PRIVACY/ACKNOWLEDGEMENT STATEMENT
The disclosure of information in this manual could compromise the essential services and
systems of the East Baton Rouge Parish Sheriff’s Office or otherwise impact the Office’s ability
to carry out essential emergency responsibilities. It is expressly forbidden to distribute the
Policy and Procedural Manual in part or entirety outside of the agency without the written
authorization of the Sheriff or his designee.
I understand that by violating this order I may be subject to disciplinary action up to and
including termination.
I further acknowledge that the Office has provided me with access to the Policy and Procedural
Manual. It is my responsibility to read the manual within 30 days from the date of this receipt.
_______________________________
Employee Signature
_______________________________
Witness
_______________
Date
Table of Contents
Chapter 1
01-01
01-02
Law Enforcement Role and Authority
Mission Statement/Vision/Core Values
Code of Conducts and Ethics
Chapter 2
02-01
02-02
02-03
02-04
02-05
Administrative Policies
Supervision and Command
Written Directives
Payroll and Timekeeping
Training
Travel Expense Reimbursement
Chapter 3
03-01
03-02
03-03
03-04
03-05
03-06
03-07
03-08
03-09
03-10
03-11
03-12
03-13
03-14
03-15
03-16
03-17
03-18
03-19
Human Resources
Equal Employment
Leave
Attendance and Overtime
Holidays
Awards
Harassment and Discrimination
Disciplinary Procedures
Duty Related Injuries (DRI)
Return to Work/Light Duty
Line of Duty Death
Extra Duty Details/Secondary Employment
Drug Free Workplace
DNA Collection
Performance Planning and Review (PPR)
Employee Grievance Procedure
Employee Files
Violence in the Workplace
Family Medical Leave
Personal Use of Social Media
Chapter 4
04-01
04-02
04-03
04-04
04-05
04-06
04-07
04-08
Equipment and Resources
Fleet Vehicle Use and Maintenance
Fleet Accidents
Use of Force
Taser/Electronic Control Devices
Firearms
Uniforms and Grooming
Reporting Lost or Stolen Weapons and Equipment
Guidelines for Social Media Use in Investigations
Chapter 5
05-01
05-02
05-03
05-04
05-05
Patrol
Operations
Bias-Based Profiling
Mountain Bike Patrol
Shot Spotter
Mobile Video Recorders
Chapter 6
06-01
06-02
06-03
06-04
06-05
06-06
06-07
06-08
Special Operations
Critical Incident Response and Special Task Planning
Command Notification Procedures
Critical Incident Stress Management
Special Weapons and Tactics (SWAT)
Canine
Maritime
Mass Arrest
Shooting Response Team
Chapter 7
07-01
07-02
Internal Affairs
Administration
Operations
Chapter 8
08-01
08-02
08-03
08-04
Operations Support
Public Affairs
Inspectional Services
Victim/Witness Assistance
Mentally Ill Persons/Substance Abuse Patients
Chapter 9
09-01
09-02
09-03
09-04
09-05
09-06
09-07
Auxiliary and Technical Services
Evidence
Communications
Honor Guard
Crisis Negotiation
Safe Haven Law-Infants
Concealed Handguns
Chaplain Program
Chapter 10
10-01
10-02
Operational Memorandums
FAA Personnel to Disaster Area or Areas Under Evacuation
Prevention of Bloodborne Pathogens
Number
01-01
Effective Date
11/01/98
Procedural Order
Subject
Mission Statement/Vision/Core Values
Revision Date
01/26/09
Law Enforcement Role and Authority
Reevaluation
Annually
Chapter
OUR MISSION
It is the mission of the East Baton Rouge Parish Sheriff’s Office to provide quality law
enforcement, detention, court security and homeland security services to the residents and
visitors of East Baton Rouge Parish.
OUR VISION
It is the vision of the East Baton Rouge Parish Sheriff’s Office to be a leader in public safety,
community service and crime control. We strive to integrate the community policing
philosophies of developing partnerships with our community and maintaining a high quality of
life through collaborative problem solving in everything we do. It is our vision that East Baton
Rouge Parish remains one of the safest and most enjoyable places to live and visit in the State of
Louisiana and the Nation.
OUR CORE VALUES
We, the men and women of the East Baton Rouge Parish Sheriff’s Office, pledge to infuse our
core values in every aspect of our service to our community. Our three core values are:

Integrity - We pledge to maintain a strong sense of honesty, morality, goodness, and
ethical character

Honesty - We pledge to always be truthful, sincere, upright, and decent

Character - We pledge to maintain the highest ethical standards and honorable personal
qualities. We wish to serve as role models for our youth, our community, and our
profession
Number
01-02
Effective Date
11/01/98
Procedural Order
Subject
Code of Conduct and Ethics
Revision Date
01/26/09
Law Enforcement Role and Authority
Reevaluation
Annually
Chapter
01-01.01
CODE OF ETHICS
The East Baton Rouge Parish Sheriff’s Office has adopted the Law Enforcement
Officer’s Code of Ethics, promulgated by the National Sheriff’s Association, as
the standard by which all deputies shall be guided for their conduct at all times.
01-01.02
LAW ENFORCEMENT CODE OF ETHICS
As a Law Enforcement Officer, my fundamental duty is to serve mankind; to
safeguard lives and property; to protect the innocent against deception, the weak
against oppression or intimidation, and the peaceful against violence or disorder;
and to respect the Constitutional Rights of all persons to liberty, equality, and
justice. I will keep my private life unsullied as an example to all; maintain
courageous calm in the face of danger, scorn, or ridicule; develop self-restraint;
and be constantly mindful of the welfare of others. Honest in thought and deed in
both my personal and official life, I will be exemplary in obeying the laws of the
land and the regulations of my Office. Whatever I see or hear of a confidential
nature or that is confided to me in my official capacity will be kept secret unless
revelation is necessary in the performance off my duty. I will never act officiously
or permit personal feelings, prejudices, animosities, or friendship to influence my
decisions. With no compromise for crime and with relentless prosecution of
criminals, I will enforce the law courteously and appropriately without fear or
favor, malice, or violence and never accepting gratuities. I recognize the badge of
my Office as a symbol of public faith, and I accept it as a public trust to be held so
long as I am rue to the ethics of law enforcement. I will constantly strive to
achieve these objectives and ideals, dedication myself before God to my chosen
profession--law enforcement.
01-10.03
DEFINITIONS
 Sheriff: Chief law enforcement officer of the Parish, keeper of the jail,
executive officer of district court, and ex-officio tax collector
 Office: East Baton Rouge Parish Sheriff’s Office
 Commissioned Deputy: An employee commissioned by the Sheriff
 Employee: An employee of the East Baton Rouge Parish Sheriff’s Office
01-01.04
CONFORMANCE TO LAWS
A commissioned deputy shall conform to, and abide by, the laws of the United
States, the State of Louisiana, all other states of the United States, and
subdivisions thereof
A conviction for the violation of any law shall be prima facie evidence of a
violation of this section
01-01.05
COURTESY
Courtesy to the public will be strictly observed. Deputies shall not engage in
argumentative discussions, even in the face of extreme provocation. When
required, deputies will act with firmness and sufficient energy to perform his/her
duties.
01-01.06
CONDUCT UNBECOMING
A commissioned deputy shall conduct himself at all times, both on and off-duty,
in such a manner as to reflect most favorably on himself/herself and the Sheriff’s
Office.
Unbecoming conduct is defined as conduct which:
 Brings the Sheriff’s Office or any of its subdivisions into disrepute
 Reflects discredit upon the deputy as a member of the Sheriff’s Office
 Impairs the operations or efficiency of the Sheriff’s Office or the deputy
 Detrimentally affects the morale of Sheriff’ Office personnel
01-01.07
LOYALTY TO THE OFFICE
A commissioned deputy shall not publicly criticize the Sheriff’s Office, its
policies, or other deputies, or an employee by talking, writing, or other
expressions where such defamatory, obscene and unlawful, exhibits a reckless
disregard for the truth or tends to undermine the operations of the Sheriff’s Office.
01-01.08
BADGE OF OFFICE
The term “badge of office” shall include identification/commission card, badge,
official, position, title, uniform or any other tangible or intangible thing by which
it can be construed that the concept “Sheriff’s Office” is being interjected.
A commissioned deputy shall not:
 Participate in any form of solicitation where use is made of his/her badge
of office without the express written approval of the Sheriff, or his
designee
 Use his/her badge of office for personal or financial gain or for the benefit
of any individual or group of individuals
 Seek nor accept any form of reward or remuneration, including money,
tangible or intangible property, food, beverage, promise of loan, service or
entertainment, excluding wages paid by the Sheriff’s Office, as a result of


his conduct while acting within the authority of his badge of office except
as directed by the Sheriff
Not use his/her badge of office for the purpose of avoiding the
consequences of illegal acts
The use of “East Baton Rouge Parish Sheriff Office” as part to the address
of a deputy’s operator’s license, vehicle registration, or other personal
papers is prohibited. It is the specific intent of this section to limit the use
of the deputy’s badge of office to matters within the scope of his
employment by the Sheriff’s Office. This section shall be construed so as
not to restrict any commissioned Deputy in the free exercise of
constitutionally protected freedoms that are not necessarily limited by the
conditions of his employment
01-01.09
IDENTIFICATION
Commissioned deputies shall carry their badge and identification cards on their
person at all times except when impractical or dangerous to their safety or to an
investigation.
01-01.10
PERFORMANCE OF DUTY
Deputies shall not stop, detain, or search anyone based solely on racial
characteristics, ethnicity, gender, or sexual orientation.
Deputies shall conscientiously strive to be responsible for the proper performance
of all assigned duties, as they are responsible for their own acts. A deputy shall
not consider ignorance of the rules, regulations, and directives an excuse or
justification for any violation of such.
01-01.11
REPORTING FOR DUTY
Deputies shall report for duty at the time and place specified by his supervisor and
be physically and mentally fit for duty. Additionally, deputies shall be properly
dressed in their issued uniform or approved civilian attire suitable for the
assignment and be in possession of approved equipment necessary to assume their
duties. Deputies are not allowed to utilize any personal equipment that has not
been specifically authorized in Policy and approved by designated personnel.
Deputies failing to report for duty, scheduled hearings, court appearances, and
other designated assignments on time and fit for duty shall be in violation of this
order and subject to disciplinary actions.
01-01.12
NEGLECT OF DUTY
Deputies shall not, without proper authorization, absent himself/herself from their
assigned duty station or otherwise fail to perform their assignment during their
tour of duty.
Deputies shall remain awake and alert while on-duty or if unable to do so, shall
report to their supervisor, who shall determine the proper course of action.
01-01.13
NOTIFICATION FOR ILLNESS OR INJURY
A deputy who knows that they are unable to report for duty due to illness or injury
shall immediately notify their supervisor, or ensure such notification is made.
Information to be conveyed to the supervisor shall include: nature of the injury,
the location where the deputy will be recuperation, and the expected date of return
to duty. The supervisor shall be advised of changes in any of the aforementioned
conditions that may occur after original notification was given. The supervisor
may require a doctor’s certificate.
A deputy is injured on-duty shall report the injury to their supervisor as soon as
possible and comply with the provisions of all other existing regulations
pertaining to such injuries.
A deputy shall not feign illness, injury, deceive, attempt to deceive, any official or
representative of the Sheriff’s Office as to the real physical condition of
themselves or of another deputy.
A deputy, upon becoming aware that she is pregnant, shall report her condition in
writing to the Sheriff through the chain-of-command. Further, on a monthly basis,
a pregnant deputy shall submit physician’s medical certificates that document:
 The deputy’s physical ability to perform the present assigned duties
 The physician’s appraisal that the type of work being performed will not
injure the deputy or expected child
 Any recommended duty restrictions or modifications including temporary
light duty. A pregnant deputy shall be permitted to continue working
regular duty or temporary light duty assignments as long as monthly
physician certificates are submitted or until such time as the physician
recommends that work be curtailed
01-01.14
UNSATISFACTORY PERFORMANCE
A deputy shall maintain a competency level sufficient to properly perform his/her
duties and assume the responsibilities of their position. Deputies shall perform
their duties in such a manner as to maintain the highest standards of efficiency.
Unsatisfactory performance may be demonstrated by:
 A lack of knowledge in the application of laws required to be enforced
 An unwillingness or inability to perform assigned task
 A failure to conform to work standards established for the deputy’s rank,
grade, or position
 A failure to take the appropriate actions at the scene of a crime, disorder,
or other matter deserving attention
 Repeated poor evaluations
01-01.15
LAWFUL ORDERS
A deputy shall promptly obey and execute any and all written or verbal lawful
orders of a supervisor. A deputy shall not obey any order which he/she knows, or
should have known, would require them to commit an illegal act. If in doubt as to
the legality of an order, the deputy shall request the issuing supervisor to clarify
the order. Due to unique separation of Divisions within the Sheriff’s Office,
supervisors shall only issue orders to those deputies within their Division unless
extenuating circumstances exist and failure to act would result in loss of life,
serious injury, or massive property damage, etc.
01-01.16
CONFLICTING ORDERS
A deputy who is given a lawful order that is in conflict with a previous order or
regulation shall respectfully call attention to such conflict. If the superior deputy
giving the order does not alter or retract the conflicting order, then that order shall
stand and under these circumstances the responsibility shall be his/hers. The
deputy obeying the conflicting order shall not be held responsible for disobeying
any previously issued order.
01-01.17
FALSE STATEMENTS
A deputy shall not make a false statement or falsify any written report to a
supervisor knowing such statement to be incorrect or misleading. No deputy shall
intentionally withhold any information from a report, statement, knowing such
information to be relevant to the report or statement.
01-01.18
DISSEMINATION OF INFORMATION
Deputies shall not disseminate any confidential information of the Sheriff’s Office
without proper authority. For the purpose of this order, confidential information
shall be defined as information which:
 Could endanger a deputy or any other person
 May impede the disposition of a case
 May aid a person to escape arrest
 May delay the apprehension of a criminal
 May permit the removal of stolen property or evidence
 Violates any federal, state, or local law or ordinance concerning the
release of confidential information
 Makes known the contents of an internal or criminal record or report to an
unauthorized person in violation of LRS 44:3, The Public Records Law
A deputy may only divulge, make known, or exhibit the contents of an official
file:
 To a duly authorized police officer or agency official
 As provided by law and on approval of the appropriate supervisor
 When summoned by a court of competent jurisdiction or subpoena duces
tecum served on the Sheriff’s Office or its administrators
01-01.19
RESIDENCE REQUIREMENTS
 Commissioned deputies who reside outside of East Baton Rouge Parish
shall utilize the chain-of-command and obtain approval from the Sheriff or
his designee
 Beginning April 12, 2008, Deputies assigned a take home vehicle who
reside outside of East Baton Rouge Parish will be allowed out-of-parish
commuting up to 25 miles driving distance from their residence to the East
Baton Rouge Parish line. Only those authorized by the Sheriff or his
designee will be allowed this privilege


In addition, those deputies granted permission under this policy provision
may not use their assigned vehicle for personal use while outside of East
Baton Rouge Parish
Deputies shall maintain a telephone at their residence or provide a
telephone number to their Commander where they may be reached. Any
change in address or telephone number shall be reported to the appropriate
Commander and Human Resources in writing within forty-eight (48)
hours
01-01.20
INTERFERENCE
No deputy shall:
 Interfere with, or attempt to exert influence on any of the participants in a
Sheriff’s Office disciplinary procedure
 Interfere with a case assigned to another deputy for investigation without
the consent of the assignee, except by order of a supervisor
 Interfere or intervene in any lawful arrest or prosecution brought by
another deputy or by any other agency or person unless requested to do so
by said agency or person
 Undertake any investigation or other official action not part of his/her
regular duties without obtaining permission from his/her supervisor unless
the exigencies of the situation require immediate police action
01-01.21
USE OF FORCE
Deputies shall not use more force than is reasonably necessary under the
circumstances. In addition, deputies shall use force in accordance with applicable
law and Sheriff’s Office guidelines.
01-01.22
USE OF FIREARMS
The use or handling of a firearm in a careless or negligent manner, or the
unjustified endangerment of human life, is strictly forbidden. In addition, the use
of a firearm in a manner inconsistent with Sheriff’s Office rules, regulations,
policies and procedures is forbidden.
01-01.23
USE OF DRUGS
The use of any controlled dangerous substance, as defined and scheduled in LRS
40:961 et seq., by any deputy is prohibited except when prescribed by a licensed
medical practitioner pursuant to treatment by that physician.
When a deputy is prescribed medication that is defined and scheduled as
controlled dangerous substance, he/she shall inform their supervisor of said
prescription prior to reporting for duty. The deputy shall provide written
documentation from the prescribing physician certifying that the medication will
not impair the deputy’s ability to perform their duties.
Use of a medication other than in the dosage prescribed by a physician may result
in disciplinary action.
01-01.24
USE OF INTOXICANTS
A deputy shall not appear for duty while under the influence of intoxicants, nor
shall they partake of intoxicants while on-duty unless it is necessary to properly
perform assigned functions as directed by his/her supervisor. If a deputy has
authorization to use intoxicants while on-duty, it becomes incumbent upon the
deputy not to indulge to the extent that mental capacity is reduced to a state of
ineffectiveness.
Alcoholic beverages shall not be transported or stored in a Sheriff’s Office vehicle
or instillation except in an emergency situation or orders from a supervisor, or
when officially confiscated or seized as evidence.
A deputy shall not purchase alcoholic beverages while in uniform, nor shall
he/she go to a bar or tavern in a Sheriff’s Office vehicle unless authorized in the
course of their duties or under emergency conditions.
01-01.25
GAMBLING
A deputy shall not participate in legal gaming in any form while on-duty or in
uniform. In addition a deputy shall not participate in any form of illegal gambling
unless in the performance of duty and while acting under proper and specific
orders.
01-01.26
VISITING PROHIBITED ESTABILSHMENTS
A deputy shall not enter an establishment wherein any law is being violated
unless in the performance of an official act.
01-01.27
ARREST, SEARCH, AND SEIZURE
Deputies shall not make an arrest, conduct a search, or initiate a seizure, which
they know or should have known, is contrary to law or Office policy or procedure.
01-01.28
TREATMENT OF PRISIONERS IN CUSTODY
A deputy shall not mistreat persons who are in their custody. Deputies shall
handle such persons in accordance with the law and Office procedures. Deputies
shall not abuse process or make false accusations against any prisoner.
01-01.29
PROTECTION OF EVIDENCE
Deputies shall not destroy, improperly remove, or manufacture evidence or
contraband, or any other material found or seized in connection with the
investigation of any incident or crash.
Weapons and other evidence or property lawfully seized shall not be converted to
personal use even though a judicial officer has returned such to the deputy’s
custody. Evidence returned in this manner shall be placed in the custody of the
Office for disposal according to law.
01-01.30
COWARDICE
A deputy shall not show a lack of courage in the face of danger, pain, difficulty,
or opposition and will faithfully enforce all laws.
01-01.31
POLICE ACTION WHILE OFF-DUTY
A deputy has the authority and responsibility to take necessary police action with
regard to all serious police matters brought to his/her attention while off-duty.
Sound judgment should be used when deciding to act. Consideration should be
given to the availability of assistance, the possession of proper credentials,
weapons and restraining devices; the danger or threat of danger to other persons,
and related issues.
A deputy, off duty and in a private vehicle, should exercise police authority only
with the greatest care with consideration for the above standards.
01-01.32
INVOLVEMENT IN ALTERCATONS
Any deputy involved in, or aware of, any altercation or situation concerning any
matter in which he/she or any other deputy could possibly be a defendant, must
timely report the facts in detail to the appropriate supervisor for transmission to
the Sheriff.
01-01.33
INTERVENTION IN CIVIL MATTERS
A deputy shall not take official action in any civil case except where such action
will prevent a breach of peace or assist in quelling a disturbance.
01-01.34
DEPUTY SUBJECT TO CALL WHILE OFF-DUTY
A deputy shall have regularly scheduled hours of assigned duty and when not so
engaged shall be considered off-duty. However, deputies shall be subject to being
called to duty as needed.
01-01.35
RELATIONS WITH OTHER COMMISSIONED OFFICERS
A deputy shall never behave disrespectfully or use threatening or insulting
language toward any other officer engaged in the execution of his/her position or
duties.
Deputies shall never draw or lift a weapon toward, offer violence against, strike or
attempt to strike another officer.
01-01.36
COOPERATION WITH OTHER AGENCIES
Deputies shall cooperate with all agencies engaged in the administration of justice
by providing all the aid and information permitted by rule and law.
01-01.37
REQUEST FOR ASSISTANCE
When a citizen requests assistance or advice either by telephone or in person, all
pertinent information shall be obtained in an official and courteous manner and
will be properly acted upon consistent with established procedures.
01-01.38
PUBLIC STATEMENTS
A deputy shall not address public gatherings, appear on radio or television,
prepare any article for publication, act as a correspondent to a news paper or
periodical, release or divulge investigative information, or act as a representative
of the Sheriff’s Office in other matters without prior authorization from the
Sheriff or his designee.
01-01.39
CITIZEN COMPLAINTS
Deputies shall courteously accept any written and signed complaint made by a
citizen against any deputy or the Sheriff’s Office. The deputy may attempt to
resolve the complaint consistent with policy and procedure, but shall never
attempt to dissuade a citizen from lodging a complaint
01-01.40
ENDORSEMENTS/REFERRALS
A deputy shall not recommend during the course of his/her employment except in
the transaction of personal off-duty business, the employment or procurement of a
particular product, professional or commercial service.
In the case of ambulance or towing services, when the person in need of such
services is unable or unwilling to procure the same, deputies shall request those
services according to established policy and procedures.
01-01.41
REPORTING OF INFORMATION
Deputies shall report to their supervisor all information that comes to his/her
attention concerning organized crime, vice conditions, narcotics trafficking or its
use, along with any other criminal activity or violation that a deputy suspects.
Supervisors shall forward such information to the Commander of the appropriate
investigative unit.
Deputies shall promptly report to his/her supervisor any information that comes to
his/her attention indicating another deputy or employee of the Office has violated
any law, rule, regulation, or order.
01-01.42
ASSOCIATIONS
Deputies shall avoid regular or continuous associations or dealings with persons
whom they know, or should have known, are racketeers, sexual offenders,
suspected felons, persons under criminal investigation or indictment, or who have
a reputation in the community for present involvement in felonies or criminal
behavior.
Exceptions may be necessary in the performance of official duties or where
association is unavoidable because of family relationships.
01-01.43
PAYMENT OF DEBTS
Deputies shall make every effort to pay all just debts and legal liabilities when
they are incurred. Disciplinary action may be appropriate in any of the following
circumstances:
 Judgment of creditors have been finally adjudicated and the employee,
even though able to pay, has refused to comply with such judgment
 The effect of such indebtedness has adversely affected the ability of the
employee to perform his/her job, or has reflected negatively on the
reputation of the East Baton Rouge Parish Sheriff’s Office
Absent extenuating circumstances, disciplinary action shall be inappropriate in
any of the following circumstances:
 The employee has made a genuine effort to pay his/her debts
 The employee has filed a voluntary bankruptcy petition
 A garnishment order has been filed
01-01.44
FINANCIAL DISCLOSURE
By order of the Sheriff or his designee, deputies shall submit financial disclosure
statements when the information is relevant to an investigation.
01-01.45
SEEKING PUBLICITY
Deputies shall not directly or indirectly seek publicity for themselves through the
press, radio, television, or other media.
Deputies shall not furnish information to the public media for the purpose of
gaining personal recognition as a law enforcement official.
01-01.46
USE OF TOBACCO PRODUCTS WHILE IN UNIIFORM
Deputies shall not use tobacco products when in direct contact with the public and
conducting official business or while in formation.
01-01.47
USE OF CELLULAR PHONES
Deputies shall use not use blue-tooth or any other type of personal
Communications or entertainment headset, while in direct contact with the public
and conducting official business or while in formation.
01-01.48
MECHANICALLY RECORDING CONVERSATIONS
No employee shall make a mechanical recording of the conversation of another
employee without the prior approval of the Sheriff or without the consent of all
parties to the conversation. This order shall not apply to recording police radio
traffic or recording calls made to the published telephone numbers at the Sheriff’s
Office facilities.
This order does not prohibit use of answering equipment.
01-01.49
CHEATING ON EXAMINATIONS
Deputies shall not cheat or tamper in any manner with an official examination
conducted by or sponsored for this Office by obtaining, furnishing or attempting
to obtain, furnish or accept answers or questions to such examination.
Deputies shall not copy, photograph or otherwise remove examination contents;
nor shall he/she use any misrepresentation or dishonest method while preparing,
administering or participating in such examination(s).
01-01.50
COOPERATION WITH INTERNAL AFFAIRS INVESTIGATIONS
It shall be the duty of every employee to cooperate with any Internal Affairs
investigation. Employee(s) shall keep the nature and/or any details of the
investigation in the strictest confidence.
01-01.51
USE OF POLYGRAPH
Upon order of the Sheriff or his designee, a deputy shall submit to a polygraph
examination when the examination is specifically directed and related to a
particular internal investigation.
Whenever a complaint by a citizen is the basis for an investigation and the matter
is non-criminal, and no corroborating information has been discovered, a deputy
shall not be required to submit to an examination unless the complainant also
submits to such examination.
01-01.52
MEDICAL EXAMINATIONS, PHOTOGRAPHS AND LINEUPS
Upon order of the Sheriff or his designee, a deputy shall submit to any medical,
psychological, ballistic, chemical or other tests, photographs or lineups. All
procedures under this order shall be directly related to a particular internal
investigation.
01-01.53
PAROLE BOARD INTERVENTION
No employee of the East Baton Rouge Parish Sheriff’s Office shall intervene or
recommend actions to be taken by the Parole Board on behalf of any inmate
working for the East Baton Rouge Parish Sheriff’s Office.
01-01.54
DISCIPLINARY ACTION
When Bureau Commanders find it necessary to cause personnel under their
command to be suspended, the day(s) of suspension shall not begin on or include
the employee’s regular days off, any paid holiday or any leave taken.
01-01.55
CARRYING CONCEALED WEAPONS IN OTHER STATES
The Law Enforcement Officers Safety Act (LEOSA)of 204 amended title 18 of
the United States Code to exempt qualified current and former law enforcement
officers from state law prohibiting the laws prohibiting the carrying of concealed
handguns. A deputy who employs this privilege should be cognizant that when
visiting another state, he/she does so as a private citizen without law enforcement
authority. Individual states retain autonomy in establishing legislation that
prohibits carrying concealed weapons restrictions in the state he/she may visit.
With respect to complying with the LEOSA, a deputy who carries a concealed
weapon out-of-state shall:
 Carry their Office issued commission card
 Carry only a Office authorized sidearm with which he/she is qualified
 Use a firearm only in accordance with Office rules, regulations, policies,
and procedures
 A deputy who is under suspension or has failed to maintain their firearms
qualification is not eligible for exemption to a state’s prohibition of
carrying a concealed handgun
 A deputy shall not carry a concealed weapon if they are under the
influence of alcohol or a controlled dangerous substance as defined in
LRS 40:961 and LRS 40:964
Procedural Order
Subject
Supervision and Command
Chapter
Administrative Policies
Number Effective
Date
02-01
07/01/99
Revision
Date
01/26/09
Reevaluation
Annually
02-01.01
SUPERVISION AND COMMAND
The level of efficiency at which employees perform will be largely determined by
the caliber of their supervisor. Supervision gives coherence to the police task and
directs the energies of a law enforcement agency into an organized effort. Proper
supervision is essential to maintain a professional level of competence in law
enforcement operations.
Supervision in its broadest sense consists of three main tasks: to organize, to
delegate, and to oversee.
 To organize means planning the work of the Office and of the employees
in an orderly manner
 To delegate means giving someone else the responsibility and authority to
do something that the supervisor does not have the time or ability to do
efficiently. Responsibility should always be accompanied with
commensurate authority
 Supervisors are accountable for the activities of employees under their
immediate control
 Supervisors may confer upon subordinates the same authority and
responsibility they possess; however, it is the responsibility of the
supervisor to ensure that the work is done
 Persons who assume a delegated responsibility should realize they shall
be held responsible for the results. Employees shall be fully accountable
for the use of delegated authority, as well as the failure to use it
02-01.02
NEPOTISM
A commissioned deputy shall not be in the immediate line of supervision of
another East Baton Rouge Sheriff’s Office employee if they are related in the
following manner:
 Child, sibling, spouse, parent, father/mother-in-law, son/daughter-in-law,
sibling’s spouse
Procedural Order
Subject
Written Directives
Chapter
Administrative Policies
Number Effective
Date
02-02
06/01/08
Revision
Date
01/26/09
Reevaluation
Annually
02-02.01
PURPOSE
This order establishes a formal written directive system and provides for its
administration.
02-02.02
THE WRITTEN DIRECTIVE SYSTEM
The Sheriff and the Chief Deputy have the sole authority to issue, modify, and
approve Official written directives. Division Commanders may issue written
directives that direct the operation of their personnel. Division written directives
shall not supersede or contradict Office directives.
It shall be the responsibility of the Chief Administrative Officer to:
 Act as the official custodian of the system
 Oversee the administration of Office written directives
 Maintain the integrity of the system by indexing, purging, updating, and
revising existing directives
 Maintain the Office’s Policy and Procedural Order Manual on the website
The system shall be a number and bullet format and includes the Subject, Chapter,
Effective Date, Revision Date, Reevaluation Date and a statement of directive
purpose. The Office shall maintain an electronic version of the Policy and
Procedure Manual. Features of the electronic version consist of the following:
 Index – this feature auto-populates based upon the subject of the
procedural order or allows for manual entries of selected terms
 Table of Content – a listing of the manual’s policy and procedures is listed
in the Policies Approved section
 Word search – this function enables the user to search the policy based on
key words or derivations
The system shall be comprised of the following:
 General Orders
 Orders concerning agency matters Office-wide in scope
 Issued by the Sheriff or Chief Deputy
 Policy

Orders permanent in nature that provides a framework for conduct of a
particular activity. A policy is recognized by such words as “may” or
“should” and usually do not establish fixed rules or set procedures
 Issued by the Sheriff or Chief Deputy
 Procedural Orders
 Orders permanent in nature that provides guidelines for carrying out
agency activities. Although structured as a general set of guidelines,
procedural orders occasionally allow some latitude and discretion in
carrying out an activity
 Rules and Regulations
 Orders that establish a set of specific guidelines to which all employees
must adhere
All proposals for new written directives or revisions to current written directives
shall be forwarded through the deputy’s chain-of-command to the Chief
Administrative Officer for review. The Chief Administrative Officer shall forward
the proposal up the chain-of-command for approval prior to implementation.
The Chief Administrative Officer will periodically reevaluate the Policy and
Procedural Order Manual to ensure Official practices remain consistent with
approved policy. When discrepancies are identified, contact will be made with the
personnel responsible for determining if revision or purging of the policy is
merited.
Any requests by Office personnel to purge a policy shall be forwarded via chainof-command to the Chief Administrative Officer for further review. The Chief
Administrative Officer shall utilize established guidelines when suggesting the
elimination of a policy to the Sheriff or his designee.
02-02.03
DISTRIBUTION OF WRITTTEN DIRECTIVES
The Chief Administrative Officer shall distribute written directives, at the
direction of the Sheriff or his designee. Notice of changes to written directives
shall be forwarded to Division Commanders. The Division Commanders shall
forward the notice to the Commanders under their authority. Commanders will
ensure that deputies under their authority receive notice of all new or revised
General Orders, Procedural Orders, and Operational Memorandums.
 Deputies are not required to maintain a paper copy of the policy manual
 Written directives issued by the Sheriff or Chief Deputy shall remain valid
until they are canceled, revised, or repealed
Number
Effective Date
02-03
5/21/2012
Procedural Order
Subject
Revision Date
Payroll and Timekeeping
Chapter
Reevaluation
Administrative Policies
6 mos.
12 mos.
24 mos.
POLICY
In order for the EBRSO to accurately compensate employees for work performed and to
adequately safeguard payroll distribution to employees, it is necessary to have the appropriate
procedures and internal controls in place. This policy describes the payroll procedures required
as well as the responsibilities of the parties involved.
PAYROLL
 Payroll payments will be made to employees on a biweekly schedule.
 Payments are made to employees via mandatory direct deposit
 Timesheets and leave requests are entered on-line via the EBRSO employee portal on the
internet. This is a secure site that has been established for the creation and submission of
electronic timesheets. Non-exempt employees must enter hours worked as well as leave
taken. Exempt employees must enter leave taken.
 The deadline to submit electronic time sheets is every other Monday at 12 pm (noon).
The payroll period will be considered closed after this deadline. Failure to submit the
timesheets to Payroll by the deadline will result in the direct deposit payments for the
affected employees being delayed. Supervisors may establish earlier deadlines for their
subordinate employees to submit their timesheets as to allow the supervisor time to
review and approve the timesheets by the noon deadline.
 Adjustments for closed payroll periods are to be submitted to Payroll. (Please see the
Time and Attendance Adjustment Form following.) Adjustments to closed payroll
periods will be reflected on the employee paycheck following receipt of the correction.
 Employees who receive overpayments are required to repay the funds paid in error no
later than the following payday.
RESPONSIBILITES
 Employees are responsible for
o Ensuring they accurately enter their hours worked and submitting their electronic
timesheets to their supervisors so as to be reviewed and approved prior to the
payroll deadline. Employees who fail to timely submit their timesheets may
experience a delay in receiving their payroll direct deposits. By submitting the
timesheets to the supervisor, the employee is certifying that the information
contained in the timesheet is true and correct.


o Submitting requests for leave to their supervisors via the EBRSO employee portal
on the internet.
o Employees are responsible for reviewing their payment statements for accuracy
(benefit deductions taken, pay received and applicable leave deductions).
Supervisors are responsible for
o Reviewing and approving the electronic timesheets by the payroll deadline.
Failure to submit the timesheets to Payroll by the deadline will result in the direct
deposit payments for the affected employees being delayed. By approving an
employee’s timesheet, the supervisor signifies that to the best of his knowledge,
the entries made by the employee are a true representation of hours worked.
o Identifying any inaccuracies on subordinate employee timesheets and ensuring the
employee makes the necessary corrections.
o Reviewing and approving or denying leave requests submitted via the EBRSO
employee portal on the internet.
Payroll receives timesheet data submitted by supervisors and is responsible for ensuring
accurate and timely payment to employees based on this timesheet data entry. Payment
is generally made to employees via direct deposit.
Procedural Order
Subject
Training
Chapter
Administrative Policies
Number Effective
Date
02-04
01/01/09
Revision
Date
01/26/09
Reevaluation
Annually
02-04.01
PURPOSE
Training programs should address the needs of the Office and ensure that there is
accountability for all training provided. In particular, training should be consistent
with the Office’s mission, goals and core values. The Director of Training will be
accountable for developing and administering training programs. Program
development should provide for input from several sources, including Office
personnel in general, a training committee, the Sheriff, and Human Resources.
02-04.02
TRAINING COMMITTEE
 The Training Committee shall be composed of the Training Academy
Director, who shall serve as the Chairman of the Committee, along with
the following members of the Academy Staff: Firearms Supervisor, and
the Defensive Tactics Supervisor. In addition to the Academy Staff, the
committee shall be composed of the Chief of Operations, Corrections











Warden, Division Commander for Investigations, Division Commander
for Patrols, and the Human Resources Director or any of their designees
The Chief Deputy has the authority to appoint any person to the committee
and fill any vacancies, which may arise. In such case, the Chairman of the
Training Committee shall supply the Chief Deputy with the names of
possible replacements
Vacancies will be filled within thirty days so as not to hinder the
operations of the committee
With the Chief Deputy’s approval, the Committee Chairman has the
authority to seek and appoint additional membership to the committee
from any population outside the Sheriff’s Office
The Training Committee Chairman has the authority to schedule meetings,
as he/she deems appropriate. At a minimum, the Committee shall convene
annually
The Committee shall be responsible for verifying that deputies receive
appropriate instruction that will enhance their skills and knowledge to
perform their duties in an effective and efficient manner. Verification will
be accomplished through:
An evaluation of training programs for their effectiveness and the possible
implementation of new training methodology
Input from members of the various sections of the Office as to training
that is important to their areas of responsibility
Performance evaluations of deputies
Internal Affairs investigations and complaints
A final summary of committee meetings shall include topics covered and
any recommendations regarding training issues will be reported to the
Chief Deputy
Any member of the Office who has a training issue that he/she wishes to
be address by the Training Committee should forward their request
through their chain-of-command to the Training Academy Director for
consideration by the committee
02-04.03
ATTENDANCE REQUIREMENT
 Deputies shall attend training as assigned unless prohibited due to illness,
court attendance, and emergency situations or intervention by his/her
commanding officer. Anyone who fails to attend a scheduled course of
training shall notify their Shift Supervisor of the Section they are assigned
as soon as possible so that arrangements may be made to complete all
required training
02-04.04
IN-SERVICE TRAINING
The dates for annual In-Service Training will be determined by the Training
Academy and notification will be announced through the Division Commanders
to their various Commanders
In-Service Training shall consist of:
o Firearms Prequalification
o Defensive Tactics Refresher
o Use of Deadly Force Policies
o Use of Non-Deadly Force Policies
o Legal Updates
o And any other course that may be added at the direction of the Sheriff
 The failure to complete In-Service Training within a specified time may
result in the suspension of certification in the required field of proficiency
 Upon successful completion of training, the deputy’s training file will be
updated to reflect satisfactory completion of training
 It is the responsibility of the deputy to provide the Training Academy and
Human Resources with copies of certificates or any other verification of
successful completion of training provided by an outside agency
02-04.05
REMEDIAL TRAINING
 Remedial Training is defined as supplemental training provided in
accordance with proven methods of teaching by qualified instructors to
assist in the correction of an identified skill or deficiency
 When a deputy has been identified as demonstrating diminished skills,
he/she shall undergo remedial training to improve that skill. A Training
Academy Instructor, the Training Academy Director, or the deputy’s
immediate supervisor may identify the need for remedial training
 Remedial training will b e implemented after a diminished skill has been
identified and efforts have been made to correct the deficiency, but the
deputy fails to meet established Office standards or standards articulated
by his/her supervisor
 The need for remedial training may be identified in a deputy as a result of
a supervisor’s observations, complaints against the deputy, or lack of the
skills and knowledge necessary to perform the duties of the job
sufficiently. Once the need has identified, the supervisor shall provide a
course of action with the deputy to correct the deficiency. All remedial
training implemented will be documented. Deputies receiving remedial
training shall be afforded a reasonable opportunity to achieve the desired
results. If the deputy fails to conform to the training, disciplinary actions
may be warranted
 Deputies who fail to requalify with a less lethal weapon or who utilize the
weapon contrary to proper training shall not be authorized to carry the
weapon until completing additional training as prescribed by a qualified
weapon instructor
02-04.06
ROLL CALL TRAINING
 Roll Call Training should reflect best practices as currently adopted by the
Office. Topics may include recent court decisions, policy and procedures,
and latest training techniques

Documentation of all Roll Call Training shall include the subject of
training, the date, and those present. This document shall remain on file in
the Section where the training took place
Procedural Order
Subject
Travel Expense Reimbursement
Chapter
Administrative Policies
Number Effective
Date
02-05
01/01/09
Revision
Date
5/1/2013
Reevaluation
Annually
02-05.01 PURPOSE
To establish guidelines and procedures for claiming and recovering cost associated with EBRSO
related travel.
02-05.02 POLICY
 Generally, the reimbursement rates will follow the guidelines established by the
State of Louisiana. The current rates can be found at
www.doa.louisiana.gov/osp/travel.
 Reimbursement rates for prisoner extraditions and tranportations follow the East
Baton Rouge City-Parish guidelines.
 Signed receipts must be submitted to Finance for reconciliation within 3 days
following the trip.
 For overnight travel in Louisiana, employees are responsible for presenting the
EBRSO Sales Tax Exemption Form provided by Finance prior to the travel to the
hotel at check-in.
 There will be no reimbursement when no cost was incurred by the employee.
02-05.03 MEALS
A. General Provisions
 Reimbursement for alcohol is prohibited
 Receipts are not required for routine meals with the following exceptions:
 Meals cost more that the per diem issued and there is valid justification for
the higher expense; or
 For prison transporations where the per diem was not issued in advance;
reimbursements will be is issued from receipts, as limited by State or CityParish guidelines as appropriate.
 Partial meals such as continental breakfasts or airline meals are not considered
meals.
 Expenses may not be claimed if meals are provided as part of a registration fee
or included by the host agency as part of the training
B. Single Day Travel
 Meals are not eligible for reimbursement on single day travel. This means that
when an employee is in travel status where no overnight stay is required, no
meals are eligible for reimbursement. However, the Sheriff or his designee may
authorize Single Day Meal reimbursements on a case-by-case basis or by
types(s) of single day travel when it is determined to be in the best interest of
the EBRSO. In those cases the Finance/Payroll Office must keep the approvals
in the travel file and is responsible for reporting the reimbursement as wages to
the employee.
 To receive any meal reimbursement on single day travel, the employee must be
in travel status for a minmum of 12 hours.
 See the LA State Travel Guidelines for the maximum allow for meal
reimbursement for single day travel.
C. Travel with Overnight Stay
 Travelers may be reimbursed for meals according to the schedule schedule in
the Louisiana State Travel Guidelines
 When an employee is in travel status for at least 12 hours, meal reimbursement
eligibility will be as follows:
 Breakfast: When travel begins at or before 6 a.m. on the first day of
travel or extends beyond 9 a.m. on the last day of travel, and for any
intervening days
 Lunch: When travel begins at or before 10 a.m. on the first day of
travel or extends to or beyond 2 p.m. on the last day of travel, and for
any intervening days
 Dinner: When travel begins at or before 4 p.m. on the first day of
travel or extends to or beyond 8 p.m. on the last day of travel, and for
any intervening days
02-05.04 PARKING AND RELATED EXPENSES
 Outside airport parking is reimbursable at current rates, employees must pay the
difference for covered parking
 Employees using EBRSO vehicles on official business will be reimbursed for
reasonable storage fees, for all other parking, ferry fares, road and bridge tolls.
For each transaction over $5, a receipt is required
 Tips for valet parking not to exceed $2 per day
02-05.05 REIMBURSEMENT FOR OTHER EXPENSES WHILE IN TRAVEL STATUS
The following expenses incidental to travel may be reimbursed:
A. Communication Expenses
 For official EBRSO business – all costs (receipts required for over $3)
 For domestic overnight travel – up to $3 in personal calls upon arrival at each
destination and up to $3 for personal calls every second night after the first
night if the travel extends several days
B. Charges for storage and handling of Office equipment (receipts required)
C. Baggage tips
 At the hotel – up to $3 tip per hotel check-in and $3 tip per hotel check out, if
applicable
 At the airport -- up to $3 tip for airport outbound departure trip and $3 tip for
inbound departure trip
D. Laundry Services – Employees in travel status for more than 7 days may be
reimbursed, with the Sheriff or his designee’s approval, up to actual, but
reasonable costs incurred. Receipts are required.
02-05.06 RENTAL VEHICLES
 Deputies shall obtain approval though their chain-of-command prior to the rental
of vehicles
 Insurance billed by car rental companies is not reimbursable for domestic travel
 Receipts are required for reimbursement
02-05.07 FALSIFICATION OF EXPENSE ACCOUNT/RESTRICTIONS
No employee shall knowingly and intentionally falsify documentation to receive
reimbursement for expenses. Falsification of such documents may result in
disciplinary action , up to and including termination, as well as application criminal
prosecution.
Policy
Number
Effective Date
11/1/2011
03-01
Subject
Revision Date
Equal Employment
Chapter
7/30/2013
Reevaluation
Personnel
6 mos.
12 mos.
24 mos.
POLICY
The goal of the East Baton Rouge Parish Sheriff’s Office (EBRSO) is to recruit, hire, and
maintain a diverse workforce. Equal employment opportunity is good business as well as being
the law and applies to all areas of employment, including recruitment, selection, hiring, training,
transfer, promotion, termination, compensation, and benefits.
As an equal opportunity employer, EBRSO does not discriminate in its employment decisions on
the basis of race, religion, color, national origin, gender, sexual orientation, age, military status,
disability, marital status, political affiliation, genetic information, pregnancy, use or non use of
tobacco products, or on any other basis that would be in violation of any applicable federal, state,
or local law. Furthermore, EBRSO will make reasonable accommodations for qualified
individuals with known disabilities unless doing so would result in an undue hardship, safety
and/or health risk.
Number Effective
Date
03-02
04/01/03
Procedural Order
Subject
Leave
Chapter
Revision
Date
3/12/2012
Reevaluation
Human Resources
24 mos
03-02.01 PURPOSE
The East Baton Rouge Parish Sheriff’s Office (EBRSO) recognizes that family and life
circumstances occur that require employees to be off of work. The purpose of this policy is to
provide staff with the opportunity to take time away from work without the loss of
compensation.
03-02.02 ELIGIBILITY
All full-time regular employees are eligible to accrue and utilize the leave described in this
policy.
03-02.03 DEFINITIONS
 Bereavement Leave – leave available to employees following the death of an
immediate family member
 Civil Leave – leave granted to full-time employees when they are summoned for
jury duty or subpoenaed to appear in court as a witness
 Compensatory Leave -- leave earned at the time and one-half rate for hours
worked by a non-exempt employees beyond their regularly scheduled work
period.
 Crisis Leave is a means of providing paid leave to an eligible employee who has
experienced a catastrophic illness or serious injury to himself or an eligible family
member. The intent is to assist any employee who, through no fault of his own,
has insufficient paid leave available to cover the leave period.
 Military Leave – time away from work granted to employees to fulfill military
obligations

Paid-Time-Off (PTO) Leave – leave that may be used for vacation, personal
business, illness, doctors appointments, family care any other needs which may
require time off from work
03-02.04 PAID-TIME-OFF (PTO) LEAVE
Employees may use accrued Paid-Time-Off Leave (PTO) for vacation, personal
business, illness, doctor appointments, family care or any other needs that may
require time off from work.

Accrual
Each full-time employee shall accrue PTO leave at the following rate:
Hours Per Reporting Period
Years of Service
0 to 5 years
8
More than 5 years to 10 years
9
More than 10 years to 15 years
10
More than 15 years
11


For purposes of accrual of PTO Leave, the length of an employee’s service
will be based on the anniversary date of the employee’s employment with
the Sheriff’s Office. PTO Leave will accrue only upon completion of a
reporting period, and will not be prorated for partial reporting periods. PTO
Leave cannot be used until it is accrued.
 The maximum number of PTO leave hours that may be carried over from
one calendar year to the next is 1040 hours. Any hours over 1040 will be
cancelled and added to the Crisis Leave Pool.
 PTO Leave does not accrue while an employee is on Duty-Related Injury
(DRI) leave, suspension or on leave without pay (except Military Leave) for
an entire 14 day reporting period.
 PTO Leave balances up to 300 hours will be paid upon termination of
employment.
 Immediately prior to retirement, employees will be allowed to utilize up to
56 days of PTO as pre-retirement leave.
 Employees wishing to use pre-retirement leave must submit a
written statement of their intent to retire.
 The letter must contain the employee’s retirement date and the start
date of the pre-retirement leave.
 A copy of the signed retirement letter must be provided to Payroll
and Human Resources.
 Employees who have PTO leave available may not opt to take leave without
pay in lieu of PTO for the purposes of saving accrued PTO time, unless the
employee is on Military Leave. Employees with insufficient PTO balances
to cover requested periods of time off may be granted leave without pay.
Scheduling PTO



03-02.05
To the extent possible, PTO is to be requested and approved by the
supervisor in advance. In most cases two (2) weeks of advanced notice will
be sufficient. However, the amount of advance notice may vary by
department depending on the operational and staffing needs. In those
departments where the amount of advance notice exceeds two (2) weeks,
supervisors are responsible for communicating such notice requirements to
affected staff. Supervisors may approve requests for PTO with less than two
(2) weeks of advance notice at their discretion.
 Supervisors are responsible for scheduling PTO in a manner, which balances
operational needs of the division or section with the time off preferences of
the employees. Previously approved PTO requests may be cancelled if
unexpected circumstances arise which requires the employee’s attendance at
work.
 In the event an illness or emergency prevents an employee from requesting
PTO in advance, the employee must notify the supervisor no later than the
start of the shift and must explain the need for the unscheduled time off. In
such cases, the supervisor will assess the need and urgency for unscheduled
time off in relation to staffing needs and either approve the PTO or direct
the employee to report for work. If the illness or emergency prevents the
employee from reporting to work for more than one regularly schedule work
day, the employee must contact the supervisor each subsequent day no later
than the start of the shift unless the supervisor indicates there is no need to
do so. Those employees who do not adhere to these guidelines or who are
directed to report for work and fail to do so will not be paid and may be
subject to disciplinary action.
 Regardless of the reason, should an employee’s unscheduled absences occur
with such frequency so as to adversely affect the office operations and
prevent the employee from meeting their employment obligation of regular
and reasonable attendance disciplinary action up to and including
termination may be taken.
PTO Tracking
 The EBRSO Payroll Office will maintain the PTO balances for each eligible
employee and track the beginning balance, current balance, accruals and
usage.
 Any available compensatory leave must be used prior to PTO usage, unless
the PTO is being used in conjunction with unpaid Family Medical Leave.
PTO Reporting
All employees, non-exempt as well as exempt, are required to report PTO hours
taken during each pay period by recording the PTO hours on their timesheets.
The minimum amount of PTO that may be taken is one-half of an hour and PTO
must be taken in quarter-hour increments thereafter.
BEREAVEMENT (FUNERAL) LEAVE
The EBRSO recognizes the importance of family and the difficulties employees
face following the loss of a loved one. For that reason, The Sheriff’s Office grants
its full-time employees bereavement leave in accordance with the following
provisions.
 Following the death of an employee's immediate family member, an
employee may be allowed up to three consecutive work days off with pay.
Immediate family members are defined as the employee's parent, stepparent, child, step-child, brother, step-brother, sister, step-sister, spouse,
mother-in-law, father-in-law, grandparent or grandchild.
 Employees must obtain approval from their supervisor before taking
bereavement leave. Supervisors are encouraged to make every reasonable
effort to accommodate the request.
 Employees requesting bereavement leave should be prepared to provide
proof of the death in the form of a newspaper obituary notice, a copy of
the death certificate, or certified copy of the coroner's report, if their
supervisor so requests.
03-02.06 CIVIL LEAVE
A full-time employee shall be given time off without loss of pay or PTO leave when
performing jury duty or when summoned to appear as a witness before a court, grand
jury, or other public body or commission, not in his official capacity with EBRSO or
as the result of other employment. A plaintiff or defendant shall not be considered a
witness.
 The employee shall provide a copy of the jury duty summons or court
subpoena to his supervisor. The copy of the summons or subpoena shall be
maintained with the employee’s leave request form.
 If the employee is released from jury duty or from testifying, he is expected to
return to work if the time is during a normally scheduled work period.
03-02.07 MILITARY LEAVE
The provisions of this policy shall apply to members of a Reserve Component of the
Armed Forces of the United States who are called to duty for military purposes, and
to members of National Guard Units that are called to active duty as a result of a nonlocal or non-state emergency.
 Military Leave with Pay for up to 15 working days per calendar year will
be granted to full-time regular employees. Employees are required to give
as much advance notice as possible. No advance notice is required when
such notice is either precluded by military necessity, or otherwise
impossible or unreasonable.
 Employees may use Paid-Time-Off (PTO) Leave and Compensatory
Leave for military purposes.
 Employees, who have exhausted PTO leave and compensatory time or
choose not to use their paid leave for military purposes, shall be placed on
leave without pay. This period of leave without pay for military purposes
shall not exceed six years. After six years, the employment shall be
terminated. This provision of this policy does not apply to temporary
employees.

