

AFFECTS: All Personnel

PROCEDURES:

4.05.001 GREETING

Personnel answer incoming telephone calls by identifying the Office and
themselves. One way of doing this might be, “Sheriff’s Office, Smith speaking”.
The exact words may vary and personnel may shorten the response as the
competing needs for other law enforcement business require.

Personnel who encounter citizens who appear to have a need for information or
other services, politely ask if they may be of assistance.

4.05.002 COLLECTING INFORMATION

Many people requesting law enforcement services will give only minimal
information. Personnel receiving such requests ask for additional information
when required to determine the nature of the need, the type of assistance
requested, the extent of urgency involved, the number of personnel needed, the
location(s) and time(s) of needed services and any special danger which may be
involved. Personnel use their good judgement to balance the need for obtaining
more information with the need to attend the other important business. The
basis for such decisions emphasizes the safeguarding of human life as a primary
consideration and property as secondary. Attention is also given to
apprehension of suspects, information which may contribute to successful
investigation and other concerns, consistent with 4.05.

4.05.003 REFERRALS

When someone requests services which the Office does not normally provide or
is unable to provide, the person receiving the request may make a referral to
another public service agency which is able to provide the needed services or
contact another public service agency himself and arrange for the needed
service. When a doubt exists as to an acceptable service, a supervisor or other
qualified person is consulted for advice.

4.06 GENERAL INTER-AGENCY RELATIONSHIPS

Effective Date: 02-28-05

The Office desires to cooperate in every way possible with other criminal justice
agencies for the mutual benefit of those involved in the criminal justice system.

The Administration recognizes time and budgetary restraints which may inhibit
the complete availability of the Office resources in providing such assistance but
intends to lend every reasonable aid as need is recognized or as the assistance is
requested.

AFFECTS: All Personnel

PROCEDURES:

4.06.001 RABIES CONTROL OFFICERS

Sheriff’s personnel are the Rabies Control Officer in accordance with “The Rabies
Control Act of 1981”, and the “Regulations of County, Texas for the Control of
Rabies” and any other applicable legal guidelines.

A copy of the current law and rules regarding rabies control is maintained at the
Sheriff desk and personnel inquire as to appropriate actions whenever in doubt.

4.07 INTERACTION WITH THE PUBLIC

Effective Date: 02-28-05

In order to maintain community support and a constructive working relationship
with the public, personnel are guided by this policy and procedures in their
interactions with citizens. The maintenance of a good relationship with the
public should develop public appreciation for the Office and enable the members
of the Office to perform their jobs more effectively and efficiently.

AFFECTS: All Personnel

PROCEDURES:

4.07.001 COURTESY TO PUBLIC

Personnel treat those they encounter with respect and courtesy to the extent
that they are able to do so and perform their duties as prescribed by relevant
legal provisions and other Office policy.

Certain arrest and control situations may require actions by personnel which are
authoritative and which might be perceived as discourteous. Personnel, in such
situations, accomplish the arrest, control or other necessary actions with as
much courtesy and respect as possible without unreasonably endangering
themselves or others.

4.07.002 REQUESTS FOR ASSISTANCE

Personnel treat all requests for service in a serious manner. Although some
requests may seem trivial, persons making such requests usually feel they have
a need for assistance. Personnel determine if they can be of assistance by
careful attention to the person’s explanation of the problem.

Personnel render service whenever practical and make appropriate referrals for
persons who require service from some other organization, agency or individual.
When doubt exists as to the practicality of a requested service, personnel consult
with their supervisor or other knowledgeable person for assistance.


4.08 OFF-DUTY EMPLOYMENT

Effective Date: 02-28-05

While it is recognized that the Sheriff’s Office employees perform their primary
job functions as employees of this Office, it is also recognized that economic
conditions may require outside employment for some personnel to supplement
their income. Certain types of law enforcement related employment also
provides visibility in the community, and can assist on-duty officers in keeping
the peace.

Off-duty employment also includes business ownership, and no employee will be
allowed to engage in any private business or employment where his/her position
with the Office could be used to advance private interests. It is the desire of the
Administration that supplemental employment be consistent with the image of
the Office, the laws of this state, and the operational efficiency of the Office.
Employees are prohibited from accepting or engaging in any outside business or
employment which might conflict or interfere with the employee’s responsibility
to the Office. While on duty, employees should devote their time and energies
to the business of the Sheriff’s Office.

4.08.001 APPROVAL

Requests for supplemental employment are submitted in writing through the
Sheriff and must specify the prospective employer, location, and duties of the
position sought. Employees shall not accept or engage in outside employment
until their Sheriff has authorized such employment. When the request has been
approved, the employee shall be notified in writing and a copy placed in the
individual’s personnel file. Approval for any off-duty employment shall be
renewed each calendar year, in the month of J anuary.

If applying for a security position, officers must indicate the type of TCLEOSE
license held. The employee must also provide a copy of an employment contract
signed by representatives of the secondary, or off-duty employer.

4.08.002 USE OF COUNTY PROPERTY

The use of county property shall be limited to the use of Office-issued equipment
normally worn with the uniform. The use of county owned vehicles to travel to
and from off-duty employment is prohibited unless the secondary employer has
contracted with the county for the use of that vehicle.

4.08.003 DUTY PERFORMANCE

Employees would not be permitted to engage in any off-duty employment which
would render the employee unavailable to respond during an anticipated
emergency, or physically or mentally exhaust the employee to the point that
his/her performance is affected, impair the operation, efficiency, or reputation of
the Sheriff’s Office or employee.

The following types of employment are considered to be in conflict of interest
with this Office:

1. engage in employment as a bill or bad check collector;

2. engage in employment for a pawn shop;

3. work in a high profile position in a public controversy where the officer’s off-
duty employment might be reasonably construed as representative of the
views of this Office in the controversy;

4. engage in surveillance work for a private security or investigations agency or
private individual or perform other similar services which are not providing
security to prevent property crimes;

5. engage in security of investigative employment for a commercial security
firm;

6. engage in employment as an expert witness in private civil litigation;

7. engage in employment which requires the enforcement of “house rules”;

8. engage in employment at any adult entertainment or similar club or studio.

Employees shall not use any information obtained by this Office or, in their
official capacity as an employee of this Office, in any outside employment.
Employees shall not engage in off-duty employment on the same calendar day
that they fail to report for duty due to illness or injury. Officers who are
suspended, or who are on limited or restricted duty shall not engage in any off
duty employment which requires the officer to perform a security and/or law
enforcement function or that requires the officer to act in the capacity of a peace
officer.

Any supplemental employment remains conditional based on satisfactory
performance of departmental duties.

4.08.004 ASSIGNMENT OF OFF-DUTY EMPLOYMENT

Requests for off-duty employment from prospective employers through this
Office shall be opened on a first-come, first served basis to all licensed peace
officers in the Office who have shown proof of meeting all current requirements.
Long term contracts for off-duty employment which require scheduling of
personnel over a period of time shall require a person to act as a supervisor, who
is willing to accept responsibility for the scheduling of employees. The
supervisor must post the openings and fill the available vacancies on a first-
come, first-served basis. The supervisor will establish an eligibility list of
employees interested in working that job. No employee may list on more than
two long-term job lists at a time. In the event that a long-term contract cannot
be sufficiently staffed from the eligibility list, the vacancies may be filled with
personnel within the Office including those on other lists.

4.08.005 QUALIFICATIONS

1. Must hold a deputy sheriff appointment through this office (non-reserve) and
TCLEOSE peace officer license;

2. must have successfully completed new-hire probationary period or have
successfully completed patrol field training program;

3. must be current on any TCLEOSE mandated training;

4. must meet or exceed physical assessment standards set by this Office;

5. must be current on all firearm qualifications. Officers must show proof of
qualifications annually.

4.08.006 RESPONSIBILITIES

It is the responsibility of the employee engaging in the off-duty employment to
ensure all applicable Federal and State laws and regulations are met, including
withholding and tax reporting laws.

5.01 PERPARATION FOR DUTY

Effective Date: 02-28-05

It is departmental policy that personnel beginning a tour of duty be available on
time, be aware of circumstances concerning the current and previous shifts’
activities and be otherwise prepared to effectively perform their job.

AFFECTS: All Personnel

PROCEDURES:

5.01.001 REPORTING FOR DUTY

Personnel report for duty at the time and place specified by their supervisor.

5.01.002 INFORMATION REVIEW

Information about matters or occurrences that may affect the performance of
on-coming personnel is passed on in a variety of ways. Supervisors, when
possible, arrange for transmission of this information personally, in writing or
through other means. Off-going personnel pass on any information of this type
that is not otherwise conveyed through reports or other personnel.

Examples of such information for Patrol personnel include: reports of recent
crimes in the County or surrounding area; situations requiring special care or
observation; BOLO’s; traffic hazards, et cetera.

Examples pertaining to Corrections personnel include: problems with inmates
such as fights or medical difficulties; problems with facility such as damages
jeopardizing security, water leaks, inoperative communications equipment, et
cetera. Information shall be entered into the Pass-Along Log at the end of the
shift.

All Personnel depend upon this type of information and Division Majors use
additional written or oral instructions to ensure that complete and accurate
information transfer occurs.

5.01.003 OTHER PREPARATION

On-coming personnel are ready for duty and have ready all equipment and
materials (other than that to be issued after arrival) which might aid in the
performance of their duties. This includes but is not limited to:
 Grooming and dress in accordance with 4.03 and its procedures,

 Authorized weapons required for duty in accordance with 7.01,

 Offense report forms, ticket book,

 Other equipment and materials specified by division head or immediate
supervisor.
5.02 OPERATION OF OFFICE VEHICLES

Effective Date: 02-28-05

Personnel operate Office vehicles in a safe, courteous and legal manner. The
use of Office vehicles should contribute to better service to the community but
should involve no unnecessary exposure to liability or accusation of impropriety.
Such operation and use is desired to protect lives and property, to encourage
citizens to drive in a similar manner and to maintain the respect and support of
the community.

Additionally, it is desired that personnel authorized to drive Office vehicles be
responsible for reasonable care and protection of the vehicle.

AFFECTS: All Personnel

PROCEDURES:

5.02.001 GENERAL OPERATION

Personnel operating Office vehicles comply with all applicable laws and drive
defensively. They are especially cautious when hazardous conditions exist, such
as inclement weather and they encourage courtesy of other motorists by
demonstrating courtesy in their driving.

Office vehicles are not taken outside the County unless a supervisor approves
such travel or if it is necessary to perform duties such as a hot pursuit.

5.02.002 INSPECTION OF VEHICLE

Personnel assigned to drive a vehicle are responsible for inspecting it prior to
operation. Inspections are concerned with damage, the operational conditions of
the vehicle and its equipment and the presence of any unnecessary articles left
in the vehicle. Any damage to the vehicle is reported immediately.

Patrol personnel ensure that all needed equipment is in their vehicle. This
includes but is not limited to: flashlights, flares, fire extinguishers, etc.

When any unreported damage or operational problem is discovered, the person
performing the inspection notifies a Supervisor who then assesses and
documents the damage of the vehicle or informs a Supervisor of their presence.

5.02.003 SECURING VEHICLE

Personnel operating Sheriff’s Office vehicles exercise care when leaving the
vehicle unattended. Windows are closed and doors locked to prevent weather
damage to the vehicle interior and to discourage theft of the vehicle or contents.
5.02.004 AUTHORIZED RIDERS

Riders may be authorized to ride with an on-duty Deputy providing all of the
following criteria is met:

A. Ride has been arranged with the shift on which the ride would occur.

B. Office conditions are such that the ride will not be detrimental to the shift’s
operation.

C. Riders are to be at least 18 years of age and are to be groomed/dressed in a
manner not detrimental to the Office’s image.

D. The waiver of liability form must be completed and signed by the rider and
approved by the Watch Command.

Final permission for the authorized ride is at this point up to the discretion of the
Supervisor. A rider may be dismissed at any time if necessary for the safety,
image, protection and/or operations of TCSO; it’s deputies and other citizens.

5.02.005 TRANSPORTING PERSONS (OTHER THAN PRISONERS OR AUTHORIZED
RIDERS

Occasionally personnel may wish, or be asked, to transport persons (other than
prisoners or authorized riders) not employed by the Office. As a public service,
such transportation may be conducted if approved by a Supervisor. Examples of
such transportation include, but are not limited to the following:

 stranded motorist
 accident victims
 emergency transportation
 lost children
 disabled persons

In cases of injured persons, ambulances with medically trained attendants are
the preferred means of transportation in that movement of the injured can
sometimes worsen the injury.

Personnel considering transportation of non-employees (other than prisoners or
authorized riders) carefully weigh the advantages and disadvantages associated
with providing the service consistent with the purposes expressed in 5.02. If
uncertainty exists, the advice of the division head is sought if he/she is
reasonably available.

When such transportation involves juveniles or a member of the opposite gender
of the employee, the times, vehicle mileage and locations of travel initiation and
termination are reported by the employee and recorded by the dispatcher.
5.02.006 EXCEPTION FOR OTHER PEACE OFFICERS

Peace officers from other law enforcement agencies are authorized to ride
without special approval whenever they are working with Sheriff’s Office officers
on an investigation.

5.02.007 FLEET COLLISIONS

 When a fleet collision occurs, the driver’s immediate Supervisor and the
Watch Command are notified.

 The Law Enforcement Agency having jurisdiction is notified and makes the
collision report.

 A Traffic Reconstruction Officer (TRO) designated by the Sheriff is called to
the scene and makes a separate investigation report. When unable to
immediately go to the scene, the TRO conducts a follow-up investigation.
The TRO forwards all reports to the driver’s Supervisor and the Supervisor
forwards the reports through the chain-of-command for disposition.

 The driver involved in the collision makes reports as instructed by
Supervisors.

5.03 CRIMINAL INVESTIGATIONS

Effective Date: 02-28-05

It is the Administration’s desire that all reported crimes be investigated with
reasonable thoroughness. It is recognized that personnel time is a valuable
resource and that more serious offenses are to be given priority attention.
Crimes such as murder, sexual offenses and other serious crimes receive more
exhaustive treatment than other crimes.

