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title: New Haven County Sheriff's Office Standard Operating Procedure

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# Standard Operating Procedure
### New Haven County Sheriff's Office

![image alt](https://cdn.discordapp.com/attachments/1129473325035429929/1152272099373752380/nhcsominilogo.png)

> The Standard Operating Procedure (SOP) of the New Haven County Sheriff's Office (NHCSO) is subject to change and alteration. Changes and alterations will be recorded in the index of the Standard Operating Procedure and announced within the official communications of the New Haven County Sheriff's Office.

**Date of Approval:** ``2023-09-15``
**Author(s):** ``imnotnomad``

## Section I. Introduction
### 1 - Mission Statement
To provide security and service to the people of the County of New Haven, to enforce the law of the land, and to protect the residents and government officials who reside within.

### 2 - Citations
The Standard Operating Procedure (SOP) shall be cited, for purposes of identifying a procedure, regulation, guideline, or statement in this document, the following citation format should be used.

> SOP VI. § 11.1

This citation would direct a reader to the sixth section, regulation eleven, line one.

### 3 - General Terms
Any and all employees of the Sheriff's Office, other than the Sheriff themselves, are considered "deputies" and may be further referred to as such in a general term.

## Section II. Department Organization

### 1 - Rank Structure
The New Haven County Sheriff's Office's rank structure is composed of the following, listed in order of subordinance, and their respective duties.

**Sheriff**: Holds the Office of the Sheriff, oversees and administers the department.

**Undersheriff**: The second in command to the Sheriff of New Haven County, the undersheriff assists with oversight during the absence of the Sheriff. The undersheriff serves as the principal deputy and first in line of succession to the Sheriff.

**Assistant Sheriff**: The Assistant Sheriff oversees the entire department, assisting with the administration of bureaus with accomplishing assigned objectives. Reports directly to the Sheriff for guidance.

**Captain**: A Captain is the head of their specified branch.

**Lieutenant**: A Lieutenant manages and oversees all respective employees in their subsidiary. They are in charge of coordinating and leading large scale events and operations in their respective authority. They report directly to their respective Captain for guidance and support when necessary.

**Sergeant**: Sergeants are classified as senior deputies with supervisory authority over subordinates in their designated assignment.

**Corporal**: Corporals are classified as senior deputies tasked with an advisory role, assisting their superiors in their designated assignment.

**Deputy Second Grade**: A Deputy Second Grade is a more senior employee of the department who has been assigned to a specialist post, proving their skill and service.

**Deputy First Grade**: A Deputy First Grade is an individual who has proven their competence and ability in the department and is compensated for such with the rank of Deputy First Grade.

**Deputy**: Deputies are standard employees of the Sheriff's Office. They are tasked with a variety of duties and enforce general violations of the law.

**Cadets**: Cadets are newly hired and untrained employees of the New Haven County Sheriff's Office. Cadets are under the Training Bureau. Cadets are obligated to complete the standard training process in order to become a fully-fledged Deputy.

### 2 - Organizational Definitions
The followingis a comprehensive list of subsidiaries organized from greatest to least in size.

**Bureau**: A bureau is a subsidiary directed by a Captain, composed of two or more divisions.
**Division**: A division is a subsidiary directed by a Lieutenant or Sergeant (depending on size and task), tasked with one (or more) objective(s).
**Unit**: A unit is a collection of deputies assigned to a specific task in the department.

## Section III. Department Structure
The New Haven County Sheriff's Office is composed of two bureaus, the Field Operations Bureau and Field Support Bureau.

### 1 - Field Operations Bureau
The Field Operations Bureau is composed of the Patrol Services Division, Training Division, and Custodial Staff.

**(1) Patrol Services Division**: The Patrol Services Division oversees all patrol operations and its squadrons. The Patrol Services Division is made up of four squads, Squad A, Squad B, Squad C, and Squad D. Each squad is directed by a Sergeant. A Lieutenant, designated as a Watch Commander, shall be placed in command of Squad A and Squad B where another shall be placed in command of Squad C and Squad D. The Patrol Services Division are tasked with frontline, uniformed, law enforcement duties.

**(2) Training Division**: The Training Division is tasked with processing cadets through the standard training process, certifying personnel for bailiff and protection duties. The Training Division may further be tasked with hosting department-wide trainings.

**(3) Custodial Staff**: The Custodial Staff is led by a Sergeant. The duties of Custodial Staff is to execute correctional duties, handle bailiffs, and ensure the safety and security of the County Jail and judicial proceedings that occur within the county.

### 2 - Field Support Bureau
The Field Support Bureau is composed of the Warrant Enforcement Bureau, Criminal Investigations Division, and Internal Affairs Division. 

**(1) Warrant Enforcement Bureau**: The Warrant Enforcement Bureau, commonly referred to as WEB, is led by a Lieutenant and tasked with the proper execution of outstanding warrants, tactical deployment, and critical incident interdiction.