03-02.08
Employees shall continue to accrue PTO leave for the entire period of
service, even when on leave without pay, beginning the date of the
service. Leave shall be accrued on the same basis as though the employee
had not been activated. Leave earned shall be credited to the employee
upon his return from active duty.
SPECIAL LEAVE
When emergencies or local conditions such as civil disorders, celebrations,
chemical/industrial accidents, floods, hurricanes, or other acts of nature occur, the
Sheriff may determine that it is impracticable for personnel in such locations to
work. No employee should automatically presume a closure has been declared,
but rather shall call in and/or report for duty. Depending on the severity of the
emergency or crisis, those employees deemed essential shall report for duty when
so notified by their supervisor. Generally, all POST Certified Employees,
Correctional Officers and any other employee required by his supervisor to report
or remain at work are considered essential employees. Employees who are
required to report to work or to remain on duty shall be compensated in
accordance with FLSA and EBRSO policies.
Employees who are relieved of duty shall accrue their time in the following
manner:
 When offices or sections are officially declared to be closed due to an
emergency or other conditions before the workday has begun, those
employees who are scheduled to work, but not required to report to work
because of the emergency, shall be credited with special leave for the
entire shift. Those employees on paid leave the day(s) of the declared
closure shall be eligible for special leave provisions.
 When offices or sections are officially closed after the workday begins,
those employees who reported to work shall be credited with regular time
from the beginning of the shift until the time of the closure. Employees
shall receive special leave from the time of the declared closure to the end
of the shift. Employees on paid leave shall be charged with the type of
leave (PTO or compensatory) approved for the part of the workday that
has elapsed from the beginning of the shift to the effective time of the
closure. Effective at the time of the closure, their leave status shall be
changed to special leave.
 Employees who are scheduled to work but are prevented from reporting
due to impassable roads (including reasonable alternate routes) or other
unsafe conditions shall be granted special leave for the period of absence.
The ability to report to work shall be determined by the Commander of the
Section.
 Employees whose days off fall within the closure period shall not be
affected. Employees on leave without pay during the period of closure
shall be ineligible for paid leave and shall be credited with leave without
pay

03-02.09
In temporary isolated incidents the Commander of each section shall
determine the existence of an emergency situation, which may necessitate
closure of that section. When emergency situations such as lack of power,
water, etc., or a natural/manmade emergency occurs and affects a single
facility, special leave may be granted. The Commander shall request
approval to close the facility through his chain of command up to the
Chief of Staff. If the closure is approved, then the Commander shall
notify Payroll and the Human Resources Director that the facility was
declared closed.
CRISIS LEAVE
Definitions
 Eligible Personnel -- All full-time employees
 Eligible Family Member – parent, spouse or child of an eligible employee;
or a foster child as certified by the Louisiana Office of Children’s Services
 Catastrophic Injury or Illness -- Acute or prolonged illness, usually
considered to be life threatening or with the threat of serious residual
disability. The condition or combination of conditions must:
1. Affect the physical or mental health of the employee or his eligible
family member
2. Require the services of a licensed medical service provider for a
prolonged period of time; and
3. Prevent the employee from performing his duties for a period of more
than ten (10) consecutive days and cause the employee to exhaust all
appropriate paid leave
 Crisis Leave Committee – The committee serves to administer the Crisis
Leave Program. When not otherwise specified in written policy, the
committee may recommend operational guidelines and procedures for the
Crisis Leave Program.
 Licensed Medical Service Provider (LMSP) -- A practitioner as defined in
the Louisiana State Licensing Law (relative to that LMSP’s field of
service), who is practicing within the scope of his license. This is to
include licensed Physicians (MD), Doctor of Osteopathy (DO),
Chiropractors, Counselors, or Therapist as recognized and licensed by
appropriate State Boards or authorities
Eligibility Requirements
 An eligible employee may apply to receive crisis leave if the following
requirements are met:
1. The employee or his eligible family member suffers from a
catastrophic illness or serious injury
2. The employee will exhaust all paid leave prior to his anticipated return
to work date (as stated on the request form).
3. The employee has exhibited regular attendance (with no history of
leave abuse) an is not currently absent from work due to disciplinary
reasons

An employee is not required to contribute to the Crisis Leave Pool to be
eligible to receive crisis leave.
 The Crisis Leave Committee determines the amount of crisis leave granted for
each catastrophic illness or serious injury. The amount of leave granted to an
employee will generally reflect recommendation of the LMSP, subject to the
following:
 A maximum of 240 hours may be granted to an employee during one
calendar year
 Crisis leave may not be granted to an individual to extend paid leave
status beyond a total time in leave of 12 weeks.
Donation Procedure
 Employee contribution to the Crisis Leave Pool is strictly voluntary; no
employee shall be coerced or pressured to donate leave. An employee
donating to the pool may not designate a particular employee to receive
donated time. Donated hours are accumulated in the pool and awarded on
a first-come, first-serve basis to eligible employees. The employee must
complete a leave slip and designate the leave as a “Donation to the Crisis
Leave Pool.” This form should be turned in to the employee’s immediate
supervisor for approval, who will then forward it to the Payroll.
Donations are limited to the following terms:
1. An employee may donate a minimum of four (4) hours of paid-timeoff (PTO) leave any given time. The maximum number of hours an
employee may donate in a calendar year is 240 hours. Donation must
be made in whole hour increments.
2. The donor must have a balance of at least 120 hours of PTO leave
remaining after the contribution.
3. Donations will be deducted from the donor’s PTO leave balance and
credited to the Crisis Leave Pool the first pay period following receipt
of the approved donation leave form.
4. Donation forms must be completed for each donation an employee
wishes to make.
5. Unused crisis leave in the pool is rolled forward to the next year.
Request Procedure
 An employee may request leave from the Crisis Leave Pool by the
submission of a Crisis Leave Request form (obtain from Human
Resources) which must be accompanied by a statement from the LMSP.
The documentation must include:
1. Beginning date of the catastrophic illness or serious injury
2. A detailed description of the catastrophic illness or serious injury,
including any requested information useful in making a final
determination of eligibility.
3. A prognosis for recovery, if the request is for an employee.
4. An anticipated return to work date.
5. Documentation as requested by the Human Resources Director to
establish eligibility of a family member
The request and accompanying documentation must be submitted to the
Human Resources Director, who shall review the request to verify that the
employee is eligible to receive the crisis leave. The employee requesting
crisis leave must provide all requested information necessary to make a
final determination of eligibility.
 All requests for crisis leave are confidential. All requests and
documentation should be submitted in envelopes marked
“confidential.”
 Each request will be stamped with the time and day upon receipt by
Human Resources and handled on a first-come, first-served basis. The
request is to be submitted at least fourteen (14) days before the crisis
leave is needed. This time is necessary to allow appropriate processing
of the request and to communicate the decision to the employee and
the appropriate Commander.
 The Human Resources Director shall convene the Crisis Leave
Committee. The committee will review the request and related
documentation.
 If the request is approved, Human Resources Director will forward the
approval notice to Payroll to credit the approved time to the
employee's crisis leave record. The granted crisis leave will be
credited to the employee effective the day the leave was approved.
Crisis leave will not be granted retroactively.
 Any approved crisis leave is used and documented in accordance with
the same procedures as regular leave taken by an employee.
Changes in Status Affecting Crisis Leave
The granting of crisis leave is meant to cover only the circumstances for which it
was requested. If any change occurs in the nature or severity of an illness or
injury, or of any other factor on which the approval was based, the employee must
provide documentation describing the changes to the Human Resources Director.
 The employee may request more leave, not to exceed 240 hours in a
calendar year or to extend paid leave status beyond twelve weeks.
Extensions of crisis leave are not automatic and the Crisis Leave
Committee must approve each extension. The request for additional
hours follows the same procedure as the initial request.
 Employees who have been granted crisis leave must return to work as
soon as they are able to do so, even if all crisis leave has not been
utilized. Any unused crisis leave will be returned to the Crisis Leave
Pool.
Compensation and Benefits while on Crisis Leave
 Crisis leave will be awarded hour-for-hour, regardless of the giving or
receiving deputy’s rate of pay
 An employee in crisis leave status will be considered in paid leave
status and will continue to receive benefits as appropriate.
 Employees on crisis leave will not accrue leave while using donated
leave.
Appeals


The decision to approve or deny crisis leave by the Crisis Leave
Committee is final and not subject to appeal.
Number
Effective Date
03-03
04/01/03
Procedural Order
Subject
Revision Date
Attendance and Overtime
Chapter
10/1/2012
Reevaluation
Personnel
6 mos.
12 mos.
24 mos.
03-03.01
PURPOSE
This order establishes policy regarding the accrual of time, overtime, and
compensatory leave for hours worked by personnel as authorized. Time will be
compensated only after verification and approval of hours actually worked has
been made in accordance with this order.
03-03.02
SCOPE
This policy shall be applicable to all employees of the East Baton Rouge Parish
Sheriff’s Office (EBRSO).
03-03.03
DEFINITIONS
 Civilian Employees – Those employees whose primary job with the EBRSO
does not involve law enforcement or correctional job duties.
 Compensatory Leave – leave earned at the time and one-half rate for hours
worked by a non-exempt employees beyond their regularly scheduled work
period.
 Court Time -- time spent in either criminal or civil court including any
proceeding related to the adjudication of any legal issue.
 Exempt Employee – an employee who is not subject to the federal Fair Labor
Standards Act (FLSA) provision requiring overtime compensation. The
Human Resources Director, with final approval from the Sheriff, will make
FLSA status determinations for all positions. Generally, those officers at the
rank of Captain or above are considered exempt; however, exceptions may
exist.




03-03.04
Non-exempt Employee – an employee who is required under FLSA to receive
overtime compensation at the time and one-half rate. The Human Resources
Director, with final approval from the Sheriff, will make FLSA status
determinations for all positions. Generally, those officers at the rank of
Lieutenant and below are considered non-exempt; however, exceptions may
exist.
Overtime – Hours worked in excess of an employee’s regularly scheduled
work period.
 Non-exempt employees shall be compensated at the time and one-half rate
for overtime hours; compensation may be in the form of compensatory
leave or cash payment.
 Generally exempt employees will not be compensated for overtime hours.
The Sheriff or his designee may approve compensation of exempt
employees for overtime hours worked; compensation on these occasions
shall be cash payment at the straight (hour for hour) rate or additional PTO
leave at the straight rate.
 Non-exempt civilian employees receive overtime compensation for hours
actually worked in excess of 40 hours during a 7-day work period.
 Non-exempt Law Enforcement and Correctional officers receive overtime
compensation for hours actually worked in excess of 86 hours in a 14-day
work period.
PTO – Paid Time Off leave
Work period – An employee’s established and regularly recurring period of
work. Work periods cannot be less than 7 consecutive days, nor be longer
than 28 consecutive days. The work period begins on Monday at 12:00 AM
and ends on Sunday at 11:59 PM. The hours for any shifts that cross days will
be counted on the day the shift started.
ACCRUAL OF TIME
In accordance with FLSA, and EBRSO policies, employee positions shall be
either exempt or non-exempt for the purpose of calculating time.
 Normal or routine travel between an employee's residence and work shall not
be included in the work period total. However, time resulting from unusual or
out-of-the-ordinary travel is counted towards total work hours; when the time
is counted it shall be credited as the actual time spent in transit. Travel time
spent as a passenger on a common carrier (airplane, train, bus, etc.), and
where the employee did not perform work is not counted as work hours.
 Non-exempt employees must fulfill the actual hours worked requirement for
their work periods before they will be eligible for compensation at the one and
one-half rate.
 Exceptions:
 Federal Grant Enforcement Overtime
 EBRSO Special Overtime hours worked. EBRSO Special
Overtime requires written approval from the Sheriff or his
designee.









03-03.05
Emergency response to hurricanes or severe weather systems and
their aftermath
Employees may not work specially funded overtime enforcement grants or
any other extra-duty detail during those hours when he is regularly scheduled
to work. An officer may not take leave solely and specifically to work any
extra-duty detail during his regularly scheduled shift. However, an officer on
previously approved leave (except family and medical leave or leave without
pay) or when required to take time off due to excess hours worked in a pay
period, may work extra-duty or overtime details during the requested time off.
Overtime hours worked, subject to cash payments, shall be reported to payroll.
Employees and supervisors shall ensure that the proper overtime code is
listed. The employee’s supervisor must verify the overtime entry and initial
where appropriate.
Employees shall not work more than 18 hours in any 24-hour period without
the approval of their Section Commander. Court obligations occurring outside
a deputy’s regular scheduled duty hours, and arrest hours made at the end of
the shift shall count as time worked for the purposes of determining the 18hour limitation.
It is the employee’s responsibility to notify his supervisor when he will exceed
18 hours in a 24-hour period. Failure to notify the supervisor may result in
disciplinary action.
Commanders and Supervisors are urged to exercise caution and sound
judgment when considering whether to allow an employee to work more than
18 consecutive hours.
Personnel required to work on any holiday will be compensated according to
FLSA requirements and the EBRSO Holiday Policy.
Court Time
 Employees are required to comply with all subpoenas.
 All time spent by an officer required in court or criminal/administrative
proceedings is considered “on-duty” time and shall be compensated in
accordance with EBRSO policies and FLSA regulations.
Compensatory Leave
 As a condition of employment with the Sheriff’s Office, non-exempt
employees may receive compensatory leave (at the rate of time and a half)
in lieu of immediate cash payments for overtime.
 A supervisor may require an employee to take time off to use
compensatory leave at any time.
 Law enforcement and correctional officers may accumulate a maximum of
480 hours of compensatory leave. Civilian employees may accumulate a
maximum of 240 hours of compensatory leave. Cash payment will be
made for any compensatory leave in excess of the maximum accumulation
allowed.
 Upon separation from employment, employees will be paid for any unused
compensatory leave hours.
ADMINISTRATIVE CONTROL
Division Commanders, Section Commanders, and Unit Supervisors are
responsible for effectively managing work schedules to minimize overtime.
 Whenever possible an employee will not work in excess of his regular work
period absent reasonable justification (i.e. the work could not be performed by
other on-duty personnel and/or time constraints require that the work be
immediately performed).
 Employees work schedules may be adjusted during a single work period to
reduce excess hours worked.
 Schedule documentation, such as time sheets or other records as appropriate
shall be maintained in each section.
03-03.06
AUTHORIZATION AND VERIFICATION
There shall be a supervisor or acting supervisor designated for every shift or work
unit who shall have the authority to authorize overtime work for personnel under
his command or subject to his command.
 A supervisor or acting supervisor who authorizes or assigns an employee to
work overtime shall verify this by notating it in the logbook or on an overtime
request form.
 An employee shall not work overtime without proper authorization from the
appropriate supervisor or claim overtime hours for work that was not actually
performed.
03-03.07
BREAKS AND MEAL PERIODS
As the nature of work performed by employees varies from section to section,
supervisors are responsible for determining if employees are allowed breaks, and
if granted, when the breaks occur and the duration of such breaks.
 If the supervisor allows employees in a section to take breaks, two 15-minute
breaks and one 30-minute meal period may be granted during a work shift.
The breaks and meal period are paid. Employees need not be relieved of all
duties during the 30-minute paid meal period.
 If breaks and/or meal periods are granted in sections that require continuous
staffing, supervisors shall schedule the breaks and/or meal periods to ensure
essential functions are covered.
 Under no circumstances are breaks accrued or carried over; employees who
forgo breaks cannot request additional time off, longer meal periods or extra
pay in exchange. The 15-minute breaks cannot immediately precede or follow
the 30-minute meal period.
Number
Effective Date
03-04
07/01/2012
Procedural Order
Subject
Revision Date
Holidays
Chapter
Reevaluation
Human Resources
6 mos.
12 mos.
24 mos.
03-04.01 PURPOSE
This order establishes office policy regarding holidays. The East Baton Parish Sheriff's Office
will observe the below listed holidays as well as any other day proclaimed a holiday by the
Sheriff. When a holiday falls on a weekend, the Sheriff may designate an alternate date to
observe as the holiday. It is the intent that as many employees as possible be allowed to be off
on holidays, however due to the nature of work in many sections this is not possible. In all cases,
supervisors must ensure sufficient staff is on duty to carry out the essential operations of the
Sheriff’s office.










New Years Day
Martin Luther King, Jr.' s Birthday (in conjunction with the day of federal observance)
Mardi Gras Day
Good Friday
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Christmas Day
03-04.02 COMPENSATION FOR HOLIDAYS
 Holidays are payable absences that are not deducted from Paid Time Off (PTO) or
Compensatory Time, or otherwise made up by modification of regularly scheduled tours
of duty.
 Full-time employees shall be eligible for compensation on holidays. Employees shall be
compensated for the number of hours that would have been worked according to their
regular schedule.
 Part-time employees are not eligible for compensation on holidays.
 When the employee is on leave without pay immediately preceding and following the
holiday period, he is not eligible for holiday compensation.

When employees are required to work on the holidays of New Years Day, Easter Sunday,
Thanksgiving Day or Christmas Day, they shall be compensated with Paid-Time-Off
(PTO) leave equivalent to the number of hours worked.
03-04.03 LIMITATIONS
 Critical functions of the EBRSO must be maintained 24 hours per day, every day of the
year. Supervisors must ensure sufficient staffing levels to carry out these essential
services and as a result certain personnel may not be allowed some holidays.
o Shift Personnel in Corrections, Communications, Uniform Patrol, and Detectives
 Due to the critical nature of these duty assignments, these employees may
not routinely be relieved of duty to observe holidays that fall within their
regularly scheduled tours of duty.
 Where operational considerations permit, division commanders have
discretion to allow employees to observe such holidays.
o Designated Essential Personnel.
 Division commanders may designate essential personnel who, due to
operational necessity or exigent circumstances, are required to work on
holidays during their regularly scheduled tour of duty.
 Employees assigned to duties in other agencies that are closed on non-EBRSO holidays
will be assigned to other duties when their normal duty station is closed.
Procedural Order
Subject
Awards
Chapter
Human Resources
UNDER REVISION
Number Effective
Date
03-05
07/01/99
Revision
Date
01/26/09
Reevaluation
Annually
Number
Effective Date
03-06
11/01/98
Procedural Order
Subject
Revision Date
Harassment and Discrimination
Chapter
7/30/2013
Reevaluation
Personnel
6 mos.
12 mos.
24 mos.
POLICY
The East Baton Rouge Parish Sheriff’s Office (EBRSO) strives to maintain a workplace that
fosters mutual employee respect and promotes harmonious, productive working relationships.
The EBRSO believes that discrimination, harassment, and retaliation in any form constitute
misconduct that undermines the integrity of the employment relationship. Therefore, the
EBRSO prohibits discrimination and harassment that is sexual, racial, or religious in nature or is
related to veteran status, color, marital status, political affiliation, gender, sexual orientation,
national origin, age, disability, genetic information or any other basis protected by federal, state,
or local law. This policy applies to all employees throughout the organization and to all
individuals who may have contact with any employee of this organization. Furthermore, the
EBRSO will make reasonable accommodations for qualified individuals with known disabilities
unless doing so would result in an undue hardship, health, or safety concern. Additionally,
pregnancy and use or non-use of tobacco products are protected in Louisiana and harassment or
discrimination on theses basis will not be tolerated.
PROHIBITED BEHAVIOR
To ensure that all employees of the EBRSO enjoy a working environment free from harassment
and discrimination, conduct of the following nature will not be tolerated:
 Basing employment decisions on race, color, religion, gender, sexual orientation,
pregnancy, national origin, age, disability, veteran status, protected activity, or any other
basis prohibited.
 Engaging in unwelcome sexual advances or personal contact such as flirtation, requests
for sexual favors, propositions and other verbal or physical conduct of a sexual nature,
displaying sexually suggestive objects, pictures or drawings, inappropriate emails, use of
the computer systems or inappropriate social media comments.
 Conditioning a person’s employment (performance evaluation, wages, advancement,
assigned duties, or any other condition of employment) upon submission to sexual
advances.
 Suggestive or insulting noises, facial expressions, vulgar language, nicknames, slurs,
derogatory comments, cartoons, pictures, jokes, written materials, and offensive gestures
or touching.
COMPLIANT REPORTING PROCEDURES
NOTE: Complaints not alleging discrimination or harassment should be pursued through the
Internal Grievance Procedure.
A. Internal Reporting Procedures
 If an employee feels he has been subjected to any form of harassment or discrimination,
the employee should report that conduct to his immediate supervisor, another member of
their chain-of-command, Internal Affairs or Human Resources within three calendar days
of the offense.
o Employees are not required to approach the person who is harassing and/or
discriminating against them, and they may bypass any offending member of
management.
 The person the harassment or discrimination is reported to will take the necessary steps to
initiate an investigation of the discrimination or harassment claim with the Internal
Affairs Division.
 Internal Affairs will conduct its investigation in as confidential a manner as possible.
Interviews, allegations, statements, and identities will be kept confidential to the extent
possible and allowed by law.
o EBRSO will make reasonable efforts to protect the rights and privacy of the
complainant, the respondent, and all witnesses involved in the investigation.
However, the goal of confidentiality will not be a deterrent to an effective
investigation.
o A timely resolution of each complaint will be reached and communicated to the
employee.
o Appropriate disciplinary or corrective action, up to and including termination, will
be taken promptly against any employee engaging in discrimination or
harassment.
o The action issued will be proportional to the severity of the conduct.
o The alleged harasser’s employment history and any similar complaints of prior
unlawful discrimination and/or harassment will be taken into consideration.
o Internal Affairs will provide a written report to the Sheriff or his designee.
o The complainant will receive a written report of the results of the investigation,
including the discipline, resolutions, and final dispositions of those involved.
 Complainants are encouraged to report any reoccurrences of prohibited conduct which
are found to violate this policy.
B. External Reporting Procedures
Use of this Harassment or Discrimination Complaint Procedure does not preclude any
employee from seeking recourse through the appropriate state or federal agencies.
Internal and External Reporting may occur simultaneously.
 If an employee wishes to file a discrimination or harassment complaint externally,
he has the following options:
o File a complaint directly with the Louisiana Commission on Human Rights
(LCHR)
Louisiana Commission on Human Rights (LCHR)
PO Box 94004
Baton Rouge, LA. 70804-94004
(225) 342-6969
o File a complaint directly with the Equal Employment Opportunity
Commission (EEOC)
Equal Employment Opportunity Commission (EEOC)
New Orleans Field Office
1555Poydras St., Suite 1900
New Orleans, LA. 70112
(800) 669-4000

A charge of discrimination must be filed with the LCHR within 180 days or with
the EEOC within 300 days of the discriminatory or harassing conduct. Filing a
complaint through the internal procedure does not extend the deadline for filing
separate charges with the LCHR or the EEOC. Employees wishing to file a
complaint should contact those offices within the requisite time limits.
RETALIATION IS PROHIBITED
The EBRSO prohibits retaliation of any kind against employees, who, in good faith, report
harassment or discrimination or assist in investigating such complaints.
 If an employee feels he has been subjected to any form of retaliation, the employee
should report that conduct to his immediate supervisor, another member of his chain-ofcommand, Internal Affairs or Human Resources within three calendar days of the
offense.
 Employees are not required to approach the person who is retaliating against them, and
they may bypass any offending member of their chain-of-command.
Number
Effective Date
03-07
11/1/1999
Procedural Order
Subject
Revision Date
Employee Discipline
Chapter
12/1/2012
Reevaluation
Human Resources
6 mos.
12 mos.
24 mos.
03-07.01 PURPOSE
The EBRSO has adopted a progressive discipline policy to identify and address employee and
employment related problems. This policy applies to any and all employee conduct that the
EBRSO determines must be addressed by discipline. No discipline policy can be expected to
address each and every situation requiring corrective action that may arise in the workplace.
Therefore, the EBRSO takes a comprehensive approach regarding discipline and will attempt to
consider all relevant factors before making decisions regarding discipline. Nothing in this
policy shall be construed to create or establish a contract of employment between any employee
and the EBRSO.
03-07.02 POLICY
Most often, employee conduct that warrants discipline results from unacceptable behavior, poor
performance or violation of the EBRSO’s policies or procedures. However, discipline may be
issued for conduct that falls outside of those identified areas.
 Multiple incidents of the same misconduct are not needed to move to the next
level in progressive discipline. Violations of different policies or procedures may
be considered the same as repeated violations for purposes of progressive action.
 All instances of employee misconduct will be appropriately investigated. When
the allegations involve serious misconduct, Internal Affairs will conduct an
administrative investigation as needed. If criminal misconduct is alleged, then a
criminal investigation may be conducted.
 The EBRSO reserves the right to take whatever action it deems necessary to
address the issue at hand even if it does not follow the progressive discipline
model. This may mean that more or less severe discipline is imposed in a given
situation.
 This policy shall apply to all members of the EBRSO, including part-time and
reserve employees.
03-07.03 LEVELS OF DISCIPLINE
While the EBRSO will generally take disciplinary action in a progressive manner, it reserves the
right to decide whether and what disciplinary action will be taken in a given situation.
 Verbal Warning: An employee will be given a verbal warning when he engages in
problematic behavior. As the first step in the progressive discipline policy, a




verbal warning is meant to alert the employee that a problem may exist or that one
has been identified, which must be addressed. Verbal warnings will be
documented and maintained by the employee’s supervisor.
Written Warning: A written warning is more serious than a verbal caution. An
employee will be given a written warning when a problem is identified that
justifies a written warning or the employee engages in unacceptable behavior after
a verbal warning has been given. Written warnings are documented and placed in
the employee’s personnel file. The written warning will be documented on the
Employee Warning Record form (a.k.a. Blue and White form).
Letter of Reprimand: A letter of reprimand is more serious than a verbal warning.
This level of discipline will be given when an employee engages in conduct that
justifies a letter of reprimand or the employee continues to engage in unacceptable
behavior after a written warning has been issued. Letters of reprimand are
maintained in the employee’s personnel file.
 Supervisors shall notify the employee in writing of the charges and the
proposed disciplinary action via an Employee Warning Record form.
 The employee shall be provided with an opportunity to respond to the
charges via personal reply on the Employee Warning Record form.
 A copy of the Employee Warning Record form will be sent up the chain of
command for review.
 The Division Head will provide the Employee Warning Record form and
any attached documentation to Human Resources (HR) and notify HR of
the need for a letter of reprimand.
 The Human Resource Division will produce the letter and forward it to the
Division Head for a signature.
 The original letter will be distributed to the employee and a copy will be
placed in the employee’s personnel file in HR.
Suspension: A suspension without pay is more serious than a letter of reprimand.
An employee will be suspended when he engages in conduct that justifies a
suspension or the employee engages in unacceptable behavior after a letter of
reprimand has been issued.
 Supervisors who note unacceptable performance or behavior should gather
witness statements and/or other necessary documentation to support the
recommendation for a suspension without pay.
 The supervisor will submit the documentation along with the
recommendation through the chain of command for consideration.
 The Division Head will provide HR with the documentation and notify
them of the approval of the suspension.
 The length of the suspension will be appropriate to the circumstances of
the misconduct.
 HR will prepare the suspension letter for signature by the Division Head.
 The original letter will be given to the employee and a copy will be placed
in the employee’s personnel file.
Demotion: Employees may be demoted when they engage in conduct that
justifies a demotion or they continue to engage in unacceptable behavior that

makes them unsuitable to perform duties of their current position but they may
still be able make a positive contribution to the EBRSO. Supervisors who note
unacceptable performance or behavior should gather witness statements and/or
other necessary documentation to support the recommendation for a demotion.
 The supervisor will submit the documentation along with the
recommendation through the chain of command for consideration.
 The Division Head will provide HR with the documentation and notify
them of the disciplinary demotion.
 HR will prepare the demotion letter for signature by the Division Head.
 The original letter will be given to the employee and a copy will be placed
in the employee’s personnel file.
Termination: An employee will be terminated when he engages in conduct that
justifies termination or does not correct the matter that resulted in less severe
discipline.
 The supervisor will submit the documentation along with the
recommendation through the chain of command for consideration.
 The Division Head will provide HR with the documentation and notify
them of the need for a termination letter.
 HR will prepare the termination letter for signature by the Sheriff or his
designee.
 The original letter will be given to the employee and a copy will be placed
in the employee’s personnel file.
03-07.04 RESPONSIBILITIES
 Supervisors shall be diligent in ensuring employee compliance with EBRSO
conduct and work standards. All incidents and verbal warnings shall be
documented on the proper forms and reported up the chain of command as
dictated in this policy. Supervisors shall notify the Chain of Command of
performance and/or behavior problems exhibited by employees under their
command in a timely manner.
 Internal Affairs will conduct investigations when an EBRSO employee has
received a complaint regarding their lack in performance or inappropriate
behavior, either on or off-duty, unless the allegation involves possible criminal
activity. If criminal activity is suspected, then a criminal investigator will be
assigned and Internal Affairs will monitor, but not participate in, the investigation.
 Employees are expected to fully cooperate with any Internal Affairs
investigation and are required to be truthful and forthcoming.
 No employee may be compelled to incriminate himself in any
criminal investigation; however, the refusal to answer questions in
an administrative investigation relating to the performance of his
official duties or his fitness for duty will subject the employee to
disciplinary action which may include termination.
 The Sheriff or his Designee will review all documentation and/or investigative
materials as well as the supervisor’s recommendations for disciplinary action. He
will make the final determination on the appropriate level and/or duration of any
disciplinary action.
Number
Effective Date
03-08
12/1/2010
Procedural Order
Subject
Revision Date
Duty Related Injury Program
Chapter
Reevaluation
Personnel
6 mos.
12 mos.
24 mos.
PURPOSE
This order establishes the policy and procedures to use in the event an EBRSO employee is
injured while performing duties in the course and scope of employment. All incidents will be
investigated and must be approved by the division supervisor and reviewed by a Human
Resources Representative prior to injury being covered by this policy.
SCOPE
This policy shall be applicable to all full-time employees of the East Baton Rouge Parish
Sheriff’s Office. Part-time employees and Reserve Deputies are covered by a Risk Accident
Insurance policy.
DEFINITIONS
 Duty Related Injury (DRI) is a physical injury or mental incapacity arising directly out of
accident, illness, or intentional act of a third party that occurs during the performance of the
employee’s duties in the course and scope of employment. The injury must result directly
from the performance of an employment duty during work hours or the performance of a law
enforcement duty while off-duty. The employee must have been acting in accordance with
law and EBRSO policies. Injuries resulting from violation of direct and specific instructions
or when employee behavior or actions unnecessarily increase the risk of injury shall not be
compensated as DRI.
 Light Duty is temporary work which contributes to the fulfillment of the mission of the
EBRSO and can be accomplished by an injured employee within the stipulated medical or
physical limitations as prescribed by the treating physician. Light duty assignments are
limited to 3 months, however; the assignments are subject to review at the end of the initial
period.
 Subrogation is a legal obligation in which the EBRSO is entitled to receive reimbursement
for expenses paid on behalf of an employee from a third party deemed liable for the
employee’s injuries.
PROCEDURES
Notification and Investigation









Employees who is injured while performing a work related duty must report the injury
and the circumstances to their supervisors within 48 hours of the incident. In cases of
serious injury the supervisor shall request Communications make notification to the
chain-of-command.
The supervisor must notify the Human Resources Division on the first business day
following the DRI. The notification should include the employee’s full name, date and
time of the incident, and type of injury sustained. This notification may be performed
through email.
The supervisor must prepare the DRI report, along with supporting documentation, and
submit it for review to the chain-of-command as soon as possible.
An employee with a DRI shall seek immediate/emergency medical treatment for the
injury from the Prison Medical Unit (prison employees only), emergency room or urgent
care clinic. Employees must present their medical insurance card at the time of
treatment. On-going treatment for the injury will be provided by a doctor selected by
EBRSO. Employees may not receive treatment from a personal physician unless
approved by the Human Resource Director.
If there is a reasonable suspicion that the employee is under the influence of drugs or
alcohol at the time of the injury, the supervisor on duty may require the employee to
submit to drug and/or alcohol testing. Positive test results will disqualify any and all
claims associated with the DRI as well as result in disciplinary action up to and including
termination.
If the emergency room provides a release to return to work, this will substitute for the
EBRSO Fitness for Duty form. The release from the emergency room must be provided
to the Human Resources Division on the first business day following the incident. If the
release is provided when the Human Resources Division is closed, the employee is to
provide the release to his supervisor. The supervisor shall provide the release to Human
Resources on the next business day.
When employees are released to return to work by a physician when the Human
Resources Division is closed, the employees shall contact their supervisors with this
information and inquire about return to work status. The supervisor shall provide the
release to Human Resources on the next work day.
Human Resources will provide updates to the supervisors on the employees work status
as they are received from the physicians or clinics.
In all cases, employees who have been released to return to work must contact their
supervisors regarding their return to work status.
Designation as a Duty Related Injury
 DRI Reports and supplemental reports shall be reviewed by the injured employees’
supervisors, who shall indicate their recommendation for approval or disapproval of the
injury as a DRI. The supervisors shall forward the report up the chain of command.
 The designation of an injury as a DRI will be rescinded if at any time the Human
Resources Director, Lieutenant Colonel, Colonel or Sheriff determines the incident does
not meet the criteria.
 An employee’s failure to report a DRI in accordance with the notification requirements
set forth herein shall result in the denial of the injury being classified as duty related.
Duty Related Injury benefits
 The Sheriff’s Office will reimburse the employee’s out-of pocket medical expenses
which are incurred due to the designated DRI. All eligible expenses and receipts must be
submitted to Human Resources for processing.
 The Sheriff’s Office will not pay for any medical expenses incurred more than one year
from the date of injury or after the employee’s separation from employment.
 Employees receiving DRI benefits without justification or through fraudulent means will
be subject to discipline, up to and including termination, as well as possible legal action.
Duty Related Injury Leave
 Employees approved for DRI Leave will receive full EBRSO pay and benefits. PTO
does not accrue while an employee is on DRI Leave.
 DRI Leave may not exceed one year from the date of the injury, and is only available
when the employee’s return to duty is expected.
 Employees receiving DRI Leave must submit a Fitness for Duty form, completed by the
treating physician, once every 30 days until they are released to return to work.
 While on DRI Leave, employees are not eligible to work extra duty details.
 Return to work on light/modified duty will be determined on a case by case basis
depending on physical restrictions outlined by doctor and availability of alternate
positions.
Subrogation
 The Sheriff is legally subrogated to any settlements or reimbursements/refunds an
employee may receive from a third party related to the DRI for previous EBRSO paid
expenses.
 As a condition of receiving DRI Benefits, the employee shall sign a written subrogation
agreement guaranteeing reimbursement to the Sheriff for any monies received from a
third party or insurer to the employee.
 An employee receiving DRI Benefits shall keep the Human Resources Division advised
of the status of any claim against a third party who may be liable for his/her injury.
Failure to update the Human Resource Division of the status of a claim shall result in
disciplinary action up to and including termination.
Number Effective
Date
03-09
Procedural Order
Subject
Return to Work/Light Duty
Revision
Date
Chapter
Reevaluation
Annually
Human Resources
Under Revision
Procedural Order
Number
03-10
Subject
Effective Date
01/01/09
Line of Duty Death
Revision Date
01/26/09
Human Resources
Reevaluation
Annually
Chapter
03-10.01
PURPOSE
The death or serious injury of an Office employee, especially when it occurs in
the line of duty, is a traumatic experience for the employee’s family and coworkers. Properly managed support services and continued emotional support can
assist those affected throughout a most difficult time. While circumstances will
dictate specific courses of action, this policy delineates much of the
comprehensive assistance and benefits available. It also establishes the liaison and
command deputy’s responsibility
03-10.02
POLICY
The Office shall provide assistance to the family of an employee killed or
seriously injured in the line-of-duty, including comprehensive assistance with
benefits and emotional support during the traumatic period of readjustment.
Assistance and emotional support for co-workers of the employee shall also be
provided. The needs of the family shall be foremost in every consideration.
03-10.03
DEFINITION
A deputy who sustains a fatal or serious injury while in the performance of his/her
duties. This encompasses the direct and proximate result of taking any lawful and
reasonable enforcement action or emergency response that the deputy is
authorized or obligated to perform by law, rule, regulation, condition of
employment, appointment, or service, whether on or off-duty. It also includes
indirect results that are attributed to line-of-duty incidents, training exercises and
direct results of felonious assaults against the deputy because of his/her status as
law enforcement personnel.
03-10.04
RESPONSIBILITIES
The Bureau Commanders shall designate Office members to serve in the
following capacities when circumstances dictate:
 Office Liaison
 Funeral Liaison
 Family Assistance Deputy
In addition, the Director of Human Resources and the Chaplain shall be notified
 A deputy may be assigned to serve in multiple capacities. The Office
personnel or family members who are the recipient of said services shall
be notified of the identity of the designated deputy (ies) by the Bureau
Commander of the injured/deceased deputy
 Ensure that the family of the deputy is provided access to the Critical
Incident Stress Management (CISM) team is activated and en-route
 Ensure that the family of the deputy is provided access to the CISM team,
particularly with regard to psychological services
The Office Liaison shall:
 Coordinate the delivery of services between the family and the Office.
This individual will normally hold the rank of Lieutenant or above in order
to expedite the tasks of employing Office resources and the delegation of
assignments.
 Relay information to the family concerning the circumstances of the
deputy’s injury and/or death
 Coordinate with the Public Information Director to assist the family in
dealing with media inquiries
 Assign a deputy to the hospital to provide security to the injured deputy,
including the screening of telephone calls and visitors if desired by family
members. Deputies assigned to the hospital shall be in uniform
 With family permission, assign deputy(ies) to remain at the deceased
deputy’s residence 24 hours a day. This shall continue until the time of the
emergency has passed or upon completion of funeral services. Deputies
assigned to the deceased deputy’s residence shall be in uniform
 Coordinate all official law enforcement notifications and arrangements to
include the Honor Guard, pallbearers, traffic control and liaison with
visiting law enforcement agencies
The Funeral Liaison shall:
 Act as a coordinator between the deceased deputy’s family and the Office
during the wake and the funeral
 Ensure that the needs and wishes of the family come before those of the
Office
 Meet with the family and explain his/her responsibilities
 Brief the family on the procedures involved in the law enforcement
funeral
 Be available to the family prior to and throughout the wake and funeral

Assist the family in working with the funeral director regarding funeral
arrangements
The Director of Human Resources shall:
 Initiate the process for acquiring benefits available to the surviving family
State of Louisiana Benefits
 Law Enforcement Officer’s and Firemen Survivors Fund
Federal Benefits
 Public Safety Officer’s Benefit Program, Bureau of Justice Assistance
 Concerns of Police Survivors, Inc.
 National Law Enforcement Officers Memorial Fund
If the deputy is killed while engaged in the apprehension of a person who has
committed a crime against the United States or who is being sought by a law
enforcement authority of the United States, he/she may qualify for the Federal
Workers’ Compensation Benefits for Non-Federal Enforcement Officers benefits.
If the deputy was a veteran of the United States Armed Forces or is currently an
Armed Forces Reservist, he/she may qualify for benefits. The Veterans
Administration can determine eligibility for:
 Reimbursement of burial expenses
 American burial flag
 Interment in a national cemetery
 Headstone or marker
 Death pension based on need
 Death gratuity
 Medical care
The Director of Human Resources or his designee shall visit with the surviving
family members within three (3) days after the funeral and assist the immediate
family in identifying, processing, and receiving all eligible benefits.
The Family Assistance Deputy shall:
 If possible be a close friend of the family or deceased deputy
 Work closely with the Office Liaison to ensure that any concerns of the
surviving family are addressed
 Escort the family of the injured deputy to the hospital or other locations as
needed; or if the deputy is deceased, escort the family to the chapel or
church for funeral services and then to the cemetery for graveside services
 Work with the CISM Liaison to identify all support services available to
the family
 Relay the concerns and needs of the family to those individuals or
organizations that may provide assistance, and encouraging others to visit
and help as necessary
 Remain in contact with the family until the family indicates otherwise or
as determined by the Sheriff or his designee. It is important that long after
the incident has transpired that family members be invited to all Sheriff’s
Office functions as a sign that they are still considered part of the East
Baton Rouge Parish Sheriff’s Office family

Notify the surviving family members of any criminal proceedings relating
to the death or serious injury of their family member
 Accompany surviving family members to criminal proceedings,
explaining the nature of the proceedings and introducing them to
prosecutors and other persons as appropriate
Assistance for Affected Office Members
The Office recognizes that members either close to the deceased/injured
deputy or their family are also adversely affected in a variety of ways. To
minimize the psychological impact to other Office members, the following
guidelines shall be followed:
 Deputies on the scene, or who arrive moments after a deputy was killed or
seriously injured shall be relieved as quickly as possible
 The CISM team shall proceed to the scene or other designated area as
appropriate and initiate off-scene defusing of relieved deputies
 Office members who are emotionally affected by the death or serious
injury of another deputy shall attend a CISM debriefing
 Long term counseling shall be provided to all affected members as long as
professional assistance is requested or deemed necessary
03-10.05
DEATH/SERIOUS INJURY NOTIFICATION PROCEDURES
The following procedures should be followed in cases of line-of-duty deaths or
seriously injured deputies. These procedures should be followed whenever
possible with the understanding that the wishes of the family take precedence over
the desires of the Office. Deputies providing services and assistance to the family
and survivors shall take all possible measures to accommodate the family’s needs,
wishes, and desires but should not make promises that they are not sure can be
met.
Upon being notified of a line-of-death or serious injury, the Shift Supervisor shall:
 Notify the Section Commander
 Notify the CISM Team Coordinator
 Proceed to the scene and safeguard it
 Identify any witnesses and do not release the name of the
deceased/seriously injured deputy to the media or other parties before
local family members have been notified
 Dispatch a unit to pick up the deputy’s family
The Section Commander shall:
 Notify the Sheriff, Chief Deputy, Chief of Operations, Appropriate Bureau
Commander, Human Resources Director, and Chief Administrative
Officer
 Ensure that the deputy’s immediate family is notified as soon as possible.
Notification shall be made in person and if possible with another person.
 If young children are at home, the notifying team shall make arrangements
to assist with the care of the children. This may involve transporting the
children to a relative’s home, or similar arrangement
 If necessary, provide transportation for the family to the hospital
03-10.06
The Director of Public Information shall:
 Report to the scene or command post
 Prepare and disseminate news releases
 Control media access to the crime scene, deputies involved, and their
family members
Assisting the Family at the Hospital
The deputy assigned to the hospital shall:
 Arrange with hospital personnel to provide an appropriate and private
waiting facility for the family, the Sheriff, the notification team, and only
those others requested by the immediate family
 Arrange a separate area for fellow law enforcement personnel and friends
 Arrange transportation for the family and others upon their departure from
the hospital
03-10.07
CONTINUED SUPPORT FOR THE FAMILY
Members of the Office must remain sensitive to the needs of the surviving family
long after the deputy’s death. Deputies are encouraged to keep in contact with the
surviving family.
The Family Assistance Deputy shall act as the long-term liaison with the
surviving family to ensure that close contact is maintained between the Office and
the survivors.
Procedural Order
Subject
Extra Duty Details and Secondary Employment
Chapter
Human Resources
03-11.01
Number Effective
Date
03-11
11/01/99
Revision
Date
03/23/12
Reevaluation
Annually
POLICY
EBRSO employees are allowed to work Extra duty Details and Secondary
Employment within the guidelines set forth in this policy. Working Extra duty
Details and/or Secondary Employment is strictly voluntary, however; the EBRSO
retain the right to limit and regulate off-duty employment.
 All Extra Duty and Secondary Employment work must be performed
while off-duty. Extra duty Details and Secondary Employment must not
interfere with the employee’s primary employment with the EBRSO.
Examples of intereference include, but are not limited to:




o Taking or requesting excessive leave to work extra duty details or
a secondary job
o Working hours or a schedule which impairs the effectiveness and
efficiency of the employee while on-duty with the EBRSO
Employees are obligated first to the EBRSO and thereafter to the
secondary employer. Should it be necessary to “call back” personnel to
duty from off-duty status, personnel must promptly report as required
upon notification.
Extra Duty Details or Secondary Employment that may lead to a conflict
of interest or threatens the integrity of the Sheriff’s Office will not be
approved.
Members of the National Guard and Reserve Forces are exempt from
these regulations insofar as their military obligations are concerned.
With the exception of the Sheriff, no employee may run for political office
while employed by the East Baton Rouge Parish Sheriff’s Office.
03-11.02
DEFINITIONS
For the purpose of this policy, employment is considered the provision of a
service, whether or not in exchange for a fee or other service. Employment does
not include voluntary charity work.
 Secondary Employment is a job in which there is no requirement to be a
sworn law enforcement officer and where the work provides no real or
implied law enforcement service
 Extra Duty employment is a job which requires a person to be a sworn law
enforcement officer
 One-time Detail is temporary extra duty employment
03-11.03
EXTRA DUTY DETAILS
 The Sheriff will establish minimum extra duty rates. All payment must be
check, money order, or by direct bank deposit. No deputy may receive
cash. The amount per hour billed to the employer must accurately reflect
that which is paid to the deputy working the detail. No employee may
charge another employee a fee for working extra duty.
 A deputy working an extra duty detail is independently performing duties
with a private employer separate from the Sheriff’s Office and is paid
directly by the private employer.
 In addition, the independent employer will have control over the hiring
and firing of that deputy from the detail as well as determining the duties
and hours to be worked by the deputy.
 Deputies may work extra duty for a government, business, or a not-forprofit entity that otherwise meet the criteria set for in this policy. Deputies
are reminded that the employer has hired the deputy to perform the duties
of a law enforcement officer. Any request from the employer to perform
other duties outside the scope of the duties described below should not
conflict with the deputies’ duties as law enforcement officers.