Investigations should be competently managed to ensure that victims are aided,
crime scenes are preserved, witnesses are identified and interviewed and the
crime is reconstructed by written report, sketches, photography, evidence
retrieval and analysis and other investigative techniques. The extent of
investigative effort should reflect the likelihood of discovering helpful evidence,
and the relative importance of the investigation as a contribution to the Sheriff’s
Office goals.

AFFECTS: All Personnel

PROCEDURES:

5.03.001 COMMUNICATIONS PERSONNEL RESPONSIBILITIES
(Others as applicable)

Personnel receiving report of a crime follow procedures of 4.05 concerning
collection of information. If a major crime is reported to have just occurred,
other area agencies may be notified if there is a possibility of apprehending a
suspect.

In the case of reported crimes against persons, especially sexual offenses, the
person receiving the report of the crime:

 Attempts to calm the victim,

 Refrains from discussing details of assault, other than obtaining information
needed to further investigation,

 Advises the victim not to destroy evidence and not to clean up (when
applicable).

5.03.002 OFFICER RESPONSIBILITIES

A. General

Patrol officers, jailers or other Office personnel, when first to arrive on a
crime scene, are responsible for securing the scene, locating physical
evidence, identifying witnesses and initiating notification of other persons
whose services are required. Examples of such notifications include
supervisors, criminal investigators, identification technicians and medial aid.
In all cases where a death is involved (regardless of suspected cause) the
J ustice of the Peace is notified.

B. Sexual Offenses (Other crimes against persons)

In certain crimes against the person, and especially sexual offenses the initial
officer should primarily consider the victim’s physical and emotional well
being.

 The officers are to be aware that the victim’s demonstrated reaction is no
indication of her/his real emotional state.

 During the initial contact, the officer determines the need for Victim
Assistance personnel. Other personnel present are to attend to the
collection of evidence, crime scene sketch, etc.

The officer explains the reason for each step taken and encourages the
victim to ask questions or relate any concerns.

In the case of sexual assaults (as applicable) officers ensure that the clothes
worn by the victim at the time of attack are collected and that the victim be
taken to the Emergency Room at the appropriate hospital for a rape
examination. The victim is instructed to bring a change of clothes to the
hospital, if the clothes being worn are needed as evidence. The officer
explains to the victim:

 the necessity of exam, etc. to obtain evidence,

 the pelvic exam is paid for by the Sheriff’s Office, other medical treatment
by the victim,

 Rape Crisis Center to be notified by hospital personnel

Officers collect evidence at hospital, which includes a bag with victim’s
clothing and the completed rape kit and accompanying documents provided
by the examining physician. This evidence is handled in accordance with 5.07
and its procedures.

The officer arranges with the victim and the Rape Crisis volunteer for a time
to appear at the Sheriff’s Office for a follow-up investigation.

5.03.003 CRIMINAL INVESTIGATORS

Criminal investigation personnel are responsible for gathering and organizing as
much information as possible to adequately reconstruct the offense. Their work
includes identifying and interviewing the suspect(s), victim and other witnesses,
taking sworn statements, writing reports, collecting evidence, et cetera. Others
may perform these functions at the direction of the person in charge in
accordance with 5.03.005.

A. Resources

Investigators when appropriate utilize the sources of:

 Victim Assistance Personnel

 Rape Crisis Center

 Child Guidance Center

 Department of Public Safety Laboratory, Tarrant County Medical
Examiners

 Other professional organizations as needed

B. Investigative Techniques

The Investigator:

 Reviews the initial report and if necessary contacts the investigating
officer for additional details.

 Obtains a detailed written statement from the victim.

 Prepare a composite drawing when possible.

 Prepare photo and live line-ups as necessary.

 Ensures that rape exam evidence is delivered to DPS Lab.

 Utilizes all approved investigative techniques to identify and apprehend
the assailant.

C. Prosecution

The investigator maintains contact with victim and when possible, personally
introduces victim to representatives of District Attorney’s office.

The investigator prepares cases for prosecution and cooperates with the
prosecutor.

5.03.004 IDENTIFICATION TECHNIQUES (I.D.)

Identification technicians are responsible for photography, lifting latent prints,
drawing crime scene sketches and collecting evidence. These tasks and other
assistance at the scene are performed as directed by the person in charge.

5.03.005 COORDINATION AND CONTROL

The responsibilities of patrol officers, jailers, identification technicians, and
criminal investigators overlap and therefore cooperation is necessary. The
criminal investigator at a crime scene is in charge whenever he determines that
his/her expertise is required to properly direct the investigation.

This authority is used in a courteous manner with attention given to other duties
that identification technicians and patrol officers, or jailers may be required to
perform, such as answering other calls.

The investigator’s authority at the scene may be terminated if a supervisor
believes the investigation is being mismanaged or that his intervention is needed
to assist with direction of activities. The supervisor terminating an investigator’s
control assumes charge of the investigation or assigns another person to be in
charge.

5.04 REPORTS

Effective Date: 02-28-05

The effectiveness of the Office is accomplishing its mission upon the quality and
quantity of information contained in offense, supplemental and arrest reports. It
is the policy of the Office that these reports are completed as soon as possible
and forwarded to the investigator upon completion. It is essential that reports
are clear, legible, complete, accurate, and include a truthful account of all
relevant information.

AFFECTS: All Personnel

PROCEDURES:

5.04.001 PROMPTNESS

Reports are turned in no later than 72 hours after receiving the call.

5.04.002 CONTENTS

A complete report should attempt to answer the questions of who, what, when,
where, why and how based on the information known. Feelings, opinions and
conclusions are labeled as such and are not included in the offense report. The
bulk of all reports are limited to factual information with the sources of the
information being clearly designated. The instructions on the form used are
followed.

5.04.003 REVIEW

The reports are reviewed for adequacy by the supervisor or his designee as soon
as practical. Any inadequacies noted are reported to the officer making the
report as soon as possible so that the report may be improved or completed and
so that report writing skills may be improved. Supervisors ensure that reports
are promptly forwarded to Admin. Assist for Correction.

5.04.004 TRAINING

The Sheriff ensures that officers are trained by providing training opportunities,
such as in-service classes, training materials, individual counseling, or formal
classes in report writing.

5.05 INTERACTION AMONG OFFICE PERSONNEL

Effective Date: 02-28-05

This policy and its procedures provide guidelines for interaction among Office
personnel intended to facilitate cooperation and productive relationships and
preserve the professional relationships and preserve the professional image of
the Office and its personnel.

AFFECTS:

PROCEDURES:

5.05.001 DISSEMINATION OF INFORMATION

Within guidelines and controls established under 4.04.003 Office members
willingly share relevant information* whenever such is requested. Members
voluntarily share relevant information with other members whenever they
perceive that such other persons may have use for that information.

Members giving and receiving information are aware of the sensitive nature of
much of the Office information (e.g. an informer’s identity, Federal and State
system security requirements, a pending raid or sealed indictments). Members
take appropriate measures to prevent unnecessary disclosure of such
information. Such measures include the conscious effort to avoid becoming
personally aware of restricted information, such as another’s password.

A decision to share information is based on consideration of the possible positive
and negative consequences. The appropriateness of the decision depends upon
the person making it in accordance with the purposes expressed in 5.05.

5.05.002 COURTESY AND RESPECT FOR OTHERS

Personnel of this Office show courtesy and respect for other Office members by
carefully controlling their comments, which indicate dislike or disapproval of
another person. Such comments are only made in a manner, which is likely to
result in an improvement of the person or the conduct involved.

*See Policy 4.04 for additional guidelines on use of information.
5.06 HANDLING PROPERTY

Effective Date: 02-28-05

The Administration desires that property brought into the Office building be
safeguarded and properly disposed of as soon as practical.

AFFECTS: All Personnel

PROCEDURES:

5.06.001 ABANDONED/ RECOVERED PROPERTY

Officers use a “Property Tag” to record information on abandoned/recovered
property and no markings are required. The Property Control Officer logs the
information in the Property Receipt Book.

Abandoned property is released after proof of ownership by documents or by the
owner stating sufficient information about property that other persons would not
know.

Recovered property is released in accordance with the provisions of the Code of
Criminal Procedures.

5.06.002 DISPOSAL

All property, including evidence (see 5.07), not returned to the owner and all
unclaimed property is disposed of as set out in the Code of Criminal Procedures
and/or by court order.

5.07 EVIDENCE

Effective Date: 02-28-05

The Administration desires that evidence be handled in a manner which best
accomplishes the following:

 Ensures admissibility in court

 Minimizes damage or loss of value

 Protects evidence from being lost, stolen, or contaminated

 Promptly and appropriately disposes of evidence

AFFECTS: All Personnel

PROCEDURES:

5.07.001 MARKING EVIDENCE

Officers seizing evidence mark it or attach an evidence tag with their initials and
date seized. The markings are made, as small as possible in a discreet place in a
manner that will permanently identify the evidence.

5.07.002 EVIDENCE REQUIRING FORENSIC ANALYSIS

The investigating officer collects, tags and preserves all evidence and submits it
to the Property Control Officer. Additionally, the officer requests on the evidence
form the type of forensic laboratory analysis needed.


1. All packaging materials and the appropriate forms are available at the
Criminal Investigation Division

2. All evidence is mailed via the U.S. Mail or by Certified Mail (return receipt
requested) taken in person, or transported by other appropriate means.

5.07.003 PERISHABLE EVIDENCE

Evidence such as blood and other body fluids need to be placed in paper bag to
aid drying. If evidence is a collected blood sample the sample should be
refrigerated. Officers promptly submit such evidence for placement in the S.O.
refrigerator.

5.08 CONFISCATION OF WEAPONS (FOR SAFEKEEPING)

Effective Date: 02-28-05

Officers occasionally encounter situations that involve or potentially involve the
use of weapons. To prevent injury or death of a person that might be inflicted
by himself or by another, the Administration desires that officers appropriately
use the authority given them by the Texas Code of Criminal Procedures.

AFFECTS: All Personnel

PROCEDURES:

5.08.001 CONFISCATION

In addition to complying with provisions of the Code of Criminal Procedure,
officers confiscating weapons employ as much tact and courtesy as is reasonable
and safe.

Officers confiscating a weapon inform the owner or processor of such weapon
that he may contact the Office concerning retrieval of the weapon during normal
business hours, after a 24-hour time period has elapsed. The person should be
informed that the weapon will be returned to him only if legally appropriate and
if the Sheriff or his/her designee determines that the person no longer poses the
threat that existed at the time of confiscation.

5.08.002 HANDLING OF WEAPON

Confiscated weapons are promptly transported to the Sheriff’s Office and
handled as any other evidence. An offense or incident report concerning the
weapon should be written and processed through normal channels.

5.08.003 RELEASE OF CONFISCATED WEAPONS

The Sheriff or his/her designee, upon the request of the owner or legal custodian
of a weapon, reviews the circumstances contained in the incident or offense
report and decides to release or defer release of the weapon. The authority of
peace officers under the Texas Code of Criminal Procedures may be relied on to
maintain possession of the weapon if circumstances reasonably indicate that the
person seeking return of the weapon intends to injure themselves or someone
else with the weapon. Refusal to release may also be appropriate if reasonable
doubt exists as to the ownership or legal custody of the weapon.

5.09 USE OF RESTRAINTS

Effective Date: 02-28-05

Officers use restraints on prisoners to ensure the safety of all persons, to protect
property and to maintain security of the prisoner.

It is the policy of the Office that handcuffs be used, when practical. All restraints
are used in a manner that minimizes the possibility of unusual discomfort, injury
or adverse public opinion.

AFFECTS: Licensed Personnel

PROCEDURES:

5.09.001 WHEN USED

Officers place handcuffs, or other restraints as necessary, on prisoners as soon
as practical following an arrest. This practice is normally followed even though
the prisoner appears to be cooperative.

Officers may choose not to use handcuffs when it would obviously cause adverse
consequences, e.g. elderly person or another who is incapacitated and the
person can be safely transported without them.

5.09.002 HANDCUFF TECHNIQUES

Officers carry handcuffs issued by the Office or a comparable substitute while on
duty.

Maximum security of prisoners is accomplished by handcuffing the prisoner’s
hands behind the back.

Injury to the prisoner is avoided by double locking handcuffs whenever they are
used.

Officers remove handcuffs or other restraints as soon as practical.

5.10 TRANSPORTING PRISONERS

Effective Date: 02-28-05

The Administration desires that prisoners be transported in a manner that is
safe, effective, efficient and that minimizes the likelihood of creating
opportunities for legal action against the Office and its personnel.

AFFECTS: All Licensed Personnel
(All personnel involved in transporting are referred to as officers in
these procedures)

PROCEDURES:

5.10.001 SECURING PRISONER

A prisoner restrained in accordance with 5.09 is promptly placed in the vehicle
for transportation. Vehicle should be free of any objects that might readily be
used as a weapon by the prisoner.

Seat belts and harness (if available) are secured around the prisoner.

If the officer reasonably believes the prisoner cannot be transported consistent
with 5.10, assistance is requested.

5.10.002 NOTIFICATION OF TRANSPORT

The officer advises the dispatcher when transportation of a prisoner(s) begins
and the dispatcher records this information and the time.

5.10.003 FEMALE AND J UVENILE TRANSPORT

When an officer transports a prisoner of the opposite gender and when any
officer transports a juvenile, the officer notifies the dispatcher of the:

 Location of departure as trip begins;

 destination of the transport as trip begins;

 mileage of the transport vehicle as trip begins;

 sex and status (juvenile or adult) of prisoner;

 mileage of the transport vehicle as trip concludes;

 time, location and reason for destination change.

The dispatcher records all above information and the times of trip beginning and
termination.

5.11 HANDLING EMOTIONALLY DISTURBED PERSONS (EDP)

Effective Date: 02-28-05

The Administration desires to safely and humanely handle emotionally disturbed
persons (EDP’s) as necessary in the performance of law enforcement and public
assistance duties. Additionally, the Administration desires that personnel comply
with the Texas Mental Health Code.

AFFECTS: All Personnel

PROCEDURES:

5.11.001 IDENTIFYING EMOTIONALLY DISTURBED PERSONS

Officers identify possible EDPs by asking questions and observing behavior.
Indications of emotional disturbance include:

 Disorientation
the person cannot accurately relate the time, date or place.

