Law Enforcement Procedure for Arrest and Documentation

Incident Response and Documentation

• If an offender is arrested, supervisors will complete all required documentation, including Event Reports, Probable Cause Affidavits, and Property Receipts.
• If the offender is a BSO employee, copies of all documentation will be forwarded to the Internal Affairs Commander and arrest procedures for employees will be followed.

Statement Collection and Reporting

• Supervisors will take written statements from all persons involved or witnessing the incident.
• Statements from employees will follow proper investigative protocols outlined in the Sheriff's Policy Manual.
• Supervisors will evaluate each violent or potentially violent situation and complete a written report, including their threat assessment, as soon as possible after the incident.

Report Distribution

• Completed reports will be distributed as follows:
  • Original: Internal Affairs Commander
  • Copy: reporting supervisor
  • Copy: Human Resource Director
  • Copies: offender's chain of command if offender is a BSO employee
  • Copies: supervisor's chain of command

Employee Suspension and Termination

• An employee may be immediately suspended and ordered not to return to the workplace if the incident is serious and may involve termination.
• This action may be taken with the concurrence of the employee's Department Executive Director and Internal Affairs Commander.

Witnessing or Reporting Violence

• Employees who witness or are aware of an act or threat of imminent violence will immediately contact Communications, via radio or 911, and any available supervisor.
• The supervisor will immediately contact the Internal Affairs Commander or designee.

Internal Affairs Commander's Role

• The Internal Affairs Commander will act as the critical incident coordinator.
• The Internal Affairs Director or designee can be contacted at any time and is responsible for coordinating any needed BSO resources.

Supervisor Responsibilities

• Supervisors will take appropriate immediate action to defuse violent or potentially violent situations and prevent their escalation.
• Supervisors will remove any person from the facility who makes a substantial threat, exhibits threatening behavior, or engages in violent acts.
• Supervisors will separate involved persons and not allow a verbal altercation to escalate.
• Supervisors will secure the area and request additional assistance from Communications if necessary.

Disciplinary Action

• Most workplace altercations, including minor ones involving only verbal exchanges, justify appropriate disciplinary action through the use of the discipline policy.
• Other actions may include re-assignment, restricted administrative assignment, arrest of involved persons, suspension or termination of the business relationship if the offender is not an employee.

Retaliation Protection

• No employee acting in good faith who reports a real or implied violent behavior act will be subject to retaliation by any employee.

Domestic Violence in/at the Workplace

• The Employee Assistance Program will be available for employees who are victims of or fear being victims of domestic violence.
• Temporary Restraining Order procedures will be handled in accordance with the Department of Law Enforcement SOP.
• Issuance of a Temporary Restraining Order or Protective Order listing any BSO property as a protected area must be reported immediately to the employee's director, Internal Affairs Commander, Human Resources Director, and the Office of the General Counsel.

This quiz covers the procedures for law enforcement officers to follow when arresting an offender, including documentation and reporting requirements. It also outlines specific protocols for BSO employees.