Examples of service that may be considered suitable for extra duty
employment are:
 Traffic control and pedestrian safety
 Crowd control
 Security and protection of life and property
 Routine law enforcement for public authorities
Due to safety concerns and/or due to the nature of the business, certain
extra duty details may require a minimum staffing level of Deputies. The
minimum staffing level will be determined by the Sheriff or his designee.
o Restaurants – Certain restaurants require a minimum staffing level
of two (2) uniformed deputies
 Restaurants that normally have significant customer
attendance and that serve alcoholic beverages equal to or
greater than that of food will be required to hire (2) two
uniformed deputies.
 Deputies must submit extra duty requests to work
restaurants meeting these criteria to the Extra Duty Office
and their Section/Division Commander for review and
approval before the assignment can be worked.
High Profile Extra Duty Assignments
Any extra duty assignment with a business that has a vested permanent
interest in a specific geographical area of EBR Parish shall be deemed a
high profile extra duty assignment subject to review by the Sheriff or his
designee. Extra Duty Assignments deemed as high profile shall be closely
partnered with representatives of the EBR Parish Sheriff’s Office and the
Substation Commanders. Examples of service that may be considered as
High Profile extra duty employment are:
 Hospitals
 Malls
 Amusement Parks
 Tourist Attractions
 Large public venues
o High Profile Extra Duty Detail requests should be submitted to the
Extra Duty Office who will then refer it to the Division
Commander and/or Substation Commander of the area where the
assignment is located.
o The Substation Commander will be closely involved with the
management, operation and assignment of that detail. The Captain
will not be paid unless he chooses to run the detail.
o Substation Commanders may designate someone to be responsible
for the daily operation of the detail but he is ultimately responsible
for the relationship between the business and the EBR Sheriff’s
Office.
o Should the Substation Commander choose to assign someone to
manage the daily duties of the detail, the Commander shall submit
the selected person’s name and qualifications to the Extra Duty
Office and Division Commander for approval.
o Extra Duty Assignment Supervisors must contact the Substation
Commander in the area that their Extra Duty assignment is
physically located and provide that Commander with any and all
information in regards to the detail.
o The employer retains the right to request that a Deputy not work
the detail due to performance. Such requests should be
documented by the detail coordinator and submitted to the
Deputy’s commander.
03-11.04 SECONDARY EMPLOYMENT
 Upon submitting a letter detailing the secondary employment and
submitting through the chain of command for approval of the Sheriff or
his designee, deputies may engage in secondary employment.
 Deputies may not be employed in any capacity by a business that presents
a conflict of interest between their duties as a Sheriff’s Deputy and their
duties for the secondary employer. Only the Sheriff or his designee may
authorize exceptions on a case-by-case basis for investigation related offduty employment that does not require the use of law enforcement
powers. Some examples of employment representing a conflict of interest
are:
 As a process server, re-possessor, bill collector, tow truck operator, or
in any other employment that law enforcement authority might be used
to collect money or merchandise for private employers
 Any employment that might require access to deputy information,
files, records or services as a condition of employment
 Performing tasks other than those of a Deputy Sheriff while in an
EBRSO Uniform.
 Assisting with the case preparation for the defense in any criminal
action or proceeding
 Working for a business or labor group that is on strike
 Private investigations (i.e. divorce, child custody, insurance)
 Deputies may not be employed in any capacity by a business that
constitutes a threat to the status or dignity of the Sheriff’s Office.
Examples of prohibited employment are:
 Establishments that sell pornographic books, magazines, sexual
devices, or videos, or that otherwise provide entertainment of services
of a sexual nature
 Any gambling establishment
 Parking lots of establishments that sell alcohol as their principal
business
03-11.05
LIMITATIONS ON EXTRA DUTY AND SECONDARY EMPLOYMENT
 Deputies must be in good standing with the EBRSO in order to be eligible
for extra duty or secondary employment. Misconduct or poor









performance on-duty may result in revocation of approval to work extra
duty or secondary employment.
Deputies on administrative leave or who are serving a suspension may not
engage in extra duty employment.
Deputies may not work extra duty while they are off for Family Medical
Leave (FMLA) for their own illness, to care for a family member or due to
military exigency.
Deputies that are off of work for a duty related injury (DRI) or extended
sick leave shall not work extra duty or secondary employment.
Deputies may not work extra duty or secondary employment while they
are off of work due to illness or while they are on light duty status. This
includes deputies who have called in sick and are not able to report for
duty. No deputy may work extra duty or any other employment until he
has returned and completed his next assigned work day. A supervisor of
the employee, at the level of Captain or above, may grant an exception to
this prohibition, if warranted.
No deputy is eligible to work an extra duty detail until they are P.O.S.T.
certified and they must be classified by their current section Commanders.
The Captain or Section Commander must determine eligibility of each
subordinate deputy who wishes to work extra duty or who supervises
Extra Duty Details. Once the Commanders have classified those deputies,
they will forward a copy of the classification to the Extra Duty Office. The
following is the classification levels:
o Eligibility Classifications
 Class I - Not eligible to work Extra Duty Details
 Class II - Eligible to work Extra Duty Details under direct
supervision of a Supervisor or Class IV deputy present at
the detail.
 Classes III – Eligible to work low threat Extra Duty Details
with other deputies present but are not eligible to work high
threat Extra Duty Details without the direct supervision of a
Supervisor or Class IV deputy present at the detail and with
written Command approval.
 Class IV – Eligible to work and/or supervise Extra Duty
Details.
Deputies who wish to work extra duty must submit an approval form to
their Commander and the Extra Duty Office as soon as possible.
If approved, deputies are required to sign the extra duty work list for the
hours worked for the month, then forward the completed form to the Extra
Duty Office
The minimum hours for working a detail shall be four hours.
Deputies who are in charge of running an extra duty assignment may, for
the purposes of the extra duty detail only, give orders, instructions and
directions to deputies working the detail regardless of those deputies’s
relative rank.
 Deputies will personally fill out the extra duty work-list once a month,
signing and verifying all hours worked.
 Deputies who actively work extra duty assignments and intend to continue
to do so, must complete and sign the extra duty work list by the 5th of the
next month. (Example, January’s extra duty list is due by February 5th).
These work lists shall be submitted to the Extra Duty Office. If a deputy
decides to stop working extra duty details must send written notification to
the Extra Duty Office.
 Deputies who are not working extra duty during these periods need not fill
out the extra duty work lists but must notify the Extra Duty Office that no
details were worked during the month that the report is due.
 When a deputy ceases working a particular detail, ceases administrating a
detail, or the detail terminates the deputy will notify the Extra Duty Office
immediately by letter or e-mail.
 Extra duty approval forms for one-time details will be submitted to the
deputy’s commander. A last minute detail may be approved by a
Lieutenant or above (not a Sergeant acting in that capacity) prior to a
deputy working the detail. The approval form will be immediately
forwarded to the deputy’s Commander and the Extra Duty Office
 Commanders/Supervisors may be held responsible for the accuracy of
information provided by the employees who apply for extra duty details,
however, the applicant shall not be absolved of sharing the responsibility
for providing truthful and accurate information. Commanders/Supervisors
are also responsible for reporting any extra duty details conduct that they
know or should know to be in violation of this order
 The deputy’s Commander must approve any private parties or social events
involving the serving of alcohol. Deputies are allowed to work private
functions, such as wedding receptions, crawfish boils and restaurants where
food and alcohol are served. Deputies are cautioned to address situations
where patrons exiting the function appear to be impaired and or carrying an
opened alcoholic beverage. In addition, deputies shall inform the employer
of the above and assure them that the appropriate action will be taken.
Commanders approving such details shall assure that the detail requested is
within office policy and procedure
 Deputies will not work more than eighteen (18) hours in one day (including
days off). This includes any combination of extra duty employment and/or
regular duty. Regular duty is scheduled work hours and overtime.
Unscheduled overtime, such as “call outs” and court time, is not considered
regular duty.
 Deputies who are asked to work an extra duty detail involving a
political activity, will submit the request to the Sheriff or his designee
through their Commander prior to working the detail
 A detailed explanation of the type of activity and the specific duties of the
detail is to be listed on the Detail Supervisor Information Form and
forwarded to the Extra Duty Office
 Employment as a courtesy officer will be considered extra duty. The
Sheriff or his designee may authorize employment as a courtesy officer for
local apartments. Deputies must submit a completed Detail Supervisor
Information Form through the Extra Duty Office. It will be necessary for
courtesy officers to sign the extra duty work list and complete monthly
reports with a note of which apartment complex they are currently working.
It is not necessary to report the hours.
03-11.06
INSURANCE AND LIMITATIONS
Duty-related injury benefits or any other work-related benefits may not apply
when an injury or disability sustained while engaged in extra duty employment.
03-11.07
UNIFORM AND EQUIPMENT
 Deputies working extra duty assignments will wear issued Official Class A
Uniforms unless authorized to wear appropriate plainclothes attire.
Authorization may be obtained by seeking the approval from the Extra Duty
Office and the Division Commander.
 If a Sheriff’s Office vehicle or other equipment is is included as part of the
extra duty detail, a separate fee for the vehicle and/or equipment may be
required. (Example: vehicle idling on a roadway while roadwork is being
completed)
03-11.08
ARREST PROCEDURES
 Deputies working an extra duty detail alone will call for a on-duty unit
to transport prisoners
 The arresting deputy will complete an Affidavit of Probable Cause and
Arrestee Information Form before releasing the prisoner to the on-duty
deputy
 The transporting deputy shall then process the arrestee as per normal
procedure
 When an extra duty deputy makes an arrest and the prisoner(s) and/or deputy
is injured, a supervisor from that area will respond to the scene. The
supervisor will make arrangements for treatment of injured persons and
booking of the prisoner(s)
Number
Effective Date
03-12
11/01/1999
Procedural Order
Subject
Revision Date
Drug Free Workplace
Chapter
12/4/2012
Reevaluation
Personnel
6 mos.
12 mos.
24 mos.
03-12.01 PURPOSE
The East Baton Rouge Sheriff Office (EBRSO) is committed to protecting the safety, health and
well being of all employees and other individuals in our workplace as well as the community.
We recognize that alcohol abuse and drug use pose a significant threat to our goals.
03-12.02 POLICY
It is the policy of the EBRSO to maintain a workplace free of drugs and alcohol. Employees are
prohibited from reporting to work or performing work with the presence of alcohol, illegal drugs,
designer/synthetic drugs or controlled substances in their bodies. Furthermore, it is a violation of
our drug-free workplace policy to use, possess, sell, trade, and/or offer for sale alcohol, illegal
drugs or intoxicants. Each employee, as a condition of employment, will be required to
participate in pre-employment, random, post-accident and reasonable suspicion testing upon
selection or request of the Administration. To assure maintenance of a drug-free work place, the
EBRSO shall implement a program of drug and alcohol testing in accordance with all applicable
federal and state laws.
03-12.03 APPLICABILITY
Our drug-free workplace policy is intended to apply whenever anyone is representing or
conducting business for the EBRSO. Therefore, this policy applies to all full-time and part-time
employees, as well as Reserve Deputies. This policy applies during all working hours, whenever
conducting business or representing the organization, at EBRSO-sponsored events, and extra
duty details.
03-12.04 DEFINITIONS
 Alcohol – Any beverage that contains ethyl alcohol (ethanol), including but not limited to
beer, wine and distilled spirits.
 Controlled Substances – A drug, chemical substance or immediate precursors to
substances included in Schedules I through V of LA Revised Statute 40:964 or Section
202 of the Controlled Substances Act (21 U.S.C. 812).
 Designer/Synthetic Drug -- A drug with properties and effects similar to a known
hallucinogen or narcotic but having a slightly altered chemical structure, especially such
a drug created in order to evade restrictions against illegal substances.
 Drug testing – The scientific analysis of urine, blood or breath for the purposes of
detecting the presence of drugs or alcohol.





Illegal Drug – Any drug which is not legally obtainable or which has not been legally
obtained, to include prescribed drugs not legally obtained and prescribed drugs not used
for prescribed purposes or being used by one other than the person for whom prescribed.
Random Testing – A method of selection of employees for drug testing, performed by an
outside third party provider. The selection will result in an equal probability that any
employee from a group of employees will be tested.
Reasonable Suspicion – Belief based upon reliable, objective facts derived from direct
observation of specific physical, behavioral, or performance indicators and being of
sufficient importance and quantity to lead a prudent person to suspect that an employee is
in violation of this policy.
Safety-sensitive or Security-sensitive Position – A position determined to contain duties
of such nature that the compelling EBRSO interest to keep the employee drug-free
outweighs the person’s privacy interest. At varying degrees, all EBRSO employees,
regardless of rank or classification, have access to records that directly or indirectly affect
the safety and security of the residents of East Baton Rouge Parish. For this reason, all
EBRSO positions are considered to be safety-sensitive or security-sensitive and subject to
random drug testing.
Workplace – Any location on EBRSO property, including all offices, facilities, vehicles
and equipment, whether owned, leased or otherwise used by the organization or by an
employee on behalf of the EBRSO in the conduct of its business.
03-12.05 DRUG TESTING PROGRAM
To ensure the accuracy and fairness of our testing program, all testing will be conducted
according to Substance Abuse and Mental Health Services Administration (SAMHSA)
guidelines where applicable and will include a screening test; a confirmation test; the opportunity
for a split sample; review by a Medical Review Officer, including the opportunity for employees
who test positive to provide a legitimate medical explanation, such as a physician's prescription,
for the positive result; and a documented chain of custody.
 All drug-testing information will be maintained in separate confidential records.
 Testing for the presence of alcohol will be conducted by analysis of breath or blood.
 Testing for the presence of the metabolites of drugs will be conducted by the analysis of
urine.
 Any employee who tests positive will be terminated immediately.
 An employee will be subject to the same consequences of a positive test if he refuses the
screening or the test, adulterates or dilutes the specimen, substitutes the specimen with
that from another person or sends an imposter, will not sign the required forms or refuses
to cooperate in the testing process in such a way that prevents completion of the test.
A. Pre-employment Drug Testing
 Each prospective employee shall be required to submit to drug/alcohol screening
at the time and place designated by the Human Resources Director following a
job offer which is contingent upon a negative drug/alcohol testing result.
B. Random Drug Testing
 Every EBRSO employee is considered to be “safety or security-sensitive” and
may be required to submit to random drug screening as required by this policy.
 Any employee who is participating in a substance abuse after-treatment program
or who has a rehabilitation agreement with the Office following an incident
involving substance abuse shall be required to submit to random drug and/or
alcohol testing.
 Human Resources will provide the testing company with a list of active
employees to create the testing pool.
 The testing company will randomly generate a list of employees to be tested.
 Human Resources will notify the appropriate supervisors of the employees to be
selected by the randomization process.
 The Supervisors will have five days to send the employee to a collection site for
testing. Only supervisors (Captain and above) will be made aware of the
impending test. All supervisors shall keep this information confidential.
 Supervisors will notify the Human Resource Division of any employees who will
not be able to report for testing within the five day deadline due to leave, illness,
training, etc.
 When the employee is on-duty, and available to report to the testing site, the
supervisor will direct the employee to report. If the employee does not have
transportation, the supervisor shall make arrangements for the employee to report
to the testing site.
 The employee must report to the collection site within two hours of notification.
 The supervisor will notify Human Resources of the date and time the employee
was ordered to report for testing.
 The employee shall submit a copy of the completed custody and control form to
the Human Resource Division once testing is complete.
 The EBRSO will pay for the cost of the testing, including the confirmation of any
positive test result. The testing lab will retain samples in accordance with State
law, so that an employee may request a retest of the original sample at his/her
own expense.
 Testing will be conducted on a urine sample provided by the employee at the
collection site under procedures established by the collection site. The collection
site will ensure privacy of the employee while protecting against
tampering/adulteration of the specimen.
 The Medical Review Officer will contact the employee directly to discuss positive
test results.
 The Human Resource Division will be notified by the testing company of the drug
test results and will notify the Sheriff or his designee of any positive test results.
C. Reasonable Suspicion Testing and Post Accident Testing
 Any employee shall be required to submit to a drug/alcohol test if there is
reasonable suspicion (as defined by this policy) that the employee is under the
influence.
 All testing performed due to reasonable suspicion must be approved by the Sheriff
or his designee. Upon such final determination by the responsible official, the
Human Resources Director shall notify the supervisor of the employee to be
tested, who shall immediately notify the employee when and where to report for
testing.
D. Post Accident Testing



Any employee involved in an accident or incident that occurs during the course
and scope of employment or involves Office equipment shall be required to
submit to a drug/alcohol test within two hours, if the accident or incident:
 Involves circumstances leading to a reasonable suspicion of the employee’s
drug/alcohol use.
 Results in a fatality or serious bodily injury where one or more parties
involved is unconscious, there is extreme physical pain or protracted and
obvious disfigurement, protracted loss or impairment of the functions of a
bodily member or organs or mental faculty, substantial risk of death.
 Involves any weapons discharge in which suspicious circumstances are
present and can be articulated by a supervisor.
The supervisor investigating the incident shall escort or provide an escort to the
collection site, if open, or a medical treatment facility, such as an emergency
room or hospital if the accident or incident occurred while collection site is
closed.
The appropriate Chain of Command should be notified immediately. The Human
Resource Director should be notified so that the test results may be obtained.
03-12.06 ASSISTANCE
The EBRSO recognizes that alcohol and drug addiction are treatable illnesses. Early
intervention and support improve the success of rehabilitation. To support our employees, the
EBRSO:
 Encourages employees to seek help if they are concerned that they or their family
members may have a drug and/or alcohol problem.
 Encourages employees to utilize the services of qualified professionals in the community
to assess the seriousness of suspected drug or alcohol problems and identify appropriate
sources of help.
 Offers employees and their families assistance with alcohol and drug problems through
the Employee Assistance Program. Contact the Human Resources Office for information
on this program.
 Allows the use of accrued paid leave while seeking treatment for alcohol and other drug
problems.
Treatment for alcoholism and/or other drug use disorders may be covered by the employee
benefit plan; however, the ultimate financial responsibility for recommended treatment belongs
to the employee.
03-12.07 CONFIDENTIALITY
All information received by the EBRSO through the drug-free workplace program is
confidential. Access to this information is limited to those who have a legitimate need to know in
compliance with relevant laws and policies.
03-12.08 RESPONSIBILITIES
 Employees are responsible for
 Notifying their supervisors that they are not able to report to work while their
ability to perform their job duties is impaired due to the use of alcohol or other
drugs.



Notifying their supervisors of any prescribed medications that they are taking that
may impact their ability to perform their job duties.
 Supporting fellow employees in seeking help.
 Reporting dangerous behavior to their supervisor.
Supervisors are responsible for
 Informing employees of the drug-free workplace policy.
 Observing employee performance.
 Investigating reports of dangerous practices.
 Documenting negative changes and problems in performance.
 Counseling employees as to expected performance improvement.
 Referring employees to the Employee Assistance Program.
 Clearly stating the consequences of policy violations.
The Human Resource Division is responsible for
 Administering the drug/alcohol testing program.
 Notifying the appropriate supervision of random tests to be performed.
 Receiving, acting on, and holding confidential all information received from the
testing service provider.
 Providing the data necessary to submit a detailed report to the Sheriff.
Procedural Order
Subject
DNA Collection
Chapter
Human Resources
Number Effective
Date
03-13
01/01/09
Revision
Date
01/26/09
Reevaluation
Annually
UNDER REVISION
Procedural Order
Subject
Performance Planning and Review (PPR)
Number Effective
Date
03-14
Revision
Date
Chapter
Human Resources
Under Revision
Reevaluation
Annually
Number
Effective Date
03-15
June 15, 2011
Procedural Order
Subject
Revision Date
5/1/2012
Employee Grievance Procedure
Chapter
Reevaluation
Human Resources
6 mos.
12 mos.
24 mos.
PURPOSE
This policy establishes a means to resolve problems among employees, or between employees
and supervisors, so that employee morale and efficiency may be maintained at the highest level
possible. Often grievances result from misunderstandings which can be resolved through
discussions between the employee and supervisor. Unfortunately, this is not always the case and
a formal grievance procedure is necessary.
The grievance procedure does not guarantee that the grievant will be pleased with the outcome,
but it does guarantee employees that their concerns will be examined. Grievances may be filed
without fear of retaliation, coercion, or discrimination against any employee who may submit,
witness, or be involved in a grievance in any manner.
SCOPE
 This policy applies to all employees of the East Baton Rouge Parish Sheriff’s Office.
 A grievance is defined as an act, omission or occurrence which an employee feels
constitutes an injustice and can be established on factual information. It may relate to
any condition arising out of the employment relationship, including but not limited to,
health and safety concerns, disputes between supervisors and subordinates or among
coworkers, perceived unfair treatment that does not rise to the level of discrimination. It
does not include job title/rank changes, involuntary transfers, dismissals, demotions or
suspensions.
 Complaints about discrimination or harassment based on sex, race, religion, military
status, color, marital status, political affiliation, gender, national origin, disability or
genetic information are not addressed through the grievance procedure but rather through
the EBRSO Discrimination and Harassment Complaint Procedure.
GRIEVANCE PROCEDURE
 Employees must formally file a written grievance within 30 calendar days following the
date the grievant first became aware of, or should have become aware of, the cause of the
grievance.




Time limits for the various activities in the grievance procedure may be extended upon
mutual agreement or in the event that previous attempts to notify proper supervision of
the grievance were delayed by no fault of the affected employee.
If the grievance is directed toward anyone in the employee’s chain of command, the
employee may skip the grievance step that would involve that individual and may
proceed to the next step.
If the grievance directly involves the Division Head, then the employee may choose to
submit the grievance directly to Internal Affairs.
o Internal Affairs will review the Employee Grievance Form and all documentation
submitted by the employee. IA will conduct an investigation and prepare a
written report. The written report of the grievance and the findings will be given
to the Sheriff or his designee no later than sixty (60) calendars after the initial
receipt of the grievance.
o The Sheriff or his designee will issue a written decision within fourteen (14) days
of receiving the IA investigation report. A copy of the written decision will be
given to all parties involved in the grievance.
The Human Resources Division will be provided with a copy of all grievances and the
final decisions rendered.
Step 1: The employee completes the Employee Grievance Form with the indentifying
information, statement of grievance and remedy requests portion of the form and
presents the form to his immediate supervisor.
 The supervisor will meet with the employee to discuss the grievance and shall give a
written response to the employee and attach it to grievance form within seven (7)
calendar days following the date the supervisor received the grievance.
 If the employee is unsatisfied with the response, then he may continue to Step 2.
Step 2: The employee submits the grievance form and a copy of the response from Step 1 to
the next level of the chain of command within seven (7) calendar days of receipt of
the written response in Step 1.
 The employee may, at the discretion of the person receiving the grievance in Step 2,
be afforded the opportunity to present his viewpoint orally.
 A written response will be given to the employee within fourteen (14) calendar days
of the receipt of the grievance form.
 If the employee is unsatisfied with the response, he may move to Step 3.
Step 3: The employee submits the grievance form along with a copy of all of the previous
responses to his Division Head within seven (7) calendar days of receipt of the
written response from Step 2.
 The Division Head may hear the grievance himself or appoint a grievance committee
or other designated representative to hear the grievance and make a recommendation
to him for a decision.
 The Division Head shall issue a written decision within fourteen (14) calendar days
following the hearing.
SUMMARY DISPOSITION OF GRIEVANCE
 At any time after the filing of a written grievance, the Sheriff may summarily dispose of
the grievance on any of the following grounds:
o
o
o
o
o
o
o

The grievant does not work for the agency.
The person against whom the grievance is filed does not work for the agency.
A decision on the grievance would be ineffective or moot.
The requested remedy cannot be granted.
The Sheriff has determined the grievance to be frivolous.
The grievance is being used to impede the efficient operation of the agency.
The grievant did not appear for a scheduled meeting with during any steps in the
grievance process.
When the Sheriff summarily disposes of a written grievance, he shall notify the grievant
and all parties involved in the grievance procedure.
EAST BATON ROUGE SHERIFF’S OFFICE
EMPLOYEE GRIEVANCE FORM
Name of Grievant (Please Print):
Work Phone:
Job Title/Rank:
Home Phone:
Date of Hire:
Work Information
Mobile Phone:
Division:
Section:
Immediate Supervisor:
Date, time and place of event leading to grievance:
Date you became aware of the event, (if different):
Detailed description of the grievance including names of witnesses and any other persons involved, if any: (Attach
additional pages if needed.)
Proposed solution or remedy requested: (Attach additional pages if needed.)
Instructions:
Step 1: File a copy of this form with your immediate supervisor and retain a copy for filing at the next step in the
procedure if necessary.
Step 2: You may file a copy of the grievance to the next level in your chain of command if you do not receive a
response within 7 calendar days or disagree with the response from your immediate supervisor.
Step 3: You may file a copy of the grievance with your Division Head (Colonel, Warden or Chief Civil Deputy) if
you do not receive a response within 14 calendar days or disagree with the response.
Note: You may skip a step if the grievance directly involves the person in that step. If the grievance directly
involves your Division Head, you may file the grievance with Internal Affairs.
Step
Grievance Filed With (Please Print Name)
Date
Grievant Signature
1
2
3
Forward a copy of the completed Grievance Form and attached responses to Human Resources.
Procedural Order
Subject
Employee Files
Chapter
Human Resources
Number Effective
Date
03-16
07/01/99
Revision
Date
01/26/09
Reevaluation
Annually
UNDER REVISION
Procedural Order
Subject
Violence in the Workplace
Chapter
Human Resources
Number Effective
Date
03-17
01/01/09
Revision
Date
01/26/09
Reevaluation
Annually
03-17.01
PURPOSE
The East Baton Rouge Parish Sheriff’s Office promotes a safe and environment
for its employees. The Office is committed to working with its employees to
maintain a work environment free from violence, threats of violence, harassment,
intimidation and other disruptive behavior.
03-17.02
DEFININIONS
 Employee – Any person who works for the East Baton Rouge Parish
Sheriff’s Office on a full-time, part-time, or temporary basis. It includes
volunteers, contractors, and consultants engaged to perform services for
the Office
 Workplace – All Office facilities, premises, or equipment and any location
where employees are engaged in Office business
 Dangerous Weapon – A substance or instrumentality which has the
capability to produce death or great bodily harm
03-17.03
03-17.04
POLICY
 It is the Office’s policy to promote a safe environment for its employees
and to communicate the attitude that violent behavior will not be tolerated
 All reports of violence, threats, harassment, intimidation, or other
disruptive behavior in the workplace will be taken seriously and
appropriately dealt with
 Inappropriate behavior can include oral or written statements, gestures or
expressions to communicate a direct/indirect threat of physical harm
 Any employee who commits an act of violence may be removed from the
premises and may be subject to disciplinary action and/or criminal
penalties. The perpetrator shall be held accountable regardless of
employment, position, or status
 Any employee who reports a threat of violence, violence, or assists the
Office in an investigation of such shall not be retaliated against
 Employees should not ignore violent, threatening, harassing, intimidating,
or other disruptive behavior. Employees who do shall report the behavior
to a supervisor. Behavior requiring immediate attention should be
addressed by a commissioned deputy or local law enforcement if available
and appropriate
RESPONSIBILITIES
Employee:
 Employees shall advise their supervisor of all occurrences of workplace
violence involving the employee
 Employees shall cooperate with Office personnel officially involved in a
workplace violence investigation or complaint
 Take appropriate action based on the findings of a workplace violence
investigation
Supervisors:
 Supervisors shall monitor the daily activity in the workplace, identify
potential violent incidents, and take appropriate action to divert such
disturbances
 Supervisors shall notify their Commander of all complaints of workplace
violence
 Supervisors shall obtain a written statement from each employee who is a
witness/party to a credible threat or act of violence
 Supervisors shall cooperate with Office personnel officially involved in a
workplace violence investigation or complaint
Division Commander:
 Shall be responsible for implementing all Office policies and procedures
within their command regarding workplace violence
 Determine if an investigation should be conducted by Office personnel,
and if so, which section will assume responsibility for the investigation
 Provide to the Sheriff or his designee a report detailing the findings of the
investigation with recommendations for corrective action if warranted

Take appropriate action based on the findings of a workplace violence
investigation
Human Resources Director:
 Shall receive all incident statements alleging workplace violence
 Establish a uniform reporting system to track all workplace violence
incidents
 Maintain all related records in accordance with public record laws

Determine the effectiveness of this policy and develop changes as
appropriate to prevent workplace violence
03-17.05
CONFIDENTIALITY
Confidentiality of the reporting employee shall be protected at all times.
Employees will be informed on a need-to-know basis, and only to the extent
provided by law.
Number
03-18
Effective Date
12/01/2009
Procedural Order
Subject
Revision Date
Family Medical Leave (FMLA)
Chapter
Reevaluation
Human Resources
6 mos. 12 mos. 24 mos.
PURPOSE
The East Baton Rouge Parish Sheriff’s Office (EBRSO) complies with all of the requirements of
the federal Family and Medical Leave Act (FMLA). This policy addresses FMLA leave for
eligible employees because of the birth of a child or placement of a child for adoption or foster
care; to care for a parent, spouse or child with serious health conditions; or because of
employees’ own serious health conditions. Additionally, this policy also addresses FMLA leave
for eligible employees because of the employees’ circumstances qualify for leave due to a
spouse, child or parent being called up for or on active duty in the Armed Forces or to care for a
service member who is their spouse, child, parent or next of kin becomes seriously ill or injured
while serving on active duty.
APPLICABILITY
This policy applies to all eligible employees of EBRSO. To be eligible for FMLA leave,
employees must have worked at EBRSO for 12 months and have worked at least 1,250 hours in
the 12 months prior to taking FMLA leave. Previous periods of employment with EBRSO may
be counted to meet the 12-month service requirement.
DEFINITIONS
The following are working definitions only.





Parent – the biological parent or an individual who stands or stood in loco parentis when
the employee was a child. Employees cannot take FMLA leave for parents-in-law.
Child – a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a
person standing in loco parentis, who is less than eighteen (18) years of age, unless the
child is incapable of self care due to mental or physical disability.
Spouse – the husband or wife as defined in accordance with State law, excluding
unmarried domestic partners.
Twelve Month Eligibility Period – a rolling 12 month period measured backward from
the date of any FMLA leave usage.
Serious Health Condition – an illness, injury, impairment or physical or mental condition
that involves either an overnight stay in a medical care facility, or continuing treatment
by a health care provider for a condition that either prevents the employee from
performing the his job functions or prevents the qualified family member from
participating in school or other daily activities. Subject to certain conditions, the
continuing treatment requirement may be met by a period of incapacity of more than
three (3) consecutive calendar days combine with at least two (2) visits to a health care
provider or one (1) visit and a regimen of continuing treatment, or incapacity due to
pregnancy or incapacity due to a chronic condition. Conditions such as the common
cold, flu, ear infections, upset stomach, minor ulcers and headaches (other than
migraines) are not considered to be a serious health condition.
POLICY
 Basic Leave Entitlement -- EBRSO shall provide to twelve (12) weeks of unpaid, jobprotected leave to eligible employees for the following reasons:
 For incapacity due to pregnancy, prenatal medical care or child birth;
 To care for the employee’s child after birth or placement for adoption or foster
care;
 To care for the employee’s spouse, child or parent who has a serious health
condition; or
 For a serious health condition that makes the employee unable to perform the
employee’s job.
 Military Family Leave Entitlement
 Active Duty – EBRSO shall allow eligible employees with a spouse, child or
parent on active duty or called to active duty in the Armed Services, including the
National Guard or Reserves, in support of a contingency operation to use their
twelve (12) week leave entitlement to address certain qualifying exigencies.
Qualifying exigencies may include the following:
 Presence at certain military events,
 Arrangements for alternative childcare,
 Financial and legal arrangements,
 Counseling sessions,
 Post-deployment reintegration briefings.
 Military Caregiver Leave Entitlement – EBRSO shall provide to an eligible employee
who is the spouse, child, parent or next of kin of a covered military service member or
veteran who is recovering from a serious illness or injury sustained in the line of duty


with up to twenty-six (26) weeks of job protected, unpaid FMLA leave to care for the
service member or veteran. The military caregiver leave is only available during a single
twelve-month period during which the employee is entitled to a combined total of
twenty-six (26) weeks for all types of FMLA leave. Covered service members are
current members of the Armed Forces, including members of the National Guard and
Reserves.
Employee Responsibilities
 Submit a written request to Human Resources at least 30 days prior to the date the
leave is to begin, or as soon as the need for leave is determined.
 Have a family member make the request if the employee is unable to do so
himself due to an unforeseeable emergency or serious health condition.
 Submit a completed Certification form which is appropriate for the type of request
(i.e. Certification of Health Care Provider for Employee’s Serious Health
Condition, Certification of Health Care Provider for Family Member’s Serious
Health Condition, Certification of Qualifying Exigency for Military Family Leave
or Certification for Serious Injury or Illness of Covered Service Member for
Military Family Leave) to Human Resources within 15 calendar days of
notification of need for leave. The Certification Forms can be obtained from the
Human Resources Office. The employee will assure that all sections of the
Certification form are completed prior to submission.
 Obtain a second or third medical opinion, at the expense of EBRSO, when request
by the office.
 During FMLA leave, employees must keep their supervisors and Human
Resources informed of the estimated duration of leave and their intended date to
return to work. Also if employees need to take more or less FMLA leave than
originally anticipated, they must notify Human Resources within two business
days.
 Upon request of the office, provide medical reports regarding the employee’s
status and anticipated return to work date.
 Discontinue any secondary or extra duty employment while on FMLA due to the
employee’s own serious health conditions, unless written approval to continue
such employment is obtained from the Sheriff.
 Provide a medical release from the attending health care provider certifying the
employee is fit for duty prior to returning to work.
Human Resources and Employer Responsibilities
 Place an eligible employee on FMLA leave even if the employee did not request
FMLA leave if there is compelling information that the leave taken by an
employee was for a FMLA qualifying condition. Human Resources must notify
the employee in writing as soon as the employee submits a request for FMLA or
is out from medical reasons and information indicates that FMLA might apply.
Human Resources shall provisionally designate the leave as FMLA until such
time as medical certification is provided to confirm or dispel whether the leave
qualifies for FMLA.
 Properly notify employees of their FMLA rights within two days of designating
the leave as FMLA.


Notify the employee verbally or in writing of approved FMLA designation.
However, the designation must be confirmed in writing no later than the next
regular payday. If the following payday is less than one week from the date the
leave is designated as FMLA, Human Resources shall provide written notice to
the employee by the next payday.
 Designate FMLA beginning the date the qualifying leave begins, including
retroactively designating the leave FMLA when applicable.
 If leave is taken for an FMLA reason, but Human Resources was not aware of the
reason, and the employee desires that the leave be counted as FMLA leave, the
employee must notify Human Resources within two business days of returning to
work. In the absence of such timely notification, the employee may not assert
FMLA protection for the absence.
 Return the employee to the same position, if available, or an equivalent position
with equivalent benefits, pay and other terms and conditions of employment.
Pay and Benefits During FMLA Leave
 FMLA leave is unpaid; however, employees are required to use accrued PTO
leave simultaneously with the unpaid FMLA leave. FMLA leave will run
concurrently with Duty-Related Injury leave for those employees who are unable
to work due to an on duty injury. Compensatory leave may not be used while an
employee is on FMLA.
 The employer shall pay the employer share of the insurance premiums for an
employee who is on FMLA leave, even if the employee is on unpaid leave status.
 Holidays that occur during FMLA leave will be paid if the employee is on paid
leave. If the employee is on unpaid leave prior to and following the holiday, then
the holiday will not be paid.
Number
Effective Date
03-19
6/15/2013
Procedural Order
Subject
Personal Use of Social Media
Revision Date
7/30/2013
Reevaluation
Chapter
Human Resources
6 mos.
12 mos.
24 mos.
I. PURPOSE
This policy establishes the EBRSO’s position on personal use of social media and provides
guidance on its management, administration, and oversight. This policy is not meant to
address one particular form of social media; rather social media in general as advances in
technology will occur and new tools will emerge.
II. POLICY
The EBRSO recognizes that social media plays a role in the personal lives of some Office
personnel and as such social media may have a bearing on employees in their official
capacity. This policy provides information of a precautionary nature as well as prohibitions
on the use of social media by all EBRSO employees.
III. DEFINITIONS
A. Social Media/Social Media Websites – A category of Internet-based resources that
integrate user-generated content and user participation. These websites focus on building
online communities of people who share interests and activities and/or exploring the
interests and activities of others. These sites include, but are not limited to, social
networking sites, blogs and micro blog sites, photo and video sharing sites, wikis, and
news sites.
B. Speech -- Expression or communication of thoughts or opinions in spoken words, in
writing, by expressive conduct, symbolism, photographs, videotape, or related forms of
communication.
C. Page -- The specific portion of a social media website where content is displayed, and
managed by an individual or individuals with administrator rights.
D. Post -- Content an individual shares on a social media site or the act of publishing content
on a site.
E. Profile -- Information that a user provides about himself or herself on a social networking
site.
IV. PRECAUTIONS AND PROHIBITIONS
A. EBRSO employees are free to express themselves as private citizens on social media sites
to the degree that their speech does not impair working relationships of this Office or
negatively affect the public perception of the EBRSO.
B. As public employees, EBRSO personnel are cautioned that speech on- or off-duty, made
pursuant to their official duties is not protected speech under the First Amendment and
may form the basis for discipline if deemed detrimental to the Office. Employees should
assume that their speech and related activity on social media sites will reflect upon their
position and the EBRSO.
C. Employees shall not post, transmit, or otherwise disseminate any information to which
they have access as a result of their employment without written permission from the
Sheriff or his designee.
D. If employees display EBRSO logos, uniforms or similar identifying items on personal
web pages, the postings are subject to Office review and should only be done with the
same dignity and respect as is expected when on duty.
E. When using social media, employees should be mindful that their speech becomes part of
the worldwide electronic domain. Therefore, adherence to the department’s code of
conduct is required in the personal use of social media. In particular, employees are
prohibited from the following:
1. Speech containing obscene or sexually explicit language, images, or acts and
statements or other forms of speech that ridicule, malign, disparage, or otherwise
express bias against any race, any religion, any sexual orientation or any protected
class of individuals.
2. Speech involving themselves or other EBRSO employees reflecting behavior that
would reasonably be considered reckless or irresponsible.
Engaging in prohibited speech may provide grounds for undermining or impeaching a
deputy’s testimony in criminal proceedings. EBRSO personnel whose testimony is
undermined or impeached are subject to discipline up to and including termination.
F. Employees may not make any statements, speeches, appearances, or endorsements; or
publish materials that could reasonably be considered to represent the views or opinions
of the EBRSO without express authorization.
G. EBRSO personnel should be aware that privacy settings and social media sites are
constantly in flux, and they should never assume that personal information posted on
such sites is protected.
H. Employees should expect that any information created, transmitted, downloaded,
exchanged, or discussed in a public online forum may be accessed by the EBRSO at any
time without prior notice.
I. Any employee who becomes aware of or who has knowledge of a posting, website or
web page in violation of the provisions of this policy shall notify his or her supervisor
immediately.
Number
Effective Date
04-01
07/01/99
Procedural Order
Subject
Revision Date
Vehicle Use and Maintenance
Chapter
9/1/2012
Reevaluation
Equipment
6 mos.
12 mos.
24 mos.
04-01.01 PURPOSE
The purpose of this policy is to define and describe the on-duty and off-duty usage parameters
related to the operation of the East Baton Rouge Parish Sheriff’s Office assigned vehicles.
04-01.02 POLICY
All operators of EBRSO vehicles must follow all motor vehicle laws and operate the vehicles in
a safe and courteous manner. It is recognized that this policy may not cover all instances and
examples of acceptable or unacceptable vehicle usage. In cases not specifically covered in this
policy, the employee is responsible to seek clarification from their Division Commander prior to
using their vehicle in a manner that may be questionable.
The Sheriff, at his discretion, will designate which positions and divisions within the
organization are to be assigned Fleet vehicles. This decision will be based on the amount of
transportation, which is necessary in order to fulfill job requirements. The Sheriff may revoke
the use of an EBRSO vehicle at any time.
The Sheriff reserves the right to monitor vehicle usage of the EBRSO fleet through the
installation of a Global Positioning System (GPS). The GPS may allow the EBRSO to increase
deputy safety and reduce response time for Communications dispatch, while assisting employees
with notifications of necessary vehicle maintenance requirements.
04-01.03 RESIDENCY REQUIREMENTS
Assignment of take-home vehicles shall be determined by the location of the employee’s
residence. A monthly fuel charge will be assessed through payroll deduction for all employees
who have been assigned an EBRSO vehicle.

Employees, who live within East Baton Rouge Parish, and are assigned a vehicle, may use
their assigned EBRSO vehicle for personal business or errands, as limited by this policy,
within East Baton Rouge Parish.

Employees who live outside of East Baton Rouge Parish, but within twenty-five (25) miles
of the parish line, may be assigned an EBRSO vehicle and they will be assessed an
additional monthly out-of-parish fuel charge. These employees may utilize their assigned
vehicles for personal business and errands, as limited by this policy, within East Baton
Rouge Parish, however; once the deputy has traveled outside of the parish, the vehicle shall
only be used for commuting and incidental stops on the route to and from work. While offduty and outside of the parish, the vehicle will remain parked at the employee’s residence.
04-01.04 VEHICLE STORAGE

All vehicles should be parked in a legal and appropriate location at the employee’s
residence to afford optimum visibility.

Employees shall ensure that their vehicle is accessible when parked at their residence, in
the event that it is needed for maintenance or other use by the EBRSO.

Employees shall take reasonable measure to provide for the safety and security of assigned
vehicles and equipment when the vehicle is not in use.

Unattended vehicles shall be locked at all times.

Employees shall secure all weapons and equipment while the vehicle is unattended.

The Deputy to which the vehicle has been assigned shall be responsible for any theft from
or damage to the vehicle if it is found that the deputy was neglectful in securing the vehicle
and its’ contents.

Assigned vehicles must be parked at Fleet Operations any time a deputy will be absent
from their work assignment for more than thirty (30) consecutive days.
04-01.05 VEHICLE USAGE

Employees shall operate vehicles while being mindful of all laws, rules, policies and
procedures as applicable.

Deputies shall monitor the Office radio at all times when the vehicle is being utilized.

All employees and passengers shall use the seatbelts in a properly adjusted and securely
fastened manner while riding in an EBRSO vehicle as required by State law.

Deputies who observe violations of the law should take actions appropriate to the
circumstances, particularly if failure to do so would subject the deputy or Office to
criticism or liability.

Deputies in marked vehicles shall stop and assist all disabled motorists regardless of duty
status unless on an emergency assignment. Employees in unmarked vehicles shall not stop
unless they are in uniform.

Employees in possession of an unmarked vehicle shall not stop routine traffic violators,
unless the violation may result in the endangerment of the public. Deputies should be
mindful that the public might not recognize the unmarked car as a law enforcement vehicle.
In that case, the deputy should permit the violator to drive to a safe, populated, or well-lit
area before stopping unless the violator presents an immediate or continuing danger to the
public.

Each Deputy shall be responsible for the care and security of their assigned EBRSO
vehicle.

Division Supervisors shall make periodic inspections of vehicles assigned to their
employees, which may include off-duty use and activity, to ensure that employees are
complying with the intent of this policy.

Employees shall carry their EBRSO badge, commission, authorized weapon (if applicable),
and handcuffs (if applicable) with them while the vehicle is in use.

Employees shall be held strictly accountable for their personal appearance, conduct, and
decorum while in their assigned vehicle. Employees shall also be held accountable for the
appearance and conduct of any passengers. Short-shorts, tank tops, flip-flops and other
such casual attire should not be worn while in an EBRSO assigned vehicle.


Employees are subject to the same rules and regulations regarding vehicle care and usage
off-duty as they would be while on-duty.
Employees must obtain permission from their Commander prior to taking their assigned
vehicle out of the parish.
04-01.06 VEHICLE USE LIMITATIONS

EBRSO vehicles shall not be operated by non-agency employees, except in the case of an
emergency.

Employees are prohibited from making emergency runs when their unit is occupied with
non-agency personnel, except to transport injured/ill persons or to protect life or property.
Employees must notify the Communications Division of any emergencies and the
destination when initiating emergency runs with non-agency personnel in the vehicle.

No deputy shall operate an Office vehicle after consuming alcoholic beverages unless the
deputy must do so as part of an official investigation.
 Only those employees who are working in an official, undercover capacity shall be
given the latitude to consume alcoholic beverages during the course of an
investigation. However, they must not indulge to the extent that their capacity to
drive is impaired.
 Employees involved in a motor vehicle crash or other incident in an EBRSO
vehicle must consent to a chemical test for intoxication upon the request or
directive of the investigating officer.
 Unauthorized operation of a department vehicle after consumption of alcoholic
beverages shall be prima fascia evidence of intent to violate this order.

Unless authorized, in conjunction with an official assignment, or permitted by the Sheriff
or his designee, employees may not utilize their department vehicle to attend any function,
event, or activity where alcohol is served. This provision does not prohibit employees from
utilizing their assigned vehicle within East Baton Rouge Parish when driving to restaurants,
grocery stores, or other commercially licensed establishments.

EBRSO vehicles will not be used out-of-parish to conduct personal business or errands
outside of assigned law enforcement duties or incidental stops on the way to and from
work, without prior consent from an immediate supervisor.

EBRSO vehicles shall not be used for vacation or recreational purposes.

EBRSO vehicles may not be used in the transport of pets, livestock, or wild animals, except
in the process of conducting law enforcement duties.

EBRSO vehicles may not be used to transport any item or equipment projecting from the
side, front or rear of the vehicle in a way that may constitute an obstruction to safe driving
or a hazard to pedestrians or other vehicles.

EBRSO vehicles may not be used to tow any non-EBRSO recreational items, such as boats,
four-wheelers, jet skis, motorcycles, etc.

Employees and passengers shall not smoke in EBRSO vehicles. The Louisiana SmokeFree Air Act (815), which went into effect on January 1, 2007, states that no person shall
“smoke in any public place and in any enclosed area within a place of employment; or as
an employer, knowingly permit smoking in any enclosed area within a place of
employment.” The EBRSO considers its’ fleet to be an extension of the Deputy’s place of
employment and therefore prohibits smoking in all EBRSO vehicles.


The use of cell phones, while driving is strongly discouraged. If a cell phone must be used
while driving, employees shall either make use of a hands-free device or pull over to the
side of the road, rest stop, or parking lot, at the safest opportunity to make the phone call.
Employees shall not text, e-mail or make other use of cell phones, smart phones, or other
hand-held devices while driving.
04-01.07 VEHICLE MAINTENACE AND CARE

Each employee shall be held personally responsible for the care, maintenance, and
cleanliness of his assigned vehicle.

All weapons and equipment will be removed from a vehicle while it is being serviced.

Employees shall ensure that the area in their patrol car utilized for the transportation of
prisoners is thoroughly searched for weapons and contraband before and after transporting
prisoners.

Employees shall notify the proper authorities when involved in a fleet crash or incident in
which he is the operator of the vehicle. Such notification will be in accordance with
existing laws and regulations as well as EBRSO policies and procedures.

Employees shall maintain a valid Louisiana operator’s license of the appropriate class and
shall notify the Sheriff’s Office of any action taken or pending affecting the validity of said
license.

Motor-pool hours are from 7:00 a.m. to 4:00 p.m., Monday – Friday.

For weekend or after-hours emergency service, employees shall notify their supervisor,
who will determine whether Fleet Operations should be notified.

Employees should check fluid levels at every fill-up.

Oil changes shall be performed every 5000 miles.

Employees shall not remove any EBRSO installed equipment from their assigned unit.

No additional equipment, decoration, or decals may be added without the permission of the
appropriate Division Commander.

No painting or alterations of the body, chassis, engine, exhaust system, electrical system, or
accessories may be made without the prior approval of the appropriate Division
Commander.
Number
Effective Date
04-02
7/1/2010
Procedural Order
Subject
Fleet Accidents
Chapter
Revision Date
6/1/2011
Reevaluation
Equipment
6 mos.
12 mos.
24 mos.
PURPOSE
Crashes involving East Baton Rouge Parish Sheriff’s Office vehicles may jeopardize the safety
and lives of employees and the public. The legal ramifications of these crashes pose a potential
liability and financial burden to the EBRSO.
POLICY
It is the policy of EBRSO to provide training in driving techniques to reduce the number of fleet
vehicle crashes. It is also the policy of the EBRSO to hold accountable those employees who are
involved in avoidable vehicular accidents, while correcting identified driving related deficiencies
through one or more of the following methods: training, guidance, counseling, corrective actions
and/or discipline.
DEFINITIONS
A. Fleet Accidents – a vehicle crash or incident that results in damage to a fleet vehicle.
The Accident Review Board will review all fleet accidents involving civilian employees
and law enforcement /corrections employees with a rank of Lieutenant and below. The
Sheriff or his designee will review any fleet accidents involving employees with the rank
of Captain or above.
B. Avoidable accident – when an employee failed to exercise reasonable care in the
operation of the fleet vehicle; failed to take reasonable action which could have avoided
or prevented the accident; violated an EBRSO policy or procedure which contributed to
the accident and/or committed moving violation(s) whether cited or not. More
specifically, an accident determined to involve any of the following factors:
 Speeding
 Driving too fast for conditions
 Following too closely
 Failure to yield right-of-way
 Disregard for traffic signs or signals
 Improper turn or lane change
 Improper passing
 Improper backing
 Improper parking
 Reckless driving
 Driving while under the influence of drugs or alcohol
 Improper care of the vehicle
 Unsafe driving practices, including but not limited to the use of electronic
equipment or cellular phone while driving
C. Unavoidable accident – when an employee exercised the same reasonable care and
caution that would be exercised by an ordinary and prudent person in a similar situation
and who took reasonable precautions to prevent or minimize the effects of the crash.
D. Legal Intervention – A vehicle crash involving a fleet vehicle as the result of a deputy
intentionally using that force which is necessary to stop a continuing offense and make an
arrest.
E. Loss of Take-home/Off-duty Use Vehicle Privileges – the employee privilege to
operate an EBRSO vehicle when not on-duty or while working Extra Duty Details is
suspended or permanently revoked.
PROCEDURE
A. Training
 Current employees who are assigned EBRSO fleet vehicles or who are authorized to
drive fleet vehicles will be required to participate in an EBRSO approved driver
training course.
 New employees will be required to participate in an EBRSO approved driver training
course prior to being assigned a fleet vehicle or being authorized to drive a fleet
vehicle.
B. Fleet Accident Reporting
Any employee involved in an accident while operating an EBRSO fleet vehicle, regardless of
the extent of damage shall:
 Notify Communications immediately and advise of the location of the crash, severity,
road conditions, type of collision and request any necessary emergency services.
 Notify his immediate supervisor.
 Render all necessary aid.
 Make no statements concerning crash responsibility, except to the investigating
officer.
 Remain at the scene, pending release by the investigating deputy.
 Submit a written statement to his supervisor that includes a narrative description of
the events within 48 hours of the accident.
 Submit to any chemical test of blood, breath, or urine deemed necessary by the
investigating deputy.
 Notify Fleet Operations of the accident within 24 hours.
Communications shall record all data received and immediately notify the Substation shift
supervisor.
C. Accident Investigation
 A member of the Traffic Division or the Shift Supervisor at the Substation in that
sector shall investigate the fleet accident and ensure that proper photographs are taken
and a written report is completed and submitted. The written report shall state if the
accident was avoidable or unavoidable.
 If the fleet accident occurs in another parish, the Shift Supervisor at the closest
substation or the Traffic Shift Supervisor shall investigate the accident, ensure that
proper photographs are taken and the written report is completed and submitted. The
written report shall state if the accident was avoidable or unavoidable.
D. Vehicle Repairs
 Repairs and/or bodywork involving fleet vehicles shall be conducted through Fleet
Operations.
E. Accident Review Board
The Accident Review Board shall consist of the below listed members:
 Colonel or the Chief of Staff
 Chief of Operations
 Chief of Uniform Patrol; in his absence the Chief of Detectives
 Internal Affairs Representative
 Traffic Commander
 Property and Risk Manager
Four of the six board members must be present to form a quorum.