 Unstable thought pattern
the person indicates that their thinking is jumping from topic to topic.

 Inability to converse
the person lacks the ability to carry on a conversation about simple matters.

 Violent behavior
the person is presenting an imminent danger to himself or others (including
homicidal tendencies).

Officers are aware that substance abuse causes persons to demonstrate
symptoms of EDPs. Such persons, unless emergency cases, are normally
handled in accordance with the policy and procedure for arrests.

5.12 SPECIAL NOTIFICATION AND RECALL

Effective Date: 02-28-05

Some situations because of their extremely serious nature require that special
notification and callback of certain personnel be made. Such situations include,
but are not limited to, the following:

 Disasters

 J ail riots

 Incidents, which produce significant, negative attention concerning the Office
or its personnel.

It is the Administration’s desire that personnel be contacted and recalled to work
as necessary to safely and competently handle the above type of emergencies.

AFFECTS: All Personnel

PROCEDURES:

5.12.001 SUPERVISORS

The Sheriff, Chief Deputy and other supervisors are called whenever, in the
opinion of the ranking person on duty, they are needed or need to be notified.

5.12.002 OTHER PERSONNEL

Unless otherwise directed, the on duty supervisor makes the decision to recall
other personnel. Contact is made either directly or by having the Dispatcher
make the contact.

5.12.003 REFERENCES

Supplementary emergency notification information and guidelines are contained
in the Disaster Notification book at the Watch Commander’s desk.

6.01 LAW ENFORCEMENT

Effective Date: 02-28-05

The Administration desires that Office personnel aggressively and equitably
enforce laws with a consciousness that more serious offenses receive priority
attention. Personnel responding to a call proceed directly to it unless a more
serious matter requires their attention. It is the intention of the Administration
that all law enforcement actions, techniques, and outcomes initiated by Office
personnel be in accordance with current statutory law and case decisions.

AFFECTS: All Licensed Personnel

PROCEDURES:

6.01.001 REFERENCES

Officers are provided information through briefings, special training sessions,
supervisory contacts and other means to keep them current in their knowledge
of the law, relevant to their job.

Officers are issued a copy of the Texas Motor Vehicle Laws and a copy of the
Texas Criminal Laws promptly after current additions become available from the
Department of Public Safety.

The designated Training Officer of the Office reviews legislative and court
decision changes through available channels and passes on this information to
supervisory personnel and other personnel on a request basis. Periodic training
courses are conducted for personnel to update them on legal changes applicable
to their job.

6.01.002 ASSISTANCE

All personnel are encouraged to ask questions when they are in doubt about the
legal course of action.

6.02 TRAFFIC ENFORCEMENT

Effective Date: 02-28-05

The Administration intends that various traffic enforcement functions increase
compliance with traffic laws and reduce traffic accidents, personal injuries,
property damage and traffic congestion. When possible, traffic enforcement
action should contribute to continued good community relations.

AFFECTS: All Law Enforcement Personnel

PROCEDURES:

6.02.001 ALTERNATIVE ENFORCEMENT ACTIONS

Legitimate enforcement actions include the oral or written warning, the citation
and custody arrest. The custody arrest is used on a very limited basis, for traffic
violations, and is used as is consistent with relevant traffic enforcemetn action as
expressed in Policy 6.02.

6.02.002 DETERMINATION OF ACTION

The specific action taken is, in the officer’s best judgement, the action that will
ensure future compliance without being excessively punitive. Officers consider
the seriousness of the violation in determining their action. The motorist driving
a few miles per hour over the limit in light traffic situations with good driving
conditions, might only be given an oral or written warning, while a motorist
going the same speed in adverse conditions might be given a citation. Someone
rushing an injured person to the hospital might be escorted rather than given a
citation.

Officers always consider Policy 6.02 in determining their action, rather than
personal animosity for the violator. The officer’s good judgement is a
prerequisite to encouraging compliance with law and contributing to good
community relations.

6.03 ARRESTS

Effective Date: 02-28-05

The Administration desires that arrests are to be made to protect persons and
property and to prevent crimes and initiate appropriate legal action against
suspected law violators. It is further desired that arrests be made in such a
manner as to protect the officer, the rights of the arrested person, to afford
humane treatment and to preserve favorable community relations.

AFFECTS: All Licensed Peace Officers

PROCEDURES:

6.03.001 DETERMINATION OF VIOLATION AND ARREST AUTHORITY

Officers observe or are informed that a violation of a law has been committed.
Officers in doubt as to the applicable law, request assistance from a
knowledgeable source.

Officers determine if there is authority to arrest based on provisions of the Code
of Criminal Procedures as they apply to the circumstances.

Refer to Policy 5.11 and its procedures for handling of emotionally disturbed
persons.

6.03.002 DECISION TO ARREST

Once the officer determines a violation has been committed and there is
authority to arrest, one of the following alternatives is chosen:

 Make a custody arrest

 Issue a field release citation

 Get information necessary to obtain a warrant

 Call for assistance and then make the arrest

 Do not make an arrest

The officer makes the decision that is most likely to accomplish the purpose
expressed in 6.03.

6.03.003 INFORMING PRISONER

Once the decision to arrest has been made, the officer informs the person of the
arrest and charges. Then the officer reads the “Miranda Rights” card and the
DWI card, if applicable, to the arrested person.
6.03.004 SEARCHING PRISONERS

The officer making the arrest conducts a field search of the prisoner, the officer
and others, to prevent an escape by the prisoner and to discover any evidence
that may be legally searched for.

The officer exercises good judgement when conducting such searches that
occasionally involved a prisoner of the opposite sex. Such searches are
legitimate, when necessary for the officer’s protection, but whenever practical,
an officer or other person of the same sex as the prisoner, conducts the search.


6.04 RESPONDING TO EMERGENCIES

Effective Date: 02-28-05

Prompt responses to emergency calls are necessary to minimize injuries and
property loss and also to increase the likelihood of apprehending criminals. Of
equal importance is the safety of Office personnel and others while traveling to
deliver the needed services.

Emergencies as used in this policy and related procedures include, but are not
limited to, situations such as:

 Traffic accidents that are reported to involve injuries or other dangerous
conditions that are likely to worsen if the arrival of Sheriff’s Office personnel
is postponed, e.g. vehicles in hazardous locations.

 Felonies in which an offender is reported to be present at the scene or at
some other specific location and is about to flee.

 The commission of a serious crime is reported to be imminent.

 Attempted suicides, industrial accidents or persons in some other
circumstances where their lives are endangered.

AFFECTS: All Personnel

PROCEDURES:

6.04.001 DETERMINATION OF EMERGENCY

The officer, operating an Office vehicle, determines whether to make an
emergency response to a call, except when a higher-ranking officer instructs
otherwise.

Dispatchers, or other Office personnel, collect all information practical concerning
the seriousness of a call and promptly communicates this information to the
officer(s) who is responding.

6.04.002 VEHICLE OPERATIONS

Officers may exercise the discretion afforded by Article II, Section 24, V.C.S.
6701d. In accordance with this law, officers are permitted to disregard certain
specified traffic laws when they comply with specified conditions.

Officers are not relieved of the duty to drive with due regard for the safety of all
persons and are not protected from the consequences of reckless disregard for
safety of others.

6.04.003 USE OF EMERGENCY EQUIPMENT

When responding to an emergency and operating a vehicle in disregard of traffic
laws, the vehicle operator uses both siren and emergency lights. Use of this
equipment is continuous while any disregard of traffic laws is occurring.

Exceptions to the use of emergency equipment are permitted if in compliance
with the conditions set out in Article II, Section 24(d) and (d-1) of V.C.S. 6701d.

Officers operating under the above noted exception immediately report their
intentions to the dispatcher. Dispatchers record the exact time of this report and
all other applicable information on the radio log.

6.04.004 TERMINATION OF EMERGENCY

The officer operating a motor vehicle determines when to discontinue an
emergency response, unless advised to discontinue such operation by a higher-
ranking officer. The advice of the higher-ranking officer may be communicated
directly or in-directly, e.g. through the dispatcher.

Emergency responses are discontinued when available information indicates that
the circumstances that gave rise to the emergency response have ended or
sufficient assistance has been provided by others. For example, an officer
making an emergency response to an accident is advised that an ambulance has
arrived at the scene. If an injury were the sole reason for the officer’s
emergency run, the officer would then discontinue the emergency response. If
the accident is reported to involve circumstances that are likely to result in
additional injuries or damages, the officer may decide to continue the emergency
response.

Personnel who obtain information relevant to the status of a possible emergency,
promptly inform the dispatcher and the dispatcher relays this information. This
procedures provides those responding to emergencies with the information they
need to determine an appropriate driving response.

6.05 PURSUIT DRIVING

Effective Date: 02-28-05

Officers pursue vehicles as necessary to apprehend law violators as long as such
pursuits do not unreasonably endanger the officer or the public. Pursuits should
only be made as is consistent with applicable legal guidelines.


AFFECTS: All Personnel

PROCEDURES:

6.05.001 INITIATING AND DIRECTING PURSUIT

An officer considers the seriousness of the offense committed and balances the
need for pursuit and apprehension against the probability and severity of
damage or injury, thus reducing the possibility of civil liability.

The officer in the initiating pursuit unit may request an additional unit(s) and
direct that unit(s) as to assistance needed unless a supervisor gives other
directions. All personnel observe radio silence necessary to the proper conduct
of the pursuit. The dispatcher immediately repeats essential radio traffic to all
units on the frequency used by the initiation pursuit unit.

6.05.002 TERMINATING PURSUIT

In heavy traffic, densely populated areas, or other hazardous conditions, units
may abandon pursuit of a reckless evader when the following factors exist:

1. The reckless evader’s current violation, the incident that prompted the
pursuit, involved only a minor traffic offense;

2. The reckless evader has not committed any felony during the pursuit; and

3. The officer has no good reason to believe that the reckless evader is
attempting to escape from apprehension for any felony.

Deadly force, including use of the vehicle or firearms, is used only in accordance
with 7.02.

Except when directed otherwise by a supervising officer, units abandon the
pursuit if an unreasonable danger to life becomes apparent.

The pursuit is terminated on the direct or indirect (by dispatcher) order of a
supervisor.

6.06 ENFORCEMENT OFF DUTY

Effective Date: 02-28-05

Off-duty officers are sometimes present in situations where a law enforcement
officer is needed to immediately and beneficially intervene. On the other hand,
there are special liabilities associated with such intervention because the officer
may not be in uniform, may have consumed alcoholic beverages, may be taking
prescription medication, etc.

It is the desire of the Administration that off-duty officers selectively intervene in
situations where they can be of assistance in situations where they can be of
assistance in preventing or stopping the commission of an offense, arresting of
an offender, recovering stolen property or assisting a crime victim. Off-duty
officers should be additionally guided by their good judgement in not becoming
involved in situations that would likely worsen because of such intervention.

Off-duty law enforcement action is taken only to prevent loss of life, serious
bodily injury and/or substantial property damage.

Officers are referred to policy on arrests for further direction.


AFFECTS: All Licensed Peace Officer Personnel

PROCEDURES:

6.06.001 MINOR OFFENSES

For the purpose expressed in 6.06, minor offenses normally include Class C
traffic offenses that are not aggravated and Class C misdemeanors, other than
theft.

Officers have discretion in intervening in all offenses but are guided by the
purposes expressed in 6.06.

6.06.002 LOCATION

Off-duty officers intervening as Peace Officers do so only when on-duty law
enforcement personnel are unable to handle the problem. The officer taking law
enforcement action promptly notifies the law enforcement agency in whose
jurisdiction such actions occur. If delay will not be unreasonable, the officer may
notify the concerned law enforcement agency and offer to assist as necessary.
Full cooperation is given to the agency in whose jurisdiction the problem occurs.

When outside the County limits, officers function in accordance with the power
given to citizens.

6.06.003 REPORTING INTERVENTION

Whenever an officer intervenes as a Peace Officer, but while off-duty, a prompt
verbal report is made to a supervisor who determines if any additional reporting
is required.


6.07 VEHICLE INPOUNDMENT AND DISPOSITION

Effective Date: 02-28-05

Sheriff’s Office officers sometimes assume responsibility for vehicles because of
the abandonment of the vehicle, because the custodian of the vehicle is placed
under arrest or for some other reason the custodian is unable to adequately
protect the vehicle. This policy expresses the Administration’s desire to provide
for legal impoundment of vehicles, to achieve the Office law enforcement goals
and to afford protection for impound vehicles and their contents at minimal costs
to owners. All such actions are to be accomplished in accordance with applicable
law.

AFFECTS: All Law Enforcement Personnel

PROCEDURES:

6.07.001 ARREST SITUATIONS

When a person is arrested while he is exercising control over a vehicle the
arresting officer takes action to move the vehicle to a protected place if:

 the vehicle is in a location where it would normally not be left unattended
overnight,

 the vehicle is where it is likely to be damaged,

 the vehicle is where the custodian believes the vehicle cannot be safely left.

If in doubt as to the need or appropriate means of moving the vehicle, the officer
contacts the Supervisor for advice.

An officer may have the custodian of the vehicle release the vehicle to another
person of his choosing. This option is used only if the custodian’s permission is
granted and the selected driver is one who can legally drive the vehicle away.

If towing is required the officer asks the dispatcher to call the tow service
preferred by the vehicle custodian or, if custodian has no preference, the
dispatcher is asked to call a tow truck from the rotational list.

6.07.002 ABANDONED VEHICLES

A. Abandoned vehicles are those so defined by law and they are moved by
legally acceptable procedures.

B. Officers locating vehicles that are possibly abandoned make necessary
determinations indicated by law and notify the dispatcher. Under normal
circumstances, vehicle is “red-tagged” to be impounded 48-hours later. If
vehicle is reported stolen or imposes an immediate traffic hazard, the
dispatcher calls for a tow truck using the rotational tow service list.

6.07.003 OTHER IMPOUNDMENT

Vehicles are sometimes impounded in situations other than those identified in
6.07.001 and .002. Some examples of the need for such impoundment include
vehicles constituting traffic hazards; those left at the scene of an accident and
recovered stolen vehicles. Such impoundments are made according to
procedures indicated in 6.07.002-B. The impoundment should be legal, should
help achieve Office goals, should protect the vehicle and should minimize
expense.