The Chief of Uniform Patrol shall serve as the chairperson of the Accident Review
Board and shall preside over each meeting. The Board will meet once a month at a
time and location specified by the Chief of Uniform Patrol.
The Accident Review Board will review each fleet accident report, including the
costs to repair the vehicle or vehicles, to determine if corrective or disciplinary action
is warranted.
Consensus of the board is needed to render a finding and to recommend corrective
and/or disciplinary action. In those instances where a consensus is not reached, a
simple majority of the board members present at the meeting will be sufficient to
render a finding and make a recommendation for corrective and/or disciplinary
action.
The Chief of Uniform Patrol shall make a written report of findings to the Sheriff or
his designee, along with documentation of the employee’s past driving history. A
copy of the report will also be provided to the Human Resources Director.
Recommendations for corrective and/or disciplinary will be included in the report.
The Chief of Uniform Patrol shall ensure the list of employees required by the
Accident Review Board to take remedial drive training class is provided to the Traffic
Commander.
The Traffic Commander shall ensure all employees required to take remedial driving
training are scheduled for the class in a timely manner.
GUIDELINES FOR CORRECTIVE AND DISCIPLINARY ACTIONS
When issuing corrective and/or disciplinary actions, the Accident Review Board shall consider
the following factors:
 Employee’s driving record and relevant training.
 No fault, negligence or culpability on the part of the employee.
 Manner in which the vehicle was being operated, to include code 3 routine patrol, etc.
 Operating conditions of the vehicle and vehicle maintenance.
 Any extenuating circumstances involved in the accident.
The Accident Review Board may recommend corrective and/or disciplinary actions that fall
within the below guidelines. However, the board may recommend a more severe penalty, up
to and including termination, if the circumstances that led to the accident involved a serious
breach or policy violation, such as excessive speed, alcohol or drug use, allowing a nonauthorized driver to operate the vehicle, etc.
A. Unavoidable accidents -- No action taken against the employee unless the Accident
Review Board determines that the number of accidents is excessive.
B. Avoidable Accidents:
o First Accident within a three (3) year period:
 Letter of caution
 Letter of reprimand, and/or
 Remedial driver training class
o Second accident within a three (3) year period:
 Letter of reprimand
 1 to 5 day suspension, and/or
 10 to 30 day loss of Take-home/Off Duty Use Vehicle Privileges, or
 10 to 30 day loss of eligibility to work extra-duty details, and/or
 Remedial driver training class
o Third accident within a three (3) year period:
 5 to 10 day suspension and
 30 to 90 day loss of Take-home/Off Duty Use Vehicle Privileges, or
 30 to 90 day loss of eligibility to work extra-duty details, and/or
 Remedial driver training class
o Fourth accident within a three (3) year period:
 10 to 30 day suspension and
 1 year loss of Take-home/Off Duty Use Vehicle Privileges, and
 Remedial driver training class or
 Transfer to another job assignment or
 Dismissal
C. Legal Intervention – No action taken against an employee if the legal intervention
action was reasonable and in compliance with EBRSO policy and procedures. If driving
behavior is found to be willful, unreasonable and/or in violation of policy and procedure,
then the employee may be counseled or subjected to corrective or disciplinary action as
appropriate to the circumstances.
Procedural Order
Number
04-03
Subject
Effective Date
07/01/98
Use of Force
Revision Date
01/26/09
Law Enforcement Role and Authority
Reevaluation
Annually
Chapter
04-03.01
PURPOSE
This policy establishes and enumerates guidelines for the use of deadly and nondeadly force.
04-03.02
POLICY
It is the policy of this Office that deputies use only that level of force that is
objectively reasonable to bring an incident under control, while ensuring the
safety of the deputy and others. Only those personnel demonstrating proficiency
in the use of agency authorized weapons are approved to carry such weapons.
04-03.03
DEFINITIONS
Deadly Force:
 That level of force that would lead a reasonable person to objectively
conclude that its use poses a high risk of death or serious injury to its
human target, regardless of whether or not death, serious injury or any
harm actually occurs
Non-Deadly Force:
 That level of force that is not likely to result in or produce serious bodily
injury or death. This includes any physical effort to control or restrain
another, or to overcome the resistance of another
Reasonable Belief:
 Deputies must act as a reasonable prudent person under the circumstances
and the decision to use force in any degree must be based on
reasonableness and necessity, not emotions
Serious Bodily Harm
 Injury that could possibly result in death
04-03.04
USE OF FIREARMS
 Shots fired into the air or ground, and warning shots are prohibited except
for the purpose of summoning aid when other methods are ineffective or
impractical
 Firing shots at or from a moving vehicle is prohibited except where the
use of deadly force is justified, in accordance with this order
 Deputies may use deadly force to destroy an animal that represents a
threat to public safety or as a humanitarian measure where the animal is
seriously injured, when the deputy reasonably believes that deadly force
can be used without harm to the deputy or others
04-03.05
DISPLAYING/SURRENDERING WEAPON
 Deputies shall not remove their firearm from the holster or display a
weapon unless there is sufficient justification

Deputies may display a weapon for the purpose of obtaining and
maintaining control of a felony suspect
 Actions should be limited to crimes which carry an implication of
violence or in which the suspect may become violent
 Deputies should not surrender his/her firearm to anyone
04-03.06
USE OF LESS THAN LETHAL WEAPONS
Where deadly force is not justified, deputies are authorized to use Office
approved less than lethal force techniques and equipment to:
 Protect themselves or others from physical harm
 Restrain or subdue a resistant individual
 Bring an unlawful situation safely and effectively under control
Authorized less lethal weapons include:
 Freeze Plus-P CS/OC spray
 ASP Tactical Baton
04-03.07
MEDICAL AID
When a deputy is required to use deadly or less lethal force and causes injury or
death, either accidentally or officially, the deputy shall:
 Notify Communications of the incident and location
 Determine the physical condition of the injured person
 Request necessary emergency medical aid
When a person in custody complains of an undetectable medical condition, the
arresting deputy shall consider the totality of circumstances in determining what,
if any medical response may be warranted.
04-03.08
USE OF CS/OC SPRAY
Freeze Plus P spray is a less than lethal force weapon. Deputies are authorized to
carry and use only Office issued CS/OC spray. Deputies trained by the Office in
its use shall carry the weapon at all times in the issued holster on the duty belt.
Training Requirements for Instructors
04-03.09
USE OF ELECTRO-MUSCULAR DISRUPTION DEVICE
(See Taser/Electronic Control Devices Policy # 04-03)
04-03.10
USE OF TEAR DROP BEAN BAG
Only Deputies who have successfully completed an office approved training
course in the proper use and deployment of the 12 gauge beanbag rounds shall be
authorized to deploy them during the course of their law enforcement duties. In
order to remain authorized to use the beanbag rounds, deputies shall successfully
complete a refresher course on an annual basis.
Authorization for Use:
 Any properly trained and certified deputy shall use the Drag Stabilized
12-Gauge “Tear Drop” Bean Bag, but only in accordance with EBRSO
“Use of Force” policy under the same guidelines. The goal is to resolve a
potentially violent situation with a minimal amount of force and the least
likelihood of serious injury to all involved parties
 The employment and use of these beanbag rounds are decisive actions
that can assist in achieving the goal of protection of life and property
and/or the restoration of order. 12 Gauge bean bags should be
considered whenever the use of less lethal options would assist in
making an arrest, restoring order and/or reducing the risk of more
serious injury
Circumstances justifying the use of these beanbags include, but are not limited
to:
 Restoration or maintenance of order during jail or civil disturbances



Safely controlling violent persons
Subduing vicious animals
Situations wherein the deputy deems the use necessary to safely resolve
the incident
 The less-lethal projectiles will be delivered to suspect target areas based
on circumstances to maximize the likelihood of incapacitation and still
minimize injury potential
 The Defense Technology specialty impact munitions chart is the
recognized model for determining contact areas for kinetic energy impact
weapons, based on potential for injury
 Green Areas – This area should be the deputy’s first area of choice due to
its minimization of injury and ability to still cause painful stimuli. These
areas are to include, but are not limited to major muscle mass within the
upper and lower legs
 Yellow Areas – These areas will be considered when an escalation of
force above green (areas) which becomes appropriate, acknowledging an
increase in the potential for injury which may result in a laceration or
fracture. These areas are to include, but are not limited to the arms,
knees, feet, and upper abdomen
 Red Areas - These areas are of Last Resort. These areas should not be
intentionally targeted, unless deadly force can be justified. These areas
are to include, but are not limited to the head, neck, spinal cord, kidney
area, and groin
Deployment Techniques:
 Lethal cover should be used in all cases involving any armed and / or
dangerous subject(s), even if no firearms are involved. This is consistent
with the priority safety system placing the safety of the deputy above that
of the subject. The second or subsequent deputies arriving at the scene
would then provide the less lethal option and handling of injured suspects
 Suspects who are struck by a beanbag round shall be examined by EMS
and then transported to a medical facility if necessary
 A supervisor shall respond to the scene to insure that all procedures are
being followed
 Crime Scene will document the scene and suspects injuries with
photographs and log them into evidence
 Review Process:
 The deputy’s Commander shall review the use of the 12 gauge bean bag
rounds as soon as practical following each incident to ensure the bean bags
were used according to policy and that the devices functioned properly.
Information thus obtained shall also be utilized for statistical and training
purposes
 Any deputy issued a Less than Lethal shotgun, is strictly prohibited from
possessing, transporting, or storing any lethal shotgun rounds in an East
Baton Rouge Parish Sheriff’s Office vehicle
04-03.11
USE OF FORCE REPORTING
The deputies involved in a use of force incident shall complete a Use of Less
Than Deadly Force Report when the deputy:
 Takes an action that results in, or is alleged to have resulted in, injury
Discharges a firearm for other than training or recreational purposes or
death of another person
 Applies force through the use of deadly or less lethal weapons and/or
techniques
 Applies weaponless physical force causing injury such as punches to the
head or other vital organs, kicks, or restricting respiratory function
 Uses a Taser
 All Use of Less Than Deadly Force reports shall be reviewed by the
deputy’s immediate supervisor for compliance with policy and procedure
 All Use of Less Than Deadly Force reports, along with the arrest report
shall be forwarded through the deputy’s chain-of-command to the
Training Academy Director
04-03.12
USE OF FORCE REVIEW/ALALYSIS
The Director of Training will annually review all reported use of force, firearms
discharges, injuries or deaths of persons resulting from such acts, to determine
whether:
 Office rules, regulations, or policies have been violated
 The relevant policy was clearly understandable and effective to cover the
situation
 Office training is currently adequate
The Director of Training shall ensure that an annual report is generated which will
reveal patterns or trends that could indicate a need for training, equipment
upgrades, and/or policy modifications. The report shall be completed no later than
June 30th of each year.
All findings of training inadequacies shall be addressed in future in-service
training programs.
04-03.13
SHOOTING REPORTING REQUIREMENTS
In the event a deputy discharges a firearm other than in authorized training, or is
the victim or intended victim of a discharge, he/she is required to notify
Communications and their immediate supervisor. The supervisor shall notify the
deputy’s Commander where the shooting occurred. The Commander shall ensure
that Communications notifies the appropriate Division Commander, Chief of
Operations, Chief Deputy, Detective Commander, Internal Affairs, and the
Sheriff.
04-03.14
SHOOTING INVESTIGATION TEAM
The Shooting Investigation Team shall respond and be responsible for
investigation all firearms discharges involving Office personnel. The investigative
team shall investigate incidents where the discharge of a firearm:
 Is directed at an individual
 Causes death or injury to an individual



Is directed at an occupied vehicle
May cause unusual public interest
Is of such nature that the Sheriff or his designee deems an investigation
appropriate
The supervising investigator shall take possession of the deputy’s firearm when
the deputy has been involved in an incident as enumerated above.
04-03.15
SHOOTING REVIEW BOARD
The Shooting Review Board shall evaluate incidents of firearm discharges to
determine if the involved deputy’s actions were justified, proper and consistent
with current Office policy. The Board shall be convened to review firearm
discharge incidents that fall within the purview of this order.
The Sheriff may, at his discretion, elect to convene the Shooting Review Board to
review all other types of firearm discharges.
The Chief Deputy shall be chairman for the Shooting Review Board. The Board
shall be comprised of the following personnel or their designee:
 Division Commander with supervisory authority over the involved deputy
 Commander of the deputy involved
 Commander of Internal Affairs
 Captain of Homicide
 Director of Training
 Firearms Supervisor
 Director of Human Resources
 Any alternate named by the Sheriff or his designee
The Chief Deputy prior to the convening of the Shooting Review Board shall
approve the appointment of any alternate(s).
In the event of a tie vote by Board members, the Chief Deputy shall cast the
deciding vote to break the tie.
The General Counsel for the Sheriff’s Office shall forward a letter to the Sheriff
containing the decision of the board for review. The Sheriff may, at his discretion,
reject, modify, or amend the board’s findings, as he deems appropriate.
Upon approval of the Sheriff or his designee and the General Counsel shall
ensure:
 A copy of the letter is sent to the involved deputy
 Copies are sent to the Chairman of the Shooting Review Board, the
involved deputy’s Commander
 A copy is placed in the investigative case file
Upon conclusion of the proceedings, Internal Affairs shall be the custodian of the
Shooting Review Board’s records.
04-03.16
ADMINISTRATIVE LEAVE
Any deputy whose actions or use of force result in the death or serious physical
injury of another shall be placed on administrative leave pending completion of
the preliminary report of the incident. This leave shall be without loss of pay or
benefits, pending the results of the investigation.
The deputy shall be placed on administrative leave for at least one (1) day. The
period of administrative leave may be lengthened at the Sheriff’s discretion.
While on administrative leave, deputies shall remain available for official
interviews, statements, or counseling regarding the incident.
04-03.17
PUBLIC STATEMENTS
The Public Information Director shall be responsible for the management and
dissemination of information to the media when a deputy’s use of a firearm falls
within the purview of this order.
04-03.18
COUNSELING
The Chairman of the Shooting Review Board and/or the Commander of any
deputy involved in a shooting incident resulting in death or injury shall order that
deputy to obtain counseling from the professional designated by the Sheriff. In
addition, any deputy involved in a firearm discharge incident may also be
required to attend counseling by a designated professional.
A deputy may request counseling following his/her involvement in a shooting
incident. Such requests are made directly to the deputy’s Commander.
04-03.19
SEIZURE OF FIREARMS FOR ANALYSIS
In the event that the primary sidearm of the involved deputy is seized as evidence
or submitted for analysis, the Firearms Unit Supervisor or his designee, may issue
a replacement.
04-03.20
INVESTIGATIONS FOR OTHER AGENCIES
In the event an outside agency requests an investigation of a firearm discharge,
the Chief Deputy or his designee may approve an investigation and will proceed
according to this order and applicable policy.
Number
Effective Date
04-04
12/1/2010
Procedural Order
Subject
Revision Date
Taser/Electronic Control Devices
Chapter
Reevaluation
Equipment
6 mos.
PURPOSE
12 mos.
24 mos.
The Purpose of this policy is to provide reasonable guidelines for the use of the Taser and similar
electronic control devices.
POLICY
It shall be the policy of the East Baton Rouge Parish Sheriff’s Office to provide reasonable
alternative methods to control or otherwise subdue violent or potentially violent individuals. To
supplement existing use of force options, the department authorizes the use of the Taser by
trained deputies. The primary purpose for deploying the Taser is to avoid a violent confrontation,
and/or bring a violent confrontation to a rapid resolution with reduced risk of injury to the public,
the subject or the officer. Use of the Taser is authorized as a response option where force options
similar to the use of punching, kicking, striking, baton restraints or aerosol chemical weapons
might be initially employed. Tasers are a reasonable force option when used to control subjects
who are actively resisting, aggressive non-compliant, violent or potentially violent. Tasers are
not intended to be used as a general substitute for other less lethal force options or to replace
lethal force when appropriate.
PROCEDURE
A. Training
 Only deputies who have been trained as Taser operators or instructors are to deploy
the Taser.
 Deputies trained in the use of the Taser will be re-certified each year as part of inservice training by a certified Taser instructor. Only deputies who have current
certification may continue to carry or use a Taser
B. Reporting
 Whenever the Taser is used, no matter the manner, a USE OF LESS THAN LETHAL
FORCE REPORT must be filled out and sent to the deputy’s commander along with a
copy of all reports written concerning the incident. Copies of the report are sent to the
Chief of Staff and the Director of Training.
 Download data within 72 hours after a deployment; this is done at the range by Range
Staff. The deputy should bring a copy of the USE OF LESS THAN LETHAL
FORCE REPORT to the Range Commander.
C. Deployment
 Tasers must be worn opposite the service weapon.
 An explicit verbal warning of the intended use of the Taser, unless it would endanger
safety or is impractical due to circumstances, shall precede the application of the
Taser in order to
o Provide the individual with a reasonable opportunity to voluntarily comply.
o Provide other deputies and individuals with warning that a Taser may be
deployed.
 The preferred method for Taser deployment is the Probe Method, with the Drive Stun
method generally used as a secondary option.

Remove probes in accordance with the policy governing Bloodborne Pathogens.
When EMS is available, their services may be used for the removal of the probes that
have penetrated the skin as long as such removal can be accomplished without
causing further injury or pain to the subject.
 Deputies shall dispose of cartridge and probes in the nearest sharps container (i.e.
hospital or ambulance).
 Do not use the Taser in a punitive or reckless manner. Multiple taser deployments is
only acceptable if the subject is a serious threat to himself or others.
 The Taser should not be used on vulnerable populations, including children, the
elderly, frail or injured, the mentally ill and pregnant women, unless imminent danger
exists.
 The Taser shall not be used on handcuffed persons unless they are actively resisting
and only in order to prevent them from harming themselves or others.
 Do not aim the Taser at the head or throat area unless a higher use of force is
justified.
 The Taser is not to be used for extracting evidence or contraband.
 The Taser is not to be used in any environment where potentially flammable, volatile
or explosive material (gasoline, natural gas, propane, flammable chemical sprays,
etc.) are present.
 Medical Clearance at a Hospital is required if:
o The person is struck in a sensitive area: the eyes, face, head, neck, female
breast or groin areas. Medical personnel must remove the probes.
o The probes have penetrated the skin and the deputies or EMS cannot safely
remove the darts.
o The person does not appear to have fully recovered after a short period of
time.
o The person falls into one of the vulnerable classes (elderly, frail or injured,
mentally ill, pregnant women and children).
o The subject requests medical assistance.
D. Maintenance and Care
 Deputies shall transport, use and carry the taser in accordance with the
manufacturer’s guidelines.
 Deputies shall check their issued Taser at the beginning of each shift by switching the
safety switch to the armed position to ensure the unit has at least 20% of its battery
power left and that it is free of any damage. Any device not meeting this minimum
required power shall be taken out of service until it is brought into compliance.
 Deputies shall perform a 1-2 second spark test at the beginning of every shift by
removing the air cartridge, moving the safety switch to the armed position and
depressing the trigger.



Deputies shall routinely inspect cartridges to ensure the cartridge doors are present,
not damaged and free of dust and debris, and the cartridge is not expired. If expired,
the cartridge shall be turned in at the Range for a replacement (damaged cartridges
must be turned in to receive a new one).
Report any Taser that is damaged or malfunctioning to the Range Staff. A Taser in
need of repair or reassignment shall be returned to the Range Staff for further
disposition (this should be done as soon as possible but no later than the next day that
the Range Office is open). A replacement Taser should be provided when possible.
Parish Prison employees shall report and return damaged or malfunctioning TASER
devices to the Prison Armory Officer who will report the problem and return the
device to the Range Staff.
Deputies will obtain replacement cartridges from the Range Staff, or in the event that
the Range Office is closed, from the Night Supervisor. Parish Prison employees will
obtain replacement cartridges from the Prison Armory Officer.
Procedural Order
Subject
Firearms
Chapter
Equipment
Number Effective
Date
04-05
07/01/98
Revision
Date
9/4/2013
Reevaluation
Annually
04-05.01
PURPOSE
To establish policy pertaining to the types of weapons carried by deputies of the
East Baton Rouge Sheriff’s Office. Only personnel demonstrating proficiency in
the use of agency authorized weapons are approved to carry such weapons.
04-05.02
DEFINITIONS
 Primary Sidearm -- The primary sidearm is one that meets the criteria
established by policy and one in which the deputy must qualify on the POST
courses of fire at his last firearms in-service
 Required Firearms – The service handgun that is carried as the primary duty
weapon and the Office issued, or other authorized, shotgun
 Required Course of Fire – The POST course with the duty weapon, along with
the prescribed shotgun course

04-05.03
Qualification – To shoot with sufficient accuracy to meet minimum the
current standards established for that course of fire.
SIDEARMS
Each weapon must be of a make and model that meets the approval of the
Firearms Division Commander.
A. Primary and Off-Duty/Back-up Sidearms
 The Firearms Division Commander shall maintain a current list of all
approved makes and models and advise field personnel of changes or
modifications to the list as necessary.
 Deputies may carry personally owned handguns. Deputies opting to do so
must first have the handgun inspected by the Firearms Division
Commander or his designee.
 Once the weapon has been inspected and approved, the deputy
shall not make or authorize any alterations to the weapon for as
long as the weapon is carried in a duty capacity.
 Subsequent to weapons approval, firearms personnel shall record
the make, model, and serial number on the deputy’s firearms
certification form
 If a deputy chooses to purchase his own primary sidearm, the
deputy must provide an accommodating approved holster and
magazine pouch for that weapon.
 Alternate/Personal weapons designated and approved for primary use must
have night sights.
 Any deputy carrying an off-duty/back-up sidearm must qualify with that
weapon on the POST course. The weapon must be of a make and model
approved by the Firearms Division Commander.
B. Restrictions and Maintenance
 The Firearms Division Commander or his designee shall perform all
repairs and modifications of approved weapons.
 Any alteration, additions or polishing of internal parts is prohibited, except
by designated armorers.
 The Firearms Division Commander, or his designee, shall review, inspect,
and approve all weapons intended for use by employees of the Office. He
shall remove any unsafe weapon from service utilizing the following
process:
 Take possession of the unsafe weapon
 Repair the weapon to manufacturer specifications and return it to
the deputy or permanently remove the weapon from service and
issue the deputy a replacement weapon.
 The Firearms Division Commander may designate an Official field
armorer to perform repairs on weapons
 No deputy shall remove or give approval to remove any safety device
from a firearm.


Trigger shoes, laser sights or other similar devices are expressly prohibited
except for SWAT.
Deputies are not to replace pistol grips without express approval and
inspection from the Firearms Division Commander or his designee
04-05.04
SHOULDER ARMS, SHOTGUNS/RIFLES
 The rifle is an optional shoulder weapon for deputies. It may replace the
shotgun provided that the deputy has successfully completed an approved
EBRSO rifle- qualifying course. The qualifying deputy has an option of
returning the shotgun to the Firearms Division.
 No deputy shall buy or possess any fully automatic weapon, or short barreled
rifle, or short barreled shotgun for use on-duty, unless it is the property of the
East Baton Rouge Sheriff’s Office and it has been assigned to him.
 Any repair, modification, addition of accessories can only be made by
Armorers designated by the Firearms Division Commander.
 Deputies must get prior approval from the Firearms Division Commander or
his designee before obtaining any parts or accessories they intend to have
installed on any shotgun or rifle for on-duty use.
04-05.05
AMMUNITION
To ensure quality control, deputies may only use ammunition issued by the
Firearms Division.
04-05.06
CARRYING AND STORING OF FIREARMS
Each deputy is responsible for the custody and safekeeping of all firearms
assigned to, carried by, or used by him in any manner covered by this order. Any
loss or theft of EBRSO weapons will result in a review of the incident by the
Deputy’s Division Commander to determine if the Sheriff Office suffered a loss
due to negligent actions or inactions by the Deputy. The Division Commander
shall report his findings up the chain of command. If negligence is determined to
be the cause of the loss of the weapon or weapons, appropriate disciplinary action
will be taken.
 Deputies working in plain clothes or off-duty wearing civilian clothing
shall take all means necessary to conceal their weapon while in view of
the public or when entering public or private buildings. Exceptions will
be allowed for deputies working a scene where it is not practical to work
in a coat or jacket.
 Firearms shall never be left where unauthorized persons may have or gain
access to them.
 Handguns, shotguns and rifles shall not be left in an unattended vehicle,
unless they are secured in the trunk or lock box.
 When the deputy is off-duty, shotguns or rifles shall be stored in the trunk
or lock box of the vehicle, or removed from the vehicle and stored
securely in the deputy’s residence.







04-05.07
Firearms shall be kept clean and in serviceable condition subject to
inspection by a supervisor, Staff Inspection personnel or the Firearms
Division.
When an assigned unit is left for repairs or servicing, the deputy to whom
it is assigned shall ensure that all firearms are removed from the vehicle
While on-duty, the shotgun or rifle may be carried in the trunk but must
always be available for use or inspection.
Deputies who are assigned vehicles without a trunk shall determine the
practicality of complying with this order. Deputies may be authorized to
use alternate storage methods, as determined by their Commander.
Rifles and shotguns are to be carried in the following condition
 Bolt forward on an empty chamber with the safety in the “ON”
position:
1. Shotgun magazine tubes are to be loaded to capacity.
2. 30 round AR-15 type magazines should only be loaded to 28
rounds for the most reliable function.
Weapon Aboard Commercial Aircraft
 Carrying weapons aboard commercial aircraft must be approved by
the deputy’s Commander.
 Deputy must comply with all current TSA regulations regarding
training, and carrying of weapons aboard commercial aircraft.
Firearms Training Unit will conduct TSA approved training for
deputies required to fly armed.
For purchases where verification of law enforcement employment is
required, the Sheriff, Colonel or Firearms Division Commander is
authorized to verify such employment.
QUALIFICATION WITH FIREARMS
 Qualifying courses and firearms training shall be developed and
administered by the Firearms Division.
 The use of “Cross Draw or Shoulder Holsters”, are prohibited, for
training/safety issues. Any holsters utilized, other than ones issued by the
Sheriff’s Office Firearms Division, must get the approval of the Firearms
Division Commander or his designee.
 Deputies must complete firearms training and pass all qualifying courses
with both handgun and shotgun before graduating from the Basic
Academy.
 Any deputy converting from revolver use to semi-automatic use must first
successfully complete a transition-training course administered by the
Firearms Division. Deputies shall qualify with the semi-automatic pistol at
the end of the transitional training course prior to carrying the firearm.
 Any deputy who fails to re-qualify at his annual in-service will be subject
to remedial instruction and possible disciplinary action at the discretion of
the Sheriff.



04-05-08
It will be the responsibility of the Firearms Division to certify the
competence of deputies to carry firearms and to document the training on
the Firearms Certification form. The Firearms Certification shall be
retained by the Firearms Division for at least five (5) years
Annually, Deputies will be issued copies of and instructed in the policies
regarding Use of Force before being authorized to carry a firearm
No deputy who is assigned a firearm or firearms shall be permitted to
resume his official duties prior to re-qualifying with an authorized
weapon.
REMEDIAL TRAINING
Deputies who fail to qualify with their primary firearm on any required course of
fire will be given a second opportunity to re-shoot the course again that same day
 Deputies who fail to qualify will relinquish their weapons and vehicle to
Range personnel. They will not be allowed to return to law enforcement
duties, wear the uniform, or operate law enforcement equipment until such
time as they qualify.
 Deputies may return within two weeks from the non-qualifying date for
remediation and to qualify.
 If remediation has been unsuccessful and the deputy fails to qualify, the
Firearms Division Commander shall forward a report along with the
written history of the remediation through his chain-of-command to the
Chief Deputy for further action.
 The Firearms Division Commander shall attempt to determine the reason
for the deficiency. He shall provide the deputy additional training (i.e.,
continued practice or an additional POST 40-hour Basic Firearms Course).
All counseling and additional training shall be documented in the deputy’s
training file.
Number
04-06
Effective Date
June 15, 2011
Procedural Order
Subject
Revision Date
Uniforms and Grooming
Chapter
Reevaluation
Equipment
PURPOSE
6 mos.
12 mos.
24 mos.
The purpose of this policy is to establish guidelines for employee dress and grooming to ensure a
professional image is portrayed by all East Baton Rouge Parish Sheriff’s Office employees.
Most employees are issued uniforms as directed by the Sheriff for their respective work
assignments to allow them to be easily identified by the public and to present a consistent image
of the Office. Some employees, due to the nature of their job assignments, are not required to
wear uniforms. The provisions of the Uniforms and Grooming Policy apply to all employees.
POLICY
Employees, who have been issued uniforms, will wear the uniform they have been assigned
while on-duty.
 Employees are responsible for ensuring that their uniforms are clean and serviceable at all
times.
 Employees, who have been issued uniforms, will wear the uniform they have been assigned
while on-duty. On-duty time includes working regular shift, court attendance, or any other
function where the employee is representing the East Baton Rouge Parish Sheriff’s Office.
 Accommodations may be made for legitimate religious or medical reasons. Request for such
accommodations should be made in writing and submitted to the Human Resources Division.
 Supervisors may grant permission to wear civilian clothes for special occasions, fund-raising
events, short-term medical necessity or when civilian attire is more appropriate due to the
nature of the assignment.
 When allowed to wear civilian attire on duty, employees will wear attire appropriate to an
office environment, unless there is a specific need to do otherwise.
o Civilian attire should be comfortable and practical for work, but not distracting or
offensive to others. Clothing that reveals cleavage, chest, stomach, back, or
underwear is not appropriate.
o Clothing should not be torn, dirty, faded, wrinkled or frayed.
o Shorts, flip-flops and sleeve-less shirts may not be worn.
o Supervisors may send inappropriately dressed employees home, without pay, and
require that the employee report back to work in the appropriate uniform.
o While in civilian attire, employees shall pay particular attention to weapon
concealment so as not to alarm the general public.
UNIFORMS
A. The Uniform Shall:
 Fit properly. Custom tailoring is allowed but the uniform must maintain its
original integrity. The fit of the uniform must remain conservative and
professional in appearance
 Be worn in its entirety. All employees working in pairs or as a group shall be in
like uniforms.
 Be presented upon instruction for periodic inventory, inspection, and replacement
when needed.
 Be kept fully fastened as required.
 Be returned to the East Baton Rouge Parish Sheriff’s Office at the end of
employment with the Office.
B. The Uniform Shall Not:
 Be worn in an attempt to gain favorable consideration in purchasing anything of
value or to receive free admission, gifts, or gratuities.

Be worn mixed with visible articles of civilian clothing including: necklaces,
chains, or chokers.
o Religious medals may be worn provided they are not visible.
o Wrist watches may be worn.
o Rings shall be limited to a total of two (2), one on each hand.
o Bracelets and wrist chains shall not be worn, unless the item worn is for
medical reasons. Other similar articles which reflect a less than
professional appearance are also prohibited.
 Be adorned by unauthorized insignia or decorations.
 Be worn by any person other than an employee of the East Baton Rouge Parish
Sheriff’s Office to whom the uniform was issued.
 The wearing of any eyewear of unusual design, construction, shape, or color
which projects a less than professional appearance is prohibited while in uniform.
 Be modified in any manner which projects a less than professional appearance.
C. Uniform Replacement
 New or replacement uniforms will be issued at the direction of the Sheriff or his
designee.
 Articles that are discolored or faded, or have frayed edges due to simple wear and
tear must be inspected by the supervisor or designee who will then either approve
or disapprove the item replacement.
 Employees who need a replacement item must complete the “Uniform and
Equipment Request Form.” The request must be signed by the employee’s
Captain or equivalent level supervisor and forwarded to the Property Control and
Equipment Room.
 Employees who damage or destroy any part of their uniforms due to simple
neglect may be required to reimburse the Office for replacement of the item.
DRESS STANDARDS
A. General Dress Standards
 Black t-shirts may be worn under the uniform shirt.
 Black or tan boots may be worn when wearing khaki uniform pants.
 Black leather belts and boots must be worn with the green uniform pants
B. Badges, Name/Service Plates, Insignia Placement
 Only Patches, ribbons, badges, and insignia issued by EBRSO may be worn on
the uniform.
 All leather, badges, name/service plates, service medals, marksmanship bars,
collar pins, etc. shall be polished.
 The office issued name/service plate shall be worn on the right pocket, starting at
the second (seam) of the pocket.
 The badge shall be worn over the left pocket. Badges are not worn with
Clerical/Administrative Support uniforms.
 The marksmanship bar shall be worn horizontally on the left pocket, starting at
the top edge (seam) of the pocket.
 The American flag pin (9-11) shall be worn over the right pocket, starting at the
top (seam) with the bottom edge flush with the top of the name/service plate.

Military pins shall be worn on the left pocket, centered above the button.
Motormen may wear military pins centered, to the left of the motor pin.
 Motormen pins will be worn on the left pocket flap centered above the button.
 The Explosive Ordnance Disposal (EOD) pin shall be worn on the right pocket
centered above the button, below the nameplate.
 All schools, training, hurricane pins, shall be worn in this order, with all edges
being flush with the top of the adjacent pin:
o Schools (LSU, CARTA, Communications, etc.)
o FTO/Trainer Pin
o Hurricane Katrina Pin
o Hurricane Gustav Pin
o Military Pin (no larger than a nickel)
 Collar Brass (“E.B.R.” and “S.O.”) shall be worn on the collars. The placement
(right/left collar) instructions are from the perspective of someone looking at the
deputy.
o Short-Sleeve Uniform --The E.B.R. pin shall be worn on the right collar,
centered, and placed horizontally along the bottom seam of the collar. The
S.O. pin shall be worn on the left collar, centered and placed horizontally
along the bottom seam of the collar.
o Long-Sleeve Dress Uniform – The E.B.R. pin shall be worn on the right
collar, vertically along the long seam so that the “E” is the top letter. The
S.O. pin shall be worn on the left collar, vertically along the long seam so
that the “O” is the top letter.
 Gold metal rank for Lieutenants and above, shall worn on the shoulder epaulets
centered in the cross stitched area.
 Sergeant and Corporal Stripes shall be worn on the sleeves.
C. Black Mourning Band
 A black mourning band may be worn horizontally across the badge.
 The duration of time of a mourning band is to be worn is from the time of death
until midnight on the day of the funeral.
 Wearing of the mourning band must be approved by a supervisor of Captain rank
or higher.
D. Clerical/Administrative Support Employee Dress Standards
 Shirts may be worn tucked or un-tucked; however, un-tucked shirts must be
altered to fall slightly below the waistline and mid-way of the fly/zipper area.
 Belts must be leather and may be dark brown or black in color.
 Stockings should be black, flesh tone, or dark brown.
 Socks should be either black, dark brown, or khaki.
 Shoes should be black or brown leather with a closed toe.
 Tennis shoes may only be worn if accompanied by a physician’s note and the
approval of the Division Commander.
 Skirts may be worn, provided they are made from material supplied by the Office.
Hemlines must extend at least two inches below the knee.
E. Cell Phone Usage While in Uniform

During times of contact with the general public, cell phone usage should be
limited to official duty.
 Blue-tooth devices are not to be worn while on-duty and during times of contact
with the general public.
F. Ballistic Body Armor
 If issued, each commissioned deputy has the option to wear the body armor vest;
however, when a deputy is on-duty, the body armor shall be inside the unit and
accessible for immediate use.
 Deputies engaged in a tactical or high-risk operational plan shall wear a ballistic
vest appropriate to the mission.
G. Extra Duty Assignments
 Employees must wear the Sheriff’s Office Class A uniform when working an
extra-duty assignment.
 Any request to wear attire other than the Class A uniform should be submitted in
writing to the Lieutenant Colonel. The request should list the assignment, hours
worked, and reasons for not wearing the Class A uniform. The request will be
reviewed for approval or disapproval.
H. Undercover Assignments
 Deputies assigned to perform undercover work, where unusual hairstyles or
appearance are necessary to accomplish a specific mission, are exempt from this
order.
 The deputy’s Commander may grant deviation from this order for deputies below
the rank of Captain, working routine plainclothes assignments.
 Plainclothes deputies must comply with this order when working a temporary
uniform assignment.
BODY ART/MODIFICATION
Body art is defined as, but not limited to, tattoos, brands, and intentional scarring. Employees
with existing body art prior to the effective date of this policy shall be exempt from these
provisions for their existing, non-removable, body art only.
 Mutilation, tongue bifurcation, and foreign objects inserted under the skin are
prohibited.
 Body art to the head, neck, and facial area is prohibited.
 Body art cannot contain nudity, profanity, or be perceived as gang related, criminal,
obscene, sexual, racial or detract from the professional image of the Office.
 Body art which is visible on the hands and/or arms while wearing a short sleeve uniform
must be able to be completely covered by a single 3x5 index card.
 Dental ornamentation is prohibited. Capped, veneered, or natural teeth shall not be
decorated with designs, initials, or jewels.
 Excessive and unusual piercings are prohibited.
 Tongue ornaments and facial piercings are not permitted to be worn while on duty.
HYGIENE
Employees are to ensure that they follow conventional standards of personal hygiene. No
employee shall have an odor generally offensive to others when reporting to work. An offensive
body odor may result from a lack of good personal hygiene, from an excessive application of
fragrant cologne or perfume, or other causes, such as smoking or medical issues.
GROOMING REQUIREMENTS
A. Male Employees
 Scalp art, designs, letters, or pictures carved into the hair on the back or sides of the
head are prohibited.
 Sideburns shall be neat, squared, and not extend below the bottom of the ear.
 Hair may be worn so as to permit it to extend over the top quarter of the ear.
 Regardless of style, hair must be neatly trimmed and shall not extend below the top of
the collar in the back.
 The hair on top of the head will present a neat and professional appearance.
 The thickness and/or bulk of the hair on the side of the head, above the ear, and at the
base of the skull will not exceed one half inch.
 Hair on the back of the head will have a tapered appearance.
 Hair in front will be groomed so that it does not fall below the band of properly worn
uniform headgear.
 The wearing of a wig or hairpiece by male personnel while in uniform or on-duty is
prohibited except to cover natural baldness or physical disfigurement. When worn, it
will conform to standards herein.
 Hair coloring must appear natural.
 Beards and/or goatees are prohibited by personnel who wear Class A or 5.11
uniforms.
 Mustaches are permitted provided they are neatly trimmed. Mustaches shall not
extend below the corners of the mouth, nor shall they be twisted or curled at the ends.
 Fingernails must be clean and neatly trimmed. There shall be no designs or color on
the fingernails while on duty.
B. Female Employees
 The length, bulk, or appearance of natural hair will not be excessive, ragged, or
unkempt. Hair will be neatly groomed and shall not extend below the top of the collar
in the back, unless assigned clerical duties.
 Hair in front will be groomed so that it does not fall below the band of properly worn
uniform headgear, unless assigned clerical duties.
 The bulk of the hair shall not interfere with the wearing of headgear.
 Ponytails or plaited hair is unacceptable, unless assigned clerical duties.
 A bun is permissible when worn on the top or back of the head, provided it does not
interfere with the wearing of headgear or hang over the collar.
 Hairpieces or wigs worn on-duty must appear natural and be in conformance with the
standards stipulated herein.
 Hair coloring must appear natural.
 No ornamentation may be worn in the hair.
 Cosmetics, when worn, must be natural in appearance.
 Fingernails must be clean and neatly trimmed. Nail length cannot present a safety
hazard or interfere with the performance of job duties. Neutral or subtle nail color is
allowed, however; designs, two-tone or multi-tone colors are prohibited.
Number
04-07
Effective Date
May 1, 2013
Procedural Order
Subject
Reporting Lost or Stolen Weapons and Equipment
Revision Date
September 4, 2013
Chapter
Reevaluation
Equipment
6 mos.
12 mos.
24 mos.
04-07.01 Purpose
To provide EBRSO employees with procedures to follow when equipment is lost or
stolen
04-07.02 Definitions
A. A Weapon is defined as any item issued by the EBRSO, or acquired by the
Deputy for use and approved for such use; whether intermediate, less lethal or
lethal in design, for the purpose of performing the duties of a Deputy Sheriff.
B. Intermediate Weapons are most commonly looked upon as Asp, Baton, Chemical
Spray, Less Lethal Shotguns, Gas Deployments Guns or Tasers.
C. Deadly Force Weapons most commonly refers to Handguns, Shotgun or Rifles
D. Equipment is defined to include, but not limited to Protective Vest, Office Issued
Duty Belt, etc.
04-07.03 Responsibilities
A. It is the responsibility of all employees to immediately report any lost or stolen
item issued by the EBRSO or acquired by the employee, and approved by the
EBRSO to be utilized for the defense and protection of the Deputy or public. If it
is determined that the weapon or item was not properly secured, the deputy will
bear the cost to replace the weapon or other equipment.
B. When reporting an item as lost or stolen, employees will supply their supervisors
with a description of the item and any accompanying serial number assigned to it.
Serial numbers should be retained by the employee, but may be obtained through
the EBRSO issuing entity, if necessary.
C. Supervisors must insure that the employee immediately acquires a file number,
and that the appropriate reports and documentations are made in NCIC, if
applicable.
D. Notification to the issuing entity of the EBRSO should be made as soon as
possible. The notification should include the file numbers and/or copies of the
incident report.
E.
F.
If a weapon is stolen outside of EBRSO jurisdiction, the employee is required to
file a report in the jurisdiction of the occurrence and comply with Items A through
D above.
Any loss or theft of weapons or equipment will result in a review of the incident
by the Deputy’s Division Commander to determine if the Sheriff Office suffered a
loss due to negligent actions or inactions by the Deputy. The Division
Commander shall report his findings up the chain of command. If negligence is
determined to be the cause of the loss of Sheriff Office property, appropriate
disciplinary action will be taken.
Number
Effective Date
04-08
5/1/2013
Procedural Order
Subject
Revision Date
Guidelines for Social Media Use in Investigations
Reevaluation
Chapter
Equipment and Resources
6 mos.
12 mos.
24 mos.
PURPOSE
This order establishes guidelines for the use of social media in pre-employment background
investigations, crime analysis and situational assessments as well as in criminal intelligence
development and criminal investigations.
POLICY
Social media may be a valuable investigative tool to detect and prevent criminal activity. Social
media has been used for community outreach events such as providing crime prevention tips,
providing crime maps and soliciting tips about unsolved crimes. Social media may also be used
to make time sensitive notifications regarding special events, weather emergencies or missing or
endangered person. While social media is a new resource for law enforcement, employees must
adhere to this policy to protect individuals’ privacy, civil rights, and civil liberties as well as to
prevent employee misconduct.
DEFINITIONS
F. Crime Analysis and Situational Assessment Reports – Analytic activities to enable the
EBRSO to identify and understand trends, causes and potential indications of criminal
activity, including terrorism and gang activity.
G. Criminal Intelligence Information – Data which meets criminal intelligence collection criteria
and which has been evaluated and determined to be relevant to the identification of criminal
activity engaged in by individuals who or organizations which are reasonably suspected of
involvement in criminal activity.
H. Criminal Nexus – Established when behavior or circumstances are related to an individual or
organization’s involvement or planned involvement in criminal activity or enterprise.
I. Online Alias – An online identity encompassing identifiers, such as name and date of birth,
differing from the employee’s actual identifiers, that uses a nongovernmental Internet
Protocol address. Online alias may be used to monitor activity on social media websites or to
engage in authorized online undercover activity.
J. Online Undercover Activity – Utilization of an online alias to engage in interactions with a
person via social media sites that may or may not be in the public domain.
K. Public Domain – Internet resource that is open and available to anyone.
L. Social Media/Social Media Websites – A category of Internet-based resources that integrate
user-generated content and user participation. These websites focus on building online
communities of people who share interests and activities and/or exploring the interests and
activities of others. These sites include, but are not limited to, social networking sites, blogs
and micro blog sites, photo and video sharing sites, wikis, and news sites.
M. Social Media Monitoring Tool – A tool used to capture data and monitor social media sites
by utilizing automated tools such as web crawlers and word search functions to make
predictive analysis, develop trends or collect information.
N. Valid Law Enforcement Purpose – Information or intelligence gathering, development,
collection, use, retention or sharing that furthers the authorized functions and activities of a
law enforcement agency while adhering to laws and agency policies designed to protect the
privacy, civil rights and civil liberties of Americans. The outcomes may include the
prevention of crime, ensuring the safety of the public, furthering officer safety and homeland
and national security.
UTILIZATION OF SOCIAL MEDIA
A. Social media may be used by authorized personnel for a valid law enforcement purpose.
The following are valid law enforcement purposes:
1. Pre-employment background investigations;
2. Crime analysis and situational assessment reports;
3. Criminal intelligence development; and
4. Criminal Investigations
B. While on-duty, employees may utilize social media, access social media websites, online
aliases and social media monitoring tools only for valid law enforcement purposes. The
utilization of an online alias or social media monitoring tool for personal use in
prohibited and is considered employee misconduct subject to disciplinary action.
C. Employees will only utilize social media to seek or retain information that
1. Is based on a criminal predicate or threat to public safety; or
2. Is based on upon reasonable suspicion that an identifiable individual, regardless of
citizenship or U.S. residency status, or organization has committed an identifiable
criminal offense or is involved in or is planning criminal conduct or activity that
presents a threat to any individual, the community or the nation; or
3. Is relevant to the investigation and prosecution of suspected criminal incidents;
the resulting justice system response; the enforcement of sanctions, orders or
sentences; or the prevention of crime; or
4. Is useful in crime analysis or situational assessment reports for the administration
of criminal justice and public safety; or
5. Is relevant to pre-employment background investigations.
D. The EBRSO will not utilize social media to seek or retain information about
1. Individuals or organizations solely on the basis of their religious, political, social
views or activities; or
2. An individual’s participation in a particular non-criminal or lawful event; or
3. An individual’s race, ethnicity, citizenship, place of origin, disability, gender or
sexual orientation unless such information is relevant to the individual’s criminal
conduct or activity or if required to identify the individual; or
4. An individual’s age other than to determine if someone is a minor.
E. The EBRSO will not directly or indirectly receive, seek , accept or retain information
from
1. An individual or nongovernmental information provider who may or may not
receive a fee or benefit for providing the information if there is reason to believe
that the information provider is legally prohibited from obtaining or disclosing the
information; or
2. A source that used prohibited means to gather the information.
AUTHORIZATION TO ACCESS SOCIAL MEDIA WEBSITES
This section addresses the authorization necessary to utilize social media and access social media
websites for crime analysis and situational awareness/assessment reports, intelligence
development, and criminal investigations.
A. Public Domain – No authorization is necessary for general research, topical information
or other law enforcement uses that do not require the acquisition of an online alias.
B. Online Alias --- An online alias may only be used to seek or retain information that
1. Is based on a criminal predicate or threat to public safety; or
2. Is based on upon reasonable suspicion that an identifiable individual, regardless of
citizenship or U.S. residency status, or organization has committed a criminal
offense or is involved in or is planning criminal conduct or activity that presents a
threat to any individual, the community or the nation and the information is
relevant to the criminal conduct or activity; or
3. Is relevant to the investigation and prosecution of suspected criminal incidents;
the resulting justice system response; the enforcement of sanctions, orders or
sentences; or the prevention of crime; or
4. Is useful in crime analysis or situational assessment reports for the administration
of criminal justice and public safety.
C. Authorization for Online Aliases
1. Deputies must submit a request for an online alias to their Commanders. The
request must contain the following information:
i. Purpose for the request (i.e. type of investigative activity);
ii. Username;
iii. Identifiers and pedigree to be utilized for the online alias, such as email
address, username and date of birth. Do not include passwords for online
aliases and ensure passwords are secured at all times; and
iv. Photograph to be used with the online alias, if applicable.
2. The Commander must evaluate the request to determine whether an online alias
would serve a valid law enforcement purpose. The Commander must maintain
the approved requests for online aliases for two years following the deactivation
of the online alias.
3. Investigative personnel with an approved online alias may use their online alias to
make false representations in concealment of personal identity in order to
establish social media accounts. The establishment of a social media account
with an approved online alias must be documented.
4. After deactivation, online alias maybe reactivated and may be used in other
investigations. The same authorization process must be followed when utilizing a
reactivated online alias.
D. Authorization for Online Undercover Activity
1. A deputy who has an authorized online alias may request authorization to engage
in online undercover activity.
2. Online undercover activity occurs when the deputy utilizing the online alias
interacts with a person via social media. Online undercover operations will only
be authorized when there is reason to believe that criminal offenses have been,
will be or are being committed.
3. Deputies must submit a request to engage in online undercover activity to their
Commander. The request must contain the following information:
i. Online alias(es) to be used
ii. Social media accounts utilized
iii. Valid law enforcement purpose
iv. Anticipated duration of the online undercover activity
4. The Commander must evaluate the request to determine whether online
undercover activity is appropriate. If the request is approved, the authorization
must be maintained in the file containing the record of the online undercover
activity.
5. In situations involving exigent circumstances, the Commander may provide
verbal authorization for online undercover activity. The Commander should
provide written documentation of the request, the exigent circumstances and the
circumstances of the verbal authorization as soon as practicable.
6. A record will be maintained of all online undercover activity.
7. Once authorized to engage in online undercover activity, the deputy should utilize
the appropriate deconfliction system.
8. All approved online undercover activity requests will be reviewed monthly by the
Commander to ensure continued need for the activity. Approved online
undercover activity that does not provide information regarding a valid law
enforcement purpose within thirty (30) days will be discontinued.
9. A summary will be placed in the file indicating the date of the termination of the
online undercover activity. The online alias may be maintained if it is anticipated
that it will be utilized again.
AUTHORIZATION TO USE SOCIAL MEDIA MONITORING TOOLS
A. Prior to using a social media monitoring tool, the Commander will submit a request
through the chain of command to the Major for authorization to use it. The social media
monitoring tool may be use in criminal investigations, criminal intelligence development,
crime analysis and situational assessment reports. The request must contain the
following information:
1. A description of the social media monitoring tool;
2. Its purpose and intended use;
3. The social media websites the tool will access;
4. Whether the tool is accessing information in the public domain or information
protected by privacy settings; and
5. Whether the information will be retained by the EBRSO, and if so, the applicable
retention period for such information.
B. In exigent circumstances, the Commander may obtain verbal authorization to use the
social media monitoring tool and provide written documentation as soon as practicable.
The written documentation should include a description of the exigent circumstances and
the verbal authorization, as well as the required information for the request.
C. If approved the social media monitoring tool may be used for a period of ninety (90) days
or, in the case of situational assessments of large events or gatherings, until the
conclusion of the law enforcement activity related to the event. After the ninety (90)
days, the Commander must submit to the Major a summary describing the law
enforcement actions that resulted from the use of the social media monitoring tool. If
continued use is needed, the summary many also contain a request to continue using the
social media monitoring tool.
SOURCE RELIABILITY AND CONTENT VALIDITY
Information developed from social media sites should be corroborated using traditional
investigative tools including interviews, verification of addresses, verification of internet
protocol address information, or other lawful means.
DOCUMENTATION AND RETENTION
A. All information obtained from social media websites, other than for crime analysis or
situation assessment reports, will be placed in a case file, suspicious activity report, or
intelligence report. At no time should investigative personnel maintain any social media
files outside of these authorized files.
B. Crime analysis and situational assessment reports may be prepared for special events
management, including First Amendment-protected activities. At the conclusion of the
situation requiring the report or the First Amendment-protected event where there was no
criminal activity related to the information gathered, the information obtained from the
social media monitoring tool will be retained for no more that (14) days. Information
from the social media monitoring tool that does indicate a criminal nexus will be retained
in an intelligence report, suspicious activity report or case file.
C. Information identified as criminal in nature that is obtained in the course of an
investigation from a social media site will be collected and retained using screen shots,
print-outs of chat logs, copying uniform resource locators (URLs), or storing the
information via secure digital means for subpoena or investigatory purposes. When
possible, employees will use investigative computer systems and software intended to
record data from social media sites.
OFF DUTY CONDUCT
A. An employee who becomes aware of potential criminal activity via the internet while off
duty shall contact their supervisor to determine the best course of action.
B. As soon as practicable following awareness of the potential criminal activity, the
employee should prepare detailed notes to document a complete description of the
information observed and specifics as to the events that occurred or action taken.
C. Employees shall act to preserve and maintain proper custody of images, texts,
photographs or other potential evidence.
PERSONAL EQUIPMENT, PERSONAL SOCIAL MEDIA WEBSITES AND PASSWORDS
Given the ease with which information can be gathered from public internet searches, tracking
services, and other computer analytic technology, the use of employees’ personal or family
internet accounts, social media or internet service for official EBRSO business is prohibited.
RETENTION AND DISSEMINTION OF SOCIAL MEDIA INFORMATION
Retention and dissemination of social media information will be the same as the type of file,
whether paper or electronic, in which the information is located. For example, retention and
dissemination of social media information in an intelligence file will be treated in the same
manner as all other information in an intelligence file. Information developed during the course
of a criminal investigation will be located in the investigative case file and retained and
disseminated in the same manner as the investigative case file.
EMPLOYMENT BACKGROUND INVESTIGATIONS
A. As part of its employment background process, EBRSO personnel will conduct a search
of social media websites and profiles in the public domain regarding the applicant.
Applicants will be notified that this search will be conducted.
B. Applicants are not required to disclose passwords to social media sites or profiles to any
representative of the EBRSO. In the event an applicant discloses their password, the
EBRSO will not log into the applicant’s social media site or profile.
C. Only information in the public domain will be reviewed. Employees will not search or
attempt to gain access to private social media profiles.
D. Online aliases will not be used to conduct employment background investigations.
E. Only criminal comments or images will be collected as part of the background
investigatory process. Employees will not collect or maintain information about the
political, religious, or social views, associations or activities unless such information
directly relates to criminal conduct or activity.
F. During the course of a background investigation, if a reference, supervisor or colleague
of the applicant provides negative information the about the applicant related to a social
media site, the employee conducting the background investigation will prepare an
investigative summary outlining the information provided by the reference.
SANCTIONS FOR MISUSE
Any employee who violates the provisions of this directive will be subject to disciplinary action,
up to and including termination.
COMPLAINTS
A. Employees will report violations or suspected violations of this directive to Internal
Affairs.
B. Complaints from the public regarding information obtained from social media websites
will be submitted to Internal Affairs for investigation.
Number Effective Date
03/02/98
05-01
Procedural Order
Subject
Operations
Revision Date
01/26/09
Patrol
Reevaluation
Annually
Chapter
05-01.01
EMERGENCY RESPONSE CODES
Upon receipt of information concerning an incident or crash, Communications
shall determine the appropriate response code, one, two, or three. Code
assignment shall determine the method of response by the assigned deputy.
 A code one response applies to routine calls. The deputy shall proceed to
the scene without delay or excessive speeding and generally without the
use of emergency warning devices being used
 A code two response applies to urgent calls. The deputy shall proceed to
the scene without delay. Emergency warning devices are usually used to
arrive at the scene as quickly and safely as possible. Sound judgment are
essential
 A code three response applies to emergency calls. Deputies should
respond using all emergency warning devices to arrive at the destination
as quickly as possible while maintaining due regard for personal and
public safety
 The difference between a code two and code three response is; code three
assignments are reserved for calls where there is a presumed actual danger
of serious injury or death as compared to the likelihood of personal injury
if assistance is delayed
 Emergency warning devices shall be used in accordance with state law
and this order
 Careless or reckless disregard of state law or the provisions of this order
may subject the deputy to criminal or civil liability and/or disciplinary
action
05-01.02
PURSUIT DRIVING
A vehicular pursuit of fleeing suspects presents a danger to the lives of the public,
deputy, and suspects involved in the pursuit. The policy of the Office is to protect
lives to the greatest extent possible while making every reasonable effort to
apprehend violators. This policy establishes guidelines for pursuit driving which
balance the deputy’s duty to enforce the law through the apprehension of violators
with the Office’s responsibility to protect lives.
05-01.03
PURSUIT DEFINITION
Pursuit – An active attempt by a deputy operating a motor vehicle utilizing
emergency warning lights and/or audible devices to apprehend one or more
occupants of another moving vehicle when the deputy reasonably believes that the
driver of the fleeing vehicle is aware of the attempts to stop him/her and refuses to
stop. The fleeing driver has demonstrated resistance by excessive or decreasing
speed without stopping, ignoring traffic controls, leaving the roadway or forcing
others off the road, or otherwise attempting to elude the deputy. It shall not be
considered a pursuit when the deputy is merely trying to catch up to a suspected
violator.
 Primary Unit – Any police vehicle that initiates a pursuit or any unit that
assumes control of the pursuit as the lead vehicle
 Secondary Unit – Any police vehicle which becomes involved as a
backup to the primary unit
 Roadblock – A restriction or obstruction used or intended for the purpose
of preventing free passage of vehicles on a roadway to apprehend a
violator. It may be stationary or moving
 Avenue of Escape – An opening or a gap in a roadblock wide enough to
permit a vehicle to safely bypass or negotiate the roadblock at a reasonable
speed