6.07.004 VEHICLE INVENTORY

A vehicle inventory is made on all impounded vehicles and the officer conducting
the inventory completes an Office Vehicle Inventory Form in accordance with
instructions on the form. The completed form is turned in with the offense
report. Vehicle inventories are not made on vehicles involved in collisions except
for “leaving the scene collisions”.

If a tow truck is used and the vehicle is stored at the tow service business lot,
the tow operator should witness the inventory and sign the inventory to
acknowledge its accuracy.

6.07.005 NOTIFICATION LETTER

As provided by law, when an abandoned vehicle is impounded, the Sheriff’s
designee notifies the owner and lien holder.

6.07.006 RELEASE OF IMPOUNDED VEHICLE

Impounded vehicles are released to their owners or owner’s legal agent as soon
as practical unless a legal hold of some type is placed on the vehicle. If no hold
is placed on the vehicle, the owner is allowed to inspect the vehicle and signs the
Vehicle Impoundment Form. The towing company releasing the vehicle
completes other necessary information pertaining to the release and forwards
paperwork to the Sheriff’s Office.

6.08 FAMILY DISTURBANCES AND FAMILY VIOLENCE

Effective Date: 02-28-05

The family violence or domestic disturbance situation is a type of call which
officers handle as part of the Office goal commitment. It is the desire of the
Administration that officers protect any potential victim of family violence, and
that officers enforce the law and make lawful arrests of violators pursuant to
Chapter 5 of the Code of Criminal Procedures, Article 5.04. Officers are to
comply with the Code of Criminal Procedures, Chapters 5, 2.13 and 14.03, and
Section 71.01 of the Family Code.

AFFECTS: All Law Enforcement Personnel

PROCEDURES:

6.08.001 PREPARATION

Officers assigned to family disturbance calls use information provided by the
dispatcher to determine their response. Special preparations such as
coordination with backup units, and any other safety precautions are made if
information indicates the possibility of violence. Officers rely on their experience
coupled with available information to plan their approach to the call.

6.08.002 ASSISTANCE

Officers responding to calls request assistance prior to or during such calls if they
are unsure of appropriate and safe procedures. Such assistance is requested
from other officers, supervisors or other knowledgeable persons.

6.08.003 OFFICER REQUIREMENTS

Officers who investigate family violence incidents, or disturbance calls that may
involve family violence, inform any possible adult victim, in writing, of their legal
rights, remedies and of the availability of shelter and other community services
for family violence victims (Sheriff’s Office forms are available for this purpose).
The investigating officer makes a written report that includes names of suspects
and complainants, date, time, location, any visible or reported injuries and a
description of the incident and statement of disposition.

Officers are to treat all incidents involving family violence as criminal conduct.
Mediation or separation of the parties involved is not used as a substitute for
appropriate reporting and enforcement activity when assaults or other forms of
physical violence have occurred.

Warrantless custody arrests for incidents involving family violence are made in
accordance with Chapter 14.03 of the Code of Criminal Procedures.

When a warrantless arrest has been made and the victim is unwilling or unable
to come to the Sheriff’s Office to file a complaint or give a statement, the
arresting officer files the complaint. Officers obtain as much evidence as
possible including pictures and witness information to support the case. CID
investigators may make further attempts to contact the victim and obtain
statements although these are not mandatory for the case to be filed.

6.08.004 ALTERNATIVE REMEDIES FOR FAMILY DISTURBANCES
(Not involving violence.)

If the officer believes that no violence has taken place, alternative measures
(other than arrest) are taken that include referrals. The correct use of referrals
is a primary means by which officers can contribute to a lasting resolution of
problems and to prevent the situation into escalating into violence. Alternative
referrals include services provided by agencies such as the Battered Women’s
Center, Salvation Army Shelter, MHMR and other agencies listed in the Office
Victim Assistance brochure.

Officers making referrals to a particular agency or organization should be familiar
with the type and quality of service available from the agency.

6.08.005 SEIZURE OF FIREARMS AND OTHER WEAPONS

When necessary for the safety of officers or anyone else, officers gain immediate
control of all weapons involved and also control movement of all persons
associated with the dispute. The officer issues a receipt (notepad will suffice) to
the owner of the weapon stating name, address, description of weapon, officer’s
signature and badge number. The officer then advises the owner that they can
contact the Sheriff’s Office regarding possible recovery of the weapon. The
weapon is logged into the Office property/evidence system pending reclamation.

6.09 ACCIDENT INVESTIGATION

Effective Date: 02-28-05

Sheriff’s Office personnel assist other law enforcement agencies in the County by
investigating or aiding in the investigation of vehicular accidents. Additionally,
officers arrange for care for the injured and take actions to avoid the worsening
of an accident scene.

AFFECTS: All Law Enforcement Personnel

PROCEDURES:

6.09.001 INVESTIGATION

Sheriff’s officers work traffic accidents when DPS personnel are unable to
respond or cannot promptly do so.

Sheriff’s Office officers generally avoid working accidents when serious injuries
have occurred and would require them to spend excessive time in emergency
room follow-up work.

6.09.002 ASSISTING OTHER AGENCIES

Sheriff’s officers provide all reasonable assistance to other law enforcement
agencies in investigating accidents.

When Sheriff’s officers are first to arrive at an accident scene they check for
injuries and summon aid as needed. The officer, if time permits, begins a
collision report, works traffic or otherwise accomplishes tasks that need to be
preformed until the appropriate law enforcement personnel arrive.

6.09.003 WRECKERS

If another agency is working or enroute to work an accident, officers do not
request that wreckers be sent to the scene unless there is a specific request by a
vehicle operator or an emergency exists requiring a wrecker.


6.11 PROTECTIVE ORDER

Effective Date: 02-28-05

Chapter 71 of the Family Code establishes legal procedure whereby a court may
order persons within a family or household to refrain from acts that are harmful
to others members of the family. Section 71.18 requires Sheriff’s Offices to
establish procedures to provide information for officers responding to calls of the
names of persons protected and of the persons to whom Protective Orders are
directed. It is the desire of the Administration to ensure that officers responding
to calls are aware of the existence and terms of Protective Orders and that they
are enforced in accordance with Chapter 71 of the Family Code.

AFFECTS: All Law Enforcement Personnel

PROCEDURES:

6.11.001 VIOLATION OF A COURT ORDER

When Protective Orders are received by the Office, they are filed Ex Parte
Temporary Orders are not enforceable and, therefore, are not on file with the
Office. Section 25.08 of the Penal Code “Violation of Court Order”, makes it a
Class “B” misdemeanor for a person who is the subject of a Protective Order to
intentionally or knowingly:

1. Commit family violence;

2. Directly communicate with a member of the family or household in a
threatening or harassing manner; or

3. Go to or near the residence or place of employment or business of a member
of the family or household specifically described in the Protective Order

When a person violates any one of these three provisions in a Protective Order,
he has committed a criminal offense and the regular arrest authorities apply.
Article 14.03 of the Code of Criminal Procedure authorizes arrest, without
warrant, of “persons who the peace officer has probable cause to believe, have
committed the offense defined by Section 25.08 of the Penal Code (Violation of
Court Order), whether or not the offense is committed in the presence of the
peace officer.

6.11.002 VERIFICATION OF PROTECTIVE ORDERS

In accordance with Chapter 5, Article 5.05 CCP, each officer accepts the certified
copy of a Protective Order as proof of the validity of a Protective Order and it is
presumed the Order remains valid unless it contains a termination date or is
more than one year old from its execution date.
When an officer investigates a family disturbance or similar incident and is
informed that any person involved is subject to a Protective Order, the officer
attempts to verify that information. If verified, and no arrest is made, the officer
writes a supplement to the original Protective Order incident setting out the
details of the investigation. When an arrest is made under Section 2.08 PC, a
separate incident report is written relating the details of the investigation. The
report is to be titled “Violation of Court Order” (PIN code 2008).

6.11.003 CASES INVOLVING VIOLENCE

Officers are also directed by Policy 6.08 of this manual. If family violence has
occurred and a Protective Order violated, charges may be brought in addition to
the violation of court order charge (for example, if there has been an assault
then 6.09 is also applicable).

6.12 LAW ENFORCEMENT SPECIAL OPERATIONS

Effective Date: 02-28-05

The Administration desires that various law enforcement functions be augmented
with specialized operations that are designed to reduce crime, insure good
community relations and provide technical support services to line law
enforcement.

AFFECTS: All Personnel
PROCEDURES:

6.12.001 CRIME PREVENTION

Officers and Reserves routinely inform the public of general crime prevention
practices. Additionally, the Crime Prevention Unit serves to provide specific
training and education to the public, schools and other civic organizations,
provides security surveys for citizens and businesses, and provides other officers
with necessary training and information.

6.12.002 TRAFFIC ENFORCEMENT

Officers and Reserves enforce traffic laws in accordance with 6.02. Additionally,
the Traffic Unit provides selective traffic enforcement, special traffic collision
investigations and vehicular escort services.

6.12.003 LAKE PATROL

Specialized Lake Patrol is provided at the lake on a year round basis by the
Abilene Police Department. During the high activity months, Lake Patrols are
supplemental by line Patrol officers Lake Patrol officers enforce water safety
laws, Texas Criminal laws and provide rescue assistance to the public.

6.12.004 RESERVES

Reserve officers are organizationally part of the Special Operations function.
Reserve officers are additionally guided by Policy 2.02.

6.12.005 SPECIALIZED VOLUNTEER SERVICES

Special Volunteer Units are utilized on an as-needed basis. These units consist
of the Communications Squad and the Dive Team.
The Communications Squad provides emergency communications during special
events, disasters or any other situation where a mobile, radio equipped,
command center is required.

The DPS Dive Team provides specialists who are skilled in diving and land-water
rescue and search operations.

Specialized volunteers are requested by the officer at the scene through the
Dispatch Operation.

7.01 AUTHORIZED WEAPONS

Effective Date: 02-28-05

The Administration desires that licensed personnel are equipped with reliable and
effective weapons appropriate for their duties and off-duty emergencies and that
they are permitted some freedom in the choice of the weapons and ammunition.

AFFECTS: All Personnel

PROCEDURES:

7.01.001 ON-DUTY HANDGUN

The Office furnishes a handgun to those personnel whose duties require it.
Personnel authorized by their Division Head to carry a handgun may carry a
handgun other than the one issued if a written request, identifying the weapon,
is submitted and approved by their Division Head. Personnel do not carry any
handgun until firearm qualification requirements are met.

7.01.002 OTHER WEAPONS

Authorized personnel may carry other firearms in addition to their on-duty
handgun. Office issued shotguns and other firearms may be carried and firearms
not issued by the Office may be carried if a written request, identifying the
weapon, is submitted and approved by the officer’s Division Head.

Patrol officers and designated J ail officers who have completed training and
certification requirements, carry an Office issued baton (i.e. side-handle baton or
Kubotan) as approved by the Division Head.

Weapons other than those specified (i.e. XR 5000’s) are carried on duty only if
written request to do so is submitted and approved by the Division Head.

Personnel carry weapons authorized by Division Heads on duty at times and in
the manner specified by their immediate supervisor.

7.01.003 OFF-DUTY FIREARMS

Law regulates the carrying of handguns and all personnel comply with applicable
laws. The official off-duty handgun is one that is carried by specific personnel as
an aid in taking enforcement action while off duty in certain emergency
situations. (See Policy and Procedure on OFF-DUTY ENFORCEMENT for more
information.)

Licensed Peace Officers, except as otherwise directed, carry their on-duty
handgun or another handgun while off-duty. (See Policy and Procedures on OFF
DUTY ENFORCEMENT for more information.) Off-duty handguns require the
written approval of the employee’s Division Head. Personnel may carry other
firearms in addition to their official off-duty handgun if such firearms are legally
carried.
Licensed Peace Officers assigned to the Corrections function carry an approved
handgun while off-duty if they choose to or are specifically instructed to do so by
their Supervisor Head.

Handguns carried off-duty are loaded with approved ammunition and the
handgun is kept concealed unless the Officer is in uniform or has his/her badge
clearly displayed. Certain situations are inappropriate for the carrying of a
handgun. These include but are not limited to:

 certain social functions

 recreational functions

 religious functions

The Officers, in these and other cases have their handgun reasonably available.

7.01.004 FIREARMS QUALIFICATION AND PROFICIENCY

Authorized personnel qualify with handguns according to the following schedule:

A. All Peace Officers – Annually

B. All Correction Officers required to carry firearms in the regular course of their
duties – Annually

C. All other Correction Officers – Annually, and

D. Off-duty handguns (Peace Officers) – Annually

Personnel who carry other authorized firearms (i.e. shotguns) on duty
demonstrate proficiency with those firearms as often as required by the Sheriff’s
Office Range Master.

The Range Master inspects the weapons used by personnel when they qualify or
demonstrate proficiency and may restrict the further use of a weapon that is for
any reason unsafe or ineffective.

Persons failing to qualify arrange with the Range Master for a second attempt to
qualify.

The Range Master notifies the Supervisor of any officer who has an unfit weapon
or who has otherwise failed to qualify or to demonstrate proficiency with a
weapon. The Supervisor arranges for duty not requiring the use of the weapon
involved and takes other action as appropriate in accordance with Policy and
Procedure.

7.01.005 AMMUNITION

Ammunition is furnished for Office issued handguns. Other ammunition for any
weapon carried on duty or for one’s official off-duty handgun is approved by the
Officer’s Division Head. The Sheriff determines practice ammunition allotments.

7.01.006 MODIFICATIONS AND REPAIR

On-duty firearms and ammunition and official off-duty handguns and ammunition
are not modified or repaired except as approved by the Officer’s Supervisor or
the Range Master.

7.01.007 DISCHARGE OF FIREARMS

Any discharge of a firearm by an employee, except in legal and ordinary
circumstances such as hunting or weapons qualification, is immediately reported
to the appropriate Shift Supervisor on duty and a written memo is made by the
person discharging the firearm. The memo is then forwarded to the Sheriff. See
Policy and Procedure on USE OF FORCE for more information.

7.01.008 MAINTANENCE AND SAFETY

All firearms and other weapons used by personnel (on or off duty) are
maintained in good working order and are used only when completely assembled
and clean.