Legal Intervention – Any action undertaken by a pursuing deputy
intended to result in contact between the police vehicle and the pursued
vehicle to stop a continuing offense or any other driving action which may
foreseeable pose a threat to public safety, any peace officer, or the violator
05-01.04
DECISION TO PURSUE
The decision to pursue a fleeing vehicle is among the most critical decisions that a
deputy can make. Each decision to pursue must be based upon the conditions and
circumstances existing at the time. Ultimately, the test will be “reasonableness” of
the course of action taken.
 Every deputy should be aware of the inherent danger to which he/she
exposed themselves and other to, during a pursuit. It is imperative that the
deputy weigh the need for immediate apprehension of the violator against
the risk created by the pursuit

In recognition of the potential risk to public safety, no deputy or
supervisor shall be criticized or disciplined for a decision not to engage in,
or terminate an ongoing pursuit even under circumstances where this
policy permits the engagement or continuation of a pursuit
A deputy may initiate a pursuit when:
 A suspect operating the vehicle refuses to stop at the direction of the
deputy
 The suspect exhibits the intention to avoid arrest by using the vehicle to
evade apprehension for a felony or misdemeanor
 The suspect, if allowed to flee, could present a danger to human life or
cause serious injury
A deputy involved in a pursuit shall consider these factors in determining the
continuation of the pursuit:
 The nature of the offense involved
 The character of the suspect, if known
 The risks and dangers faced by the deputy
 The chance of the suspect’s escape if the pursuit is not employed
 The existence of alternate methods of arrest
 The performance capability of the pursuit vehicle
 The amount of vehicular and pedestrian traffic
 Roadway conditions
 Weather conditions
 Visibility
 The exigency of the moment
 The exercise of reasonable judgment
05-01.05
DEPUTY’S RESPONSIBILITY
Upon engaging in a pursuit, the pursuing deputy shall:
 Immediately activate his/her vehicle’s emergency lights and/siren if not
already activated

Notify Communications of the pursuit and provide the following
information as soon as practicable:
 The location, speed, and direction of travel
 The description and license plate number of the fleeing vehicle
 The number of occupants and their description if possible
 The reason for the pursuit
 Continuous updates of location and direction of the pursuit
 The primary pursuit unit shall assume the role of a backup or support unit
when a supervisor directs another unit to assume primary pursuit
responsibilities or when an air unit establishes direct surveillance of the
fleeing vehicle
 Any deputy involved in a pursuit during which their vehicle sustains any
damage or essential equipment failure shall notify Communications so that
another unit may be assigned to the pursuit if necessary
 The deputy shall notify Communications of his/her location upon stopping
the violator. In addition, he/she shall notify Communications when the
situation is under control
05-01.06
SECONDARY UNIT’S RESPONSIBILITY
Any deputy joining in a pursuit initiated by another agency shall notify
Communications as soon as practicable. Until a supervisor directs the actions of
the pursuing units, only one secondary unit should become directly involved in a
pursuit unless a rolling roadblock is utilized.
 The secondary unit deputy is responsible for serving as a backup to the
primary unit. This deputy shall respond to directions from the primary unit
deputy unless directed otherwise by a supervisor



Once engaged in the pursuit, the secondary unit deputy shall activate
emergency lights and siren
When practicable, the secondary unit deputy shall assume the
responsibility for ongoing pursuit radio Communications for the primary
unit
If requested by the primary unit deputy or directed by a supervisor, the
secondary unit deputy may assume primary unit status. Otherwise, the
secondary unit should not attempt to overtake or pull alongside the
primary unit
05-01.07
COMMUNICATIONS RESPONSIBILITY
During a pursuit, Communications personnel shall:
 Receive and record all information on the pursued vehicle
 Control all radio Communications and clear radio channels of all nonemergency radio traffic
 Coordinate and dispatch backup assistance under direction from the Shift
Supervisor
 Obtain criminal records and vehicle checks of the suspects
 Notify adjacent cities and parishes when a pursuit may extend into their
jurisdiction
05-01.08
PURSUIT SHIFT SUPERVISOR RESPONSIBILITIES
Upon notification that a pursuit is in progress, the Shift Supervisor shall:
 Monitor and control the pursuit
 Continuously review the incoming data and specifically consider the
factors enumerated in this order to determine whether the pursuit should
be continued
 Direct vehicles into and out of the pursuit
 Designate primary, support, or other backup vehicles responsibilities

Approve the coordinating pursuit tactics, including the decisions to
establish roadblocks or use of legal intervention to terminate the pursuit
 Approve or terminate a pursuit
 Terminate the pursuit at any time if he/she concludes that the danger to
the pursuing deputy or the public outweighs the necessity for the
immediate apprehension of the violator
The Shift Supervisor may approve and assign additional units to assist in a pursuit
after considering:
 The nature of the offense for which the pursuit was initiated
 The violator’s known history of violence, particularly toward law
enforcement officers
 The number and location of available units
 The number of units already involved in the pursuit and the danger to the
public in assigning additional units
 Any injury to the primary or secondary deputies or damage to their
vehicles

05-01.09
Any other clear and articulable facts that would warrant an increased
number of pursuit vehicles
PURSUIT TRAFFIC REGULATIONS
 Unless expressly authorized by a shift supervisor, a pursuit should be
limited to the assigned primary and secondary vehicles. A deputy not
directly involved in the pursuit may assist by proceeding to the area of the
pursuit, monitor radio traffic, and position him/herself so that they may
assist if needed
 A pursuit should not be conducted in a direction opposite the flow of
traffic on a divided highway. However, this will not prevent a deputy
from traveling in the proper direction on the divided highway while the
suspect is traveling the wrong way
 A pursuit should not be conducted when any non-law enforcement
personnel occupies an Office vehicle
 An unmarked unit shall not participate in a vehicle pursuit unless it is
equipped with an emergency warning light and/or siren. An unmarked
unit engaged in a pursuit shall relinquish primary unit status as soon as
practicable upon the participation of a marked unit
 The use of tire deflating devices is recommended before the establishment
of a roadblock or the use of legal intervention
 Stationary roadblocks should be employed as on of the last resorts to end
a pursuit. Deputies may initiate a roadblock after other reasonable means
to stop the violator have failed
The risk of continuing a pursuit must be greater than the risk encountered by
establishing the roadblock. Factors to be considered include:
 The safety of the public
 The safety of the deputies involved
 The safety of the violator
A roadblock shall be established in an area that offers clear visibility to
approaching traffic and to highway users. In addition:
 An avenue of escape through or around stationary roadblocks must be
established to permit negotiation of the roadblock at a reasonable speed
 Deputies shall place themselves in themselves in a position of safety and
not expose themselves to injury for the sake of stopping a moving vehicle
 Vehicles used in a roadblock shall be unoccupied and the emergency lights
shall be deployed
 All units not involved in the roadblock should be positioned off the
roadway, with emergency lights on, and ready to resume the pursuit
should the fleeing vehicle not stop
 Other deputies and units not directly involved with the roadblock should
be moved away from the roadblock area
 Unless specific consent is obtained from an owner or operator, privately
owned vehicles shall not be used as part of a roadblock


Legal intervention by intentionally contacting or striking a fleeing vehicle
is authorized when necessary to prevent escape of a suspect who has
committed a felony, whom a deputy has probable cause to believe has
committed a felony, or poses a significant threat of death or serious
physical injury to the deputy or others. The decision to use legal
intervention should be based on the totality of circumstances
Shooting at or from a moving vehicle is prohibited except where the use of
deadly force is justified
05-01.10
PURSUIT TERMINATION
The pursuing deputy or shift supervisor may terminate a pursuit when continuing
the pursuit exceeds the value of apprehending the suspect and/or poses a clear and
unreasonable hazard to the public, deputies, or suspect.
05-01.11
INTER-JURISDICTIONAL PURSUITS
 If a pursuit extends into another parish, the agency into which the pursuit
enters shall assume responsibility for the pursuit and advise which radio
frequency the units in the pursuit shall use
 The agency with jurisdictional authority shall assume the primary unit
position and the deputy that initiated the pursuit shall assume a support or
backup role. Upon apprehension of the violator, the deputy initiating the
pursuit shall provide any information needed for the arrest of the violator
if he/she is not the one making the arrest
 No deputy should become involved in a pursuit initiated by another
agency unless requested to do so by his/her shift supervisor or the
pursuing agency.
05-01.12
POST-PURSUIT
At the conclusion of the pursuit, the shift supervisor shall conduct a debriefing
with the deputies involved. Absent extenuating circumstances (i.e. crash, property
damage, etc.) Supervisors should evaluate and discuss the application of policy
and proposed alternatives. In the event of extenuating circumstances, a written
debrief should be submitted to the deputy’s Commander, as well as the Traffic
Commander
Procedural Order
Subject
Bias-Profiling
Number Effective
Date
05-02
07/01/99
Revision
Date
01/26/09
Chapter
Patrol
05-02.01
Reevaluation
Annually
BIAS-BASED PROFILING
 Purpose – To establish policy pertaining to bias-based profiling and to set
procedures for training, reporting, and investigating incidents involving
bias-base profiling
 Philosophy – The East Baton Rouge Sheriff’s Office does not condone the
use of bias-based profiling in any of its enforcement programs. The
practice of bias-based profiling alienates citizens, fosters distrust of law
enforcement by the community, invites media scrutiny, judicial
intervention, and may lead to claims of civil rights violations
 Definition – any police initiated action that relies upon race, ethnicity,
gender, sexual orientation, or national origin of and individual rather than
the behavior of that individual or information that leads the police to a
particular individual who has been identified as being engaged in or
having been engaged in criminal activity
Prohibition of Conduct:
 Deputies are prohibited from performing bias-based profiling for traffic
stops, field contacts, asset seizure, and forfeiture efforts
 Deputies may use those characteristics listed in this order to determine if a
particular individual, who has been identified as being engaged in or
having been engaged in criminal activity, matches a specific description
Reporting Requirements:
 Employees who witness bias-based profiling shall document the
occurrence to include a detailed record of events, listing all witness,
promptly report the action to their immediate supervisor and/or file a
formal internal complaint
 If the person who committed the violation is the employee’s supervisor,
the employee should report the incident to the next highest level within
their chain-of-command or to the Commander of Internal Affairs.
 Any supervisor who receives a complaint of bias-based profiling shall
document the complaint, notify the appropriate Section Commander of the
complaint, and forward a copy of the documentation to the Commander of
Internal Affairs
Complaint Investigations:
 Internal Affairs shall investigate all bias-based profiling complaints
 It shall be the duty of each employee to cooperate with the investigation
unless that investigation is of a criminal nature and the employee is a
possible target of that criminal investigation
 Employees shall keep the nature and/or details of an Internal Affairs
investigation in the strictest confidence
 Those employees found in violation of this policy shall be subject to
disciplinary or criminal actions, and again be required to attend remedial
bias-based profiling training



A letter of finding from the Internal Affairs investigation shall be sent to
the Director of Human Resources
The Director of Human Resources shall compile data regarding bias-based
profiling complaints and report the findings to the Sheriff or his designee,
no later than April 1st of each year
The Director of Human Resources shall review the results of the data
obtained to determine if changes in policy are required
Procedural Order
Subject
Enforcement
Chapter
Mountain Bike Patrol
Number Effective
Date
05-03
07/01/99
Revision
Date
01/26/09
Reevaluation
Annually
05-03.01
PURPOSE
The East Baton Rouge Sheriff’s Office Mountain Bike Patrol is established for the
purpose of providing superior Law Enforcement services to the citizens of East
Baton Rouge Parish. The goals of the unit are as follows:
 Provide law enforcement services to the community
 Provide anti-crime patrols
 Community awareness about bicycle safety
 Community policing to bring the Deputies and citizens together
 Provide specialized services to the community
 Provide plain clothes services on special assignments
05-03.02
GENERAL PROCEDURE
 The Sheriff’s Office Bicycle Unit is a very high profile unit within the
Sheriff’s Office. All Members are urged to speak to the public and
develop a positive relationship with the public in their assigned areas
 The Bicycle Patrol will work assignments as assigned by the Sheriff or his
designee
 No Deputy will work any of the bicycle unit assignments unless that
Deputy has completed the IPMBA law enforcement cyclist course. This
will include both regular and reserve officers
 The Deputy assigned to the Bicycle Unit will obey all traffic laws,
including stopping at all stop signs and traffic signals. Deputies should be
aware that their conduct is under very close scrutiny by the public






05-03.03
In emergency situations the law governing the operation of emergency
vehicles will be in effect
All Deputies will give signals as taught in the IPMBA law enforcement
cyclist classes for turns, lane changes, and stopping. These signals are to
conform to state laws on the manner of giving turn signals
During night operations, all State and City/Parish laws concerning lights
on bicycles will be followed except in surveillance operations. Extreme
care will be taken during surveillance operations
Every accident, involving the deputy’s bicycle, will be reported to the
Bicycle Supervisor if it involves personal injury or damage to the bicycle.
This includes falls.
Deputies assigned to the Bicycle unit will not smoke while working
bicycle assignment
As a general rule, bicycle patrol Deputies should ride together as a twoman team. This will allow the Deputies to work together as a tight knit
unit. This is subject to the Bicycle Supervisor, Commander of Detective
or Uniform Patrol, the Sheriff, Colonel or Lt. Colonel
MAINTENANCE/ARE OF THE MOUNTAIN BIKE
 Some repairs or adjustments to the bicycle may be done in the field but
most require special training and tools to be done correctly. Therefore, no
Deputy will add or replace any accessory, device, part, decal, lettering, or
make any alteration to the deputy’s bicycle without the written
authorization of the Bicycle Unit Supervisor
 The law enforcement mountain bicycle and its accessories are assigned to
an individual Deputy, adjusted to the Deputy’s stature, and therefore it is
the Deputy’s responsibility to make sure the bicycle is safely secured
when not being ridden. If it is necessary, the Bicycle Supervisor may
grant another qualified Deputy permission to ride another Deputy’s
bicycle under special circumstances
 The law enforcement mountain bicycle should be securely locked in the
manner the deputy was trained and locked to a fixed object that makes it
difficult to steal the bicycle. In some situations, this will not be practical,
but the deputy should take steps to assure that the bicycle is secure as far
as it is possible considering the circumstances
 Easily removed accessories such as the battery for the night lighting
system should be placed in the deputy’s assigned Sheriff’s Office vehicle
or other safe place when not in use. When the law enforcement mountain
bicycle is not in use and housed at the designated substation, all
accessories will be placed in the rear bicycle saddlebag
 The law enforcement mountain bicycle will not be left unattended and
unsecured except in an emergency situation
 The law enforcement mountain bicycle is not a pleasure vehicle but rather
a Sheriff’s Office emergency vehicle and is owned by the East Baton
Rouge Sheriff’s Office. The law enforcement mountain bicycle will not
be used as a pleasure vehicle in a Deputy’s off duty time. The law












enforcement mountain bicycle falls under the guidelines of the East Baton
Rouge Sheriff’s Office unit policy. Violations of this policy will result in
lost of privileges
When repairs are required that are beyond the ability of the deputy in the
field, or require special tools, the Deputy will take the bicycle to the
designated bicycle shop under contact for the East Baton Rouge Sheriff’s
Office
The Deputy will notify the Bicycle Unit Supervisor if the bicycle requires
more than minor repairs that are defined as adjustments or loose parts.
The bicycle unit supervisor will take the necessary steps to have the
bicycle repaired
The Deputy presenting the bicycle for service will notify the designated
bicycle shop for maintenance at least thirty (30) minutes prior to his/her
arrival so that the shop can accommodate the deputy
The Deputy presenting the bicycle for repair will sign the service ticket at
the bicycle shop. The Bicycle Supervisor will submit the necessary repair
order to Purchasing to have the repairs done. No repairs will be started
until such time as a Purchase Order number has been issued for such
repair. The cost of the repairs to the bicycle will be entered into a log so
that current records may be kept on each bicycle
The bicycle should be repaired as soon as the Deputy arrives. If there is a
problem or the bicycle will need parts that are not in stock, the deputy will
contact the bicycle unit supervisor
Routine repairs such as flats, minor adjustments of the cables, etc., should
be done by the Deputy to whom the bicycle is assigned, The bicycle will
not be taken to the repair shop for a flat tire unless there is a circumstance
beyond the control of the deputy
The bicycle will not be taken to the repair shop for routine cleaning. This
is the responsibility of the deputy to whom the bicycle is assigned
The Deputy to whom the bicycle is assigned will make sure that the
cyclometer is working at all times and will not allow the unit to become
unserviceable due to battery failure
The Bicycle Unit Supervisor will be responsible for maintaining a supply
of spare batteries, spare rechargeable lighting unit batteries, tubes, tires,
and other equipment needed by the officers of the Bicycle Unit
If the bicycle assigned to a deputy is damaged in an accident or other
situation beyond normal wear, he or she will notify the Bicycle Unit
Supervisor as soon as possible. The bicycle will be taken out of service if
the damage is a safety issue and/or until repairs are completed
Deputies found abusing or neglecting the assigned bicycle will be subject
to disciplinary action and may be terminated from the Bicycle Unit for
repeated violations
The law enforcement mountain bicycle will be kept as clean as possible to
present a good image of the unit and the Sheriff’s Office as a whole. The
law enforcement mountain bicycle will be cleaned and maintained in the
manner taught in the IPMBA training classes








05-03.04
Each deputy will make an ABC Quick Check as taught by IPMBA prior to
riding he bicycle
No deputy will ride a bicycle that is malfunctioning, has safety defects, or
one that requires repairs to prevent further damage or wear to the bicycle
When a deputy has a flat tire, the punctured tube will be repaired, if
possible, as soon as possible. The repair of the tube is the deputy’s
responsibility. Each deputy will carry at least one extra tube on the
bicycle for flat repairs
It is the responsibility of the deputy assigned to the bicycle to make sure
that all of the equipment is functional or operational at the start of each
use. This would include a full charge in the night lighting system, fresh
batteries in the taillight, full charge in the stinger flashlight, correct tire
pressure in the tires, etc. Maintaining clean water bottles is also the
responsibility of the deputy. Water bottles of colors other than clear or
white are prohibited
The law enforcement mountain bicycle will not be ridden by anyone other
than designated EBRSO Deputies who have completed the IPMBA law
enforcement Cycling Course
No decals, ads, stickers, promotions, or other non-law enforcement related
items will be placed on the bicycle or its accessories, This does not mean
the manufacture’s labels or name brand placards placed on the bicycle or
it’s accessories by the manufacturer
When transporting the law enforcement mountain bicycle via the car
mounted rack, the deputy transporting the bicycle will follow all of the
manufacture’s recommendations and in addition, use at least one
additional securing device such as a sort section of rope or bungee cord to
secure the bicycle to the rack. Once the rack is mounted on the Sheriff’s
unit, a securing pin through the pin holding the rack into the receiver will
be installed or a small lock used to prevent the pin form coming out of the
rack
During daylight hours, the battery for the night lighting system should be
removed from the front water bottle cage. This will prevent the battery
from being subjected to the bouncing and vibrations during normal use of
the bicycle. Additionally, this will free the front cage to hold another
water bottle.
THE BYCICLE UNIFORM
The Deputy’s bicycle uniform will be worn only when the Deputy is riding the
law enforcement bicycle, or when the Deputy is in route to or from an assignment
where the Deputy is to ride or has ridden the bicycle.
The law enforcement bicycle uniform will be designated by the Sheriff and will
not be changed without his permission. The uniform shall be:
 Shoes will be round-toed black shoes or the approved cycling shoes. No
other footwear will be worn with the cycling uniform. This includes white
tennis shoes, sandals, etc.











05-03.05
The nylon pistol belt will be worn. The leather pistol belt will not be worn
with the bicycle uniform. Two sets of handcuffs will be worn
The cycling helmet will be worn while riding the bicycle. Should the
Deputy be off of the bicycle for an extended period, such as working a
traffic light, the Deputy may wear the baseball style cap. The cap will be
carried inside the truck of the bicycle when it is not in use and not hung
from the bicycle or its accessories. It will be the deputy’s responsibility to
secure the helmet where it will not be stolen. The Deputies cycling helmet
should not be left locked in a vehicle where it can be exposed to high heat
conditions. High heat conditions can ruin the helmet or make it likely to
fail in an accident situation
If a Deputy is involved in a fall, the Deputy will notify the Bicycle Unit
Supervisor so that the helmet can be replaced as damage may have
occurred which is not visible
During the hours of darkness, the Deputy may also wear the reflective
Velcro leg devices. These will be worn around the ankle
The Deputy’s whistle will be worn on the uniform attached to the shoulder
mike cord
Riding gloves will be worn while riding the bicycle and they will be black
or green in color. No bright colored or fluorescent colors will be worn
Body armor is optional but its use is encouraged
Rank insignia will be worn on the sleeves and in the case of a Lieutenant,
the rank insignia will be worn on the epaulette
The Stinger flashlight will be worn on the nylon duty belt or carried in the
truck pack
Eye protection will be worn at all times when the bicycle is in motion.
Eye protection will include prescription glasses that are impact resistant or
other impact resistant eyewear
Socks worn with the uniform will be either green or black. Socks with
“Sheriff” printed on them are approved as long as the base color is green
or black.
WINTER UNIFORM
The winter uniform will consist of the summer uniform with an option to wear the
winter cycling jacket. The jacket can be worn in several forms, which include, the
jacket only, the jacket with the sleeves removed, the jacket worn over long johns
which are worn under the summer uniform, and the jacket worn over arm warmers
which are black in color and do not extend past the sleeves of the jacket
 The winter cycling pants are worn over the summer shorts or may be worn
with out the summer cycling shorts. The nylon pistol belt will be worn
 Winter cycling gloves may be worn and will be green or black in color
 Use of a full head covering is approved as long as it is green or black, will
fit under the cycling helmet, and does not obstruct the view of the Deputy




05-03.06
Use of a neck warmer, ear warmers, and the like is approved as long as the
items are green or black in color and do not have fluorescent colors mixed
in. They will be worn with the winter cycling jacket
Winter socks are approved as long as they are either green or black in color
The shoes for the winter will be round-toed black shoes or approved cycling
shoes. No white tennis shoes, or other bright colored shoes will be worn
The use of a scarf is prohibited due to the danger of it being snagged on an
object while riding
USE OF FORCE
All Deputies of the Mountain Bicycle Unit will announce that they are a “Sheriff
Deputy” to any suspect/person that may be the target of an investigation.
Additionally, the Mountain Bicycle Deputy will announce that he or she is a
Deputy when the circumstances are such that their identity is in doubt. This will
be done in a loud clear voice. All members of the Bicycle Unit will follow the
East Baton Rouge Parish Sheriff’s Office Use of Force Policy. Additionally:
 The bicycle itself will be classified as an intermediate weapon
 When the law enforcement mountain bicycle is not being ridden, use of
the bicycle as an impact weapon falls under the force continuum, as do
other hard intermediate weapons. The bicycle may be pushed into a
suspect or used as a blocking device to protect the Deputy from a physical
assault. At no time will the bicycle be picked up and thrown at a suspect
 The law enforcement mountain bicycle may be ridden close to a suspect,
and power slides may be used to surprise and disrupt a suspect’s
activities. Because of the potential for injury during this technique, it will
be considered hard intermediate weapon control
 Riding the law enforcement mountain bicycle into a suspect while the
Deputy is still mounted on the bicycle is not suggested due to the danger
of the Deputy being injured. Rather the standard techniques of suspect
take down from the bicycle as taught by IPMBA should be used
 Use of an intermediate weapon on a suspect while the bicycle is in motion
is discouraged due to the possibility that the Deputy may lose control of
the bicycle, the force of the impact is increased due to the forward motion
of the bicycle (which increases as the speed increases) and the Deputy
may be easily disarmed. Additionally, accurate strikes with the impact
weapon are more difficult
 Soft or hard empty hand control techniques used on a suspect while a
Deputy is astride the bicycle are discouraged due to the possibility of the
bicycle interfering with the Deputy’s balance
 Members of the East Baton Rouge Bicycle Unit will not discharge a
firearm from a bicycle that is in motion unless under extraordinary or
exigent circumstances. This follows the East Baton Rouge Sheriff’s
Office policy on the discharge of firearms from a moving motor vehicle
Prohibited
 Discharge of ASR while the bicycle is in motion is discouraged due to the
possibility of the ASR being blown back into the face of the Deputy
Number
05-04
Effective Date
06/01/08
Procedural Order
Subject
Enforcement
Revision Date
01/26/09
Shot Spotter
Reevaluation
Annually
Chapter
05-04.01
PURPOSE
The purpose of this order is to establish guideline for Communications and the
Uniform Patrol Division’s response, follow-up, documentation, and auditing of
Shot Spotter incidents.
05-04.02
PROCEDURE
 The Shot Spotter terminal will be manned at all times by specifically
trained personnel
 The Shot Spotter call will be entered into the Computer Aided Dispatch
CAD system immediately for tracking, auditing, and sent to the
dispatcher. The type of information received will determine coding of the
call
 Upon receiving gunshot information, the person assigned to the terminal
shall immediately notify their supervisor. The supervisor will then
immediately notify the designated road supervisor. Both supervisors are
responsible for reviewing the information given
 Upon receiving the call for dispatch, the dispatcher will review the call
and dispatch according to the code assigned to the call
 Only those deputies trained to use the Shot Spotter equipment are
authorized to have and utilized Shot Spotter software
 Select Supervisors will have Shot Spotter software loaded into their
laptops. When gunshot information is received, that Supervisor will
confirm with Communications if an actual gunshot has occurred, the
location, response intention, and make request for additional personnel if
necessary
 When specific addresses are identified as the location of gunshots,
deputies shall attempt contact with the resident and check for victims or
inform the resident that a gunshot incident was received from that location
05-04.03
SHOT SPOTTER COORDINATOR
The Shot Spotter Coordinator shall be a Captain or Lieutenant designated by the
Sheriff or his designee from the Uniform Patrol Division. The coordinator shall be
responsible for overall coordination, training, periodic audits, and system
maintenance. In addition, the coordinator shall ensure that Shot Spotter operations
are conducted and that field contacts are entered into the ADIS system.
05-04.04
AUDITING
The Shot Spotter System needs to be audited on a regular basis to ensure that it is
functioning properly. The program coordinator shall audit the system every ninety
(90) days.
Number
05-05
Effective Date
06/07/11
Procedural Order
Subject
Revision Date
Mobile Video Recorders
Chapter
Patrol
Reevaluation
Annually
I.
PURPOSE
The purpose of this policy is to provide Deputies with guidelines for the use,
management, storage, and retrieval of in-car video systems.
II.
DEFINITIONS
A. Recorded media
Refers to audio-video signals recorded on any of several storage devices, including
analog tape (VHS, SVHS, Hi 8mm), digital tape (DV), or other portable digital
storage devices (CD, DVD, hard drive, etc).
B. In-Car Camera System and Mobile Video Recorder (MVR)
These are synonymous terms and refer to any system that captures audio and video
signals capable of installation in a vehicle, and that includes a minimum, a camera,
microphones, recorder, and monitor.
C. Supervisor
Sworn personnel trained in the officially appointed responsibility for a departmental
component.
D. MVR Technician
Personnel trained in the operational use and repair of MVR’s duplicating methods,
storage and retrieval methods and procedures, and who possess a working knowledge
of video forensics an evidentiary procedures.
III.
POLICY
The use of an MVR system has been demonstrated to be of value in the prosecution
of traffic violators and related offenses. In evaluation of officer performance and
provides persuasive documentary evidence and helps defend against civil litigation
and allegations of officer misconduct. Deputies assigned the use of these devices
shall adhere to the operational objectives and protocols outlines herein so as to
maximize the effectiveness and utility of the MVR and the integrity of evidence and
related video documentation.
IV.
PROCEDURES
A. Program Objectives
The East Baton Rouge Sheriff’s Office has adopted the use of MVR’s to accomplish
the following objectives:
1. To enhance Deputy’s safety.
2. To accurately document statements and events during the course of the
incident. To enhance the Deputy’s ability to document and review
statements and actions for both internal reporting requirements and for
courtroom preparation/presentation.
3. To provide an impartial measurement for self-critique and field evaluation
during recruitment and new officer training.
4. To capture visual and audio information for use in current and future
investigations.
5. The protection from false claims of impropriety; and
6. For Deputy’s evaluation and training;
B. General Procedures
It shall be responsibility of this department to ensure that the audio-video recording
equipment is properly installed according to the manufacturer’s recommendations.
1. MVR equipment shall only be installed by a designated qualified
technician approved by the Department.
2. MVR equipment shall automatically activate when emergency equipment
(lights) or a wireless transmitter is operating. The system may also be
activated manually from the control panel affixed to the interior of the
vehicle.
3. Placement and operation of system Components within the vehicle shall
be based on officer safety requirements.
4. Deputy assigned to patrol units shall manually activate the MVR
equipment during enforcement activity where the vehicle’s emergency
lights are not utilized.
5. All Deputies shall successfully complete this department’s approved
course of instruction prior to being deployed with MVR systems in
operational settings.
C. Mandatory Recordation
1. Traffic stops (to include, but not limited to traffic violations, stranded motorist
assistance and all crime interdiction stops)
2. Priority responses
3. Vehicle pursuits
4. Entire duration of prisoner transports
5. Entire duration of the transport of any person as a public service
6. Crimes in progress
7. Any situation or incident that the Deputy, through training and experience,
believes should be audibly and visually recorded. In additions to the
aforementioned incidents.
8. When the MVR is activated, Deputy shall ensure that the audio portion is also
activated so all events are properly documented. Officers are encouraged to
narrate events using the audio recorder.
D. Operational Protocols
1. MVR equipment installed in vehicles is the responsibility of the member
assigned to that vehicle and will be maintained according to the
manufacturer’s recommendations.
2. Deputies will have their computer mounted, connected and turned on when
their unit is operational.
3. Deputy should review the recordings when preparing written reports of events
to help ensure accuracy and consistency of events.
4. With the exception of police radios, Deputy shall ensure the volume from
other electronic devices within the police vehicle does not interfere with MVR
recordings.
5. At the beginning of each shift, Deputy shall determine whether their MVR
equipment is working properly. It is recommended that each Deputy perform
a test video to ensure that equipment is working. This shall include
a) Remote audio transmitter functional
- Adequate power source
- Remote activation of system via audio transmitter
b) Camera lens
- Windshield and camera lens free of debris
- Camera is positioned and adjusted to record events
c) MVR is capturing both audio and video information
- MVR plays back both audio and video tracks
d) Malfunctions, damage, or theft of MVR equipment shall be reported to
a supervisor within that Deputy’s chain of command as soon as
practicable.
1. A file will be maintained on each MVR documenting any time
that the unit is inoperable or malfunctioning. The file will
include documentation of repairs made to the equipment.
2. If an EBRSO unit is placed in service without an operating
MVR, the EBRSO Deputy shall notify a supervisor within his
chain of command so it may be noted on the shift line up.
e) The MVR equipment may be manually deactivated during nonenforcement activities such as when protecting accident scenes from
other traffic, etc.
f) When a MVR is deactivated by an EBRSO Deputy, he/she shall enter
the proper notation to explain the basis for the deactivation.
g) Recorded media may be uploaded anytime by Deputy. However, once
the laptop’s hard drive reaches 90 percent capacity it shall immediately
be uploaded.
6. With the exception of police radios, Deputies shall ensure that the volume
from other electronic devices within the police vehicle does not interfere with
MVR recordings.
7. Deputies shall not erase, alter, reuse, modify, or tamper with MVR recordings.
Only a supervisor or MVR technician may erase and reissue previously
recorded recordings and may only do so pursuant to the provisions of this
policy.
8. When the MVR is activated to document an event it shall not be deactivated
until the event has been concluded unless;
a) The incident or event is of such duration that the MVR may be
deactivated to conserve recording times; and
b) the officer does not reasonably believe that deactivation will result in
the loss of critical documentary information; and
c) The intention to stop the tape has been noted by the officer either
verbally or in a written notation.
E. Deputies Responsibilities
1. In the event an arrest has been made or will be made in the near future and a
video recording which pertains to the incident in question was made the
Deputy shall properly document it in his report.
2. The video recording that may be of value for case prosecution or in any
criminal or civil adversarial proceeding shall be safe guarded as other forms of
evidence and placed in the evidence or property room.
3. The video should be considered a supplement report of the incident, and not a
public record until the conclusion of the investigation or prosecution.
4. Deputy will be required to enter video information under video data which
falls under the following tabs
a) General Tab
 Video Type
 DWI
 Arrest
 Field Interview
 Accident
 Complaint Audio
 File number
 Enter the file number
 Video Description
 Brief if necessary
b) Subjects Tab
 If necessary
c) Vehicle Tab
 If necessary
5. When an incident arises that requires the immediate retrieval of the recorded
media (e.g., serious crime scenes, departmental shootings, departmental
accidents), a supervisor shall respond to the scene and ensure that the unit is
taken to the nearest access point to allow the automatic upload of the media.
6. In the event that automatic upload is not possible the unit will be towed and
secured until a technician can remove the media.
F. Supervisors Responsibilities
1. The supervisor shall periodically inspect units to insure that personnel are
allowing the proper upload of media. The supervisor is responsible for
determining causes for such problems (e.g., unreported problems with the
MVR equipment or equipment not being used in accordance with
departmental policy).
2. Supervisors who are informed or otherwise become aware of malfunctioning
equipment shall ensure that authorized personnel are properly notified to make
repairs in a timely manner.
3. Supervisors shall conduct periodic reviews of Deputies assigned media in
order to periodically;
a) assess Deputy performance;
b) assure proper functioning of MVR equipment;
c) determine if MVR equipment is being operated properly; and
d) Identify recordings that may be appropriate for training.
4. Supervisors shall conduct bi-weekly reviews of personnel who are newly
assigned MVR equipment in order to ensure compliance with departmental
policy. Supervisors shall thereafter conduct quarterly reviews.
5. Minor infractions (not criminal in nature) discovered during the routine
review of recorded material should be viewed as training opportunities and
not as routine disciplinary actions. Should the behavior or action become
habitual after being informally addressed, the appropriate disciplinary or
corrective action shall be taken.
G. Technicians’ Responsibilities
The MVR technician shall be responsible for the following;
1. Media Duplication
a) Crime Scene is responsible for any duplication of media upon official
request.
b) Any request for duplication will be recorded via log book in the
Crime Scene Office and shall always be maintained.
c) Crime Scene will receive a weekly print out of all reports that have
been properly identified as to have related media recordings associated
to it.
d) Crime Scene will transfer that media to a DVD which will then be
placed in evidence under the associated file number.
e) All recording media, recorded images, and audio recordings are the
property of this department. Dissemination outside of the agency is
strictly prohibited without specific authorization of the Sheriff or his
designee.
f) The original copy of file will be maintained on the server as outlined
in record retention rules.
H. Records Retention
The retention schedule is based on content which is identified as a Level 1 or
Level 2. Level 1’s retention schedule will be dependent upon criminal or civil
proceedings and will not be deleted until adjudication has been completed. Other
directives to delete video must be received in writing from Division Commander.
Level 2 is any video that holds no evidentiary value that the Deputy can identify
will be maintained for 3 months. See Office Policy on Retention for specific
procedures.
1. Level 1 – is any video related to an arrest or an incident pending civil
litigation or major event such as but not limited to;

Pursuits

Accidents

DWI

Arrest

Field Interview

Accident

Vehicle pursuits

Vehicle pursuits with accident

Any event that a Deputy recognizes as of potential interest to this
office
2. Level 2 – any video other than stated above

Field Interview

Complaint Audio

Traffic stops (to include, but not limited to traffic violations,
stranded motorist assistance and all crime interdiction stops)

Priority responses

Entire duration of prisoner transports

Entire duration of the transport of any person as a public service

Any video that holds no evidentiary value that the Deputy can
identify.
To facilitate this process Deputy’s are required to tag all videos as directed in
Section E under Deputies Responsibilities.
Procedural Order
Subject
Critical Incident Response and Special Task Planning
Chapter
Special Operations
Number Effective
Date
06-01
01/01/09
Revision
Date
01/26/09
Reevaluation
Annually
06-01.01
PURPOSE
To standardize Sheriff’s Office command and control procedures and related
functions for crisis response, utilization of the mobile command post, or
designated Special Tasks. This includes responsibility for Incident Command,
operational and logistical staffing, planning, deployment of forces, and crisis
management.
06-01.02
DEFINING CRITICAL INCIDENTS AND SPECIAL TASKS
 A Critical Incident is an extraordinary event which places lives and
property in danger and requires the commitment and coordination of
various resources for resolution
 A Special Task is a responsibility outside the daily function of individual
sections or commands. Special Tasks may also require the coordination of
various resources, usually without the high degree of risk associated with
critical incidents. Special Tasks are classified into two types:
 Level One Special Tasks – An event that impacts or affects primarily one
Sub-Station, section, or command
 Level Two Special Tasks – An event that impacts the organization as a
whole and requires more detailed planning for successful resolution. This


task generally requires a serious commitment of resources from various
Sub-Stations, sections or commands
Events which fall between these two in scope may be classified as either
Level One or Two
An event is classified as a Special Task when designated as such by the
Sheriff or his designee
06-01.03
CRITICAL INCIDENT/SPECIAL TASK PLANNING AND EXECUTION
 The planning and execution of events designated as Critical Incidents shall
be the responsibility of the Office’s Critical Incident Commander
 An event classified as a Level One Special Task may generally be planned
and executed at the local level in accordance with the provisions of this
order
 Events designated as a Level Two Special Task generally require the
assignment of the Office’s SWAT Supervisor to coordinate the Office
planning and response
 The Sheriff or his designee shall designate a Special Task Commander
who will be responsible for the planning and execution of a Special Task.
The Sheriff or his designee shall also have the option of assigning the
responsibility of the Special Task to the Critical Incident Commander
06-01.04
APPROVAL OF SPECIAL TASK OPERATIONAL PLANS
 Any Sub-Station, section, or command planning an event which could be
considered a Special Task shall make written notification to the Sheriff or
his designee, through the chain-of-command, for classification and
planning guidance
 A written operational plan shall be prepared for all Special Tasks
 Special Task Operational Plans shall be submitted to the Division
Commander, Chief Deputy, and the Critical Incident Commander for
review and approval
 A copy of all operational plans shall be kept on file with Research and
Development
 The Critical Incident Commander is the approving authority for ongoing
operational planning conducted during the execution of an actual Critical
Incident response. The Special Task Commander is the approving
authority for ongoing operational planning conducted during the execution
of all special task
06-01.05
INITIAL RESPONSE
The Sub-Station Shift Supervisor shall immediately respond to the scene of the
Critical Incident. The goal of the initial response is containment and stabilization.
First responders should be guided by seven (7) critical tasks:
 Establish communications and control – First responders must maintain
constant radio contact with Communications, relaying vital intelligence
concerning the nature and scope of the incident. The initial responder shall
control the situation until the arrival of trained personnel. The shift
06-01.06
06-01.07
06-01.08
supervisor shall be the on-scene supervisor until properly relieved by
specialized responders
 Identify the Danger Area – The area containing the immediate threat or
critical incident and poses danger to the public within the immediate
vicinity.
 Establish an Inner Perimeter – This area acts as a buffer zone and no one
should be allowed to enter the inner perimeter without the direct approval
of the on-scene supervisor
 Establish an Outer Perimeter – This area is needed to direct the flow of
vehicular and pedestrian traffic away from the incident
 Establish a Field Command Post – An emergency field command post
must be established as soon as possible
 Establish a Staging Area – This is a safe and secure location near the
incident but outside of the immediate danger zone
 Request Resources – The on-scene supervisor should immediately identify
and request the resources needed to safely resolve the incident
THE CRITICAL INCIDENT COMMANDER
The Sheriff or his designee will designate the Commander having functional
authority over an emergency as the Critical Incident Commander. The Critical
Incident Commander shall:
 Serve as the Sheriff’s personal representative at the scene of Critical
Incidents or designated Special Task
 Possess a direct line of authority over all Office personnel assigned to the
incident/task
 Assess available resources
 Coordinate with other Office Command and Staff members
 Coordinate with other law enforcement or public safety agencies
associated with the incident/task
 Assess and determine incident/task priorities
 Have final authority and responsibility for the resolution of the
incident/task
 Ensure that a written record of the incident/task is maintained
 Determine when to activate the Emergency Operations Center (EOC)
DIVISION AND SUB-STATION COMMANDERS
During the activation of the Critical Incident Command System, the Division and
Sub-Station Commanders shall:
 Assist in the coordination with other law enforcement and public safety
services
 Provide support to the Critical Incident Commander in the acquisition of
manpower, equipment, or other logistical resources required for the
operational mission
THE CRITICAL INCIDENT MANAGEMENT STAFF

On-call personnel assigned to the Critical Incident Management Staff shall
operate the EOC. Two teams designated Green Team and Gold Team,
shall consist of two squads to maintain twenty-four hour coverage of the
EOC when activated
 When the EOC is activated, the initial squad shall work three consecutive
days. The secondary squad shall work three days and then be relieved by
the initial team. This three day cycle will continue for the duration of the
incident unless altered by the Critical Incident Commander or the Sheriff
 The Critical Incident Commander will notify the respective Squad
Commanders when the EOC is to be activated
 The Squad Commanders will in turn notify their squads as to reporting
times and other critical information related to the incident
 The Office’s Critical Incident Commander can authorize a limited staff
response when the nature of the incident does not warrant full
mobilization.
 A deputy of the rank of Lieutenant or above may be designated as the
Deputy Incident Commander in other types of emergency responses as
needed
The Deputy Critical Incident Commander shall:
 Serve as second in command of personnel assigned to the Critical Incident
or Special Task
 Recommend action plans to the Critical Incident Commander
 Serve as the Critical Incident Commander in his/her absence
 Supervise the Critical Incident Management Staff
 Notify coordinating agencies of the Office’s operational status
 Notify Office personnel of any changes in their stand-by status
 Gather information from incident participants for entry into the afteraction report
 Perform other duties as assigned by the Critical Incident Commander
The Squad Leader shall:
 Have authority over all Critical Incident Management Staff (CIMS)
assigned to the EOC during his/her watch
 Recommend action plans to the Incident Commander
 Prepare regular reports and briefings for the Critical Incident Commander
 Perform other duties as assigned by the Deputy Critical Incident
Commander
The Operations Officer shall:
 Be a subject matter expert for the emergency at hand
 Formulate and develop tactical/action plans
 Delegate specific tactical planning functions to other subject matter
experts or supervisors
 Assist in the execution of Operational Orders/Plans
 Perform other duties as assigned by the Squad Commander
The Administrative Officer shall:

Maintain a personnel status record detailing name, assignment, duty status,
and number of hours worked per day
 Maintain an overtime log and draft time-sheets for personnel assigned to
the incident
 Track the duration of on-duty time for each deputy and make relief
recommendations to the Operations Officer
 Assist the Squad Leader with the after-action reports
The Intelligence Officer shall:
 Anticipate problems, research, develop, and disseminate information to the
command staff
 Conduct intelligence briefings as required
 Assist in the coordination of surveillance and reconnaissance activities
 Maintain and update visual, situational and intelligence displays
 Collect, analyze, and disseminate information to assist the tactical
planning process
 Perform other duties as assigned by the Squad Leader
The Logistics Officer shall:
 Ensure that necessary mission and support equipment are available as
needed
 Select and prepare a staging area for the main deployment force
 Coordinate and supervise the staging area
 Arrange for food, water, sanitation facilities and other subsistence
requirements
 Perform other duties as assigned by the Squad Leader
The Recorder shall:
 Maintain a thorough, chronological log of all events
 Maintain a accurate account of all reports
 Maintain a database containing the names, contact numbers, and
locations/addresses of personnel pertinent to the incident
 Maintain a record of all field operations undertaken by Office personnel
during the incident
 Perform other duties as assigned by the Squad Leader
Assist Staff Members shall:
 Be utilized to assist any EOC staff position as necessary
 Perform other duties as assigned by the Squad Leader
06-01.09
THE MOBILE COMMAND POST
The mobile command post is intended to support any situation requiring forward
deployment of command and control elements to manage special operations or
other activities approved the Sheriff or his designee. All requests for activation of
the mobile command post must be made through the chain-of-command to the
Chief Deputy
Procedural Order
Subject
Command Notification Procedures
Chapter
Special Operations
Number Effective
Date
06-02
01/01/09
Revision
Date
01/26/09
Reevaluation
Annually
06-02.01
PURPOSE
To ensure that the Sheriff, Chief Deputy, Chief of Operations, Bureau
Commanders, and the Public Information Director are informed of unusual events
which occur after regular business hours. This order establishes the notification
requirements and responsibilities.
06-02.02
POLICY
All Commanders are responsible for reporting unusual events within their
respective operational area. Commanders shall initiate the notification process of
any unusual event occurring after hours by first notifying the Chief Deputy, and
then his/her respective chain-of-command.
06-02.03
RESPONSIBILITIES
 Commanders may establish internal procedures, if needed, to ensure that
the Chief Deputy is informed of any unusual events
 Commanders shall evaluate information received for items that are
significant and require notification
 Commanders shall update Communications of all actions taken, including
any notifications made, request for information or other details to reflect
the status of events brought to the attention of the Chief Deputy
06-02.04
NOTIFICATION PRIORITIES
Events requiring immediate telephonic notification to the Chief Deputy shall
include, but not be limited to:
 Any incidents, events, or other circumstances which has the potential for
unusual public attention or interest
 Serious injury or death of Office personnel, regardless of duty status
 Major hazardous material incidents involving evacuation or which has the
potential for evacuation
 Large scale civil disturbances in progress
 Pursuits or crashes involving a member of the Office resulting in serious
injury or death to any person
 Request for the activation of the Critical Incident Command System






06-02.05
Events requiring the activation of a significant number of off-duty
personnel
Discharging weapons by or at Office personnel
Major enforcement action, such as significant criminal arrests or seizures
SWAT missions as a result of an emergency call out
Other agency request for significant deputy assistance
Any other event when it is felt that it should be brought to the immediate
attention of the command
COMMAND NOTIFICATION SEQUENCE
 The Chief Deputy is designated as the Senior Command representative
who shall receive the initial notification of unusual events and incidents as
detailed within this order. The Chief Deputy shall notify the Sheriff of all
significant events
 In the event that the Chief Deputy is unavailable for any period of time,
the Chief of Operations shall serve as his representative
Procedural Order
Subject
Critical Incident Stress Management
Chapter
Special Operations
Number Effective
Date
06-03
01/01/09
Revision
Date
01/26/09
Reevaluation
Annually
06-03.01
PURPOSE
To provide guidance and procedures for implementing the Office’s Critical
Incident Stress Management (CISM) program.
06-03.02
POLICY
The East Baton Rouge Parish Sheriff’s Office recognizes that as a first responder,
its employees are subject to being directly or indirectly involved in intensely
traumatic incidents. Therefore, it is the policy of the Office to provide each
employee with the needed emotional and psychological support related to their
involvement in a critical incident and to provide assistance to immediate family
members.
06-03.03
OBJECTIVES
 To reduce the short term and long term emotional and physical stress
suffered by employees who are involved in critical incidents

To ensure that proper assistance is provided to spouses and family
members of employees that have been involved in critical incidents
06-03.04
DEFINITIONS
 CISM Liaison – A member of the CISM team certified by the
International Critical Incident Stress Foundation (ICISF), who serves the
liaison between the Office and the Provider
 Critical Incident – Any event or incident which has the potential to cause
an emotional or physical response or reaction to an employee and/or the
employee’s family
 Debriefing – Specially structured confidential group meeting between the
persons directly involved with the critical incident and CISM team
members
 Defusing – An individual or group process of persons involved in the
incident. This is usually done by going to the location of the involved
employee(s). The defusing should be conducted as soon as possible,
preferably within 3 hours of the conclusion of the incident
 Immediate Family – Includes the employee’s spouse, children and parents
of employee or spouse, siblings, or any person for which the employee or
spouse has care-giver responsibilities
 Licensed Mental Health Professional – A member of the CISM team who
is certified by the ICISF
 Peer Support Person – A law enforcement officer who is a member of the
CISM team certified by ICISF, who may have experienced a similar
incident
 Provider – The Southern Law Enforcement Foundation, which is a nonprofit foundation, specialized in law enforcement related stress
management
06-03.05
RESPONSIBILITIES
The Provider shall:
 Utilize mental health professionals certified by the ICISF
 Ensure that team members are available to respond on a 24 hour basis to
any location within the Parish
The CISM Liaison shall:
 Be trained in CISM procedures, defusing and debriefing techniques, and
other matters deemed appropriate by the Provider
 Notify the Provider when an employee has been directly or indirectly
involved in a traumatic incident
 Coordinate with the Provider to ensure that the affected employee receives
the appropriate support
 Ensure that the CISM team members are properly trained prior to their
participation in the CISM program
 Maintain training records of CISM team members
The Peer Support Person shall:


06-03.06
Be a volunteer trainee in CISM procedures, defusing and debriefing
techniques, and other matters deemed appropriate by the Provider
Not participate in the CISM program until they have successfully
completed the training
PROCEDURES
 The CISM team provides emotional support for Office employees
involved in critical incidents. Team members shall not become involved in
any administrative and/or criminal investigation related to the critical
incident. The CISM team shall not fix responsibility or blame upon any
employee and will refrain from any discussion involving responsibility or
blame. Time spent by team members responding to critical incidents shall
be considered time worked
 The success of nay CISM program depends upon affected employees
feeling free to express their emotions and vent without such
communications becoming common knowledge
 Team members shall be required to swear or affirm to an oath of
confidentiality, and while acting in that capacity, shall consider
information communicated to them as confidential
 Team members shall immediately report facts that may threaten the safety
of the involved deputy(s), a member of the CISM team or the public
 No deputy shall solicit any member of a CISM team for information
pertaining to an incident for which he responded
 Defusing and debriefings shall not be subject or focus of a complaint
investigation, and responding team members shall not be questioned about
involvement or knowledge of such sessions
 All one-on-one sessions are confidential and considered privileged
communications, and therefore not subject to subpoena
 If the need arises, any deputy may contact the CISM Liaison or the
Provider directly at anytime. Information communicated shall be held in
strict confidence
CISM Team:
 Due to the nature of the assignment, only volunteers shall be accepted for
membership on the CISM team. The CISM Liaison shall ensure that
affected employees are provided with the needed emotional and
psychological support
 Communications shall be provided with, and shall maintain, the contact
information for the Provider and a list of all Office peer support persons.
The list for peer support persons shall include all applicable means of
contact information. All contact information should be clearly marked
“Exempt from public records disclosure.”
Notification/Activation of a CISM Team
 The Section Commander shall be notified of any critical incident or event
that has the potential for causing adverse emotional reactions to its
employee(s). The Section Commander shall notify the CISM Liaison and
the Provider shall determine the appropriate response team members
The CISM Liaison shall be notified for:
 Death or serious injury to any Office employee, occurring on/off-duty
 Death or serious injury to another as a result of contact with an employee,
occurring on/off-duty
 Members involved in shootings occurring on/off-duty
 Mass casualty incidents
The CISM Liaison may be notified for:
 Cases involving the death or serious injury of children
 Crashes involving death or serious injuries to non-departmental employees
 Any other incident deemed appropriate by the Shift Supervisor
CISM Team Functions:
 Team members who respond to an incident shall maintain a low profile,
acting as observers and restricted to the outer perimeter unless otherwise
directed by the Division Commander or his designee. The Division
Commander may assign a team member to provide assistance to others as
needed
 During major events, the Division Commander or his designee, shall be
authorized access to the command post to act as an observer and as a
liaison to the Incident Commander
 Under some circumstances it may become necessary for team members to
conduct interviews at the scene. These interviews shall be brief and
supportive in nature. Under no circumstances shall group interventions be
conducted at the scene
Off-Scene Defusing:
 The primary purpose of an off-scene defusing is to educate employees of
possible stress reactions and proper care for themselves. This may be
conducted on an individual or group setting
 Employees are encouraged to vent their emotions and team members shall
make themselves available for individuals who would like to talk in a
more personal setting
 Team members shall ensure that defusing sessions do not turn into a
critique of the incident
Post-Incident Procedures:
 The affected employee(s) shall be allowed to calm down in a stable,
private location
 With approval, the lead incident investigator and the employee(s) shall be
permitted to shower or change clothes if necessary
 If requested, CISM team members may go to the affected employee(s)
home to provide support or assistance. Employees may choose their CISM
team member if they desire
 The Provider shall determine if the involved employee is in need of further
professional evaluation
Formal Debriefings:
 Formal debriefings shall be conducted away from the employee’s normal
work assignment






Debriefings shall be conducted for duty related deaths, serious injuries,
mass casualty incidents, and other incidents deemed appropriate by the
Provider
All employees involved, including Communication deputies shall attend
these sessions
Debriefings should be conducted within 72 hours after the incident. The
debriefing shall be conducted by the mental health provider and team
members previously selected by the Provider
No media or uninvolved observers shall be allowed to attend the
debriefing
Note taking or electronic recording of the session is not permitted
Debriefings shall be free from external distractions
Procedural Order
Subject
Special Weapons and Tactics (SWAT)
Chapter
Special Operations
Number Effective
Date
06-04
01/01/09
Revision
Date
05/06/2013
Reevaluation
Annually
06-04.01
PURPOSE
To provide standards and procedures for the operation of the East Baton Rouge
Parish Sheriffs Office Special Weapons And Tactics (SWAT) Team.
06-04.02
COMMAND AND CONTROL
 A Deputy with the rank of Captain commands the East Baton Rouge
Parish Sheriff’s Office SWAT Team. When activated for an Emergency
operation, the SWAT Commander, or the acting Commander when the
Commander is absent, reports directly to the Incident Commander. The
SWAT Commander is responsible for deployment of the SWAT Team,
and its tactical decision-making and resolution of the incident. The SWAT
Commander is subordinate to the Incident Commander only in terms of
when and if the tactical option will be initiated, not how it will be
performed. No person not in a leadership position within the SWAT Team
will attempt to direct, supervise, or control any element or member of the
SWAT Team during an on-going incident.
 SWAT is not a full-time unit of the East Baton Rouge Parish Sheriff's
Office. The members of SWAT are all assigned collateral duties within the
Sheriff's Office and are on call to respond to any situation meriting
deployment of SWAT. The SWAT Team is called on when a situation has
occurred which cannot be handled by conventiona1 1aw enforcement
tactics or the resolution of the problem calls for a tactical response by the
SWAT Team. Although SWAT is not a full-time unit, its personnel are
assigned responsibilities on SWAT, which they are expected to fulfill.
06-04.03
ACTIVATION PROCESS
 There are two types of activations of the SWAT team: planned and
unplanned.
 Planned (e.g., high-risk warrant service, protection detail, special event)
Sheriff’s Office Command staff or Division supervisor will notify the
SWAT Commander that SWAT is requested to handle an upcoming
situation. The SWAT Commander then contacts the appropriate Team
Leader and the planning process within the team is started. The SWAT
Commander then emails the SWAT Team a warning order with basic
information (type of operation, date, time, location of staging area). After
the Operation Order is completed and approved by the SWAT
Commander or acting SWAT Commander, the Team is briefed on the
plan, their respective roles, and the plan is executed. Once the mission is
completed, the team will conduct a debrief and ensure appropriate records
of the particular operation are completed.
 Unplanned (e.g., hostage rescue, barricaded subject, active shooter)
Sheriff’s Office Command Staff will notify communications or the SWAT
Commander that a supervisor at a particular location, or a division
supervisor has requested SWAT. The SWAT Commander (or
communications if directed) will email the SWAT Team and advise
members of the staging area or target location. The SWAT Commander
will notify the Sheriff or his designee in reference to the nature of the
situation, and the SWAT response to the incident.
06-04.04
DUTIES AND RESPONSIBILITIES
 Incident Commander - Overall commander of any situation that SWAT is
called on to resolve. The Incident Commander is either part of the
Sheriff’s Office Command Staff, or, in the case of a planned activation,
the supervisor requesting SWAT. The Incident Commander bears overall
responsibility for the entire operation. His purpose is to bring together
people, communications, and information to manage the response to
critical incidents; once the Incident Commander makes the decision to
intiate a tactical response via SWAT, the responsibility for the safe and
proper performance and execution of that response shifts to the SWAT
Commander.
 SWAT Commander - Commander of the SWAT Team and responsible for
the overall training of the SWAT team. The SWAT Commander is in
charge of team member deployment during SWAT operations, and is
responsible for the planning of the tactical operation (when present).






Acting SWAT Commander - In absence of the SWAT Commander, the
Acting SWAT Commander is in charge of team member’s deployment
during SWAT operations, and is responsible for the planning of the
tactical operation. In the absence of the SWAT Commander, the Alpha
Team Leader serves as Acting Commander; in the absence of the Alpha
Team Leader, the Bravo Team Leader serves as SWAT Commander.
Team Leader - Responsible for one of two sub-teams with SWAT
(designated Alpha Team & Bravo Team). Responsible for the training of
the respective sub-team and for its performance during training and
SWAT operations. Responsible along with the SWAT Commander, other
Team Leaders and the Element Leaders, for tactical planning during
SWAT operations (when present).
Element Leader - Responsible for one of the two “elements” (divisions of
the sub-teams) within the two sub-teams (elements designated as Alpha
One, Alpha Two, Bravo One, and Bravo Two). Responsible for the
training of the element, along with its performance during training and
SWAT operations (when present). Responsible along with the SWAT
Commander, Team Leaders and other Element Leaders for the tactical
planning during SWAT operations (when present). The Element Leader
will assume command of one of the teams (Alpha & Bravo) if the
particular Team Leader is absent or incapacitated, with the “one” element
leader having first priority, and the “two” leader having second priority.
Team Member - Trained in SWAT-specific techniques (e.g., close quarter
battle (CQB), breaching methods, vehicle assaults, hostage rescue), use of
SWAT-specialized equipment (e.g., distraction devices, less-lethal
launchers, long guns), and demonstrating proficiency in same.
Support Team Member - Responsible for SWAT vehicles and contents
and maintaining inventory of all SWAT equipment (depending upon
particular assignments). Support Team Members are also trained in their
respective support specialty, i.e. legal, medical, 1ogistics, communications
and surveillance, where applicable and available.
Designated deputies will fill command positions in SWAT, i.e. Incident
Commander, SWAT Commander and Team Leaders. In the event a
designated deputy is unable to respond, the following personnel transitions
will take place to fill the vacant command position:
When the Incident Commander is unable to respond, the SWAT
Commander will assume the Incident Commander position.
When the SWAT Commander is unable to respond, the Alpha Team
Leader will assume the SWAT Commander position.
When the Alpha Team Leader is unable to respond, the Bravo Team
Leader will assume the Commander position
When the Alpha or Bravo Team Leader is unable to respond, the AlphaOne or Bravo-One Element Leader will assume the respective vacant
Team Leader position.
06-04.05
SELECTION REQUIREMENTS
New Applicants:
 Two years minimum tenure with the East Baton Rouge Sheriff s Office as
a full-time commissioned deputy, with a minimum one year in Criminal
Operations. This requirement may be selectively waived by the SWAT
Commander;
 Must have completed CARTA, or other EBRSO-approved POST
Academy;
 Assigned a EBRSO unit;
 No serious disciplinary action (e.g., suspension or higher) within the last
24 months, with lesser infractions being subject to review by the SWAT
Commander;
 Be able to respond to any location in East Baton Rouge Parish within 60
minutes;
 Pass the SWAT Physical Fitness Test (1.5 Mile run in under 15 min. 30
sec., 35 sit ups in one minute, 35 pushups, 2 pull ups), and
immediately after;
 Pass the POST pistol course with a minimum score of 115;
 Pass the SWAT pistol qualification course (score of 80% required);
 SWAT tactical assessment, with the applicant demonstrating the ability
to respond and resolve different tactical situations, including force-onforce use of Simunitions under stress;
 Oral Interview Board made up of the SWAT Commander and Senior
team members;
 SWAT Commander gives final approval for all new applicants selected.
Probationary appointment
 Selected applicants will receive written notification of probationary
appointment from the SWAT Commander.
 Probationary period will consist of six months.
 Probationary members unable to meet and maintain ongoing SWAT
requirements within the six month probation period will be notified in
writing of immediate dismissal by the SWAT Commander.
Full time appointment
 The SWAT Commander will notify members successfully completing the
probationary period in writing of full time appointment
06-04.06
CONTINUAL PROFICIENCY REQUIREMENTS
 The SWAT Selection Process is ongoing. This means that all members
must maintain their marksmanship skills, physical fitness, specialty skills,
and their ability to perform in a tactical environment. If these standards
are not met, the SWAT member will be placed on probation for three (3)
months and will lose half of their SWAT pay for that quarter. If the
SWAT member again fails to meet SWAT standards for continued
eligibility, he/she will then be removed from SWAT at the discretion of
the SWAT Commander.
Number
Procedural Order
Effective Date
01/01/09
06-05
Subject
Canine
Revision Date
08/13/2012
Special Operations
Reevaluation
Annually
Chapter
06-05.01 PURPOSE
The East Baton Rouge Sheriff’s Office (EBRSO) Canine Unit was established in order to
provide the department with an additional tool to detect and locate narcotics, assist in suspect
apprehension, track individuals, perform building and area searches, locate evidence and provide
officer safety. Utilization of Canines requires adherence to procedures that properly control their
use of force potential and channels their specialized capabilities into legally acceptable crime
prevention and control activities. Canine Teams must demonstrate compliance with recognized
standards in training and certification to minimize or eliminate the civil liabilities inherent with
the deployment and utilization of police canines.
06-05.02 SCOPE
These policies and procedures apply to all members of the EBRSO employees who serve as
Police Canine Handlers.
06-05.03 DEFINITIONS
1. Canine - A dog (Canine familiaris) owned by the East Baton Rouge Sheriff’s
Office that is trained to perform specific Canine Unit functions.
2. Canine Handler - Any deputy who is trained and assigned to work with a specific
Canine
3. Canine Team - A Canine Handler and his assigned Police Canine.
4. Patrol Canine Team - A Team made up of a specific patrol trained Handler and
Canine to work together on a regular basis
5. Detector Canine Team – A team made up of a specific narcotics trained Handler
and Canine to work together on a regular basis
06-05.04 CANINE UNIT RESPONSIBILITIES
I. Canine Unit Utilization
Canine Teams are available on a 24-hour, on-call basis to
 Conduct building searches for felony or violent suspects in hiding
 Assist in the arrest, or prevent the escape of felony or violent offenders
 Protect deputies or others from death or serious injury
 Assist with crowd control
 Track suspects, or locate lost or missing persons
 Locate hidden instrumentalities or evidence of a crime
 Detect the presence of concealed narcotics
1. Decisions to deploy a trained Canine will be based on the severity of the
crime, whether the suspect poses an immediate threat to the safety of the
deputies or others, and whether the suspect is actively resisting or
attempting to evade arrest at the time.
2. Canine Teams should not be used to respond to minor complaints but may
engage in assignments not listed here with the approval of a Canine
Supervisor or the Unit Commander. K-9 units should always avail
themselves to supplement and support uniform patrol where needed.
3. Canine Handlers/Supervisors are responsible for determining whether a
situation justifies Canine use. When Canine deployment is justified, the
tactical measures used will be at the discretion of the Handler and must be
objectively reasonable.When the on-scene Supervisor disagrees with the
Handler’s tactical assessment, the Canine Supervisor shall be notified.
Where time does not permit such notification, the directions of the onscene Supervisor shall be followed.
4. If a Canine is deployed and an apprehension occurs whether by bite or
surrender by the suspect, the handler must complete a Response to
Resistance and/or Aggression form in accordance with the EBRSO Use of
Force Policy. This form must be completed on-line at the EBRSO
Sharepoint site by the handler.
5. Canine Team assistance shall be requested through their Commander
and/or Night Supervisor.
6. Police Canines shall not be handled or given commands by anyone other
than the assigned Handler.
a. However, should the assigned Handler be injured or
incapacitated to the extent that he cannot give commands to the
Canine, another Canine Handler shall be summoned to the
scene.
b. Office personnel may attempt to gain control of the Canine
while waiting for the arrival of the summoned Canine Handler
by opening the rear door of the injured Canine Handler’s
vehicle and commanding the canine to “Kennel”. If the Canine
Handler’s vehicle is not available, another EBRSO vehicle
should be used.
c. The Canine should be transported to the most appropriate
boarding facility. The first choice should be the EBRSO
approved Veterinarian.
A.
Building Searches for Suspects in Hiding
A primary use of EBRSO Canines is for locating suspects in buildings or
related structures where search by officers would create an unnecessary
risk. These searches shall be governed by the following:
1. The building perimeter shall be secured by first responding
personnel.
B.
2. Whenever possible the building’s owner should be contacted to
determine whether there may be tenants or others in the building
and to ascertain the building’s layout.
3. When a Canine building search is anticipated, deputies will not
conduct a preliminary search of the premises as this will interfere
with the Canine’s ability to discriminate scents.
4. The on-scene Supervisor shall also take the following steps in
preparation for the Canine search:
a. Evacuate all tenants, workers or others from the facility if it
is deemed safe to do so.
b. Request (if possible) that all air conditioning, heating or
other air-blowing systems be shut off so as not to interfere
with the Canine’s scent.
5. Upon entrance to the building, all exits should be secured, and
communications limited to those of a tactical nature.
6. The Canine should be unleashed during a building search unless
there is an imminent risk of injury to innocent persons within the
facility.
7. The Canine should not be used to search facilities that contain
substances considered to be potentially harmful to the animal,
unless an overriding risk to human life is present.
8. Before commencing the search, the Handler shall loudly announce
a Canine warning into the building.
a. The warning will include information that a deputy and
Canine are on the scene, along with information that a
trained police dog is readily available for immediate
deployment into the building or structure.
b. The warning will provide verbal instructions to the suspect
for his immediate surrender to the deputies on scene.
c. The warning will include the consequences of refusal to
surrender, including possible injuries as the result of a dog
bite.
d. A reasonable amount of time will be allowed for the
suspect to surrender and follow the deputies directions. A
second warning will be given if there is no response.
e. Once the search has begun, a warning will be repeated on
each level of a multi-level structure.
f. Under certain situations, the Canine Deputy may forego the
warning when, in the Deputy’s judgement, doing so would
jeopardize his safety or the safety of others. In these
situations, deputies will thoroughly document the
conditions that necessitated this deviation.
9. When apprehending suspects in these or related circumstances,
Canines shall be commanded to disengage as soon as the suspect is
subdued or readily complies with directions from the Deputies.
Crowd Control
C.
1. Canine Teams shall not be used for crowd control at peaceful
demonstrations. They will be onsite or in close proximity, and
available for deployment if needed.
2. Canine Teams may be used for crowd control when:
a. Large crowds endanger the protection of evidence at crime
scenes;
b. Attempts by Uniform Deputies to preserve the peace have
failed;
c. No other means are available to protect life or property.
3. When Canines are used for crowd control, Canines shall:
a. Be short leashed at all times unless unleashing the Canine
becomes absolutely necessary to protect an individual from
serious injury or death.
b. Not initiate any offensive action, unless to guard against
imminent loss of life or serious bodily injury.
4. During a riot or other major unauthorized gatherings that cannot be
controlled by other means, Canine Teams may be used for crowd
control upon the approval of the Incident Commander.
5. During crowd control situations, the crowd should always be given
an escape route and moved toward that direction.
6. The K-9 Commander, Colonel or Sheriff shall be responsible for
approving or disapproving the use of Canine Teams at the scene of
any demonstration.
Tracking
Canines are available to track missing persons or suspects, or to locate
evidence that the Deputy has reason to believe has been abandoned or
hidden in a specified open area. Such searches are subject to the following
conditions and limitations:
1. When Deputies are pursuing suspects and contact with the suspect
is lost, prior to summoning a Canine Team, the Deputy shall
a. Stop and pinpoint the location where the suspect was last
seen.
b. Shut off engines of vehicles in the area if possible.
c. Avoid vehicle or foot movement in the area where the
suspect or subject was last seen.
2. Canines used for tracking persons should remain on a leash or
tracking lead of sufficient length to provide a reasonable measure of
safety to the subject of the search, without compromising the
Canine’s tracking abilities.
3. Canine Teams should not be used to locate small children unless
there is reasonable suspicion of foul play or a belief that serious
bodily harm or death will occur if the child is not located
immediately. Where the use of a Canine is deemed necessary, the
risks of injury to the child shall be explained to the parents or next
of kin and they must approve the use the dog.
D.
E.
4. Canine Teams should not be used to apprehend anyone suspected to
be under the influence of drugs/alcohol or the mentally disturbed if
no other crime is involved.
5. On-scene Supervisory personnel shall:
a. Secure the perimeter of the area to be searched;
b. Secure the integrity of the area to be searched by keeping
all personnel out of the area.
Canine Serving on Special Response Team (SRT and SWAT)
1. Recognizing that Canine Teams can be trained to work alongside
and with the department’s “Special Response Team” (SRT/SWAT),
the Canine Division may provide teams to the SRT/SWAT Unit of
the Sheriff’s Office. In doing so, these Canine Teams shall continue
to adhere to the existing guidelines relative to training and
certification. In addition, these assigned Canine Teams shall also
adhere to the written directives and guidelines, as provided by the
SRT/SWAT manual, pertaining to the training, certification,
utilization, and deployment of assigned Canine Teams.
2. Canine Teams will not be utilized for call-outs for outside agencies
that need to use a canine with their SRT/SWAT unless authorized
by the Canine Unit Commander, Colonel, or Sheriff.
Detector Canines
Use of a Detector Canine in a detector capacity is authorized in the
following situations and under the following conditions:
1. The Detector Canine Handler will maintain records for his assigned
Canine that document the use and the proficiency of the dog in
detection of substances.
2. During the use of the Detector Canine, the Canine Handler will
assume charge of the search area. Upon completion of the initial
search by the Detector Canine, all information and search area will
come under the control of the Canine Handler on the scene.
3. Random exploratory sniffing of luggage, packages or other
inanimate objects may be conducted in public facilities such as
airports, train stations, bus or marine terminals, as authorized by the
Canine Commander.
a. Exploratory sniffing in these facilities will be conducted
with the advance knowledge and consent of the
appropriate faciltity manager.
b. Exploratory sniffing will be conducted without
interference or annoyance to the public or interruption of
facility operations.
4. Field officers may detain specific checked luggage or related items
for purpose of requesting a Canine sniff if reasonable suspicion
exists, but may not detain the items so long as to interfere with the
owner’s scheduled travel. When a Detector Canine alerts to luggage
or related items, in this or other circumstances, a warrant or consent
F.
to search must be obtained before it is opened unless exigent
circumstances exist to conduct an on-site search.
5. The use of Detector Canines in public schools is permitted only
when:
a. The school’s principal or designated authority requests or
approves use of the Canines
b. There is reasonable suspicion to believe that illegal
substances are being distributed and or consumed on the
premises such that the interests of the school are being
unacceptably compromised.
c. The search is limited to inanimate objects in public areas
and the exterior of students lockers, unless reasonable
suspicion exists to gain admission to lockers and related
areas were there is a reasonable expectation of privacy.
6. Sniffs of the exterior of residences, either individual dwellings or
the common areas of multiple unit dwellings, are not permitted
without a search warrant or search waiver (oral or written).
7. Detector Canines may be used to sniff motor vehicles when:
a. Reasonable suspicion exists to believe the operator or
passengers are in possession of illegal narcotics
b. During a valid vehicle stop, the Detector Canine is used to
sniff the vehicle’s exterior in an exploratory manner.
Unless the Detector Canine alerts to the vehicle, the
operator may not be detained longer than necessary to
conclude the business associated with the initial stop.
c. Detector Canine searches of vehicle interiors may be
conducted only with a search warrant, search waiver (oral
or written) or following an alert by the Detector Canine on
a portion of the vehicle’s exterior.
d. Once the decision has been made to conduct a search using
a Detector Canine during a vehicle stop, the search should
be conducted as soon as possible to avoid detaining the
operator longer than necessary. Once the Canine Handler
has been contacted and has consented to conduct the
search, the investigating officer should:
i. Park the marked unit and other vehicles at least 30
feet away from the vehicles being searched to
avoid contaminating scents
ii. Turn off the vehicle being searched
iii. If possible, close all windows and doors on the
vehicle being searched
Canine Bites and Injuries
1. The use of specially trained Canines for law enforcement actions
constitutes a real or implied use of force. In this as in other cases,
deputies may only use that degree of force that reasonably appears
necessary to apprehend or secure a suspect as governed by the
EBRSO’s use of force policy. In all instances where a Canine is
deployed in a tactical situation, the incident will be documented on
the Handler’s daily activity form and the Canine’s training records.
Canine Handlers will document all incidents where the presence of
a Canine was instrumental in the apprehension of a subject.
2. Whenever a Canine bites an individual, accidently or otherwise, on
or off-duty, the Handler shall:
a. Notify a Canine Supervisor and Night Supervisor if after
normal business hours.
b. Examine the affected area to determine the seriousness of
the bite or injury.
c. Obtain medical treatment for the person regardless of the
perceived seriousness of the bite or injury.
3. If a Canine bites or injures an individual while in the line of duty,
the Handler must complete a Response to Resistance and/or
Aggression Form in accordance with the EBRSO’s Use of force
policy.
4. The Supervisor shall notify Internal Affairs of all incidents where
the bite requires a stitch(es) or consists of a broken bone.
II. Canine Unit Commander/Supervisor Responsibilities
A.
Primary Duties:
1. Overseeing the Trainer position.
2. Supervision of all Canine Handlers.
3. Public relations via the assignment of Canine demonstrations.
4. Veterinary service.
5. Purchase and maintence of equipment and supplies.
6. Conduct performance evaluations for the division.
7. Coordination of activities with other divisions and law enforcement.
8. In-service training of Canine Teams
9. Retirement and/or disposal of Canines.
10. Maintaining division records.
B.
Additional Duties:
1. Assisting with training programs whenever necessary.
2. Coordinating assignments of Canine Teams to impact specific
crime areas and problems.
3. Monitoring the performance of each Canine Team.
4. Periodically inspecting all equipment assigned to individual Canine
Handlers.
5. Ensuring that the Canine-related training equipment maintained at
the Canine Training Center remains in a state of readiness and good
condition.
6. Assisting Canine Handlers with Canine related problems.
7. Maintaining a kennel inspection record on all residential kennels.
8. Maintaining performance evaluation records for each Canine Team.
9. Upon being notified of any personnel action which permanently
removes a member from his/her duties as a Canine Handler, the
supervisor or his designee shall conduct an appropriate evaluation
of the Handler’s Canine to determine whether the Canine should be
reassigned or retired from the EBRSO.
10. Furnishing each Canine Handler specifications for the kennel
required to be maintained at the Handler’s residence and inspecting
each kennel to insure that it meets all security and sanitation
requirements.
III. Canine Records
The Canine Division Supervisor shall be responsible for maintaining accurate
records of the Division’s Canine Teams relative to the following:
A. Hours of in-service training
B. Apprehensions with bites
C. Apprehensions without bites
D. Number of tracks conducted
E. Number of building searches conducted
F. Number of area searches conducted
G. Number of crowd controls conducted
H. Number of public Canine demonstrations given
I. Number of calls handled
J. Number of arrests made
IV. Canine Related Education for EBRSO Personnel
Misunderstandings concerning the use and tactical deployment of a Canine Team
can largely be avoided by familiarizing all law enforcement personnel with the
capabilities and limitations of Canine Units. In order to accomplish the above, the
Canine Division shall implement the following:
A. Provide an introduction of Canine related activities, operations,
capabilities, and limitations to each EBRSO Training Academy Basic
Training Class.
B. Provide additional information and education through in-service roll
call training classes for Uniform Patrol and Detective personnel.
C. Provide the opportunity for current members of the EBRSO to ridealong with a Handler to enhance their knowledge of Canine
operations.
D. Provide the opportunity for current members of the EBRSO to
participate in training sessions in order to enhance their knowledge and
confidence of Canine operations and capabilities.
06-05.05 HANDLER SELECTION, TRAINING AND RESPONSIBILITIES
I. Handler Selection
A. Members must have a minimum of three (3) years satisfactory service with
EBRSO Criminal Division.
B. Previous experience with animals is not necessary; however, a Handler
should have a forceful character with a determination to succeed, and a
cheerful disposition which will be reflected in the behavior of his assigned
Canine. The prospective member must also enjoy being around dogs and
have no intrinsic fear of them.
C. Members must understand and accept the additional hazards and
responsibilities that may result as part of the job.
D. Members should have an adequate facility for housing the Canine and
EBRSO issued kennel.
E. Members must assure that other person(s) in their residence agree to house
the Canine on their premises.
F. Members must be in good physical condition and be able to perform the
duties of a Canine Handler.
G. Members must be willing to provide the time necessary for training and care
of the Canine.
H. Members must recognize that the position may require unusual working
hours.
I. Members must be willing to participate in speaking engagements and
demonstrations.
J. Members must be willing to relinquish consideration and/or assignment to
other specialized areas of the office if requested.
K. Members who are assigned to the Canine Unit may participate in
promotional opportunities, provided all other requirements necessary for the
position being sought are met. Members must understand that a promotion
may necessitate giving up the position of Canine Handler. This will be
determined on a case-by-case basis.
II. General Instructions for Canine Handlers
A. A Canine Handler is responsible for the actions of his Canine. The safety of
the public and the performance of the Canine are the first priorities of the
Canine handler.
B. When a Canine is deployed, the Canine Handler should make efficient use of
the Canine’s presence by arriving quickly and not remaining at the scene
after the necessity for the Canine’s presence has passed.
C. The Canine shall not be left unattended in a manner in which it may have
contact with the public or be placed in danger.
D. Canine Handlers will not involve themselves in any activities outside the
department with the Canine unless previously authorized by the Sheriff,
Colonel or Canine Commander.
E. While on routine patrol, the Canine will remain in the caged area of the
Canine vehicle. The Canine will not be allowed to ride in the front seat of
any vehicle unless emergency circumstances exist.
F. Canine Handlers that initiate a motor vehicle pursuit shall relinquish primary
status to the first available marked unit.
G. Under no circumstances will the Canine be allowed or encouraged to jump
up on or be permitted on the exterior of the Canine vehicle.
H. Only Canine handlers shall handle, feed, exercise, or give commands to the
Canine unless specifically authorized by the Sheriff, Colonel or Canine
Commander.
I.
The Canine will not be allowed in restaurants or other business
establishments unless on EBRSO business and only when under the control
of the Canine Handler.
J. When not on duty, the Canine shall be kept locked in the kennel, except
when under the direct supervision of the Canine Handler.
K. The Canine shall not be allowed off lead outside of the kennel when nonfamily members are present at the Canine Handler’s home
L. Taking the Canine on personal or family outings is prohibited.
M. The Canine Handler shall make proper arrangements, approved by the
Sheriff, Colonel or Canine Commander, for the care of the Canine when the
handler is unavailable (on leave, attending training not involving the canine,
etc.).
N. The Canine Handler will keep the Canine clean, well groomed and free of
offensive odor.
O. No one is allowed to tease or agitate the Canine at any time.
P. Canines are to be kept on-lead at all times while on duty, except during
building searches or as previously noted
Q. The only Canine demonstrations that will be performed are those that are
authorized by the Sheriff, Colonel or Canine Commander.
III. Emergency Aid to Injured Canine
A. In the event the Canine requires emergency medical care, the Canine Handler
shall ensure the Canine receives immediate medical attention through the
most appropriate veterinary services.
1. During normal working hours this should be the EBRSO approved
veterinarian.
2. The Handler will submit an incident report and/or memorandum
describing the circumstances of the medical care needed to the Canine
Commander or Supervisor.
3. The Canine Handler should administer all first aid measures possible at
the scene.
4. When necessary the Handler shall request the EBRSO Communications
notify the appropriate veterinary service that they are en-route to the
animal hospital.
IV. Training Requirements
A. New Handlers and/or new untrained Canines will be required to successfully
complete a basic training Handlers course with US K-9, which consist of 10
to 14 weeks of training and certification. After completing the US K-9
handler course, the Canine Team will attend and complete a 495 hour basic
training course under the established guidelines of the United States Police
Canine Association (USPCA). The US K-9 handler course along with the
USPCA basic training course shall include, but is not limited to the
following:
1. Care and nutrition
2. Equipment (maintenance and use)
3. Unit policies and procedures
4. Report writing
5. Court testimony
6. Obedience (basic-intermediate-advanced)
7. Agility and obstacle course
8. Area searches
9. Building searches
10. Article searches
11. Tracking (basic- intermediate-advanced)
12. Civil liability involving use of force
13. Handler protection and control
14. Tactical techniques and training
15. Street survival training techniques
16. Applications involving use of force
17. Night-time tactical training
18. Existing case laws studies
19. Theory of scent and characteristics of such
20. Crowd control techniques
21. Decoy tactics and proficiency
22. Protection from Handler-aggressive Canines, and
23. Veterinarian visits
B. An experienced Handler with a newly acquired pre-trained Canine will be
required to successfully complete a basic 240 hour course of instruction
following the guidelines of the USPCA. This abbreviated course of
instruction, will include all of the above training standards.
C. The Canine Handler is required to maintain an accurate and current training
log on the Canine Track Computer Program. This may be used in court to
demonstrate the proficiency of the Canine. Handlers must properly document
all training exercises and activities pertaining to the team. In addition to the
database, the Handler’s personal training log should contain accurate
information regarding the team’s tactical deployments involving building
searches, area searches, tracking, criminal apprehension, and tactical
deployment. Records and information should be supplied to the Canine
Division Trainer/Supervisor each week.
06-05.06 CANINE TEAM CERTIFICATION REQUIREMENTS POLICY
Failure of a Canine Team to consistently perform at acceptable proficiency levels
seriously degrades the team’s operational effectiveness. As such, all of the EBRSO
Canine Teams will be required to demonstrate skills, knowledge, and ability in
applicable areas.
I. Canine Team Certification Requirements
A. Through experience, the following skills have been determined to be vital in
the performance of Canine duties and prospective teams are required to
develop these skills.
1. Obedience
2. Agility
3. Building Search
4. Article Search
5. Physical Apprehension of Suspect
6. Recall from Apprehension
7. Physical Apprehension of Suspect Under Gunfire
8. Handler Protection and Control
9. Tracking
B. Once proficiency has been established with the team, it will be incumbent
upon the Handler to maintain the proficiency through a regular and
continuous training program geared specifically for the benefit of the dog and
Handler.
C. In order to insure that acceptable level of proficiency is maintained
throughout the life of the team, departmental evaluations will be conducted
twice a year and will be administered by the Supervisor and/or Trainer of the
Canine Unit.
II. Proficiency Standards
A. The accepted standard of proficiency will be based on the United States
Police Canine Association Patrol Dog I evaluation course.
B. In order for a Canine Team to demonstrate an acceptable proficiency level,
the team must score a minimum of:
1. 70% in obedience
2. 70% in apprehension work
C. In order to obtain certification as a “certifed police dog”, the Canine Team
must score a minimum of 490 points out of the possible 700 points.
III. Periodic Evaluations
A. All East Baton Rouge Sheriff Patrol Canines will participate in evaluations at
least twice a year.
B. In place of the evaluation, a team may substitute the result from a USPCA
regional/national field certification trial if results were obtained within six
weeks of the scheduled evaluation period.
C. Once a Canine Team has successfully completed a basic Canine training
course of instruction for Canine Handlers (at US K-9), the Handler will then
attend a USPCA basic training course of instruction for Canine Handlers
(either 495 hours or 240 hours), the Canine Team must achieve regional
USPCA certification within two years while continuing to maintain
minimum departmental performance standards.
IV. Remedial Training
A. In the event any Canine Team fails to obtain the required USPCA regional
certification within two years of successfully completing the basic training
course of instruction, or achieve the department’s minimum proficiency
rating in obedience or apprehension work during the evaluation period, the
Canine Supervisor shall ensure that the following restrictions are placed upon
the Canine Team:
1. The Canine Team will not be permitted to conduct off-leash running
apprehensions or bail-outs while working the street.
B.
2. The Canine Team will not be utilized for call-out purposes to assist
in the apprehension of wanted suspects.
3. The Canine Team will not be utilized to assist outside agencies in
the apprehension of wanted suspects.
4. The Canine Team will not be allowed to participate in selected
public Canine demonstrations.
5. Application of the Canine will be limited to:
a. Searching secured buildings while off-leash (burglary suspect)
b. Searching enclosed fenced-in areas while off leash
c. Tracking a suspect with the Canine in harness and on long
tracking lead
d. Handler protection
6. These restrictions will reamain in effect until the next departmental
Canine proficiency evaluation. At that time, the team will be
required to demonstrate acceptable proficiency levels in obedience
and apprehension work.
Upon the second consecutive failure of the Canine Team to either obtain the
required certification or achieve the department’s minimum proficiency
rating in obedience or apprehension during the evaluation period, an
evaluation will then be made by the Canine Supervisor, along with the
trainer, to determine if the problem lies with the Canine or the Handler.
Once the determination has been made, a detailed report will be forwarded to
the Sheriff with the recommendation that one or the other be replaced.
06-05.07 CARE AND MAINTENANCE OF CANINES AND EQUIPMENT
I.
Care and Maintenance of Canines
Canine Handler is responsible for the following regarding care and maintenance
of their Canine:
A. Maintaining an approved kennel at their place of residence.
B. Maintaining the cleanliness of the training center kennel used by their
Canine.
C. Reporting any and all illnesses and/or injuries suffered by their assigned
Canine.
D. The control of their assigned Canine on or off duty.
E. Ensuring that their assigned Canine is maintained in a clean, wellgroomed, and healthy manner.
F. Ensuring that their assigned Canine continuously performs at satisfactory
proficiency levels as determined by department minimum standards.
G. Ensuring that their assigned Canine unit is kept clean and in good working
order.
H. Ensuring that the Canine Team’s assigned equipment is available and in
good condition at all times.
II.
Canine Equipment
A. Canine Division personnel are responsible for the care and condition of all
assigned equipment and assume the responsibility for its current state of
B.
C.
06-05.08
readiness at any given time. The following equipment is issued to Canine
Handlers:
 Properly-sized choke chain for the Canine.
 One 6’ adjustable leash of either nylon or leather.
 One tracking harness for the Canine.
 One tracking lead between 15’ and 30’ in length.
 One EBRSO approved arm piece.
 One 12” patrol lead either nylon or leather.
 The necessary computer software and related items to properly
document and record training along with deployment activities of the
Canine Team.
Kennel inspections
1. Routine kennels inspections will be held twice a year.
a. If the kennel does not meet the requirements, the Handler
shall be advised of all deficiencies.
b. The Handler will be given 14 days to either make the
arrangement with maintenance or to correct the deficiencies
themselves.
c. At the end of the 14 day period, the kennel shall then be
inspected a second time.
d. If the kennel is found to be deficient a second time, the
Handler will then be required to place the Canine in the
kennel at the Canine Training Center until the kennel
specifications have been brought up to standard.
2. Additionally, the Handler’s kennel shall be inspected when:
a. The veterinarian or Unit Supervisor feels that a Canine’s
poor physical condition is a result of poor kenneling
conditions.
b. A Handler moves to a new location.
c. Complaints are received from neighbors or citizens.
Storage and Disposal of Training Aids
1. Storage and Disposal of Training Aids shall follow the established
DEA Protocol.
2. A copy of the current protocols can be found in the Canine Division
Office.
CANINE VEHICLES
I. Canine Vehicles
Canine Teams are assigned specially equipped EBRSO vehicles, designated
for use by Canine Teams and clearly marked “K-9”
A. Canine Vehicles are to be maintained in good operating order.
B. The interior will be regularly cleaned and disinfected; and any damage
to the upholstery shall be immediately repaired. The Canine Handler’s
daily inspection report shall document the need of such repair.
C. Canine Units are to be locked and secured if the Canine is left in the
unit while the Canine Handler is away from the Canine Unit. The
Canine Unit will be left running while the Canine is secured inside.
D. The Canine shall not be left unattended in a vehicle when the vehicle
is unsafe because of cold, heat, location or other conditions.
E. All Canine Vehicles shall be equipped with heat sensors, which
monitor the interior temperature of the Canine Unit. The sensors are
set to activate (emergency lights, horn, rear window roll down and
activate exhaust fan) at 87 degrees. Each Handler shall carry the heat
activated sensor pager when away from the vehicle. Should the
activation of the heat sensor occur and the Handler is not present,
immediate attempts should be made to locate the Handler. Personnel
should monitor the condition of the Canine until appropriate assistance
arrives.
F. A spare key to each of the Canine Units will be kept in the EBRSO
Fleet Operations Office so as to be available if needed.
G. The only persons authorized to operate the Canine Vehicle(s) are the
Canine Handler assigned to the vehicle, the Fleet Operations
Personnel, or other personnel authorized by the Sheriff.
H. If at all possible, the Canine Handler is to return to the vehicle at least
every 30 minutes to check on the welfare of the Canine, rather than
leaving the Canine unattended for long periods of time.
I. If the urgency of the circumstances requires the Canine to be left
unattended in the vehicle and the outside temperature could be
expected to rise above 90 degrees, the following procedures shall be
followed:
a. The vehicle shall be parked in a safe and proper location. It
should be parked in a shaded location, if available, and if
possible so it can be viewed by the Canine Handler at all times.
b. The vehicle shall not be left unattended for a longer period than
is absolutely required.
c. The transmission shall be placed in park with full application
of the emergency brake.
d. The engine shall be allowed to run with the air conditioner in
operation so the vehicle will be cooled to an appropriate
temperature.
e. The hood of the vehicle may be raised to allow the engine to
run cooler.
f. Vehicle temperature alarm sensors and Canine Vehicle parking
procedures shall not substitute for diligent attention to the
ambient temperatures by the Canine Handler. Line of sight
contact is preferred.
Number Effective
Date
06-06
01/01/09
Procedural Order
Subject
Maritime
Chapter
Special Operations
Revision
Date
01/26/09
Reevaluation
Annually
06-06.01
PURPOSE
To provide standards and procedures for operation of the Maritime Response
Team.
06-06.02
SITUATION
The Office Maritime Operations are divided into two categories:
 Maritime Security Patrol – operations intended to provide a visual law
enforcement presence as a deterrent to crime in the marine environment.
Depending on the specific goals, these operations may be conducted from
Office watercraft or land vehicles
 Maritime Crisis Response – operations intended to respond to a crisis
incident in the marine environment. Response to a maritime crisis incident
will be determined on a case-by-case basis
The Maritime Response Team, of the East Baton Rouge Parish Sheriff’s Office
(EBRSO), which will here after be referred to as MRT, is the maritime Special
Weapons and Tactics unit of the Sheriff’s Office. The MRT is tasked with the
resolving of situations that take place in the maritime environment. The MRT is
responsible for resolving these situations because the resolution of these situations
by non-MRT personnel is beyond his or her scope of training, experience and
equipment. The types of maritime situations the MRT is called to resolve, but is
not limited to include the following:
 Barricaded subjects
 Hostage/Crisis situations
 Sniper incidents
 High risk search or arrest warrants
 Suicidal situations
 Dignitary protection
 Counter-terrorism situations
 Major marine casualty events
 Special assistance to the US Coast Guard and other agencies
06-06.03
RESPONSIBILITY
 The MRT is the only unit within the Sheriff’s Office that is trained in the
resolution of these maritime situations mentioned above. The MRT is
issued equipment designed for usage in maritime situations. MRT is
trained in the strategy and tactics that are used to handle these particular
types of maritime situations
 The MRT Command Staff (Incident Commander and MRT Commander)
will be notified by Communications via alphanumeric pager that MRT has
been requested by a supervisor at a particular location. The Command
Staff will respond and assess the situation to determine if an MRT call out
is warranted. If the MRT is needed, the Command Staff will instruct
Communications to notify the MRT
 The MRT Command Staff will notify the Coxswain Team Leader or, if
unavailable, the on-duty Coxswain, of the required boat(s) for the
operation
 The Coxswain Team Leader or, if unavailable, the on-duty Coxswain, will
ensure that the appropriate arrangements are made to have the boat(s)
delivered to the launch point
 The Command Staff of MRT will ensure that the inner and outer perimeter
is adequately staffed by patrol personnel while MRT is in route to the
crisis site
 The Command Staff of MRT will establish a command post, inform all
personnel of the Hot Zone, establish communications on the designated
frequency, plot the safest route to crisis site and insure that all support
agencies are notified (U.S. Coast Guard, fire, EMS, EOD, West BRSO)
etc.
 Upon arrival of the MRT, an Emergency Assault Team will be formed as
quickly as possible, briefed and placed in position
 The Command Staff of the MRT along with Coxswain and Assault Team
Leader will begin formulating plans of action. The Assault Team Leader
will deliver an emergency assault briefing to the MRT. After the
emergency assault brief the Assault Team Leader will begin to formulate
his operations order relative to intelligence information received, and after
his order has been completed he/she will submit this plan to the Command
Staff for approval. Once the deliberate assault plan has been approved the
Assault Team Leader will brief the members of the MRT
 Due to the unpredictable nature of MRT incidents, there may be an
occasion when a MRT member will arrive on a scene prior to the arrival of
the Command Staff. In those situations, where it is obvious that the MRT
will be called out, i.e. obvious hostage situation, terrorist act, etc. The first
MRT member on scene will consult with the supervisor on scene, and
begin the MRT command and control process until the arrival of the
Command Staff. If the MRT member chooses not to assume command, he
should consult the supervisor and assist them with the MRT command and
control process until the arrival of the Command Staff