Ammunition carried for use is of recent manufacture. Common sense safety
precautions are followed and all firing regulations are carefully adhered to as
applicable.

7.02 USE OF FORCE*

Effective Date: 02-28-05

To effectively accomplish their duties, some employees must sometimes threaten
or use non-lethal or deadly force. It is the policy of the Office that the
threatened or actual use of force occurs only when the employee determines it is
necessary to accomplish the goals of the Office and when such use is justified
under the provisions of Chapter 9 of the Texas Penal Code. Deadly Force is only
used when the employee determines it is necessary to protect life or prevent
serious bodily injury.

A secondary concern is that the employee’s preparation for, or threatened use of
non-lethal or deadly force, be accomplished in a manner which does not
unnecessarily alarm, frighten or incite other persons to violence and which does
not unreasonably danger other persons.

AFFECTS: All Personnel

PROCEDURES:

7.02.001 NON-LETHAL FORCE

Under normal circumstances, Officers and J ailers use physical strength, skill,
Pepper Spray and a baton (for those trained) when necessary to accomplish the
purposes expressed in 7.02. No more force than is necessary is used to
accomplish the desired purpose and to provide for the safety of personnel. If
circumstances permit, personnel endeavor to minimize the pain and injury that
may result from the type and degree of force they may use.*

PURPOSE Updated 12/22/2009

The Taser is an additional police tool and is not intended to replace verbal
problem solving skills, self-defense techniques, or firearms. The Taser shall be
deployed only in circumstances where it is deemed reasonably necessary to
control a dangerous or violent subject. The Taser shall be deployed when deadly
force does not appear to be justified and/or necessary, and attempts to subdue
the subject by other conventional tactics have been, or will likely be, ineffective
in the situation at hand; or there is a reasonable expectation that it will be
unsafe for officers to approach within contact range of the subject.

GUIDELINES

Only those officers who have successfully completed the approved certified
training will be authorized to use the X26 Taser.

2. Re-certification for end-users shall occur annually. Re-
certification for instructors shall occur every two years.



I. INFORMATION

The X26 Taser is a less than lethal conducted energy weapon that uses nitrogen
propelled wires to conduct energy at 26 watts and 50,000 volts to a remote
target, thereby controlling and overriding the central nervous system.

Aspects

The human nervous system communicates by means of simple electrical
impulses. The X26 Taser sends out short duration, high voltage electrical waves
that overpower the normal electrical signals within the nerve fibers (Electro-
Muscular Disruption).

EMD (Electro-Muscular Disruption) systems override the central nervous systems
and take direct control of the skeletal muscles. The X26 Taser is an EMD system
and affects the sensory and motor nervous system. The EMD system overwhelms
the nervous system with signals. However, these systems go one step further by
directly causing the muscles to contract. Hence, even someone whose sensory
nervous system is impaired by drugs will have involuntary muscle contractions.


CONTINUUM
LEVELS OF FORCE

The levels of force authorized by the J ones County Sheriff’s Office in
ascending order are:

A. Low Level

Verbal persuasion/Presence
Empty Hands (i.e. empty-handed escort control, use of pressure points)

B. Intermediate Level

Physical Restraint (impact device, joint locks, come-along holds, and control
holds)
Chemical agents
Advanced Taser® (touch stun and probes)

C. High Level

Physical Contact (i.e., kicks, elbow, palm or knee strikes and punches)
Impact Device (impact device, asp, flashlight)
Less lethal devices, i.e., baton rounds, beanbag rounds, inclusive of those fired
from firearms.
Police K-9 utilization
Stop Sticks, Stinger spikes, or other authorized tire puncture devices used
against occupied vehicles.



D. Lethal Force:

Firearms


USAGE AND DEPLOYMENT PROCEDURES

Only properly functioning and charged X26 Tasers shall be carried for use.

2. Each discharge, including accidental discharges, of the X26 Taser shall be
investigated and documented utilizing the J ones County offense report. Spark
tests shall be documented on log sheet assigned to each Taser.

The X26 Tasers used by the J ones County Sheriff’s Office will be marked in such
a fashion so that it isn’t mistaken for a handgun.

The X26 Taser is programmed to give a 5-second “electrical current.” The
operator can shorten or extend this time. The probes should not be touched
during this time period, as you would also receive the same “electrical current.”
In addition, officers should avoid stepping on or tripping over the wires.

NEVER aim the X26 Taser at the eyes or the face. It is laser sighted – the top
probe will follow the front and rear sights and the laser sight; the bottom probe
will travel at an 8-degree downward angle below the aim point. The rule of
thumb for the bottom probe (due to the 8-degree drop) is that it drops 1 foot for
every seven feet of travel. The X26 Taser has a range of 21 feet. Optimum
distance for deployment is 7-15 feet.

Keep hands away from the front of the unit at all times. ** Handle the X26 Taser
like you would a loaded handgun.


DO NOT fire the X26 Taser near flammable liquids or fumes. The X26 Taser can
ignite gasoline or other flammables. Some self-defense sprays are flammable
(Freeze +p has shown to be flammable) and would be extremely dangerous to
use in conjunction with the X26 Taser. Do not deploy in highly flammable
environments such as meth labs, etc.

Prior to the use of the X26 Taser, if practical, broadcast “Taser” indicating the
use of the X26 Taser is imminent to prevent unintentional shootings.
Whenever a TASER is to be deployed it is the responsibility of the
deploying officer to make certain officers on the scene understand that the
TASER is being deployed and not lethal force, prior to the deployment of the
TASER if at all possible. This shall be accomplished through the warning
announcement “TASER” to alert other officers, as well as to provide the subject
an additional opportunity to cease the conduct that has given rise to the
deployment of the TASER.

When an officer approaches a subject with the intent to deploy the TASER, an
additional officer should also approach whenever possible to provide lethal cover
should it become necessary for the protection of life. Verbal commands should
be used constantly before (whenever practical), during, and after the
deployment of the TASER to warn the subject to cease his/her aggressive
demeanor or action.

The Taser can function in stun mode after the probes have been fired as a
backup weapon. Drive weapon aggressively into nerve or motor points for best
effectiveness: Drive Stun. If only the stun mode is used, the Taser becomes a
pain compliance technique with limited threat reduction. The Taser will always
fire a live cartridge when activated if an unfired cartridge is present. To use the
drive stun without firing probes, remove live cartridge.

TACTICAL CONSIDERATIONS & LIMITATIONS

DO NOT USE IN ANY OF THE FOLLOWING SITUATIONS:

Any known or obviously pregnant female.

Any subject who is saturated with or in the presence of highly flammable or
combustible materials and liquids.

Any subject who may receive a secondary injury resulting from a fall from its
use, i.e. …standing on a roof ledge or high elevation.

Avoid the facial area of the head, neck, groin and female breast, if possible.

Any person that is shackled and handcuffed, unless there is an immediate threat
to the officer, suspect or bystander.

Should not be used as a tool of coercion or punishment.

Excessive use of the X26 Taser in subduing a subject is forbidden.


POST-USE PROCEDURES

Guidelines for Deputy Removal of Taser Probes From Subject

Supplies:
Gloves, Antiseptic wipes, Band-Aids, Spent Cartridge, and Biohazard
Sticker

Subject Safety:
DO NOT attempt removal if subject is combative
DO NOT attempt removal if location of the probe is
Face
Neck
Ear
Breast
Groin
Deeply imbedded

Probes that are superficially in the skin may be removed by an officer who is
trained to do so and under the supervision of another officer.
Once the subject is safely secured and in custody, the arresting officer shall
notify dispatch that the subject has received an electrical charge from the
TASER. The time will be logged on the dispatch log.

Procedure:
Officer dons gloves

Places spent Taser cartridge on the ground or other flat surface with holes up

Firmly grasp the probe and with one pull remove probe from subject and place
probe point down in the spent cartridge DO NOT HOLD CARTRIDGE WHILE
PLACING USED PROBE INTO CARTIDGE, INSTEAD KEEP IT ON THE GROUND OR
OTHER FLAT SURFACE

With antiseptic wipe, clean the skin in circular motion moving from puncture
wound out - dirty skin will need more than one cleaning – use new antiseptic
wipe for each cleaning DO NOT GO BACK AND FORTH ACROSS THE PUNCTURE
WOUND, START IN CENTER AND MOVE OUTWARD IN A CIRCULAR MOTION
(this is to prevent infection of the puncture site)

After air drying apply clean dry Band-Aid


If needed, follow same procedure for removal of second Taser probe

Each fired probe shall be treated as a biohazard whether it is in the skin or not at
the time of post-deployment evaluation

Secure holes of spent Taser cartridge with tape and mark biohazard.

Handle, store and dispose of cartridge in the same manner as biohazard waste

Assess subject for any injury or condition that may need medical attention and
seek appropriate level of service for the subject

Remove gloves and clean hands with waterless hand sanitizer

13. If the subject request medical aid, the subject will be transported to the
emergency room/hospital, the transporting officer will obtain a medical release
from medical personnel before the subject is transported to jail.


B. Equipment

The air cartridges and probes used shall be tagged into evidence. Since the
probes will probably have blood on them (biohazard) the officers should wear
latex gloves when handling. The wires shall be wound around the cartridge.
The probes shall be inverted into the portals which they were fired from (this will
prevent sharp ends from penetrating the evidence envelope). Tape should be
placed over the portals to secure the probes in the cartridge. Place into evidence
envelope.

AFID (Anti-Felon Identification): every time an air cartridge is fired, it disperses
20-30 identification tags called AFID’s. These tags are printed with the serial
number of the cartridge and can be used to determine who fired the cartridge.
At least two AFID’s will be placed inside the evidence envelope with the air
cartridge. The number from the AFID’s shall be documented in the offense
report.

The X26 Taser shall then be turned over to the Chief or his designee for
downloading of information from the Taser.

The Chief or his designee will retain all records and downloaded information.
Download all information from the day before and the day after the incident.

Tasers shall only be used as instructed in the training course, and only in
accordance with Department policy and State Law.

Only properly functioning and charged Tasers shall be issued for field use. The
battery charge shall be checked prior to removing the Taser from storage. The
battery charge shall only be checked when there is no air cartridge loaded in the
Taser. The Taser should be pointed in a safe direction with no air cartridge
loaded in the unit for the “test spark”, this should be performed each day it is in
use.

Any Taser or component thereof found to be defective or damaged shall be
returned to the Chief for repair or replacement, with a detailed explanation of
the malfunction or cause of damage.

All Tasers and associated equipment shall be properly secured when not in use.
When carried in the field, the Taser shall be carried in the Department-approved
holster. The holster shall be carried opposite of the officer’s department issued
sidearm. In the detention division the Taser will be located in a secured area.

Each deployment of a Taser shall be investigated and documented utilizing the
offense report. This includes a contact deployment, as well as the firing of an air
cartridge or other deployment resulting in a subject or animal receiving an
electrical charge from the Taser, or when the Taser is activated (“sparked”) and
the subject is subdued/controlled without actually receiving an electrical charge
from the Taser. Any accidental discharge of a Taser air cartridge shall be
documented to the Chief.




*See 7.01 on Authorized Weapons for additional guidance.

7.02.002 DEADLY FORCE

Personnel whose duties require a handgun carry it during their assigned duty
hours or as otherwise advised by their Supervisor.* This gun or other weapon
likely to cause death is used to prevent the loss of life or serious bodily injury to
the employee using the deadly force or to some other person.

7.02.003 PREPARATION FOR AND/ OR THREATENED USE OF NON-LETHAL OR
DEADLY FORCE

Officers make special preparation for the use of non-lethal or deadly force as
they observe the need to do so, consistent with the purpose of 7.01.
Preparatory steps include, but are not limited to:

 Releasing safety strap of gun holster

 Placing hand on pistol grips

 Holding baton in a “ready” position
- Displaying of Pepper Spray

 Removing shotgun from patrol vehicle.

Officers threaten to use non-lethal or deadly force, e.g., point a firearm at a
person or threaten verbally, only in a manner that is consistent with the purpose
expressed in 7.02.

7.02.004 OTHER USE OF FORCE AND DEADLY FORCE (ANIMALS)

Force or deadly force is sometimes required against animals and is used for
defense when the officer believes other reasonable alternatives will not suffice.

Deadly force may be used, upon approval of a Supervisor, to take an injured
animal’s life when no reasonable alternative exists.


7.02.005 USE OF FORCE CONTINUUM


OFFICER PRESENCE

VERBAL COMMUNICATION

SOFT EMPTY HAND TECHNIQUES

CHEMICAL/ELECTRIC

HARD EMPTY HAND/K-9

IMPACT WEAPONS

DEADLY FORCE

Reference: TCLEOSE Basic Peace Officer Curriculum
Unit 17 – Force Options
Learning Objectives: 17.3.1, 17.3.2


*See 7.01 on Authorized Weapons for additional guidance.

8.01 BOOKING

Effective Date: 02-28-05

The Administration desires that all persons introduced into the Criminal J ustice
System be processed and released in accordance with all applicable legal
requirements and J ail Standards. Additionally, it is desired that prisoner’s
property be safely stored and reliably accounted for.

AFFECTS: All Personnel

PROCEDURES:

8.01.001 INTAKE

Receiving officers accept inmates after determining that the arrestee has no
injuries requiring medical treatment and upon receipt of a completed arrest data
form from the arresting officer.

Persons needing medical treatment are taken to the hospital by the arresting
officer for required assistance prior to acceptance by the Booking Section.

Receiving officers obtain documents directing arrest from the arresting officer
and “pat-down” the inmate.

8.01.002 BOOKING DOCUMENTS

Booking officers date/time stamp required forms and documents applicable to
each facility.

8.01.003 ACCOUNTABILITY OF PROPERTY AND FUNDS

Inmate’s total property and funds (all negotiable) are inventoried and
information recorded. Additional procedures are available at each facility that
receives inmates. When possible the inventory of property shall be witnessed by
the inmate.

8.01.004 TELEPHONE CALLS

Inmates received into each facility may make phone calls in accordance with J ail
Standards. Telephone calls are recorded on the documents for each receiving
facility. Telephone calls to or from Bonding Agencies will not be allowed until
after the magistration of the inmate.

8.01.005 INMATE ACCOUNTABILITY

Names of all inmates booked are recorded on the Daily J ail Report. A computer
record is maintained to reflect the status of all charges and “holds” pertaining to
the inmate.

8.01.006 RELEASES

Inmates are released from jail only upon proper authority; namely, charges not
filed, completion of a jail sentence, posting of a bail bond, payments of all
assessed fines, or, released per a J udge’s written authority. J ailers will verify the
identity of the inmate being released.

8.01.007 GENERAL RELEASE CONDITIONS

All persons are positively identified prior to release from jail. Persons are
released from jail only after a warrant check has been conducted to determine if
the inmate is wanted by another law enforcement agency. If the inmate is
wanted, the applicable agency is notified that the person is ready for release and
transport to their department. All persons being released from jail are given the
cash or negotiable funds currently credited to their account, their personal
property and advised to their right to request expunction of their arrest record.

8.01.008 INMATE FUNDS AND PERSONAL PROPERTY

All negotiable funds received for an inmate after incarceration are receipted and
accounted for. A receipt is issued to everyone that brings in funds to be placed
in an inmate’s account. Inmates receive money slips for proof of funds placed
on the inmates account. Funds are placed in the inmate’s property box and
accounted for on the property record. All personal property received for an
inmate is recorded on his/her property record. If received property is authorized
it is given to the inmate, and other property is stored in a secure area.

8.01.009 J AIL SENTENCES

The shift receiving the commitment computes the time an inmate must serve,
including “laying out” fines, in accordance with the criteria stipulated in the
applicable law. Time to serve is not computed on sentences for civil contempt,
sentences with a specified number of hours or denial of “good time” stipulated in
the commitment order. These sentences prohibit accrual of “good time”.

8.01.010 J AIL CALL

Persons booked into jail are placed on the appropriate jail call register and
magistrated.

8.02 FOOD SERVICE OPERATION

Effective Date: 02-28-05

It is the desire of the Administration that the Corrections facilities provide
nutritionally adequate food. Additionally, it is desired that food service facilities,
equipment and operations are safe and sanitary. Compliance with J ail Standards
217.17 is further desired.

AFFECTS: Corrections Personnel

PROCEDURES:

8.02.001 SUPERVISON

The food service supervisor of each facility is responsible for training all
employees and inmates assigned to food services in compliance with health
regulations. Inspect inmates assigned to food services for cleanliness and
hygiene. Check medical status. Check Classifications.

Officers assigned to supervise kitchen or serving operations ensure that facilities
and equipment are maintained in a sanitary and safe manner that standards and
requirements of health regulations are maintained.

8.02.002 FOOD STOARGE

Canned goods and grain products are stored in a cool, dry area free from
contamination. Special care and attention are given to highly perishable foods.
Locked storage areas are provided for items that can be used to manufacture
illegal products (i.e. yeast, dried fruit, vanilla, nutmeg, pepper, et cetera).

8.02.003 INSPECTIONS

An inspection of the food services is conducted at least daily. Inspection results
are submitted to the facility Food Services Supervisor who is responsible for
ensuring compliance with food service and sanitation standards.

8.02.004 MENU PLANNING AND PREPARATION

Menus are planned and published at least one week in advance so as to be
available for periodic evaluation and review by a qualified dietician or physician.
Menus are prepared from tested recipes and are adjusted to yield according to
inmate population. Replacement items, due to menu changes, are of equal
nutritional value to the item substituted. A record of menus served will be kept
for inspection prurposes.

Food preparation is conducted under sanitary conditions and at a reasonable
cost. Meals are to be palatable and served as soon as possible after preparation
and at an appropriate temperature. Careful consideration is given to food flavor,
texture, appearance and palatability.
8.02.005 MEALS FOR ON-DUTY PERSONNEL

Personnel, while on duty, are permitted to eat at specified meal times.
Personnel eat jail food only at regularly scheduled meal times and eat only items
that are on the approved menu for that particular meal.

8.02.006 SPECIAL DIETS

Special diets for health problems are determined by the on duty supervisor and
with consultation with the inmates physician.

Special diets because of religious reasons are authorized by the supervisor.

All special diets are kept simple and conform as closely as possible to the foods
served to other inmates.

8.02.007 RECORD KEEPING

Records are maintained on the number, cost per meal and type of meals served,
and includes menus, total food costs and amount of waste.
8.03 SANITATION

Effective Date: 02-28-05

A sanitary jail facility is desired to provide a pleasant environment for employees,
visitors and inmates. Sanitation is achieved and maintained by regular systematic
cleaning and inspection.

AFFECTS: All J ail Personnel

PROCEDURES:


8.03.001 SCHEDULED CLEANING

The Sergeant or his/her designee posts a schedule of specific cleaning tasks in a
prominent location in the facility. This schedule indicates:

↑ Position and/or person responsible for supervising the tasks

↑ Specific tasks to be performed

↑ Positions or persons to perform the tasks

↑ Frequency tasks are to be performed

↑ Details concerning tasks and any other information required to accomplish
tasks

8.03.002 INSPECTIONS

The Sergeant or his/her designee ensures that sanitation is maintained through
scheduled and unscheduled inspections and is documented. Personnel are
alerted to the existence of unsanitary conditions and shall correct or report
discrepancies as they are discovered.

8.04 INMATE VISITATION

Effective Date: 02-28-05

It is the intention of the Office to have reasonable visitation for inmates, which
conforms to provision 217.00.00 (d) of the Texas Commission on J ail Standards.
Visitation is conducted in a manner that provides security of inmates and the
safety of all persons.


AFFECTS: All Personnel

PROCEDURES:

8.04.001 GENERAL

Personnel, who perform activities related to visitation, control access to ensure
the orderly and secure operation of the facility.

8.04.002 REGULAR VISITS

Personnel require visitors to show proof of identification with a recognized
picture identification document. Visits are restricted to the approved visiting
area and visitors are restricted to family members and personal friends.

8.04.003 FREQUENCY AND TIMES

Visits are permitted as posted at the visitor’s reception area.

8.04.004 SPECIAL VISITS

Special visits approved by the Administrator or designee of the facility are
counted as a weekly allotted visit. Exception to clergy or lawyers unless
authorized by the sheriff.

8.04.005 CONTACT VISITS

Contact visits are permitted as approved by the Sheriff or his/her designee.

8.04.006 SPECIAL CONDITIONS

A. Former inmates are not allowed to visit until thirty (30)-days after release,
except as approved by the facility Administrator or his/her designee.

B. Persons under seventeen (17) years of age are not allowed to visit unless
accompanied by their parent or guardian. An exception to this is permitted if
the inmate is the visitor’s parent, guardian or spouse and has the approval of
the facility Administrator. These visits are permitted as posted.

C. Inmates may refuse visitors.

D. Visitors may be searched before entering the facility.

E. Visits may be disapproved by the Administrator or his/her designee if he/she
believes such visit would tend to cause serious unrest, disrupt security or
order of the institution or if the visitor does not agree to the conditions of
visitation as established or has, in the past, failed to abide by required
conditions.

8.04.007 DIVISIONAL DIRECTIVES FOR VISITATION

The Inmate Regular and Contact Visitation Divisional Directives provide specific
guidelines for implementing all visitation procedures relevant to each facility.
The Administrator is responsible for establishing, maintaining, and periodically
updating the divisional directive.

8.05 RECREATION AND EXERCISE

Effective Date: 02-28-05

The Administration desires to provide opportunity for inmates to have adequate
recreation and exercise for good health maintenance and to comply with the
Texas Commission on J ail Standards and other relevant legal guidelines, and
divisional directives.

AFFECTS: J ail Personnel

PROCEDURES:

8.05.001 IMPLEMENTATION AND DOCUMENTATION

The facility Administrator or his/her designee schedules recreation and exercise
periods and assigns sufficient personnel to adequately manage inmates.

Assigned personnel offer inmates recreation and exercise opportunities based
upon jail management considerations.

Inmates are given access to available recreation areas.

Inmates are allowed at least one (1)-hour of supervised physical exercise three
(3) times per week. The exercise is to be outdoors, if the weather and security
requirements permit. Exception is made if inmate is in segregation. The inmate
will receive the one (1) hour- three times per week exercised periods in a secure
area segregated from other inmates.

An inmate’s participation in recreation is voluntary and is documented as to
whether the inmate participated or not..

8.06 RELIGIOUS ACTIVITI ES

Effective Date: 02-28-05

It is the desire of the Administration to provide religious services and worship
opportunities for all inmates in custody of the Sheriff’s Office in accordance with
the provisions of the Texas Commission on J ail Standards.

AFFECTS: All Personnel

PROCEDURES:

8.06.001 RESPONSIBILITIES

The Administrator is responsible for coordinating all religious activities.

The Administrator is responsible for implementing religious services and
programs as well as procedures for handling religious diets.

8.06.002 RELIGIOUS SERVICES AND PROGRAMS

The Administraotor schedules and coordinates all religious services and programs
so as to ensure the safety of community volunteers, staff and inmates at all
times. Inmate participation in religious services and programs is on a strictly
volunteer basis.

8.06.003 RELIGIOUS BELIEFS

Inmates have the right to practice their religion, subject only to those limitations
necessary to maintain order and security.

Legitimate religions, as determined by the Administrator, are accorded equal
access. An inmate who feels his/her religion has been wrongly denied entrance
to the jail may appeal the Administrators decision through the Grievance
Procedure.

Inmates are not rquired to eat a particular food if their religion prohibits it.

8.06.004 RELIGIOUS COUNSELING

Inmates may receive religious counseling from the community lay volunteers and
Clergy.

The Administrator schedules and coordinates counseling sessions conducted by
community volunteers and verifies the status of any Clergy participants.

8.06.005 RELIGIOUS LITERATURE

The Administrator screens all donated religious materials.

8.06.006 RELIGIOUS ITEMS

Religious medals, special greeting cards, etc., are available from Clergy or
volunteers upon request.


8.07 MENTAL HEALTH CARE

Effective Date: 02-28-05

It is the desire of the Administration to provide a comprehensive mental health
care program designed to identify, diagnose and treat any inmate who is
determined to be mentally ill, mentally retarded or whose adaptation to the
detention environment is significantly impaired by a mental disorder.

AFFECTS: All Personnel

PROCEDURES:

8.07.001 IDENTIFICATION

Receiving, screening and evaluation is performed on all inmates admitted to the
J ail by trained Booking Officers.

8.07.002 REFERRAL AND DIAGNOSIS

When an inmate has been identified as demonstrating a need for mental health
care services, he/she is referred to MHMR services.

8.07.003 TREATMENT

An inmate that is identified as having a need for mental health care services will
b scheduled for a screening or appointment at the local facility.

8.07.004 COURT NOTIFICATION

When a Psychiatrist or a Physician determines that, as a result of a mental
disorder, an inmate is a danger to themselves or to others, or is incapable of
attending to basic physiological needs, the Psychiatrist or a Physician requests
that the appropriate Court be informed by contacting the following persons:

A. Felony Cases: Notify the District Attorney’s Office

B. Misdemeanor Cases: Notify the County Attorney’s Office

8.07.005 SUPERVISION AND CONTROL

Whenever an inmate exhibits suicidal, homicidal, self destructive or extremely
inappropriate behavior, he/she may be placed in an isolation cell or the “violent
cell” while awaiting orders from the Psychiatrist or a Physician. Mechanical
restraints may be applied and/or a Sucide Watch may be assigned in the interim.

8.07.006 PERIODIC REVIEW

All severely disturbed inmates are reviewed as necessary, to determine if any
changes in the treatment plan is indicated.


8.07.007 TRANSFERS TO ANOTHER FACILITY

When it is determined that an inmate’s condition is beyond the range of services
available within the J ail the Psychiatrist, or Physician and MHMR Programs
Manager make a concerted effort to have the inmate transferred to a more
appropriate facility.

8.07.008 PROCEDURES MANUAL

The mental health procedure manual provides specific guidelines for
implementing all treatment procedures relevant to this directive. The
Administrator are responsible for establishing, maintaining and periodically
updating the procedures manual to ensure continuous compliance with standards
endorsed by the American Medical Association, the American Correctional
Association and the Texas Commission on J ail Standards.

8.07.009 TRAINING AND DEVELOPMENT

It is the responsibility of the Administrator to plan, develop, implement and
evaluate training programs in mental health theories, practices and procedures
for all appropriate employees.

8.08 COUNSELING

Effective Date: 02-28-05

The Administration desires to provide counseling services for all inmates in
custody of the Sheriff’s Office and for all employees.

AFFECTS: All Personnel

PROCEDURES:

8.08.001 INMATE COUNSELING SERVICES


The following services are offered to inmates upon request:

A. Individual and group counseling

B. Marriage and family relationships

C. Vocational counseling

D. Substance abuse education

E. Suicide prevention

F. Mental health identification and treatment

8.08.002 PROGRAM ASSIGNMENT

A treatment program choice form is distributed to all inmates, as they are
committed to custody. Program interviews are then conducted on each inmate
who indicates on a choice form that he/she would like to participate in a
counseling program. Following the interview and testing, if indicated, the
inmate’s program is designed and implemented.

8.08.003 TESTING

Booking Officers will ask standard mental health questions to determine is
further evaluation by licensed personnel is needed. In the event that further
evaluation is needed then personnel of MHMR will be notified.

8.08.004 MENTAL HEALTH STAFFING

Counselors present to the mental health treatment team, those inmates who
have been identified as mentally ill, mentally retarded, or whose adaptation to
the detention environment is significantly impaired by a possible mental disorder.

8.08.005 TEACHING

Counselors provide education and awareness programs in a variety of treatment
areas such as stress management, substance abuse and human relations.

8.08.006 CLASSIFICATION

Classification is preformed by jail staff and will be routinely reevaluated.