06-06.04
The MRT will attempt to rehearse the plan as approved by the Incident
Commander or his designee
The MRT after boarding the target vessel or structure and completing the
assigned mission will evacuate hostages and suspects from the target and
turn evacuated personnel over to investigating deputies
After evacuation of hostages and suspects from the target, MRT will
conduct a complete search of the target for any hazards (weapons,
improvised explosive devises, etc.), which may be harmful to investigating
deputies, crime scene personnel or any other persons who may come into
the crisis site
After searching the target vessel or structure the MRT will relinquish the
target to the investigating deputies
The MRT Commander or his designee will furnish to the Incident
Commander an after action report within 5 days of the incident.
CONCEPT
The MRT is not a full time unit of the East Baton Rouge Parish Sheriff’s Office.
The MRT works on a 2-week rotation, alternating between Alpha and Bravo
teams. The members of MRT are all assigned other duties within the office and
are on call to respond to a situation. The MRT is called on when a situation has
occurred that cannot be handled by conventional police tactics and the resolution
of the problem calls for a response by the MRT. Although MRT is not a full time
unit, all personnel are assigned responsibilities on MRT, which they are expected
to fulfill. The duties and responsibilities assigned to MRT personnel are as
follows:
 Incident Commander - Overall commander of any situation that MRT is
called on to resolve. The Incident Commander is part of the Command
Staff
 MRT Commander - Commander of the MRT and responsible for the
overall training of the MRT. MRT Commander is in charge of team
member deployment during MRT operations, along with Team Leaders
responsible for planning tactical operations. The MRT Commander is Part
of the Command Staff
 Team Leader – Responsible for one of two tactical teams assigned to MRT
(Alpha & Bravo). Responsible for the training of the team and for its
performance during training and MRT operations. Responsible along with
MRT Commander and other Team Leaders with the tactical planning
during MRT operations
 Assistant Team Leader – Assumes command of one of the tactical teams
assigned to MRT (Alpha & Bravo) if the Team Leader is absent or
incapacitated. Is well versed in duties of the Team Leader
 Team member (Alpha & Bravo) – Trained in techniques, vessel boarding
and clearing procedures, structure climbing and water survival
 Lead Coxswain – Responsible for all watercraft assigned to the MRT.
Responsible for the training of the MRT boat crew and for its performance
during training and MRT operations

Coxswain – means a deputy who has met all MRT Coxswain training
requirements and has been specifically designated by the Sheriff as an
“EBRSO Coxswain”. Coxswains have complete authority and
responsibility for the safe operation of an Office watercraft. Because of the
specialized training and experience, the Lead Coxswain at any MRT
incident is expected to participate in the tactical planning of the operation
Designated deputies will fill command position in MRT, i.e. Incident
Commander, MRT Commander and Team Leaders. In the event a designated
deputy is unable to respond, the following transaction will take place to fill the
vacant command position:
 If the Incident Commander is unable to respond, the MRT
Commander will assume the Incident Commander position
 If the MRT Commander is unable to respond, the senior Team Leader will
assume the MRT Commander position
 If the Team Leader is unable to respond, another Team Leader or Assistant
Team Leader will assume the vacant Team Leader position
 If the Lead Coxswain is unable to respond, the on-duty Coxswain will
assume the Lead Coxswain position
 The MRT Command Staff, upon arrival at the incident, will evaluate the
situation and, based on their observations and received intelligence, will
determine if the MRT is needed at the crisis site. If the MRT Command
Staff determines that the MRT is needed, the MRT Incident Commander
will request the Communications Division to activate the appropriate
MRT element along with any needed support elements
 The Incident Commander will notify the Sheriff or his designee that the
MRT is responding to an incident
 If the time and situation permit, the MRT Command Staff, in consultation
with the Sheriff or his designee, will be responsible for determining the
amount of force necessary for the resolution of the situation
Line of succession – The MRT Command Staff will notify the following
personnel as soon as is practical in the event the MRT is deployed:
1. Sheriff
2. EMS/Fire Department Support
3. Supporting law enforcement agencies, if any
4. Media Relations
A committee comprised of the below listed individuals will be responsible for the
future planning of all MRT policies and procedures:
Incident Commander
 MRT Commander
 MRT Team Leaders
 MRT Training/Safety Officer
 MRT Lead Coxswain
06-06.05
MARITIME SECURITY PATROL (MSP) OPERATIONS
Command – Command and control of all MSP operations will be centralized at
the discretion of the Sheriff. The designated MRT commander will determine
when, where, and who will be conducting MSP operations. The MRT commander
shall inform the selected EBRSO Coxswain and boat crew of the time, date, start
time, duration, and mission of the MSP operation. The MRT commander shall
inform the coxswain of any relevant intelligence or situational factors that
initiated the MSP operation.
Patrol conditions - Generally, there are several conditions that will warrant MSP
operations:
 Coast Guard MARSEC Level II and Level III. These conditions are
established by the Coast Guard Captain of the Port (COTP) based on
maritime intelligence and other security related factors. When the COTP
has established this level of security, the MSP commander will direct a
reasonable number of security patrols
 Special request by area organizations and other law enforcement agencies
 As directed by the Sheriff or his designee
 The MRT commander will only select an EBRSO Coxswain to operate
and control Office watercraft for MSP operations. The MRT commander
has the authority to select any coxswain from the approved list for MSP
operations. However, the MRT commander should use good judgment
considering work shifts and the personal needs of coxswains
 The coxswain has the discretion to cancel any MSP operation due to
hazardous marine conditions that may endanger the safety of office
personnel or equipment. Examples of reason to cancel include bad
weather, dangerous river conditions, heavy fog, etc. If the coxswain
considers environmental conditions too dangerous to justify an MSP
operation, the MRT commander shall not “shop” for a coxswain. The
coxswain shall note the reason for the patrol denial in the Patrol Log. The
MRT commander shall not attempt to persuade the coxswain to conduct
the patrol. Instead, the MRT commander shall seek alternative means to
meet mission directives such as vehicle and foot patrols on the levy
 When MSP operations have been directed, the selected coxswain shall be
responsible for insuring the Office watercraft is ready for operations. The
coxswain shall follow an office approved pre-operations checklist for the
specific watercraft chosen for the MSP operation
 The MRT commander shall insure that every office watercraft is in
compliance with Federal and state regulations for the equipping of
watercraft with safety, signaling, and firefighting equipment
 The coxswain shall direct all boat crew in a manner that safely satisfies the
patrol directive. Upon completion of the mission, the coxswain shall
insure the watercraft is properly secured and all gear has been properly
stowed
 The coxswain shall insure that the MSP Mission Log is completed
indicating the activities of the patrol. To be included in the Mission Log
are details of all MSP contact with the public listing names, time of
contact, reason for contact, result of contact, and if any law enforcement
actions were taken as a result of the contact. A copy of this log shall be
sent to the MSP commander upon completion of the mission




06-06.06
The coxswain shall insure the Office watercraft Operation & Maintenance
Log is completed immediately upon completion of the MST mission. In
order to maintain mission readiness, any maintenance needs shall be noted
in the log and reported to the MRT commander
While underway, the coxswain shall maintain monitor the designated
Sheriff's Office radio frequency corresponding to the jurisdiction of
current operations. In addition, the coxswain shall insure that EBRSO
South Dispatch is monitored at all times while underway
The designated uniform for MSP duties is the Class B Utility Uniform. A
Coast Guard approved, Office issued life vest shall be worn by all
personnel while onboard an Office watercraft whether the watercraft is
underway or docked. An exception is made when the personnel are within
an enclosed cabin on an Office watercraft; however, an Office approved
live vest must be immediately available to every person on-board at all
times. Personnel will wear only Office approved footwear while
underway. Only black athletic shoes or brown leather boat shoes may be
worn while underway. No boots, military or cowboy style, may be worn
by Office personnel while underway
Due to weight and buoyancy, personnel shall wear only Office approved
nylon duty gear issued for MSP operations
COMMAND AND COMMUNICATION
 The Incident Commander is responsible for the entire operation. His
purpose at the command post is to bring together people, communications,
and information to manage the response to emergency situations. A chain
of command is established to determine roles, jurisdiction, and clearly
define the function of each MRT member
 Communications are, of course, a critical link in resolving any major
incident. The Incident Commander along with the MRT Commander will
determine radio frequencies as follows:
 Primary radio frequency
 Alternate radio frequency
 An intricate part of command and communication is the correspondence
between the MRT Commander and the MRT. Once the decision has been
made to launch an assault on a particular target, radio demeanor is of the
utmost importance
The following is an example of how radio communication should take place once
permission for the assault is granted:
Team Leader – “At last Covered and Concealed Location (LCC)”
MRT Commander – “This is the Commander – I have control –
5,4,3,2,1…Execute…Execute…Execute”
Team Leader – “(Internal) Dominate – Clearing or Covering”
MRT Commander – “Reorganize”
Team Leader – “Status report (Status of Team, # in Custody, etc.)
MRT Commander – “Centralize and Prepare for Evacuation”
Team Leader – “Ready for Evacuation”
MRT Commander – “Evacuate”
Team now has internal debriefing and calls when ready for command briefing.
MRT Commander – “Withdraw”
06-06.07
EQUIPMENT AND LOGISTICS
The MRT is equipped and qualified to resolve the situations listed in the
“situation” section of this order. Due to the nature of a MRT callout it is
imperative that all MRT members be issued specialized equipment to meet the
required needs. MRT members are to maintain all issued equipment in operable,
response ready condition. All issued equipment will be carried to all MRT
responses, including training. There will be a quarterly inspection of all gear
including weapons to coincide with quarterly qualifications. Continued below is a
list of standard equipment necessary to complete a MRT operation:
 Handgun – Each MRT member is armed with the issued handgun of the
East Baton Rouge Sheriff’s Office Crisis Response Team, the GLOCK
17C/21C. Each handgun will also be equipped with a compatible weapons
light
 Carbine / Submachine gun – Each MRT member is armed with either a
Bushmaster M4/A3 Type Carbine or a Heckler and Koch UMP .45
Submachine gun. These weapons come equipped with a weapon-mounted
flashlight. The Carbines /Submachine gun will also be equipped with a
compatible weapons light
 Ammunition – Only issued or approved ammunition can be utilized by
MRT members. The following is a description of that ammunition in
regard to MRT weapons:
 Handgun – Winchester Ranger STX 147gr. (9mm) 230 gr. (.45ACP)
jacketed hollow point
 Carbine – Hornady Tactical Application Police (TAP) Urban 75 gr.
 Or other approved ammunition
 Flash/Noise Diversionary Devices – The MRT is equipped with a flash
noise diversionary device (FNDD) for the purpose of distracting or
disorienting a suspect during a MRT operation. The FNDD is an explosive
device that, when properly deployed, produces two (2) three seconds of
physiological involuntary distraction which prohibits organized resistance.
This device will not be deployed by anyone other than a qualified MRT
member. The following is a description of the office issued distraction
device
 Defense Technologies Number 25 or other approved devices.
Safety Equipment – All MRT members are issued the following for safe
and proper operations:
 Protective helmet: Pro-tec, protective helmet
 Body armor: Concealable vest, level 3a Level IV ballistic plate
 Tactical Vest: Tactical Tailor, Modular Plate Carrier (complete)
 Tac vest 3 mag pouch / UMP .45 pouch
 Radio pouch
 Hydration pouch








Sheriff’s ID 4”x12”(2)
Floatation Device: Mustang, Air Force inflatable PFD, Type V
Uniform: Sage green battle dress uniform (BDU)
Protective mask: MSA, Millennium chemical-biological mask
Eye protection: Oakley, M frame glasses (clear and gray lenses)
Gloves: Hatch, Operator
Boots: Warmers, Amphib Boot
Pistol Belt (complete): Belt (Safariland/Blackhawk, duty) Holster
(Safariland, 6004) Pistol magazine pouch (Blackhawk, duty triple pistol
mag pouch)
When deficiencies are noted during actual implementation of this order steps will
be taken to change/correct or otherwise amend the deficient portions as soon as
practical.
06-06.08
SELECTION PROCESS
Requirements for applications:
 Applicant must be an operational member of the Crisis Response Team
(CRT)
Application Process:
 CRT members will be notified of available positions within the MRT
 Applicants will apply by written letter of intent addressed to the CRT
Commander. Letters of intent remain valid as a list of applicants until an
applicant request that his/her application be removed
 The CRT Commander will maintain a file on each applicant to include all
information and documentation of the selection process. This file will be
made current for each test administered
 The CRT Commander will notify the applicants in writing of the testing
dates. Tests will be administered for each opening in the MRT.
Applicants must apply in writing only once, but must retest each time the
test is administered until selected
Testing and Interview Process:
 There are two (2) practical tests. Test criteria are both water related,
distance swim and water survival skills. See MRT selection manual for
full test descriptions
 Complete a 225-yard swim in less than 8 minutes
 Perform a 10-minute water tread
 Be able to complete two (2) 5-minute treading while wounded drills: Feet
tied, Hands tied
 Complete a high water entry (7-meter)
 Conduct a 25-yard reduced visibility underwater swim.
Completion, Documentation, and Eligibility:
 The results of all testing will be retained by the MRT Commander for a
period of 12 months. To be eligible for appointment the applicant must
pass all standards and be selected by the committee
The MRT Commander will notify all applicants in writing of their eligibility
status. Applicants failing to be selected must retest in order to be considered for
the next MRT available opening.
Selecting an Appointee:
 After the applicant successfully completes selection process,
the eligible applicants will be reviewed by the selection committee who
will select new appointees using weighted voting
 The CRT/MRT Commander approves all new appointees selected
 The selection committee consists of the MRT Commander, and each Team
Leader (or assistant team leader). These assigned committee members
will also conduct the oral interviews
Probationary appointment:
 Applicant will receive written notification of probationary appointment
from the MRT Commander
 Probationary period is three (3) months
 Probationary members failing to meet the MRT requirements within the
three (3) month probation period will be notified in writing of immediate
dismissal by MRT Commander upon consultation with the Incident
Commander
Full time appointment:
 Probationary members after successfully completing probationary period
will be notified in writing of full time appointment by the MRT
commander
 Appointees failing to meet MRT requirements will be subject to MRT
disciplinary action including probation and/or dismissal
06-06.09
REQUIREMENTS TO SUSTAIN APPOINTMENT
Water proficiency requirements:
 Upon probationary appointment, members must have met 100% of the
designated MRT water survival requirements
 Full time MRT members must maintain 100% of the water survival
standards. If the standard is not meet then the MRT member will be placed
on probation for one (1) quarter. If the MRT member fails the water
survival standard at the second quarter testing, that member may then be
terminated at the discretion of the MRT Command Staff.
Skills proficiency:
The firearms qualification for MRT members will be taken from their quarterly
CRT pistol and carbine qualifications.
 HANDGUN – For all handguns carried by MRT members, a minimum
score of 90 on the CRT handgun course
 CARBINE – For all carbines carried by MRT members a minimum score
of 90 on the CRT carbine course of fire must be attained
 SUBMACHINE GUN – For all submachine guns carried by MRT
members a minimum score of 90 on the CRT carbine course of fire must
be attained.

Additional Weapons or Devices – For any weapon/device carried by MRT
members an acceptable score on a mandated course of instruction by the
POST council (when required), MRT, and or Sheriff’s Office must be
attained and documented by the CRT Commander and the Sheriff’s Office
Firearms Training Unit when required
 Failure of Firearms Testing – MRT members that fail to meet a 90%
minimum score during any firearms test will be removed from maritime
status. The MRT member will be retested at the earliest possible time. If
the MRT member meets the 90% standard on the retest they will be
immediately reinstated. If the MRT member fails to meet the 90 % score
on the second attempt that member will be immediately terminated from
the MRT unit
 Practice Required – In addition to required qualifications and in addition
to scheduled training of the MRT, each member is required to individually
practice monthly, with each weapon issued to the individual member. The
individual deputy is responsible for logging record of his/her practice with
the Firearms Training Unit
Defensive Tactics:
 Active Counter Measures – As per POST and EBRSO standards
 Aerosol Subject Restraints – As per POST and EBRSO standards
 Expandable Baton – As per POST and EBRSO standards
 Handcuffing – As per POST and EBRSO standards
 Joint Manipulations – As per POST and EBRSO standards
 Pressure points – As per POST and EBRSO standards
 Spontaneous knife defense – As per POST and EBRSO standards
 Weapon retention – As per POST and EBRSO standards.
Tactical skills:
 Boating operations
 Boarding operations
 Tactical movement
 All members of the MRT are to maintain all issued equipment in operable,
response ready condition
Contact with on-call members is imperative. Members must and shall respond to
paging promptly (pagers will be the primary notification since implementation of
the Alpha Numeric paging system). embers must notify communications and their
respective team leader when not able to respond while on call for any reason. On
call members will refrain from activities that would compromise their response or
performance during MRT operations.
Training:
 Any member of the MRT missing training must submit the reason for
absence in writing to the CRT/MRT Commander. The writing will
include copy of subpoena, sick slip (from doctor as per policy), vacation
or compensatory leave request, letter of instruction to receive other
training, and/or letter from supervisor confirming manpower shortage. The
CRT/MRT Commander will retain these records for twelve (12) months

The CRT/MRT Commander is also responsible for completing a training
record for each training session of the MRT. The record shall include the
date, number of hours, the instructor(s), the location, and subject of
training and a roster of those members in attendance
Departmental Disciplinary Action:
 Disciplinary actions against members of the MRT for reasons that
compromise the integrity of the MRT could cause probation or dismissal
for the MRT. Members should strive to remain free of all disciplinary
action
Performance Evaluation:
The Incident Commander, CRT/MRT Commander and Team Leaders will
participate in continual assessment of MRT personnel. Performance evaluation
forms will be used to document member personnel performance. Positive and
poor performance shall be documented by use of the performance evaluation
forms. Performance such as pager response, training attendance and participation,
monthly firearms practice, etc. can be documented. Quarterly performance
evaluations will be held and performance evaluation forms destroyed each quarter
replaced with a performance evaluation reflecting the member’s performance for
the last quarter. The responsibility of conferencing and evaluating is as follows:
 The Sheriff or his designee is responsible for evaluating and counseling
the Incident Commander
 The CRT/MRT Commander is responsible to the Incident Commander
 The Team Leaders are responsible to the CRT/MRT Commander
 All members of any team are responsible to their respective Team Leaders
 Performance evaluation forms will be passed up the chain of command
within the MRT for approval and possible disciplinary action
06-06.10
TRAINING AND CERTIFICATION REQUIREMENTS
 Because of the mission the MRT is assigned to, it is imperative that it be
extensively trained in all aspects of maritime tactical operations. MRT
members have received training from tactical response personnel in both
the law enforcement and military sector. Every effort to continue training
of the MRT will be made both for the unit as a whole and for the
individual deputy. All deputies of the MRT are encouraged to apply for
attendance to specialized training specific to the purpose of the MRT
 Within six (6) months of appointment, or as soon as possible, as a
probationary member deputies shall attend a maritime school for basic
maritime (MRT) operations. This can be either from the EBRSO or some
other source
 Within 3 months of appointment, a probationary member shall
successfully complete a written examination covering the US Coast Guard
Marine Safety Manual, Volume 7, Chapter 7, Port Security Tactics. The
MRT Commander shall design, administer, and grade the examination.
Pass or fail is at the discretion of the MRT Commander

Within six (6) months of appointment, or as soon as possible as either a
team leader or assistant team leader these deputies shall attend training
specific to the management of MRT teams
 Within six (6) months of the EBRSO adopting any additional device,
weapon or policy specifically useful to the resolution of any crisis
situation the entire MRT is to be trained in the use of the new device,
weapon or policy
MRT Coxswain Training – for those personnel that have been designated as
EBRSO Coxswains, the following knowledge and standards must be performed
and demonstrated:
 Prior to be designated as a Coxswain, candidates must complete the
Louisiana Department of Wildlife and Fisheries On-Line Boat Louisiana
Boating Safety course. Completion of this course yields the Louisiana
Boating Safety Education Certificate and Louisiana Vessel Operator
Certificate
 Completion of the EBRSO Coxswain Performance Qualification
Standards
 Eight (8) hours as the operator of EBRSO watercraft with an EBRSO
Coxswain observer. At least two (2) operator hours must be during night
operation
 Specific designation by the Sheriff or his designee
06-06.11
DISCIPLINARY PROCEDURES
The severity of the infraction will govern the actions taken; discipline or dismissal
should be viewed as a force continuum. Usually, there will be a gradual escalation
to dismissal, but circumstances may cause speedier action/dismissal. Disciplinary
action will center on the performance evaluation system. When deficiencies are
noted during actual implementation of this order, steps will be taken to
change/correct or otherwise amend the deficiencies as soon as practical, following
the resolution of the emergency situation.
Documentation:
 All actions must be for good cause or reason. Proper documentation
provides the basis for disciplinary actions
 Other departmental reporting will serve as documentation
 Minor infractions during a single quarterly evaluation period will be
handled and documented, thereby creating a written record and a verbal
reprimand. This would be reflected in the quarterly performance
evaluation
 Multiple minor infractions during a single quarterly evaluation period will
be documented and consultation with the CRT Commander and Incident
Commander. Probation of the member is possible. This will be reflected
in the quarterly performance evaluation
 Major infractions at any time will be documented and may be
accompanied by immediate probation. Probation will be for a specified
time period as declared by the CRT Commander and the Incident
Commander. This will be reflected in the quarterly performance
evaluation. If the infraction warrants removal, this is possible without
probation
 Infractions during probation warrant removal. Repetitive infractions will
hasten probation. Repeated infractions after successful probation will
hasten subsequent probation or removal. Probation will not be repetitive,
continued infractions will cause removal
 MRT members who fail any part of the physical or weapons requirements
are subject to disciplinary action and will be removed from additional
MRT compensation
 The CRT Commander shall keep records indicating that all MRT members
have participated in quarterly testing
Probation:
 Member will be notified in writing by the CRT Commander, stating the
reason for probation, length of probation and any additional requirements
if applicable during the probation period
Dismissal:
 Member will be notified in writing by the CRT Commander, stating
original cause for action as it relates to a MRT requirement, remedial or
probation actions taken if applicable, notation of documentation and
finally the effective date of removal
 The Incident Commander and the accounting department will be notified
of the dismissal from MRT by the CRT Commander
06-06.12
USE OF SHERIFF UNITS BY MRT MEMBERS
Due to the unpredictable nature of the MRT responses, the following guidelines
have been established for use of Sheriff’s Office units by MRT personnel while
off duty.
 MRT personnel, while off duty from regular Sheriff’s Office positions, but
on call for MRT, may use their assigned take home Sheriff’s Office unit
 MRT personnel will have all of their assigned equipment stored in their
unit, ready to respond
 If the MRT member is temporarily off MRT status but continues to work
at their regular assignment, they are not to adhere to office policy
concerning out of parish use
Procedural Order
Subject
Mass Arrest
Number Effective
Date
06-07
01/01/09
Revision
Date
01/26/09
Chapter
Special Operations
Reevaluation
Annually
06-07.01
PURPOSE
During the course of civil disturbance/unrest, it may become necessary to make
arrests of numerous individuals over a relatively short period of time. The
Incident Commander, or his/her designee, will be responsible for ensuring that the
process is handled efficiently, safely, and legally. This policy shall be used in
conjunction with the existing contingency management plans.
06-07.02
ARREST/PROCESSING PROCEDURES
 All persons arrested will be taken to a processing area
 A squad from the Parish Prison will process all prisoners for purposes of
transportation to the detention facility
 An adequate number of vehicles will be made available to transport the
prisoners to the detention facility
 All evidence and weapons taken from prisoners are processed in
accordance with Department policies
 An adequately staffed and secure area with sanitation facilities is
designated in the field for holding prisoners while awaiting transportation
to be booked
 When necessary, prisoners will be provided with food and water
 All arrested individuals will be searched, photographed, and properly
identified prior to being transported for formal booking
06-07.03
JUVENILE PROCEDURES
Juveniles will be separated from adult offenders at the processing area. They will
be handled in accordance with Department policies.
06-07.04
MEDICAL ACCESS
Injured prisoners shall be provided medical attention prior to being booked.
06-07.05
LEGAL SYSTEM
When an arrestee requests access to counsel, he/she shall be allowed that right
through standard procedures at the detention facility. The Sheriff’s liaisons to the
District Attorney’s Office shall be activated.
06-07.06
MEDIA RELATIONS
The Public Information Director shall serve as the primary liaison with the media.
06-07.07
DEACTIVATION
When the disturbance has been brought under control, the Incident Commander
will ensure that the following measures are taken:
 All deputies engaged in the incident are accounted for and an assessment
made of personal injuries


Witnesses, suspects, and others will be interviewed/interrogated
A detailed debriefing shall be conducted at the conclusion of the event
which will review all aspect of the operation, such as planning, execution,
and logistical support
A written after-action report shall be submitted to the Sheriff or his designee
which shall include problems encountered and corrective measures,
recommendations for overall operational improvement, identification of
technology or equipment needed for future actions, and operations that performed
well and do not need modification.
Procedural Order
Subject
Shooting Response Team
Chapter
Special Operations
Number Effective
Date
06-08
01/01/09
Revision
Date
01/26/09
Reevaluation
Annually
06-08.01
SHOOTING REPORTING REQUIREMENTS
In the event a deputy discharges a firearm, other than in authorized training, or is
the victim or intended victim of a discharge, he/she shall notify their supervisor
immediately. The deputy’s supervisor shall notify Communications and they will
notify the Supervisor of the Shooting Response Team and all others on the callout list. The commander where the shooting took place shall take all reasonable
steps necessary to secure the incident scene until the arrival of the Shooting
Response Team.
06-08.02
SHOOTING RESPONSE TEAM
The Shooting Response Team shall be composed of:
 A Supervisor
 Two Crime Scene Technicians
 An Internal Affairs representative
 Two Investigators
 A Firearms Unit representative
 A District Attorney’s Office representative
Upon notification, the Shooting Response Team shall immediately proceed to the
scene and conduct a comprehensive after-incident investigation.

The Shooting Response Team supervisor shall ensure that detailed
statement are taken from witnesses and photographs and/or sketches of the
incident scene are made

The Shooting Response Team shall obtain copies of the deputy’s radio
traffic, any logs, and the deputy’s last firearms qualification records
06-08.03
INVESTIGATORY REQUIREMENTS
The Shooting Response Team shall respond and be responsible for investigation
all firearms discharges involving Office personnel. The Shooting Response Team
shall investigate incidents where the discharge of a firearm:
 Is directed at an individual
 Is directed at a occupied vehicle
 May cause unusual public interest
 Is of such nature that the Sheriff deems an investigation appropriate
The Shooting Response Team supervisor shall take possession of a deputy’s
firearm when the deputy has been involved in an incident as enumerated above.
06-08.04
ADMINISTRATIVE DUTY
 Any deputy whose actions or use of force result in the death or serious
injury of another shall be placed on administrative duty pending the
completion of the preliminary report of the incident. This duty shall be
without loss of pay or benefits, pending the results of the investigation.
The assignment to administrative duty shall not be interpreted to imply
that the deputy has acted improperly
 The deputy shall be placed on administrative duty for at least ten (10) days
and may be lengthened at the Sheriff’s discretion
 While on administrative duty, the deputy shall remain available for official
Office interviews, statements, or counseling regarding the incident
06-08.05
PUBLIC STATEMENTS
The Public Information Director shall be responsible for the management and
dissemination of information to the media when a deputy’s use of a firearm falls
within the purview of this order.
06-08.06
COUNSELING
The Commander of the deputy involved in a shooting incident resulting in death
or injury shall order that deputy to obtain counseling from the professional
designated by the Sheriff. The Sheriff may require any other deputy involved in a
shooting incident to attend counseling by the designated professional.
06-08.07
SEIZURE OF FIREARMS FOR ANALYSIS
In the event that the primary sidearm of the involved deputy is seized as evidence
or submitted for analysis, the Shooting Response Team supervisor shall ensure
that arrangements are made to replace the deputy’s firearm as soon as possible.
06-08.08
INVESTIGATIONS FOR OTHER AGENCIES
In the event that another agency request an investigation of a firearm discharge,
the Sheriff or his designee may approve and investigation and the Shooting
Response Team will proceed according to this order and applicable unit policy.
Procedural Order
Subject
Administration/Operations
Chapter
Internal Affairs
Number Effective
Date
07-01
01/01/09
Revision
Date
01/26/09
Reevaluation
Annually
07-01.01
PURPOSE
This order establishes the responsibility and chain-of-command of all personnel
assigned to the Internal Affairs Section. It is designed to ensure an efficient and
uniform operation.
07-01.02
RESPONSIBILITIES
The Commander of the Internal Affairs Section shall ensure that personnel within
this section:
 Investigate matters as authorized by the Sheriff or his designee, and then
determine if violations of departmental rules and regulations and/or
criminal violations by departmental employees have occurred
 Prepare information/background summaries for promotional panels for the
purpose of promoting deputies
 Establish and maintain an Internal Affairs Personnel Record on all Office
employees. These files shall include, but are not limited to a summary of
background investigation(s), letters of complaint or allegations of wrong
doing along with a disposition of the same, and other departmental
investigations pertaining directly to the employee
 All other duties as assigned by the Sheriff or his designee
Duties of an Internal Affairs Investigator:
 He/She shall conduct confidential investigations, take audio recorded
statements, interview/interrogate suspects, complete reports, confer with
the departmental attorney relative to the status of cases, and testify in court
 He/She shall also be required to perform other duties as assigned
07-01.03
GENERAL OPERATIONS

Authorized investigations shall be assigned a case number and pertinent
information shall be entered into the Internal Affairs Investigative Case
Log Database
 Cases shall be assigned to investigators on a rotating basis when possible
 If two investigators are assigned to a case, one shall be designated as the
case agent
 The case agent shall be responsible for writing the report and collecting all
necessary data
Upon completion of an investigation, the investigator shall make one of the
following determinations:
 Unfounded – The alleged action is false or not factual
 Exonerated – The incident occurred but was lawful and proper or was
justified under existing conditions
 Not Sustained – There is insufficient evidence to prove or disprove
procedural violations
 Sustained – There is sufficient evidence to prove a procedural violation
Upon completion of an investigation, the investigator shall:
 Within 60 calendar days of being assigned a case submit a written draft of
the report to his/her supervisor for review
 If extenuating circumstances result in the investigation exceeding
applicable deadlines, the investigator shall forward a written explanation
to his/her supervisor
 After the draft report is reviewed, the final report shall be compiled
 Once all revisions are made, the original case file shall be maintained in a
separate secure file
 A copy of the case report, accompanied by a route sheet, shall be sent to
the employee’s current chain-of-command for disposition
 After the Sheriff or his designee determines the final disposition and
returns the case report to Internal Affairs, the case shall be filed and the
date and time returned noted
 If disciplinary action is not proposed, a written notification of
investigative findings shall be mailed to the employee(s) who was the
subject of the investigation within seven (7) calendar days
 The original investigative case report shall then be placed in the
appropriate employee file and copies destroyed
 If disciplinary action is proposed, a copy of the report and route sheet shall
be forwarded to the Office legal representative for drafting of the proposed
disciplinary letter
 A written notification of investigative findings shall be mailed to the
complainant, when applicable, within seven (7) calendar days
Security:
 Information both written and oral is to be considered confidential
 Files and documents shall not be left open or unattended in an unsecured
location
The dissemination of confidential material shall be limited to authorized
personnel under the following guidelines:
 Information released to other personnel within the Office shall be on a
need-to-know basis, with the approval of the Internal Affairs Commander
 Information requests by agencies other than the Office shall be
accompanied by an Information Release Form signed by the individual
who is the subject of the information requested
 Other requests (news media, attorneys, etc.) for information shall be in
writing and shall specify the exact information requested. These requests
are to be forwarded to the Office’s legal representation for review to
determine if this information may be released
 All releases of information shall be documented in the employee’s file
 Investigators bringing individuals into the office shall be responsible for
the individual’s actions
 At the end of the workday, the last investigator to leave the office shall
ensure that all files, cabinets, and doors are locked.
 Any breach of security shall be reported in writing to the Internal Affairs
Commander as soon as possible. The report shall be reported by the
investigator discovering the breach or by the investigator to whom the
breach was reported
Control of Equipment:
 Maintenance of personally assigned Office property is the responsibility of
that individual
 The section commander or his/her designee shall maintain an inventory
checklist of all property and equipment assigned to the Internal Affairs
Section. The checklist shall contain the serial number and property control
number of all equipment, and the deputy to whom the equipment is
assigned. Section property/equipment may be loaned to other sections with
the approval of the section commander. The recipient shall sign a release
form upon which the item’s make, model, and serial number are recorded
07-01.04
RECEIVING COMPLAINTS
 Complaints shall be received with an unbiased, nonjudgmental attitude by
the person taking the complaint
 A complainant shall never be told to return at a later time or date to file a
complaint form
 Complaints shall be taken by a supervisor
 The Section Commander or his/her designee shall contact the complainant
within seven (7) calendar days to obtain a written/audio-recorded
statement if one has not been previously obtained. Contacts or attempts to
contact the complainant shall be documented. If the complainant does not
provide a written/audio statement within thirty (30) calendar days, the
Section Commander may at his/her discretion place the complaint in an
inactive status. Documentation shall be retained for three (3) years
Once a preliminary interview has been conducted, all reports and/or complaints
shall be forwarded to Internal Affairs for review. Unless it is determined that
Internal Affairs will conduct the investigation, the Section Commander will
proceed in the following manner:
 The Section Commander or his/her designee shall provide the complainant
written verification of the status of the complaint to include:
 Verification that the complaint has been received
 Periodic notification of the status of the investigation
 Notification of the results of the investigation upon conclusion
 If it appears that the issue is nothing more than a complainant’s lack of
knowledge of Office policies and procedures, no investigation need be
conducted and no report need be filed
 If the complainant is anonymous, the supervisor accepting the complaint
shall complete as much of the Complaint Form as possible. Provided the
complaint contains sufficient factual information to warrant an
administrative investigation, the Section Commander, or his/her designee
shall investigate the complaint
 The Section Commander shall create a complaint file and each complaint
handled at the Section level will be retained in a secure location for a
period of three (3) calendar years
07-01.05
INVESTIGATIVE AUTHORITY
 The Internal Affairs Section shall investigate use of force complaints
which result in the complainant receiving medical treatment, biasbased/racial profiling complaints, and all other complaints of a serious
nature as directed by the Sheriff or his designee
 Section Commanders or their designee shall be responsible for
investigating minor property and procedural complaints
 If the Section Commander or his/her designee begins an administrative
investigation and determines that the complaint is more serious than
originally thought, he/she should suspend the investigation and promptly
make a request to the Sheriff or the Chief Deputy that Internal Affairs
assume the investigative responsibility. The Commander shall forward
them a summary of the administrative investigation together with all
documentation and evidence
 Complaints relative to difference of opinion between deputies and citizens
over the issuance of traffic citations do not come under the purview of this
order. However, any complaint which alleges a violation of law or policy
shall be investigated in accordance with this order
07-01.06
GUIDELINES
 When the Section Commander initiates an administrative investigation,
he/she shall promptly notify the employee in writing that the/she is the
subject of an administrative investigation. The notification shall include
the specific type of allegation under investigation and the employee’s
responsibility as referred to in this order. Employee notification may be
withheld if such notification might impede the investigation or if the
nature of the allegation(s) warrant a delay
General Guidelines:
 Care should be taken with regard to confidentiality of the investigative
procedures at all times
 Interviews should be conducted in a secure area to ensure confidentiality
Written/Audio Statements
 Prior to interviewing an employee, they shall be advised of their
administrative rights
 The accused deputy or witness deputy should not be permitted to read the
written statement of the complainant or witnesses until the administrative
investigation is completely concluded. An investigation is not considered
concluded until the employee has exhausted all of their appeal rights
Final Report Preparation:
 Opinions which cannot be substantiated should not be included in the
report
 Indicate a final conclusion/disposition for each allegation in accordance
with the definitions outlined below:
 Unfounded – The alleged action is false or not factual
 Exonerated – The incident occurred but was lawful and proper or was
justified under existing conditions
 Not Sustained – There is insufficient evidence to prove or disprove
procedural violations
 Sustained – There is sufficient evidence to prove a procedural violation
 If any allegation is sustained, the final report should cite the specific
Procedural Order violated by the employee
 At the conclusion of the administrative investigation, a written report of
findings shall be provided to the employee and the complainant. If the
employee receives a final letter of disciplinary action, it will suffice as
notification
07-01.07
INVESTIGATION ROUTING DISPOSITION
 Upon receipt of the following complaints, the Section Commander shall
immediately contact the Internal Affairs Section and obtain a tracking
number which will be affixed to all documents related to the specific case:
 Use of Force
 Bias-based profiling
 Employee misconduct which the Section Commander request to be
investigated by the Internal Affairs Section
 All request for an Internal Affairs investigation shall be forwarded though
the Commander’s chain-of-command to the Sheriff or his designee, at
which time a determination shall be made whether or not an Internal
Affairs investigation should be conducted
 When a Section Commander investigates a complaint and concludes that
employee misconduct occurred and disciplinary action (suspension
without pay, reduction in pay, involuntary demotion or letter of
reprimand) is recommended, he/she shall immediately contact the Internal






07-01.08
Affairs Section . The Internal Affairs Commander shall notify the Sheriff
or his designee as soon as possible that there is a serious violation of
policy or law
Commanders shall complete all administrative investigations within (90)
calendar days of receiving a complaint unless extenuation circumstances
prevent meeting the deadline
Commanders shall submit the completed report to the Chief Deputy within
fifteen (15) calendar days
The Chief Deputy shall forward the administrative report to the Office’s
legal representation within seven (7) calendar days. The legal
representative shall review the report and make recommendations to the
Sheriff or his designee within ten (10) working days
If the Sheriff determines that disciplinary action is not warranted, the
original report will be sent to the respective Division Commander of
disposition
After the Sheriff or his designee signs the final letter of disciplinary action,
it shall be delivered to the Internal Affairs Commander, who shall ensure
that it is delivered to the employee no later than the time specified on the
letter
In the event that an employee is dismissed or chooses to resign, the
employee’s Commander shall ensure that all issued equipment is
accounted for
EARLY IDENTIFICATION SYSTEM (EIS)
 The EIS is established to identify Office employees who may require
agency intervention. It is necessary so that the Office can exercise its
responsibility to identify, evaluate, and assist employees who exhibit signs
of performance and/or stress related problems. EIS is intended to serve as
a methodical approach to highlight tendencies that otherwise may be
overlooked
 The Section Commanders shall maintain an EIS file on all deputies to
provide time-sensitive, systematic review of specific events involving the
deputy and to intervene with employee assistance when appropriate. The
EIS is not an investigative function, but serves as a means for supervisors
to guide Office personnel to perform at their best level. An EIS review of
a deputy shall not become part of the deputy’s personnel file
Commanders shall initiate an EIS Report when an employee exceeds the
established threshold. The following criteria are considered risk indicators and
shall be included in the EIS:
 Use of force incidents
 Pursuits
 Founded complaints
 Weapons discharges
 Fleet crashes
 Personal counseling sessions
 Disciplinary action
A threshold event consist of the combined occurrence of either:
 Three (3) or more of the criteria in a 90-day period
 Six (6) or more of the criteria in a 12-month period
 The EIS Report shall provide a brief summary of each risk criteria.
Reports shall not draw conclusions or make any determination concerning
job performance. Reports are intended to assist supervisory personnel in
evaluating and guiding their subordinate’s conduct and job performance
 Commanders shall forward the report to the appropriate Division
Commander for review and intervention. Corrective actions may include,
but are not limited to:
 Retraining
 Refer the employee to a Office authorized mental health professional or
other mental health provider
 Refer the employee to participate in Office authorized training, targeting
personal or professional problems that the employee may be facing, i.e.,
communication, cultural awareness, stress or anger management
 Initiate reassignment or transfer
 Initiate other disciplinary action
 Conclude that the deputy’s actions do not warrant immediate need for
corrective action
 Once an approved plan of action is designated, the deputy shall follow it to
completion. The deputy’s progress shall be monitored by his/her
immediate supervisor and reported to the Section Commander
 Commanders shall forward the names of deputies, criteria and results of
the action taken, if any, the Internal Affairs Commander no later than
February 1st of each year
 The Commander of Internal Affairs shall conduct an annual evaluation of
the EIS to determine the system’s effectiveness and to propose any
necessary changes to the system including risk criteria and threshold
levels. It shall outline the EIS corrective measures taken within the
previous year and be forwarded to the Sheriff no later than March 1st of
each year
07-01.09
EMPLOYEE RESPONSIBILITY
 Deputies shall give their full cooperation to Internal Affairs during the
course of any administrative investigation. Deputies shall obey any lawful
order or directive given by the investigator during an investigation
 Ongoing administrative investigations are considered confidential and as
such, deputies shall not violate that confidentiality. Those in violation are
subject to disciplinary action
Procedural Order
Subject
Public Affairs
Chapter
Operations Support
Number Effective
Date
08-01
01/01/09
Revision
Date
01/26/09
Reevaluation
Annually
08-01.01
PURPOSE
To establish uniform procedures to inform the community of events within the
public domains that are handled by the East Baton Rouge Parish Sheriff’s Office
and to cooperate fully and impartially with authorized news media representatives
in their effort to gather factual public information.
08-01.02
PUBLIC INFORMATION DIRECTOR
The Public Information Director (PID) services as the central conduit for the
release of information pertaining to the East Baton Rouge Parish Sheriff’s Office.
All releases of official Office information shall be coordinated through the Public
Information Director.
The Public Affairs Section shall coordinate and authorize the release of
information regarding:
 Office personnel, policy and activities to the public and media
 Assist media representatives at incidents of public interest
 Assist in crisis situations within the Office as well as coordinate with
outside agencies
 Coordinate Public Affairs programs of the Office, including the
disbursement of safety educational material to the public
 Approve all information made accessible to the public, i.e. website,
handouts, etc….
 Victims
 Witnesses
 Suspects
RELEASE OF INFORMATION
In the following situations, only the Sheriff, Chief Deputy, PID or individuals
specifically designated may release information to the media:
 Deputy involved shootings
 Deputy involved traffic accidents with serious or fatal injuries
 Deputy involved incidents of any other type which results in serious or
fatal injuries
 Interpretations or explanations of Office policy
 Incidents involving public figures
08-01.03
 Internal investigations
 Intelligence matters
In the following situations, all requests must be cleared through the PID prior to
commitment or use of Office personnel, equipment, uniform or badge:
 Talk show/guest appearances
 Feature stories
 Commercials/PSA’s
 Television or motion picture productions
 Media ride along
 Press conferences
 Any public presentations pertaining to the Office
 Other interviews concerning Office matters
In situations that require immediate notification of the media and community, a
Bureau Commander, Night Supervisor, or Communications Shift Supervisor may
release basic information pending the arrival of the PID. The PID shall be advised
as soon as practicable what information was released and to whom. Such
information may include, but are not limited to:
 Hazardous materials incident
 Explosive incidents
 Hostage situations
 Natural disasters
 Missing persons or kidnappings
 Be on the lookout situations
 The type and nature of an event or crime
 Location, date, time, injuries sustained, damages, and a general description
of how the incident occurred
 Request for aid in locating evidence, a complaint or suspect
 The name of the deputy in charge of a case, his supervisor’s name, his
division or unit assignment
08-01.04
MEDIA ACCESS
The news media shall not be allowed access to any area or scene of an incident
where there is the possibility that evidence may be compromised. Once evidence
has been processed, the media may be allowed to enter a scene when granted
permission of the on-scene supervisor or the PID.
Suspects shall not be intentionally posed, nor arrangements made for photographs,
telecast, or interviewed, nor shall Office personnel pose with the suspects.
No photographs or other representations of individuals charged with criminal
offenses shall be released to the media without authorization of the Sheriff, PID,
or other authorized designee.
At the scene of significant events, the media shall be allowed access to the extent
that they do not interfere with the mission of the first responders. Until the PID
arrives at the scene, the Incident Commander shall establish a safe observation
area for the media. Designated media areas shall not be in the vicinity of the
Command Post of an Operation area.
Procedural Order
Subject
Inspectional Services
Chapter
Operations Support
Number Effective
Date
08-02
01/01/09
Revision
Date
01/26/09
Reevaluation
Annually
08-02.01
PURPOSE
To establish guidelines and policies for coordinating and conducting inspections
and follow-up procedures for all Sections.
08-02.02
DEFINITION
An inspection is an official evaluation of an organization or element thereof to
determine compliance with established policies and procedures. In addition,
inspections assess the condition of an organization and its capability to readily
perform its assigned mission.
08-02.03
INSPECTION OBJECTIVES
 Ensure policy and procedure compliance and identify fundamental causes
if problems exist

Identify problems which degrade the administrative and operational
effectiveness of command

Assign responsibility for deficiencies and corrective action at the
appropriate level
 Maintain an adequate knowledge of actual conditions of each Section
 Provide command inspection follow-up to assess the development or
implementation of an effective corrective action plan
 Cause a review of policy where a pattern of deficiency exists, or to
determine if policy clarification or revision is warranted
08-02.04
TYPES OF INSPECTION
Staff Assistance Inspection
 An inspection generally conducted by representatives who are responsible
for the functional area to be inspected
Line inspection
 An inspection conducted by first-line and mid-level supervisors assigned
to or responsible for the unit, personnel, or equipment to be inspected
Staff Inspection
 An inspection conducted by representatives of the Sheriff
08-02.05
STAFF ASSISTANCE INSPECTION POLICY
Staff Assistance Inspections may be used to:
 Determine the current status of a Section
 Identify established standards of a Section
 Provide assistance to the commander of a Section
The results are not to be used competitively or as the sole basis for evaluation of
past performance. Staff Assistance Inspections are designed strictly to be helpful
to a Commander. However, serious deficiencies involving integrity breaches or
criminality shall be handled in accordance with policy.
08-02.06
STAFF ASSISTANCE INSPECTION REPORTING REQUIREMENTS
An after action report shall be completed within thirty (30) days of the inspection.
The report will include:

Action taken on the spot action or recommendations made by the
inspection team

Action required to be taken by the inspection team or the section
inspected to correct deficiencies or resolve problems
Significant problems or discrepancies requiring Command Staff attention are to
be addressed prior to the report’s compilation. If the areas of concern are unable
to be corrected by the specified time, the inspection team will estimate the date by
which the deficiencies will be corrected.
The original Staff Assistance Inspection Report will be distributed to the
immediate supervisor of the Commander of the inspected Section. A copy of the
report will be distributed to the Division Commander of the inspected Section.
08-02.07
LINE INSPECTION POLICY
 Line inspections ensure that employees are acting in accordance with
Department requirements in such areas as personal appearance, use and
maintenance of equipment, and adherence to Department directives and
orders
 Line supervisors are encouraged to conduct inspections of personnel
assigned to them on a regular basis. This may be done at the beginning of
each shift but no less than once a week. The line inspections will include a
visual review of the employee’s personal appearance, adherence to
applicable uniform policy/dress code, and appropriate use/maintenance of
equipment. This can be accomplished during shift briefings or during the
normal course of operations at each section
 Recurring deficiencies by personnel will be documented on the Personnel
Inspection Form. The report will identify the specific deficiency, the
corrective action to be taken and the time frame allotted for correction.
The supervisor will verify that the corrective action was accomplished
through subsequent line inspections
 The inspecting supervisor will randomly check vehicles for cleanliness
and damage. Department issued equipment will be accounted for and
verified to be in proper working order. The inspections shall be conducted
in an open manner with full knowledge of all concerned and the inspecting
supervisor shall follow-up to ensure timely correction of each deficiency
noted during the inspection
08-02.08
LINE INSPECTION REPORTING REQUIREMENTS
The inspecting supervisor shall sign each Personnel Inspection Report generated
from a line inspection. The inspecting supervisor shall note corrective action on
the form, whether taken during the inspection or upon follow-up. The Line
Inspection Report will be given forwarded to the inspected deputy’s commander.
08-02.09
STAFF INSPECTION POLICY
The Commander of the Research and Development Section by authority of the
Sheriff is the proponent and coordinator for all inspections and follow-up actions
within the East Baton Rouge Parish Sheriff’s Office. Any inspector on the staff
inspection team is a personal representative of the Sheriff.
The Research and Development Section will be responsible for coordinating
schedules, making notification of inspections, and maintaining staff inspection
report files on each Section. Each Section will be inspected at least once every
two years. Additional inspections may be scheduled as directed by the Sheriff. To
minimize disruption of operations, the Commander of Research and Development
Section shall notify each Section at least fifteen (15) days prior to inspection.
Staff inspections of commands will be conducted during normal working hours.
This schedule will enable deputies of the Section to be on hand and take an active
part in their area of interest and responsibility. Such participation by Section
deputies enhances their interest and ability in reducing deficiencies.
One or more members of the staff inspection team should meet with the Section
Commander prior to commencement of the inspection. This meeting will serve as
an orientation for the upcoming inspection and allow the inspection team to learn
the Commander’s priorities and concerns.
The inspection shall address:

Material resources (i.e., adequacy and efficient use of Department
equipment, physical facilities, and supplies)
 Procedures (i.e., determination if Section activities are in compliance with
policies and procedures)

Personnel (i.e., assessment of organizational activities, including
execution of assigned tasks, compliance with policies and procedures, and
services provided to the public)
08-02.10
STAFF INSPECTION REPORTING REQUIREMENTS
An after action report of the staff inspection will be completed by the Research
and Development Section no later than thirty (30) days following the inspection.
The senior staff representative who conducted the inspection will sign the report.
A narrative section will include details of the visit and positive aspects of the
Section. A copy of the completed inspection checklist will be attached. The report
will include:
 On the spot action or recommendations made by the staff representatives

Action required to be taken by the staff inspection representative
rendering the report by other Section personnel to correct deficiencies or
resolve problems
 Discrepancies requiring Command Staff attention or follow –up action
 The inspector will state the status of correction of deficiencies noted. If
they are not corrected prior to the report’s complication, the inspector will
estimate the date by which the deficiencies will be corrected
The original report will be maintained at Research and Development. Copies will
be distributed to the Commander of the inspected Section, the Bureau
Commander of said section, the Chief Deputy, and the Sheriff.
08-02.11
STAFF INSPECTION CORRECTIVE ACTION
The Section Commander is responsible for the correction of deficiencies. He/she
shall:
 Initiate immediate corrective action for all deficiencies identified during
the staff inspection
 Submit a written corrective action plan for all significant problems
identified as requiring Command Staff attention. He/she shall submit the
plan through his/her chain-of-command to the Bureau Commander with
responsibility for the section within thirty (30) days of receipt of the
official staff inspection report. A copy of the corrective action plan shall
be forwarded to Research and Development for inclusion in the official
inspection file
The Division Commander with responsibility for the inspected Section shall ensure
that corrective measures are developed and implemented as necessary. He/she shall:
 Exercise overall staff supervision for follow-up on deficiencies
 Review all corrective action plans to ensure that all significant problems
identified during the staff inspection are addressed
 Provide advise and assistance to the Section Commander
 Initiate a monitor follow-up action for problems beyond the Section
Commander’s control or ability to resolve
 Identify trends and possible systemic problems
Assess the noted deficiency during future visits to the Section
Procedural Order
Subject
Victim/Witness Assistance
Chapter
Operations Support
Number Effective
Date
08-03
01/01/09
Revision
Date
01/26/09
Reevaluation
Annually
08-03.01
PURPOSE
This procedure is intended to provide guidance for the implementation of the
Basic Rights for Victim and Witness Program as per Louisiana Revised Statute
46:1844.
08-03.02
LRS: 46:1844, grants basic rights to victims and witnesses which are as follows:
 The Office shall ensure that crime victims and witnesses receive
emergency, social, and medical services as soon as possible
 Advance notification to victims and witnesses concerning stages in the
criminal justice process, including notification of the arrest of the accused,
arraignment, evidentiary hearing, trial, sentencing, argument before an
appellate court, and release of the accused
 The Office shall provide a setting for all interviewing of victims of crime
 The victim or the family of the victim shall have the right to retain counsel
to confer with law enforcement and judicial agencies on the disposition of
the victim’s case
 The use of law enforcement and judicial agencies when so requested to
inform employers that cooperation with the case may necessitate absence
from work
 The right to a secure waiting area during court proceedings
 The right to review and submit an impact statement prior to the sentencing
of the offender
 The Office shall return to the victim as expeditiously as possible any
property to the victim or family of the victim
 The right to receive notification for execution of sentence, pardons,
paroles, escapes, or recaptures of the offender
 The right to be informed of services offered by the Office
 The right to be free of any intimidation, coercion, or threats as a victim or
witness
08-03.03
COMMAND RESPONSIBILITY
The administration of the victim witness assistance program shall be under the
supervision of the Public Information Director. The Public Information Director
08-03.04
or her designee shall serve as liaison between the Office and other criminal justice
and public service agencies concerned with the rights of victims and witnesses.
PROCEDURES
Deputies are to complete the Louisiana Victim Notice & Registration Form
“Yellow Form” and the Victim/Witness Brochure to those affected by one of the
follow enumerated crimes:
Homicide
 1st Degree Murder
 2nd Degree Murder
 Manslaughter
 Negligent Homicide
 Vehicular Homicide
Any Felony Offense defined in LRS 14:2(B)
 Any Sexual Offense
 Vehicular Negligent Injuring
 1st Degree Vehicular Negligent Injuring
Deputies shall have the “Yellow Form” pads and “Refusal Form” in their unit.
When an arrest is made for one of the crimes as enumerated above, the following
procedures shall be followed:
 The victim fills out Section A
 The deputy fills out Section B
 Deputies shall make notations in the narrative relative to the status of the
form
 Upon booking of the prisoner, deputies will make three copies of the
“Yellow Form. One copy will be for the inmates’ record/booking, one
copy will go to the Victim Assistance Coordinator, and one copy will be
given to the victim. The original stays with the paperwork to be sent to the
District Attorney’s Office
In some instances the victim may refuse to fill out the “Yellow Form.” Deputies
shall:
 Ask the victim to fill out the “Refusal Form”
 Make notation in the narrative relative to refusal by the victim
 One copy of the form is sent to the Victim Assistance Coordinator
 One copy of the for is sent to the District Attorney’s Office
In the event an arrest warrant is issued for a subject, the following procedure shall
be followed:
 The victim fills out Section A
 The deputy fills out Section B
 A notation is made in the narrative stating a warrant has been issued
 The original “Yellow Form” is kept in the “Awaiting Notification of
Arrest” file
 A copy of the “Yellow Form” is sent to the Victim’s Assistance
Coordinator
When an arrest is made, the detective shall:
 Immediately file paperwork with the prison intake/booking


Put the original “Yellow Form” in the case file
Send notification to the Victim Assistance Coordinator of the arrest
Procedural Order
Subject
Mentally Ill Persons/Substance Abuse Patients
Chapter
Operations Support
Number Effective
Date
08-04
01/01/09
Revision
Date
01/26/09
Reevaluation
Annually
08-04.01
PURPOSE
The purpose of this order is to set forth policies and procedures regarding the
interaction of Sheriff Office personnel with persons suspected of suffering from
mental illness or substance abuse. It is the policy of the Sheriff’s Office that all
deputies, when confronted with an emotionally disturbed person, will take
appropriate action that will provide safety to the deputy and the community at
large.
08-04.02
RECOGNITION
Deputies are occasionally called upon to control or restrain individuals that
display anti-social behavior. Suicide attempts, violent behavior, hallucinations
and other deviations from what is considered normal behavior are indications of
mental illness. Careful observation of the individual may lead a deputy to believe
the person is suffering from mental illness. Family or friends my also provide
information regarding the person’s mental state.
Some specific indicators to look for are:
 Determination if injured or ill
 Past history
 Behavior requiring hospitalization
 Identification of any unusual or criminal behavior
LRS 28:53(L) states:
 A peace officer or a peace officer accompanied by an emergency medical
service trained technician may take a person into protective custody and
transport him to a treatment facility for a medical evaluation when, as a
result of his personal observations, the peace officer or emergency medical
service technician has reasonable grounds to believe the person is a proper
subject for involuntary admission to a treatment facility because the
person is acting in a manner dangerous to himself or dangerous to others,
is gravely disabled, and is in need of immediate hospitalization to protect
such a person or others from physical harm. The person may only be
transported to one of the following:


a) A community mental health center
b) A public or private general hospital
c) A public or private mental hospital
d) A detoxification center
e) A substance abuse clinic
f) A substance abuse in-patient facility
Upon arrival at the treatment facility, the escorting peace officer shall
then be relieved of any further responsibility and the person shall be
immediately examined by a physician, preferably a psychiatrist, who shall
determine if the person shall be voluntarily admitted, admitted by
emergency certificate, or discharged
In the case of a person suffering from substance abuse and where any of
the above facilities are unavailable, the peace officer and emergency
medical service technician may use whatever means or facilities are
available to protect the health and safety of the person suffering from
substance abuse until such time as any of the above facilities become
available. In taking a person into protective custody the peace officer and
emergency medical service technician may take reasonable steps to protect
themselves. A peace officer or emergency medical service technician who
acts in compliance with this section is acting in the course of his/her
official duty and cannot be subjected to criminal or civil liability as a
result thereof.
08-04.03
PROTECTIVE CUSTODY
A supervisor holding the rank of Sergeant or above shall be called to the scene
before taking an individual into protective custody. Deputies may take an
individual into protective custody whenever the person:
 Is a danger to himself
 Is a danger to others
 Is gravely disabled and immediate hospitalization is necessary to protect
such a person or others from harm
Deputies must personally observe the conduct or rely on advise from an
emergency medical services (EMS) technician who has personally observed the
conduct which led to the conclusion that the person is in one of the above
categories.
Deputies should carefully document their observations or those of the EMS
technician in a report whenever an individual is taken into protective custody. The
report will include the name and ID number of all EMS technicians/witnesses and
the name, address and telephone number of any civilian witnesses complainants
08-04.04
TRANSPORTATION
Injured patients will be transported by EMS. A deputy must accompany the
ambulance. The deputy will utilize his discretion to determine if he/she actually
rides in the ambulance or follows in his unit. Ambulatory patients may be
transported either by EMS or by police unit. If there is any doubt as to the
physical condition of the patient, he/she will be evaluated by EMS.






08-04.05
Patients will not be transported by EMS merely to restrain them.
Patients will be physically restrained during transportation unless there is
a physical condition (i.e. amputation, comatose, elderly, etc.) that would
make restraints unnecessary
Patients who exhibit violent tendencies require particular attention.
Violent patients will have their legs restrained
Patients will be transported sitting up, in the rear seat, seat belted, and
never prone
If at any time the patient loses a functional level of consciousness, EMS
should be called or the patient will be transported immediately to the
closest emergency medical facility
INTERVIEWS AND INTERROGATIONS OF MENTALLY ILL PERSONS
Deputies should conduct interviews and interrogations with the same
consideration for safety and respect of the rights of the interviewee as they would
with any person. The following additional measures will be taken when
questioning anyone with a mental disability:
 Use language that is easily understood by the person and is appropriate to
his/her level of understanding
 At regular intervals have the person acknowledge that he/she understands
what is occurring. Do not simply accept yes or no; have the person
elaborate
 Document all applicable observations and any additional steps taken in
the offence or arrest report
 When a mentally ill/developmentally disabled person is booked, advise
the booking deputy of the persons condition
Each deputy will receive instructions regarding interaction with persons suffering
from mental illness as part of their basic training. In-service training will cover
this topic at least once every three years.
Number Effective
Date
09-01
01/01/09
Procedural Order
Subject
Evidence
Chapter
Auxiliary and Technical Services
09-01.01
PURPOSE
Revision
Date
01/26/09
Reevaluation
Annually
To ensure that all evidence seized and property stored for safekeeping is
maintained in a professional manner, preserving evidentiary value, jury appeal,
and the integrity of the deputies and the department.
09-01.02
DEFINITIONS
 Evidence – Any property that comes into custody of a deputy when such
property may tend to prove/disprove the commission of a crime or the
identity of a suspect, pursuant to an official criminal investigation
 Evidence Custodian – A commissioned deputy that has the ultimate
responsibility to log, classify, store, dispense, destroy, and release
property/evidence to its rightful owner, for court presentation and/or for
destruction or auction
 Found Property – Any property of no evidentiary value which comes into
the custody of a deputy and whose rightful owner may or may not be
known to the finder or the department. The deputy must make a
reasonable effort to identify and contact the owner or custodian of the
property. If the owner or custodian cannot be located, then the department
will dispose of the property in a time and manner prescribed by law
 Under Observation – Any property of no apparent immediate evidentiary
value, but is held, examined, and/or tested by the department for an
amount of time necessary to determine if a crime has been committed
and/or a victim has been established. After which the property will be
returned, if no charges are filed, to it’s owner
 Property For Destruction – Any property, including firearms and
ammunition, seized from or released by a citizen to the Sheriff’s Office for
disposal
09-01.03
GUIDELINES
The following procedures conform to LRS 15:41, 32:1700 et seq., and 40:2601 et
seq., and shall form the basis for the confiscation, storage, transfer, release,
disposal of evidence or contraband, property seized subject to forfeiture, and
property accepted for safekeeping.
 All evidence and found property shall be properly packaged, sealed, and
initialed prior to submittal
 All evidence and found property will be entered into the FileOnQ database
and a barcode label will be placed on the package. Evidence/Property will
also be logged in the evidence logbook before depositing it into one of the
following appropriate temporary mailboxes located at either the
Kleinpeter, Central, Scotland, or Burbank Substation, Crime Scene Office,
General Investigations and Parish Prison Bonding
 Any item that will not fit in evidence envelop should be packaged in a
paper bag or box. Seal the evidence using the “blue tamper proof tape”
and initial the seal half on and half off. Place a 9-inch piece of security
tape on the package and use the pre-printed number as the control number.
A tyvec tag may also be used on items such as long guns or bicycles. If an
item is too large to fit into the evidence mailbox, then it should be taken




09-01.04
either to the Scotland or Kleinpeter Substation and placed in a locked and
secured room
Any items requiring refrigeration should be taken to the closest substations
that has a refrigerator
Property Releases shall be filled out completely and signed by the
investigating deputy. The property release form will be stapled to the
evidence being released. When the property is released, the property
release form will be sealed in an envelope and initialed
All firearms must be made safe and secure with zip ties prior to being
submitted. Guns being sent to the Crime Lab shall be secured in the gun
box. The box must be sealed with the blue tamper proof tape and initialed
half on and half off. It the weapon is contaminated, a BIOHAZARD
sticker shall be placed on the package
Narcotics shall be packaged separately from all other narcotics and
different types of narcotics shall not be placed in the same evidence
envelope. Narcotics should be weighed in grams as total package weight.
However, pills should be counted and entered as dosage units. If evidence
is contaminated, a BIOHAZARD sticker shall be placed on the package
POLICY
 All evidence or found property must have a file number and must be
entered into the FileOnQ database before it will be accepted
 All currency regardless of property classification shall be stored in the
money safe within the Evidence building. The money safe shall be locked
at all times unless property is being removed for deposit, inventoried, or
inspected
 All currency shall be counted by the submitting deputy and then verified
by a second person. Both persons will sign the currency envelope and list
the amount on the outside of the envelope. Currency will always be
packaged by itself in the currency envelope. If the money is counterfeit,
the envelope is to be labeled “COUNTERFEIT”
 The Division Commander shall be responsible for ensuring complete
compliance with the provisions of this order. The Division Commander
shall report any issues of concern pertaining to evidence, contraband, or
property forfeiture to the Chief Deputy
 The Sheriff or his designee will ensure a joint inventory is conducted
whenever the person responsible for the property and evidence control
function is assigned and/or transferred from the position
 Felony evidence shall be kept for a period of six (6) years. Misdemeanor
evidence shall be kept for a period of two (2) years.
Evidence for capital crimes and the following shall be kept forever:
 Murder
 Rape
 Aggravated Kidnapping
 Treason
 Armed Robbery
 Unknown Hit and Run fatalities
 Unsolved Missing Persons
After the appropriate time period has passed, evidence shall be disposed of,
destroyed, or transferred for departmental use.
 In the event that evidence is deemed by the court to be destroyed, the
investigation deputy shall obtain a court order prior to evidence
destruction
 All non-contraband articles to be destroyed must be accompanied with a
signed destruction order unless authorized by the Chief Deputy. A signed
copy of the destruction order shall be placed in the appropriate file along
with all destruction documents
 The evidence/property destruction shall be fully documented (i.e., videos,
still photos, etc.). Destruction shall be witnessed by the Evidence
Custodian Supervisor, Evidence Custodian, Internal Affairs, Narcotics,
and S.W.A.T personnel
 Deputies shall not submit found/abandoned property that clearly has no
value. If an owner cannot be identified while on the scene, then the item
can be properly disposed of by the deputy or the person who found it
 Deputies must get approval from his/her commander before submitting
evidence or found property to be destroyed
 Deputies must get a letter of approval from his/her commander before
Evidence personnel will release evidence to a deputy or other another
agency
Specific guidelines and procedures for the handling, packaging, and submittal of
evidence can be found in the departmental Evidence Manual.
Procedural Order
Subject
Communications
Chapter
Auxiliary and Technical Services
Number Effective
Date
09-02
01/01/09
Revision
Date
01/26/09
Reevaluation
Annually
09-02.01
PURPOSE
The purpose of this order is to establish a Communications Training and
Evaluation Program within the Division.
09-02.02
PROCEDURE
All new telecommunicators will complete designated training applicable to their
assignment. This training will be organized, administered and evaluated by the
designated Communications Training Officer (CTO) and the CTO Coordinator.
The training will follow specific formats for the Communication Division.
The training shall include:
 Basic Training consisting of forty hours of classroom training
 Guided Practice Training consisting of a minimum ten weeks of
supervised practical training
 Supplemental Training (as needed) of up to eight weeks consisting of
training needed in areas as specified by the CTO
09-02.03
COMMUNICATION TRAINING OFFICERS (CTO’s)
Communication Training Officers CTO’s will be selected from the
Communications Division and must meet the following requirements:
 Have a minimum of eighteen months of experience in telecommunications
 Be recommended by his/her immediate supervisor
 Interviewed by a board consisting of the Shift Supervisors, CTO
Coordinator, and Division Commander
 CTO’s will be on probation until they have successful completed the
Communications Training Office Course
Procedural Order
Subject
Honor Guard
Chapter
Auxiliary and Technical Services
Number Effective
Date
09-03
01/01/09
Revision
Date
01/26/09
Reevaluation
Annually
09-03.01
PURPOSE
The purpose of this order is to establish guidelines and to set forth policy,
responsibilities, and procedure with respect to the participation of the East Baton
Rouge Sheriff’s Office Honor Guard at department funerals, first responder
funerals, and other ceremonial occasions.
09-03.02
POLICY
It shall be the policy of the Honor Guard to:
 Plan/coordinate and conduct all department funerals
 Act as a clearinghouse for the department regarding ceremonial protocol
matters



Represent the department at the funeral of members of outside
departments
Coordinate the ceremonial functions at designated departmental functions
Perform other functions as deemed appropriate by the Sheriff or his
designee
09-03.03
LINE-OF-DUTY FUNERALS
In the event of a Line-Of-Duty death, the following protocols will be observed:
 An official period of mourning of thirty-days (30) will be declared. All
departmental flags will fly at half-staff and all members will wear a black
mourning band on their badges
 The Substation sign of the deceased member(s) will be draped with black
bunting
The deputy’s funeral will be with full departmental honors, to include:
 Flag draped casket
 Casket carried by Honor Guard members or family choice
 Bugler
 Bagpipers
 Last radio call ceremony
 Flyover
 Latter arch with flag
 Flag presentation by Sheriff or his designee
09-03.04
CEREMONIAL COORDINATOR
The Ceremonial Coordinator or his/her designee shall be the Coordinator of the
Ceremonial Unit. The Ceremonial Coordinator shall be in complete charge of all
ceremonial arrangements where official departmental participation has been
requested and authorized by the Sheriff or his designee. He/she shall:
 See that the proper ceremonial detail is selected
 Arrange for sufficient personnel for traffic control
 Confer and coordinate with the Official-in-Charge of the Funeral
Ceremony
The Honor Guard Coordinator, Team Leader or Assistant Team Leader shall be
the Official in Charge of the Honor Guard. He/she is responsible for the proper
function execution of commands to the various elements of the Honor Guard
Formation and the Funeral Escort. He/she shall have general responsibility for the
following:
 Shall issue all commands for the Honor Guard
 Shall confer with the Ceremonial Coordinator regarding the time of arrival
and other pertinent information regarding the detail
 Arrange for sufficient personnel to assist with the proper forming of the
funeral escort
 If directed, confer with the minister, funeral director, and the
superintendent of the cemetery regarding necessary arrangements for the
positioning of the funeral detail elements


Visit the various sites involved and make arrangements for the positioning
of the funeral detail elements
Designate and assembly point and perform an inspection of detail
personnel
09-03.05
PERSONNEL/RESPONSIBILITIES
The Honor Guard shall consist of the following:
 Coordinator
 Team Leader
 Assistant Team Leader
 Color Guard
 Casket Team
 Rifle Squad
Casket Team
This team will consist of six members who will be in complete control of the
casket from the first time the body is moved to the end of the burial services.
They shall be responsible for folding the flag that draped the casket and present it
to the Sheriff, who in turn shall present it to the designated survivor.
Bugler
There will be either one or two buglers who will play “Taps.”
Vigil Standers
These are members who will be positioned at the head and foot of the casket from
one half-hour before the viewing opens until after the viewing closes.
Honorary Pallbearers
If the family so desires, a contingent of six family members and/or friends will
walk behind the Casket Team
Sheriff’s Office Formation
This formation shall consist of:
 Deputies (Active and Retired)
 Department Staff (Active and Retired)
 Department Personnel (Active and Retired)
 Deceased Members Governmental Representatives
 Members of Law Enforcement, Fire, and EMS Personnel
 Visiting Honor Guard Teams
The Official in Charge of the Honor Guard will have sole responsibility for
determining where the different elements will be formed both at the funeral site
and the burial site.
09-03.06
FUNERAL ESCORT
The funeral escort shall assemble in the following manner:
 Motorcycle
 Casket Team
 Sheriff and the Deceased Employee’s Commanding Officer
 Family Car(s)
 Office Units/Staff Vehicles
 Visiting Law Enforcement Vehicles
 All Civilian Vehicles
Buses will not be permitted in the funeral escort. Buses may proceed to the burial
site along with the color guard.
09-03.07
UNIFORM
The Class A uniformed shall be worn to any type of departmental funeral. Those
personnel who do not have a Class A uniform shall wear their long sleeve shirt
with and uniform tie. Personnel wearing a standard uniform will be permitted to
wear their department issued winter coat if necessary. No civilian attire shall be
worn while in uniform.
Only Honor Guard personnel shall wear white cotton gloves.
Procedural Order
Subject
Crisis Negotiation
Chapter
Auxiliary and Technical Services
Number Effective
Date
09-04
01/01/09
Revision
Date
01/26/09
Reevaluation
Annually
09-04.01
PUPOSE
The purpose of the East Baton Parish Sheriff’s Office Crisis Negotiations Team is
to defuse potentially life-threatening situations with proven verbal crisis
management techniques and tactics. The Crisis Negotiations Team responds to
incidents involving suicidal, armed/barricaded and hostage holding individuals.
Utilizing a teamwork approach, the Crisis Negotiation Team will respond to all
incidents as a component of the SWAT team. The Crisis Negotiations Team will
also respond to appropriate requests for service from all local and federal law
enforcement agencies.
09-04.02
CRISIS NEGOTIATION TEAM STRUCTURE
The East Baton Rouge Sheriff’s Office shall train, maintain, and equip a Crisis
Negotiation Team (CNT) component of SWAT. Administration of the CNT will
fall under the authority of the CNT Supervisor. The CNT Coordinator will assist
in the management of the unit. This will include:
 Developing and coordinating a training program
 Assisting in the selection of personnel
 Supervising the unit during operational deployment
The CNT Coordinator will appoint a team leader to each negotiations unit to
assist in supervising the CNT. The CNT Coordinator will coordinate the training,
operations, and administrative functions of the CNT.
The Crisis Negotiations Team (CNT) is comprised of seven negotiators and will
conduct training, which authorizes one four or eight-hour training day per
month.
09-04.03
REQUESTS FOR SERVICE
When responding to a request for service, Negotiators will notify the
jurisdictions incident commander who will notify the next person within the
Crisis Response Chain of Command.
The Team Leaders will ensure the appropriate response as followed:
 Light response-with a minimum of three negotiators, e.g. Primary,
Secondary and Intelligence Officer
 Full Response-response with all equipment
The Initial Responders should be guided by the following critical tasks:
 Establish Communication and Control
 Identify the Danger Area
 Establish an Inner Perimeter
 Establish an Outer Perimeter
 Establish a Command Post
 Establish A Staging Area
 Request additional Resources
09-04.04
CRISIS NEGOTIATION TASK ANALYSIS
The CNT will respond and perform the following task as needed:
 Establish and maintain a Negotiations Operation Center (NOC)
 Collect intelligence information
 Establish and maintain communication through active listening
 Maintain logs of the negotiations, i.e. situation boards, chronological
reports, etc.
 Provide a continual flow of intelligence information and negotiations
status as applicable
 Develop analyzes and considers negotiation strategies and tactics prior to
and during incidents
 Preparation of position papers, progress reports and after action reports
 Vehicle / Residence Searches
 Debrief / interview victims, witnesses and initial responding law
enforcement personnel
 Operation, deployment and recovery of communications equipment
 Coordinate the delivery of negotiable items
 Coordination of resources, i.e. Telephone Company, electrical company,
EMS etc.
 Arrest and/or Search warrant execution.
09-04.05
NEGOTIATION TEAM COMPOSITION
The staffing level for a negotiation team varies greatly from one department to
another based on perceived or demonstrated need. It is recommended that a
minimum of three negotiators respond to any crisis incident. More complex or
difficult incidents may require additional team members working in shifts and
filling a variety of team functions.
Crisis Negotiations Team Coordinator
Coordinates with the tactical element, the Incident Commander, and the Director
of Public Information during critical incidents as outlined in the Incident
Command System and Standardized Emergency Management System
(ICS/SEMS).
 Coordinates team member selection and retention, maintenance of CNT
personnel files, oversees training, instills discipline, approves negotiations
tactics, critiques and analyzes all operations
 Ensures after-action evaluation of operations
 Facilitates Critical Incident Stress Debriefings, as needed
 Ensures proper utilization of CNT
 Responsible for the successful completion of the negotiation function
 Responsible for the preparation and management of the team's budget
 Responsible for equipment selection and maintenance
 Responsible for establishing a Negotiations Operations Center during
critical incidents
 Responsible for command level liaison within the agency R
 Responsible for periodic updates and review of policies and procedures,
changes in the law, current professional trends, and POST
recommendations
 Considers participation in ongoing research regarding hostage, barricade,
or other critical incidents as a way of furthering the knowledge base of the
discipline
 Ensures CNT is appropriately staffed with properly trained personnel
 Ensures CNT has access to appropriate equipment
 Oversees multi-agency training, field training exercises and operations
Negotiations Team Leader
An experienced negotiator, regardless of rank, may assume the Team Leader
position at an incident. Depending upon agency structure, assumes role of CNT
Coordinator in his/her absence. Responsible for notification of team members
upon request for team activation, team assignments, and functions that may
include:
 Primary Negotiator
 Secondary Negotiator
 Intelligence Officer(s)
 Scribe
 Documentation/recording (audio-visual, written)
 Tactical Liaison
 Logistics/technical support
 Tactical dispatcher
 Immediate supervision of individual team members
 Coordinates with the Tactical Liaisons prior to the delivery of items,
surrender of subjects and release of victims
 Responsible for post-operational procedures
 Accounting for all personnel, equipment and assignments
 Coordination of incident debriefs
 Assess the need for Critical Incident Stress Debriefings
 Considers referrals for individual mental health needs
 Instructs and/or participates in team training and activities
 Ensures periodic inspections of team equipment
Primary Negotiator
 Briefed by first responders prior to contact with the
subject(s)/suspect(s)
 Preliminary intelligence gathering and risk assessment
 Primary point of contact with the subject(s)/ suspect(s) and
exclusively deals with the subject(s)/ suspect(s) until relieved
 Facilitates hostage release or surrender phase of the operation
Secondary Negotiator (or Coach):
 Updated by first responders and coordinates with the Primary
Negotiator
 Monitors conversation between subject/ suspect(s) and the
Primary Negotiator
 Assumes the role of the Scribe until relieved
 Provides support, feedback, and suggestions for the Primary
Negotiator
 Filters information for presentation to the Primary Negotiator
 Coordinates with Negotiations Team Leader
Intelligence Officer
 Coordinates ongoing intelligence gathering
 Filters/disseminates pertinent information
 Debriefs victims/witnesses
 Responsible for briefing appropriate personnel and potential
third party intermediaries
 Coordinates efforts with field Investigators to obtain pertinen1
information.
Tactical Liaison
 Monitors status of negotiations
 Provides ongoing critical updates between negotiations and tactical
personnel
 Performs immediate relay of time sensitive and critical information
 Coordinates with the Negotiations Team Leader prior to the delivery of
items, surrender of subjects and release of victims
Logistics
 Maintains equipment
 Obtains and coordinates resources
 Provides technical support
Mental Health Consultant
 Provides consultation and guidance during active situations
 Provides ongoing assessment and suggestions throughout the process
 Provides suggestions regarding dialogue strategies and predictable
behaviors
 Should be professionally licensed, trained and departmentally approved
for this specific role
 Should typically function in an advisory capacity, and not as negotiator
09-04.05
SELECTION OF TEAM MEMBERS
Consideration should be given to identifying officers with the following qualities:
 Volunteers
 High level of self-control
 Ability to remain calm under stress
 Excellent interpersonal communication skills
 Calm and confident demeanor
 Good listener and interviewer
 Works well in a team
09-04.06
REQUIRED NEGOTIATOR TRAINING
It is recommended that officers selected to become negotiators receive training
that includes:
 A minimum of 40 hours in a qualified Basic Negotiations course
 Training should include basic concepts and techniques, abnormal
psychology, assessment, crisis/suicide intervention, active listening, skills,
case studies, meaningful role-playing drills, and an incident management
overview
09-04.07
MEDIA
The Public Information Director (PID) should establish a media briefing area
where the press may be routinely briefed and their cooperation sought. Only the
PID or designee should make press statements.
Procedural Order
Subject
Safe Haven Law
Number Effective
Date
09-05
01/01/09
Revision
Date
01/26/09
Chapter
Auxiliary and Technical Services
Reevaluation
Annually
09-05.01
PURPOSE
The intent of this policy is to provide guidance pursuant to Chapter 13, Articles
1149-1160 of the Louisiana Children’s Code, Safe Haven Relinquishments. The
Safe haven Law provides a mechanism whereby any parent may relinquish the
care of an infant to a designated emergency care facility where a parent may
anonymously leave his/her infant child, with the intent of placing the child for
adoption, without fear of prosecution.
09-05.02
DEFININTIONS
A designated emergency care facility includes any of the following:
 Licensed Hospital in Louisiana
 Public Health Unit
 Emergency Medical Service Provider
 Medical Clinic
 Fire Station
 Police Station
 Pregnancy Crisis Center
 Child Advocacy Center
09-05.03
CRITERIA
Infant – A child 30 days old or less, which has not been the victim of abuse or
neglect, and the infant must be relinquished to an employee of a designated
emergency care facility.
09-05.04
ADMINISTRATIVE RESPONSIBILITIES
The Division Commander shall ensure that all Section Commanders under their
authority are knowledgeable of the Safe Haven requirements. In addition:
 A Statement of Family History shall be available so pertinent information
may be obtained from a willing parent. The form is available at
www.dss.state.la.us
 A Safe Haven card shall be provided to the relinquishing parent. Which
she/he can call to find out more about her/his rights and also to
anonymously give information about the infant’s medical/genetic history.
The card is available at www.dss.state.la.us
 Medical/genetic forms are to be available for the parent if she/he wants to
provide medical/genetic information about the child. The form is available
at www.dss.state.la.us
 Section Commanders shall select a hospital in their area to receive a
relinquished child and make prior arrangements with that facility for such.



09-05.05
Deputies under their command should contact their supervisor for
directions on which hospital to utilize
Development of procedures for immediate transfer of an infant to the
hospital are to be implemented
Assurance that confidentiality of both parent and child will be maintained
by all employees of the designated emergency care facility
The supervisor of the employee receiving custody of an infant shall
contact the local Department of Social Service office so that custodial
rights of the infant may be established. Twenty-four hour telephone
numbers are listed on the Dept. of Social Service web-site
EMPLOYEE RESPONSIBILITIES
The person leaving an infant in compliance with this law is not required to give
her/his name. The parent has the option of providing medical or genetic history
information to assist in the child’s care and parenting. However, an employee
accepting responsibility for accepting a relinquished infant shall:
 Determine as nearly as possible the age of the child and whether the child
had been subject to abuse. If the child is over thirty-one (31) days or older,
the parent shall be advised that the child does not meet the criteria
 Should the any section within the East Baton Rouge Parish Sheriff’s
Office receive a telephone call from a parent who is unable to travel to a
designated emergency care facility, a deputy shall immediately be
dispatched to meet the parent and transport the child to the hospital
If a child being relinquished is thirty-one (31) days or older, the parent shall be
provided with the telephone number to the parish’s Office of Community Service
(225) 925-4571 for other options regarding child relinquishment. Parents may
also call Prevent Child Abuse in Louisiana at 1-800-244-5373 for additional
information regarding child relinquishment.
Procedural Order
Subject
Concealed Handguns
Chapter
Auxiliary and Technical Services
09-06.01
Number Effective
Date
09-06
01/01/09
Revision
Date
01/26/09
Reevaluation
Annually
PURPOSE
To give deputies resource materials to assist during enforcement encounters with
persons who have been issued statewide concealed carry permits.
09-06.02
CONCEALED HANDGUN PERMIT SUSPENSION AFFIDAVIT
 According to LSR 40:1379.3(I)(3), when a peace officer determines that
grounds exist for the suspension or revocation of a concealed handgun
permit, he/she shall prepare an affidavit on a form prepared by the
Department of Public Safety and Corrections (DPS&C). A copy of the
peace officer’s report shall be attached to the affidavit and submitted to the
Concealed Handgun Permit Unit

The DPS&C has developed the “Concealed Handgun Permit
Suspension/Revocation Affidavit” to satisfy the requirements of this
statute. Each State Police Troop has the forms on file along with a
instruction sheet to assist deputies with preparing the form
09-06.03
PERMITTE’S DUTY AND RESPONSIBILITY
In accordance with the provisions of LRS 40:1379.3(I)(2), a permitte shall, when
approached by a peace officer acting in his/her official capacity:
 Notify a peace officer that he/she is in possession of a concealed handgun
 Submit to a pat down search
 Allow the peace officer, at the peace officer’s discretion, to temporarily
disarm him/her
 Upon demand of a peace officer immediately produce his/her permit
09-06.04
PROHIBITIONS
According to LRS 40:1379.3(N), it is unlawful for a person who has been issued a
concealed handgun permit pursuant to the provisions of this law to enter any
facility, building, location, zone, or area in which firearms are forbidden under
state or federal law, or any of the following places listed below:
 Any law enforcement office, station, or building
 A detention facility, prison, or jail
 A courthouse or courtroom
 A polling place
 A place of meeting of any government body or political subdivision
 The state capitol building
 Any portion of an airport facility where the carrying of a concealed
handgun is in violation of law
 Any church, synagogue, mosque, or similar place of worship
 A parade or demonstration which has received a permit of assemblage by
a government entity
 Any lounge, bar, tavern, or pub which has been licensed for the sale of
alcoholic beverages. This does not include restaurants which serve
alcoholic beverages
 Any public, private, or parochial school which has been designated a
“firearm free zone” as defined in LRS 14:95.6 and 40:1379.3(M)(N)
 Any property where the owner has prohibited the carrying of a concealed
handgun
09-06.05
CARRYING WHILE UNDER THE INFLUENCE PROHIBITED
A concealed handgun permitte may not conceal on their person a handgun while
under the influence of alcohol or a controlled dangerous substance as defined in
LRS 40:961 and LRS 40:964. A permitte is in violation of this statute when:
 His/Her blood alcohol reading is .05g% or higher
 His/Her blood or urine confirms the presence of a controlled dangerous
substance
 He/She refuses to submit to a certified chemical test at the request of a law
enforcement officer
09-06.06
ENFORCMENT PROCEDURE
 If a violation as outlined in this order exists, a permitte must be in
possession of a concealed handgun at the time of the violation. The deputy
must have reasonable suspicion to believe a permitte was under the
influence of alcohol or a controlled dangerous substance
 Permittees do not have rights relating to a chemical test as in DWI cases.
Therefore, they should only be advised of their rights against selfincrimination, i.e., Miranda Warning. Should a permitte either refuse the
chemical test or the results indicate a blood alcohol concentration of
.05g% or higher, or the presence of a controlled dangerous substance, a
permittee’s privileges to carry a concealed handgun are immediately
revoked and the permitte should be charged with violating the provisions
of LRS 40:1379.3(L)
 A copy of the arrest report, “Concealed Handgun Permit
Suspension/Revocation Affidavit” and permit should be forwarded to the
DPS&C Concealed Handgun Permit Unit. The permittee’s handgun
should be seized and placed into evidence in accordance with Office
policy
 Except when extenuating circumstances are present, a summons should be
issued in lieu of a physical arrest
09-06.07
NEGLIGENT CARRYING OF A CONCEALED HANDGUN
According to LRS 40:1382, negligent carrying of a concealed handgun states in
pertinent part, “the intentional or criminally negligent carrying by and individual,
whether permitted to carry a concealed handgun or not, when either of the
following conditions exist:”
 Where it is foreseeable the handgun may discharge, or where others are
fearful the handgun may discharge
 Where the handgun is being carried, brandished, or displayed under
circumstances that create a reasonable apprehension on the part of the
public or police, or that a crime has or is about to be committed
09-06.08
RECIPROCITY
 Louisiana will honor a current and valid concealed handgun permit issued
by another state if a current and valid concealed handgun permit issued by












09-06.09
Louisiana is valid in those states. Currently those state that have
reciprocity with Louisiana are:
Alabama
Montana
Alaska
New Hampshire
Arizona
North Caroling
Colorado
Oklahoma
Florida
South Carolina
Georgia
Tennessee
Idaho
Texas
Indiana
Utah
Kentucky
Virginia
Michigan
Washington
Mississippi
Wyoming
Missouri
MISCELLANEOUS
To aid in identifying persons who have been issued a concealed handgun permit, a
“flag” will be placed on the driving record of all permittees. A “flag” is activated
only when the person’s driving record is checked by his/her driver’s license
number, not by name. Should a deputy charge a concealed handgun permitte with
a criminal offense, they should also complete the Concealed Handgun Permit
Suspension/Revocation Affidavit for submission along with a copy of the arrest
report and forward them to the DPS&C Concealed Handgun Permit Unit.
Number
09-08
Effective Date
01/01/09
Procedural Order
Subject
Chaplain Program
Revision Date
9/1/2011
Auxiliary and Technical Services
Reevaluation
Annually
Chapter
09-08.01
PURPOSE
The purpose of the Chaplain Program is to make counseling and pastoral services
available to employees and their families, whenever such services are requested.
Additionally, the Prison Chaplain provides pastoral care for the inmates. The
purpose of this policy is to define the responsibilities and duties of the Chaplains.
09-08.02
RESPONSIBILITIES AND DUTIES
A. Chaplain Qualifications
 Must be an ordained or licensed minister in good standing in a
recognized religious denomination or group.
 Must be skilled in ministry and pastoral care.
 Must successfully complete orientation and safety instructions
conducted by the Division/Section Commander before accompanying
a deputy on patrol or rounds.
B. Office-wide Chaplains
 Report to the Chief Deputy.
 Make their services available to employees when they are burdened
with personal problems adversely affecting the performance of their
job duties.
 Visit sick or injured officers and departmental personnel in the hospital
when requested.
 Serve as part of the Crisis Response Team; hold briefings after
incidents; working with officers to assist in any kind of crisis situation
where the presence of a chaplain might be helpful.
 Offer prayers at special occasions such as ceremonies.
 May accompany officers to assist with notification of any suicide,
death or serious injury.
 May accompany a deputy on patrol or rounds after receiving
authorization from the ranking on-duty supervisor and concurrence of
the deputy with whom the chaplain is seeking to accompany. When
accompanying deputies, the Chaplain shall follow the directives of the
deputy. The Chaplain shall not speak with violators, victims or
prisoners, or otherwise intercede except during life threatening
situations.
 Chaplains shall not attempt to convert or to bring into their religious
affiliations employees or the general public while they are on-duty,
unless a person requests information about the particular faith of the
Chaplain.
C. Prison Chaplain
 Reports to the Assistant Warden.
 Directs all religious service programs as well as supervises the
Volunteer Chaplains at the Parish Prison. Provides a means of support
and spiritual guidance for the inmate population.
 Plans, organizes and conducts pastoral care orientation sessions to
include
i. Training Volunteer Chaplains
ii. Prepare volunteer identification cards
iii. Provide religious services to inmates in lockdown
iv. Provide reading material upon request to all inmates.
v. Prepare and submit a religious diet list for inmates
 Notifies inmates of deaths in their families and schedule funeral trips
when appropriate.

Notifies family members when a inmate has become terminally ill and
arranges family visits with approval from the Prison Administration.
D. Volunteer Chaplains
 Volunteer Chaplains are utilized at the Parish Prison to assist the
Prison Chaplain in providing spiritual guidance to the inmate
population.
 Volunteer Chaplains may be issued an agency card for identification
purposes only. They shall not be commissioned as a special deputy,
nor are they granted arrest powers by this card.
 Chaplains shall be prohibited from using their EBRSO issued
identification card and agency affiliation to avoid the consequences of
illegal acts or to influence others improperly. They shall not use such
identification and affiliation to seek special benefits or treatment
because of their volunteer status.
 A participating individual shall represent themselves only as an unpaid
volunteer in the ministerial service to the parish and shall be prohibited
from presenting themselves as an employee, commissioned deputy, or
official representing the EBRSO.
 Volunteer Chaplains shall not wear any uniform, badge, insignia, or
other representation of the East Baton Rouge Parish Sheriff’s Office
unless the Sheriff has approved such wearing.
 Complaints against volunteer chaplains shall be documented and
forwarded to the Warden.
Procedural Order
Number Effective
Date
10-01
01/01/09
Subject
FAA Personnel Admittance to Disaster Area or Area Under Evacuation
Chapter
Operational Memorandums
Revision
Date
01/26/09
Reevaluation
Annually
10-01.01
PURPOSE
To establish a procedure for the admittance of Federal Aviation Administration
(FAA) personnel to disaster areas normally restricted to law enforcement and
other emergency responders.
10-01.02
SCOPE
When rapid development of essential personnel and equipment is necessary for
the effective management of crisis events or situations, select FAA employees are
required to enter those areas where admittance is usually restricted to ensure the
maintenance and integrity of the National Airspace System.
10-01.03
GENERAL
 Movement of key FAA personnel, equipment, and logistics may become
necessary at the scene of a disaster. If the personal safety of FAA
employees is not jeopardized, they should be allowed admittance to the
affected area upon presentation of Department of Transportation Form
DOTF 1681 or equivalent identification
 This order shall neither preclude nor exempt FAA personnel from
established East Baton Rouge Parish Sheriff’s Office procedures for the
effective management of crisis events or situations, nor shall it prevent the
evacuation of FAA personnel from affected areas should the need arise
Procedural Order
Subject
Prevention of Blood Borne Pathogens
Chapter
Operational Memorandums
Number Effective
Date
10-02
01/01/09
Revision
Date
01/26/09
Reevaluation
Annually
10-02.01
PURPOSE
To provide deputies with guidelines to minimize the risk of contracting the
Acquired Immunity Deficiency Syndrome (AIDS) and Hepatitis B (HBV) viruses
or other Bloodborne pathogens.
10-02.02
POLICY
It is the responsibility of the Office to take all reasonable measures to allow its
employees to perform their duties in a safe and effective manner. The safe
performance of daily operations is threatened by the AIDS and HBV viruses or
other Bloodborne pathogens that can be contracted through exposure to infected
blood or several types of bodily secretions. The Office will attempt to provide
employees with information and education on prevention of these diseases,
provide up-to-date safety equipment, and procedures that will minimize their risk
of exposure and to institute post exposure reporting, evaluation, and treatment for
all deputies exposed to these diseases.
10-02.03
WORKPLACE CONTROLS AND PERSONAL PROTECTIVE EQUIPMENT











10-02.04
In order to minimize exposure, deputies should assume that all persons are
potential carriers of HIV and HBV
When protective equipment is available, no deputy shall refuse to arrest or
otherwise physically handle any person who may carry the HIV or HBV
virus
Deputies shall use protective gear when appropriate and possible unless
the deputy can demonstrate that in a specific instance, its use would have
prevented the effective delivery of health care or public safety services or
would have imposed an increased hazard to his/her safety or the safety of
another deputy. All such instances shall be reported by the deputy to their
immediate supervisor and shall be investigated and appropriately
documented
Disposable latex gloves should be worn when handling any persons,
clothing, or equipment with bodily fluids on them
Eye protection devices should be worn whenever splashes, spray, spatter,
or droplets of potentially infectious materials may be generated
Authorized mouthpieces or resuscitation devices should be used when the
deputy performs CPR
Protective gloves should be worn when searching persons or dealing in
environments where sharp objects and bodily fluids may reasonably
encountered
Needles shall be placed in puncture resistant, leak proof containers, which
are marked as biohazardous when being collected for evidence, disposal,
or transportation
Deputies shall not smoke, eat, or drink in close proximity to bodily fluid
spills
Any evidence contaminated with bodily fluids shall be completely dried,
double bagged, and marked to identify potential or known communicable
contamination
Bins, pails, and similar receptacles used to hold potential contaminates
shall be labeled as biohazardous and decontaminated as soon as feasible
following contamination
RECORD KEEPING
 The Director of Human Resources shall maintain a accurate record for
each employee with occupational exposure to Bloodborne pathogens
which includes information on vaccination status, the results of all
examinations, tests, follow-up procedures, the health care’s professional’s
written opinion, and any other relevant information provided by the health
care professional
 These records will be retained in a secure location in Human Resources
for the duration of the deputy’s employment plus an additional three (3)
years. These health records may not be disclosed or reported without the
express written consent of the deputy or without proper judicial order
 When a deputy reasonably believes he/she has been exposed to
contaminated material, he/she shall immediately notify his/her supervisor.
The incident shall be thoroughly investigated and documented and
forwarded to the Director of Human Resources
10-02.05
DISINFECTION
 Any unprotected skin surfaces contacted by bodily fluids shall be
thoroughly washed as soon as possible with hot running water and soap
for at least fifteen (15) seconds before rinsing and drying
 Alcohol or antiseptic towelettes with 70% isopropyl alcohol may be used
where soap and water are unavailable
 Disposable gloves should be rinsed before removal and hands and
forearms should then be washed
 Skin surfaces should be washed and mucous membranes flushed as soon
as feasible following the removal of personal protective equipment
 Hand lotion should be applied after disinfection to seal cracks and cuts on
the skin
 All open cuts and abrasions should be covered with waterproof bandages
before reporting for duty
 Disinfection procedures shall be initiated when individuals with bodily
fluids on his/her person are transported in an Office vehicle
10-02.06
TRAINING
 The Director of Training or his designee shall ensure that all deputies with
potential occupational exposure are provided a complete course of
instruction on prevention of Bloodborne diseases prior to their initial
assignment or as soon afterwards as practical
 All affected employees shall receive annual refresher training or additional
training when job tasks or procedures are modified in a manner which may
alter their risk exposure
 The Director of Training shall ensure that complete records are maintained
on deputy training including the dates and content of the training sessions,
names and qualifications of persons conducting the training, and names of
all persons attending the training.