8.08.007 INTERNAL REFERRALS

Inmates will be referred, as necessary, to the following areas of treatment:

A. medical staff

B. mental health staff

C. classification staff

D. complaints officer

E. education staff

F. library

G. Chaplain

H. Volunteer Coordinator

8.08.008 COMMUNITY REFERRALS

Inmates will be referred, as necessary, to the following areas of community
services:

A. Legal assistance

B. Welfare agencies

C. Human resources

D. Employment services

E. Education and training

F. Housing and transportation services

G. Substance abuse education

8.08.009 EMPLOYEE COUNSELING SERVICES

In order to reduce job-related stress, enhance job performance, prevent
burnout, and promote psychological well being and personal growth, the
administration will help employees contact a variety of programs for the benefit
of Sheriff’s Office employees. The following programs available are :

A. Individual counseling

B. Marriage and family relationships

C. Stress Management

D. Crisis debriefing

E. Vocational and psychological testing

F. Community resource referral

G. Substance abuse education

H. Financial/consumer counseling

All referrals at under strict guidelines of confidentiality and privacy.

8.09 VOLUNTEER ACTIVITI ES

Effective Date: 02-28-05

The Administration desires to support and aggressively recruit volunteers for
service in appropriate areas of need within the Office.

AFFECTS: All Personnel

PROCEDURES:

8.09.001 PROGRAM SELECTION

Program selection is based upon specific needs. When goals and priorities have
been established, a monitoring and evaluation process, conducted by the
Administrator, determines the extent to which goals are achieved.

8.09.002 ORIENTING STAFF TO VOLUNTEERS

The staff is offered a continuing input in the volunteer program through a
communications process and they are encouraged to assist in the recruiting,
screening and evaluation of volunteers. In-service training sessions are designed
and implemented so that staff can develop positive attitudes toward what
volunteers can do and develop the required skills of working with and supervising
volunteers.

8.09.003 RECRUITING

Recruiting is goal oriented with the volunteer job identified and described before
seeking a volunteer. Volunteers are sought for both group and one to one
contacts.

8.09.004 SCREENING RESPONSIBILITIES

The Administrator and the Sergeant are involved in screening of volunteers.
Screening is generally based on the following personality characteristics:

1. Maturity

2. Stability

3. Motivation

4. Perceptiveness

5. Willingness to learn

8.09.005 APPLICATION

Each Volunteer applicant completes an application form and a criminal history
check is conducted after advising the applicant that such a check is being made.

8.09.006 ORIENTATION AND TRAINING

Orientation and training are provided as to the overall Office mission objectives
and in the area of job specifics based on a philosophy that unpaid services are
no excuse for inferior service. A continuum of training in each volunteer job is
offered as an incentive toward the retention of volunteers.


8.09.007 PUBLIC RELATIONS

A public relations program is essential to gain community acceptance, recruiting
support, material donations, and recognition for the participants. The
volunteers, themselves, provide some public relation efforts by describing their
experiences to their family and friends. In addition, periodic press releases are
given on the subjects of volunteers and volunteer programs.

8.09.008 RECORDS AND REVALUATION

A file is maintained on each working volunteer. Each file contains certain basic
information, et cetera. Every three months, or more often, if indicated, the
Adminiatrator enters notes regarding the volunteer’s performance, attendance
record, attitudes toward the volunteer program and goal achievement.

8.10 CLOTHING, BEDDING AND LAUNDRY SERVICES

Effective Date: 02-28-05

It is the desire of the Administration to issue institutional clothing and bedding to
all incoming inmates and to provide laundry services to ensure an acceptable
level of hygiene.

AFFECTS: All Personnel

PROCEDURES:

8.10.001 ISSUANCE OF CLOTHING AND BEDDING

All inmates assigned to permanent housing receive designated institutional
clothing and bedding.

8.10.002 LAUNDRY SERVICE

The Sergeant, or his/her designee, initiates a laundry schedule to ensure all
inmates a clean issuance of clothing and bedding at least once weekly. Blankets
are to be exchanged as needed.

8.10.003 RETURN OF ISSUANCE

When an inmate is released or transferred from an area or facility, all issued
items are returned. A checklist is provided for the inmate.

8.10.004 INVENTORY OF CLOTHING

The Sergeant, or his/her designee, ensures through monthly inventory, that
sufficient items in usable condition are available to facilitate exchange of these
items.


8.11 POWER FAILURES

Effective Date: 02-28-05

It is the desire of the Administration to ensure the safety of inmates, visitors, and
staff in the event of a power failure.

AFFECTS: All Personnel

PROCEDURES:

8.11.001 TRAINING

Staff members are instructed in special procedures and equipment to be
activated if a power failure occurs.

8.11.002 PREPARATION

All emergency power is tested weekly in accordance with our policy and monthly
in accordance with J ail Standards.

Emergency keys are marked and located in an area known and accessible to
security staff.

8.11.003 ACTION

When a power failure occurs the facility is closed to unauthorized persons. All
movement of inmates cease and the security staff constantly observes their
assigned areas. A headcount will be conducted as soon as possible.

8.11.004 EVACUATION

In the event the problem requires total or partial evacuation, officers are guided
by policy and procedure for evacuation.

8.12 FEMALE INMATES

Effective Date: 02-28-05

The Administration desires that female inmates be allowed to participate in all
programs provided by the J ail Division and that they be treated in a manner
consistent with the Texas J ail Commission Rules and any applicable case law and
court order.

AFFECTS: All Personnel

8.13 ALTERNATIVE SENTENCING PROGRAMS

Effective Date: 02-28-05

It is the desire of the Administration to provide alternative sentencing programs
for sentenced inmates who can perform responsibility in a societal setting while
fulfilling sentence obligations to the court, the community, and their own
rehabilitation.

AFFECTS: All Personnel

PROCEDURES:

8.13.001 GENERAL

Alternative Sentencing Programs operate under the supervision of the Sheriff and
the J ail Administration. Personnel desiring information concerning the programs
or inmate participation direct inquiries to the Administrator or others assigned to
the program.


8.14 EVACUATION

Effective Date: 02-28-05

It is the desire of the Administration to provide a plan to safely and efficiently
evacuate inmates, visitors and staff in the event of a life-threatening situation.

AFFECTS: All Personnel

PROCEDURES:

8.14.001 REPORTING

Staff members who discover a situation that is or may become threatening shall
immediately make notification to all staff on duty and to summon emergency
response personnel when applicable.

8.14.002 INITIATION

If evacuation of the facility is required, the shift Supervisor orders the jail
immediately closed to all unauthorized personnel, instructs personnel as to
partial or total evacuation, and informs the Administrator or Sergeant. The
Sheriff, Chief Deputy of each jail facility are notified as soon as practical.

8.14.003 ASSISTANCE

The Administrator or Sergeant recalls as many Department officers, the City
Police, and the Department of Public Safety officers as needed to provide
security for the holding area.

8.14.004 EVACUATION

Officers informed of the evacuation remain on their posts and wait on their
individual command to evacuate. As that command is given the officers release
their inmates, and with the assistance of other officers, direct the inmates
toward the evacuation point. Upon evacuation a headcount will be take to
determined that all inmates have been evacuated.

8.14.005 RETURN TO FACILITY

If the facility is declared safe, personnel follow the instructions of supervisors in
returning inmates to their units. A headcount will be retaken to insure all
inmates are accounted for.

8.14.006 ALTERNATIVE HOUSING

If the facility is not safe to reoccupy, the Administrator, Sergeant, Chief Deputy
or Sheriff makes arrangements with local businesses, churches, et cetera to
provide a suitable holding area.


8.15 INMATE CLASSIFICATION

Effective Date: 02-28-05

It is the desire of the Administration to establish systematic guidelines for inmate
classification and to comply with J ail Standard 217.12.00 and other relevant legal
guidelines.

AFFECTS: All Correctional Personnel

PROCEDURES:

8.15.001 CLASSIFICATION SECTION RESPONSIBILITIES

The Classification Section is responsible for ensuring that inmates are housed
according to criminal history information, jail behavior and medical status that
comprise their Custody Rating level. An appeals process is made available for
inmates seeking classification reassignment.

8.15.002 CLASSIFICATION PLAN

The classification plan is to enhance the effective management of inmates,
through available housing space within the jail facilities, while ensuring a safe
and secure operation. Detailed classification plans are maintained by the
Classification Section.


8.16 MEDICAL SERVICES

Effective Date: 02-28-05

It is the desire of the Administration to provide reasonable and adequate health
care and to comply with J ail Standard 217.13.00 and other legal guidelines.

AFFECTS: All Personnel

PROCEDURES:

8.16.001 MEDICAL OFFICER RESPONSIBILITIES

The J ail Medical Officer provides initial evaluation of inmate’s medical,
psychological and dental problems by assessment and confirmation of
background history. Sick call is provided on a regular basis as determined by the
correctional facility’s Administrator. The Officer Medical implements and
monitors all physicians’ orders for medications and treatments, and refers health
problems to all appropriate sources of treatment.

8.16.003 EMPLOYEE HEALTH CARE

The Medical Officer/ J ail staff provides medical assistance including first aid and
emergency health care to personnel who are injured and/or become ill while on
duty.


8.17 INMATE CORRESPONDENCE

Effective Date: 02-28-05

It is the desire of the Administration to process inmate correspondence in a
timely and lawful manner, and to comply with the Texas Commission on J ail
Standards 217.22.001 (b) and other relevant legal guidelines.

AFFECTS: All Personnel

PROCEDURES:

8.17.001 INCOMING CORRESPONDENCE – GENERAL

General correspondence is correspondence originating from members of the
general public or other incarcerated inmates.

The Officer opens, inspects and reads general correspondence for contraband
and/or content likely to promote illegal activity, endanger security, or interfere
with the rehabilitative process.

8.17.002 INCOMING CORRESPONDENCE – PRIVILEGED

Privileged correspondence is special correspondence originating from criminal
justice agencies and legal entities.

Incoming correspondence is only considered privileged if it bears an official
letterhead on the envelope.

The Officer opens and inspects privileged correspondence in the presence of the
inmate to whom it is addressed.

Privileged correspondence is stamped with the date and time it is received in the
Control Room. When delivered to the inmate, the date, time and signature of
the inmate and Officer are entered on the envelope.

Whenever jail officials have probable cause to suspect that the incoming letter is
part of an attempt to formulate, devise, or otherwise effectuate a plan to escape,
or to violate State or Federal Laws, the Sheriff or his/her designee obtains a
search warrant before opening and reading the mail of the individual involved.

8.17.003 OUTGOING CORRESPONDENCE

All outgoing non-privileged mail will be inspected for an attempt to formulate,
devise, or otherwise effectuate a plan of escape or to violate State or Federal
Laws.

All outgoing privileged mail is sealed by the inmate and is not opened for
inspection. All outgoing privileged mail is subject to review of the Administrator
as to its validity as privileged mail.

Outgoing mail is picked up periodically from the living units and placed in a
receptacle where it will be protected and screened from general view, until it is
sent out of the facility.

8.17.004 PUBLICATIONS

Incoming magazines, newspapers and paperback books are inspected for
contraband. Magazines and newspapers are authorized only by subscription.

A publication is restricted if the Administrator determines it:

 To be detrimental to prisoner’s rehabilitation because it encourages deviate
criminal sexual behavior;

 It is likely to disrupt the order and security of the facility.

8.17.005 SPECIAL PROVISIONS

The inmate writes whomever he/she wishes within the guidelines of any
divisional directives concerning other inmates. There is no limit placed on the
number of pages a letter contains.

Indigents are furnished paper, pens, envelopes and stamps in reasonable
amounts through the commissary.

Postage, of a reasonable range of value, and certified or registered mail forms
are available by request.

Mail received after an inmate has been released from jail is returned to the
sender or placed in the inmates file if marked return to sender.

8.18 SEARCHES

Effective Date: 02-28-05

It is the desire of the Administration to ensure the safety of inmates and staff
and the security of the facility by conducting all searches in a professional
manner. Searches are not conducted for punishment or harassment, but rather
to detect and prevent possession, introduction and/or trafficking of weapons and
contraband.

AFFECTS: All Personnel

PROCEDURES:

8.18.001 CLOTHED SEARCH

The clothed search is a thorough search of the individual and his clothing,
without removing his clothing.

Clothed searches are conducted but are not limited to:

 Upon admission to the facility prior to the booking process;

 Before leaving and re-entering his housing assignment;

 Whenever jail personnel reasonably believe the inmate is carrying contraband
or is violating jail rules and regulations

Where practical, a staff member of the same sex as the inmate conducts the
search.

8.18.002 UNCLOTHED SEARCH

The unclothed (strip) search is a thorough search in which the inmate removes
all clothing. The officer visually observes the body and manually searches the
clothing. Unclothed searches are conducted:

 After booking and before assignment to an initial housing area within the
confines of the facility itself;

 When an inmate is reclassified and transferred between facilities;

 When directed by the Administrator or his/her designee or upon request of
the arresting officer.

Unclothed searches are conducted by staff members of the same sex as the
inmate. Such searches are conducted in a private place out of view of others.



8.18.003 BODY CAVITY SEARCHES

A body cavity search is a manual or instrument inspection of the anal or vaginal
cavity.

Body cavity searches are authorized by a arresting officer or the Administrator
when there is reasonable belief that the inmate is carrying contraband in those
cavities. Such searches are conducted in a private place by medically trained
personnel.

8.18.004 CELL OR UNIT SEARCHES

A cell or unit search is a thorough inspection of an inmate’s living area.

A supervisor authorizes searches of cells and living units that are performed on
an unannounced and irregular basis.

Officers search living areas and inmate’s property in an orderly manner.

Each isolation room/cell is searched before it is re-occupied. The officer assigned
to that area searches it immediately after the inmate is transferred, reclassified
or released.

All cell searches are documented on the proper form.

8.18.005 OTHER SEARCHES

All other areas of the facility are searched when directed by a Supervisor.
Officers may search all other areas of the facility as needed.

In order to ensure the safety and security of the facility, visitors and their
belongings can be searched prior to their entering the confines of the facility. All
persons and their belongings entering the facilities are subject to be searched.

8.19 CONTRABAND CONTROL

Effective Date: 02-28-05

In order to ensure the safety of inmates and staff, and to preserve the order and
security of the facilities, it is the desire of the Administration to control
contraband.

AFFECTS: All Personnel

PROCEDURES:

8.19.001 CONTRABAND CONTROL

Contraband is anything not authorized by the Sheriff to be in possession of
inmates.

Authorized items brought in from outside sources are inspected by staff
members before being given to the inmate.

8.19.002 CONFISCATED CONTRABAND

Staff members refrain from “showing or displaying” unauthorized
items that have been found, as confidentiality may be required to
enable successful investigation and prosecution.

Tagging and reporting contraband/evidence is discussed in 5.07.

8.20 TOOL AND KEY CONTROL

Effective Date: 02-28-05

It is the desire of the Administration to control and secure all keys, kitchen
utensils, tools and medical instruments. The Administrator is responsible for key
and tool control. The on duty jailer is responsible for the control of kitchen
utensils and the Medial Officer for medical instruments.

AFFECTS: All Personnel

PROCEDURES:

8.20.001 KEY CONTROL

A master list of all facility locks is maintained by the Administrator or his/her
designee.

Emergency keys are locked in a secure location within each facility.

No keys are duplicated without the approval of the Administrator.

All keys are kept out of inmate’s view as much as possible.

Any key that fails to work or becomes worn is reported to the Administrator.

8.20.002 KITCHEN UTENSILS

A complete inventory is maintained by the Administrator. The on duty jailer
ensures accounting for all utensils.

Knives are kept in a secure area designated by the Administrator of each facility.

8.20.003 TOOL CONTROL

Responsibility for tool control is designated by the Administrator of each facility.

8.20.004 MEDICAL INSTRUMENTS

An inventory of all medical instruments is maintained by the Medical Officer.

8.21 HYGIENE

Effective Date: 02-28-05

It is the desire of the Administration to provide for the highest level of hygiene
within its facilities and to comply with Texas J ail Standard 217.15.00 and other
relevant legal guidelines.

AFFECTS: All Personnel

PROCEDURES:

8.21.001 FURNISHED ITEMS

Each inmate held over seventy-two (72)-hours, who is unable to supply
themselves with personal care items, is furnished with:

1. Toothbrush

2. dentifrice

3. soap

4. comb

5. shaving implements

8.21.002 SHOWERS

Each inmate is given the opportunity to shower at least every other day.

8.21.003 COMPELLING SHOWERS AND HAIRCUTS

Whenever clearly justified for health or sanitary reasons, the Administrator may
require inmates to shower and get a haircut. Haircuts by reasonably skilled
persons are normally available on a voluntary basis to all inmates.

8.22 TELEPHONE PRIVILEGES

Effective Date: 02-28-05

It is the desire of the Administration to provide reasonable telephone access to
inmates and to comply with the Texas Commission on J ail Standards 217.09.009
and 217.22.001 and other applicable legal guidelines.

AFFECTS: Corrections Personnel

PROCEDURES:

8.22.001 TELEPHONE USE UPON ARRIVAL

Inmates are afforded two (2) completed telephone calls not later than four (4)-
hours after arrival in the Booking area. A toll call is made at the inmate’s
expense or on a “collect call” basis. Inmates are not deprived of the right to
make a call because of lack of funds.

8.22.002 TELEPHONE PRIVILEGES

Inmates are provided with telephone privileges while they are incarcerated. The
facility Administrator sets guidelines for phone privileges that provide for
reasonable use at the facility. In any event, the number of phone calls are not
to be less than two (2) calls, of at least five (5) minutes duration. Telephones
are available to each general population living unit. Specific phone use
procedures are issued and maintained by the facility Administrator.

8.23 FIRE CONTROL

Effective Date: 02-28-05

It is the desire of the Administration to suppress fires in a prompt and effective
manner and to comply with J ail Standards 217.08.000 and 217.24.000 and other
relevant guidelines.

AFFECTS: All Personnel

PROCEDURES:

8.23.001 PLAN

The Administrator maintains a written plan for fire prevention and suppression.

8.23.002 DRILL

Fire drills and emergency evacuation drills are held with sufficient frequency to
familiarize personnel with procedures. Such drills are conducted for each shift
of personnel at least once each calendar quarter.

8.23.003 USE OF EQUIPMENT

At least once each calendar quarter all personnel review the location, purpose
and means of using each piece of emergency equipment in the jail

8.23.004 MAINTENANCE OF EQUIPMENT

All emergency equipment is tested as recommended by the manufacturer and
checked in accordance with specifications of each facility Administrator.

8.23.005 EVACUATION

Evacuations are conducted in accordance with Policy 8.14 on J ail Evacuations.

8.23.006 DOCUMENTATION

Documentation of fires, fire drills and equipment inspections are recorded by the
J ail personnel in accordance with divisional directives.

8.24 EDUCATION SERVICES

Effective Date: 02-28-05

It is the desire of the Administration to provide educational programs for all
inmates who are interested in continuing education.

AFFECTS: All Personnel

PROCEDURES:

8.24.001 INMATE EDUCATION SERVICES

The following services are offered for inmates:

A. General Education Development (GED) classes in mathematics, science,
social studies, English and reading.

B. Adult Basic Education (ABE)

8.24.002 PARTICIPATION

These services are provided for the benefit of inmates who express in writing the
desire to be considered for participation. Evaluations are conducted by the
Classification Section and are based primarily on the inmate’s past and present
jail behavior.

8.24.003 STUDY GROUPS

In order to promote positive study habits for inmates, study groups are held to
provide inmates with the initiative to excel on the testing exams. Inmates are
encouraged to attend study groups in order to help each other perform well in
each course. Further assistance is provided by regular instructors who work with
inmates individually, and tutors are available if necessary.

Instructors are certified by the Texas Education Agency.

8.24.004 TESTING

Testing for GED is conducted by the applicable agencies on a weekly basis
whenever possible.

8.25 LIBRARY SERVICES

Effective Date: 02-28-05

The Administration desires to provide access to a reference and recreational
reading materials library for all inmates in the custody of the Sheriff’s Office, in
compliance with the Texas Commission on J ail Standards, and to provide access
to professional education literature for the staff of the Office.

AFFECTS: All Personnel

PROCEDURES:


8.25.001 LIBRARY SERVICES RESPONSIBILITIES

Library Services coordinates the acquisition of materials by soliciting donations
and direct purchase. Library Services provides for the organization, development
and circulation of library materials within the jail system.

8.25.002 LIBRARY ACTIVITIES

The on duty jailer schedules and coordinates the delivery of library service to
inmates.

8.25.003 LIBRARY AND PROFESSIONAL STAFF EDUCATION AND DEVELOPMENT

The Library provides resources to provide pertinent criminal justice books,
periodicals and reference materials and make these available to Office personnel.

8.25.004 LEGAL RESEARCH

The administrator addresses the inmate population’s need for legal research by
functioning as liaison between the J ail and the County Law Library Legal
Researchers.

8.25.005 OFFICERS RESPONSIBILITY

Officers assist in carrying out library privileges as necessary.

8.26 J AIL CONDUCT REPORT

Effective Date: 02-28-05

It is the desire of the Administration to establish systematic guidelines for
evaluating inmates sentenced to the Texas Department of Corrections or other
prison facilities.

AFFECTS: All Correctional Personnel

PROCEDURES:

8.26.001 J AIL CONDUCT REPORT

A J ail Conduct Report is completed on each inmate transferred to the Texas
Department of Corrections or other prison facility.

The purpose of this report is to advise prison officials of the conduct displayed by
the inmate while incarcerated by the J ail. Inmates are evaluated as to their
present conduct, mental and physical status, custody level, and their
rehabilitative potential.

This report is prepared by the J ail Administrator or his designee.

8.27 INMATE COURT APPEARANCES

Effective Date: 02-28-05

It is the desire of the Administration to preserve the right of the inmate to wear
civilian clothing at court appearances involving a jury trial.

AFFECTS: All Correctional Personnel

PROCEDURES:

8.27.001 CIVILIAN CLOTHING FOR COURT APPEARANCES

Inmates have the right to wear civilian clothing at court appearances for trial or
for any pre-trial hearing at which evidence from witnesses is to be taken.

Only one set of civilian clothing is kept in the inmate’s property stored in the
Property Section. These clothes may be exchanged if needed.

If an inmate cannot secure his/her personal clothing, suitable clothing is provided
from the surplus jail clothing supply. Priority is given to inmates scheduled for
jury trial.

Court clothing is authorized at the request of the courts, the inmate’s attorney or
the inmate. It is the responsibility of the attorney or the inmate to insure that
suitable civilian clothing is available at the jail at least twelve (12)-hours prior to
the court appearance.

8.28 ACCESS TO LEGAL MATERIALS

Effective Date: 02-28-05

The Administration desires to provide the inmates of the J ail system with access
to legal materials through persons trained in the law, thereby facilitating
meaningful access to the courts, and complying with all relevant legal guidelines.

AFFECTS: All Personnel

PROCEDURES:

8.28.001 LEGAL RESEARCH PERSONNEL

Legal Research personnel are summoned so as to insure that the inmates’ needs
for access to legal materials as directed by the County Attorney. An adequate
number of Legal Researchers possess law degrees and are assisted, when
necessary, by persons with legal research training.

8.28.002 METHOD OF PROVIDING ACCESS

Reasonable access to legal materials is provided to inmates through a
combination of the assistance of Legal Research personnel, and the bringing of
materials, or copies of materials, to inmates. In unusual cases when this method
is not adequate, an inmate may be granted access to portions of the legal
materials.

8.28.003 LEGAL RESEARCH ACTIVITIES

1. Upon receiving a request for legal materials, Legal Research personnel take
such steps as are necessary that may include an interview, to ascertain what
materials the inmate desires or needs.

2. In cases in which an inmate makes a reasonable request, the materials are
provided. In cases in which the requested materials appear to be
unnecessarily voluminous or of questionable utility to the inmate, Legal
Research personnel may discuss the request with the inmate in an attempt to
focus the request.

3. In some cases, Legal Research personnel find it useful to help focus the
inmate’s request to provide the inmate with a short outline of the relevant
legal issues involved, and/or a list of cases and other materials that would be
helpful in researching the problem.

4. In some cases, an inmate request is satisfied initially by providing portions of
treatises, manuals, summaries of the law, or other legal advise materials on
the particular subject involved. After reviewing such materials, an inmate
may still require further materials such as cases, statutes, administrative
regulations, and/or law review articles.

5. Priority is given to requests regarding post conviction remedies, civil rights,
and other matters in which an inmate has no counsel.


8.28.004 ACCESS TO PORTIONS OF LEGAL MATERIALS

When an inmate believes that the materials provided are not adequate to allow
proper and timely research of a legal problem, the inmate may request access to
a portion of the legal materials.

1. The request is made to the Sheriff, or the Sheriff’s designee, through the
Legal Research personnel.

2. The Legal Research personnel make a written recommendation concerning
such a request, including an assessment on whether the inmate is capable of
doing research through access to legal materials and whether the equivalent
of access to legal materials may be provided to the inmate through additional
services or assistance from the Legal Research personnel.

3. The Sheriff, or the Sheriff’s designee, responds within seventy-two (72)-
hours to such a request in writing.

4. The Sheriff, or the Sheriff’s designee, grants such a reqeust if it is
determined that the inmate is capable of doing research through access to a
portion of the legal materials and the other methods of access are not
adequeate to provide the inmate with reasonable and timely access to courts.

5. If a request is approved, arrangements are made for providing the inmate
with access to a portion of the legal materials without undue delay.

6. If a request is denied, the reasons for the denial, and what, if any, additional
assistance will be provided to the inmate in lieu of the access to portions of
the legal materials, are provided.

8.28.005 OFFICER RESPONSIBILITY

Officers will assist in carrying out the legal research responsibilities as necessary.

8.29 CONFIDENTIALITY OF INMATE MEDICAL, PSYCHIATRIC, COUNSELING
AND ALCOHOL/ DRUG TREATMENT RECORDS

Effective Date: 02-28-05

It is the desire of the Administration to conform to Federal and State Regulations
regarding confidentiality of inmate Medical, Psychiatric, Counseling and
Alcohol/Drug Treatment Records.

AFFECTS: All Personnel

PROCEDURES:

8.29.001 DISCLOSURE AUTHORIZATION

Records of the identity, diagnosis, prognosis, or treatment of any inmate/patient
that are retained in connection with any activity related to Medical, Psychiatric,
Counseling and Alcohol/Drug Treatment are confidential and may be disclosed
only for the purposes and under the circumstances expressly authorized below:

1. With prior written consent of the patient.

2. To medical personnel in a medical emergency.

3. To personnel conducting research audits, or evaluations, provided that
inmate/patient identities are not disclosed in any manner.

4. If authorized by an appropriate court order of competent jurisdiction.

5. To the Sheriff or the Sheriff’s designee in the course of Internal Affairs
investigations.

8.30 INMATE ABUSE

Effective Date: 02-28-05

It is the desire of the Administration to ensure the well being of all inmates
within the County J ail System.

AFFECTS: All Personnel

PROCEDURES:

8.30.001 REPORTING INCIDENTS OF ABUSE

Any employee who has knowledge of an alleged incident possibly involving acts
or omissions that constitute abuse or neglect or who has reason to believe that
such an incident may have occurred against an inmate, makes an oral report to
their supervisor. The employee submits a written incident report to the facility
Administrator through the shift supervisor within twenty-four (24)-hours. In
cases involving inmate/clients participating in the Alcohol/Drug program, a copy
of the report is forwarded to the Director of Treatment. Any alleged incidents
involving inmates/clients in the Alcohol/Drug program are reported to the Sheriff
within twenty-four (24)-hours and the Texas Commission on Alcohol and Drug
Abuse. (Refer to Policy 5.04.001).

8.30.002 NOTIFICATION

Written notification of an alleged incident of abuse of inmates participating in the
Alcohol/Drug program is submitted to the Texas Commission on Alcohol and
Drug Abuse by the J ail Administrator within two (2) working days. The
notification contains:

A. A description of the alleged incident.

B. Identity of alleged perpetrator.

C. Date, time and place of occurrence.

D. Any physical harm to the client and subsequent treatment.

E. Clients physical and emotional condition.

F. Steps taken to protect and care for the client.

G. Other entities notified.







8.30.003 INVESTIGATION

The Sergeant and the J ail Administrator of the Corrections facilitate a thorough
investigation of the alleged incident and takes prompt action to resolve the
problem.

All investigations of alleged incidents of client abuse and the facilities actions
taken to resolve the problem are documented in writing and routed to the
permanent file.

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