**(2) Criminal Investigations Division**: The Criminal Investigations Division is responsible for investigating and researching criminal activity, including organized crime, within the County of New Haven. The Criminal Investigations Division is further permitted to conduct interrogations and interviews.

**(3) Internal Affairs Division**: The Internal Affairs Division is tasked with the investigation of department employees for violations of the Standard Operating Procedure and/or further department policies, regulations, and guidelines.

### 3 - Office of the Sheriff

**(1) Central Command**: The Central Command is filled by the Sheriff, Undersheriff, and the Assistant Sheriff. Each of these positions oversee and administrate the entire department in its day-to-day operations, keeping a positive image and employing individuals.

**(2) Central Command Advisors**: The Central Command Advisors is composed of the Aide to the Sheriff and Legal Advisor. The Aide to the Sheriff audits most entities within the department and manages the firearms licensing program, and anything assigned by the Sheriff, Undersheriff, and Assistant Sheriff. The legal advisor is tasked with legal review and assistance for the department and its employees.

## Section IV. Employee Code of Conduct
### 1 - Code of Conduct

The Code of Conduct shall act as a set of rules for employees to following and use as a guide in properly conducting themselves and maintaining high standards. Subject to strict enforcement, all employees are expected to uphold the following:

1. Deputies must not be biased against anyone in the performance of their duties, whether out of malice or favor. They must treat all residents with decency, respect, dignity, and concern.
2. Personal feelings, emotions, animosities, or friendships are not permitted to affect the decisions of a deputy's general demeanor or how they behave themselves. They are responsible for enforcing the law in a professional and courteous manner. To ensure the public's confidence, trust, and respect, deputies will dress in a manner that reflects their actions.
3. When deputies are entrusted with discretion by law, they must utilize it appropriately and fairly. They must make decisions based on reasonableness and to take into account the circumstances around them while deciding whether or not legal action should be taken.

It should be highlighted that discretion, when applied intelligently and based on expertise, can help to maintain strong public relations and outlook. When faced with a tough decision between completing courses of action, it may be better and more successful to give timely advise rather than arrest--which may be appropraite in certain circumstances--to achieve a desired result.

4. In all instances, a deputy will never use excessive or improper force, and will only use force when it is acceptable and consistent with their training. After all other choices, such as conversation and negotiation, have been exhausted, should lethal force be employed with extreme caution.
5. When pursuing justice, deputies will work cooperatively with other law enforcement officials and will always treat their colleagues and department counterparts with respect, dignity, and consideration.
6. Deputies are responsible for their professional performance and will take advantage of any opportunity to improve it.

### 2 - General Expectations from Employees
All employees of the New Haven County Sheriff's Office are expected to:

1. Uphold the Constitution of the State of Mayflower, New Haven County Charter, and any and all laws or ordinances.
2. Exhibit maturity, discipline, and respect.
3. Remain respectful to residents, other law enforcement personnel, and government employees/officials.
4. Remain in compliance with the dress code and uniform guide.
5. Understand the Standard Operating Procedure regulations, policies, and guidelines.
6. Perform their duties with good faith and conduct.

## Section V. Disciplinary Action
### 1 - Violations of Regulations and Procedures

Employees of the New Haven County Sheriff's Office are not permitted to discredit or otherwise violate the department's standards, policies, guidelines, regulations, or orders. Doing so subjects the employee to disciplinary action, including, but not limited to, suspension of duty or termination of employment. Disciplinary action may be taken as a result of transgressions such as, but not limited to, the following entries.

The following offenses may result in ``disciplinary action``.

1. Insubordination
2. Violating a State Law
3. Violating a County Law
4. Violating a City Ordinance
5. Deliberately destroying, alterating, or falsifying evidence.
6. Falsifying obligations (including patrol logs).
7. Deliberately, willingly, and knowingly aiding violators of the law.
8. Hostile actions towards other law enforcement officers, with or without the intent to start departmental conflict.
9. Misuse of deadly/lethal force.
10. Neglect of duties.
11. Storing, handling, or otherwise maintaining stock of department-issued equipment, including firearms, in personal vehicles.
12. Distributing department-issued equipment and firearms.
13. Violating policies and procedures while on probation or as a Cadet.
14. Being involved or associated with an organized crime collective.
15. Releasing or disclosing classified/protected information to the public or unauthorized persons without authorization.
16. Issuing unlawful or unpermitted orders.
17. Obstructing an investigation being conducted by the Criminal Investigations Division.
18. Obstructing an investigation being conducted by the Internal Affairs Division.
19. Misuse of department-issued equipment.
20. Absence without leave, including desertion of employment or post.
21. Destroying, vandalizing, or otherwise damaging property on duty without proper justification or cause.
22. Falsely detaining a member of the public.
23. Unauthorized use of department-issued or personal vehicles while on duty.
24. Unauthorized search and/or seizure of property from another.
25. Failure to attend a mandatory event.
26. Failure to adhere to proper procedures for law enforcement duties and operations as dictated or ordered by the Office of the Attorney Geneal and/or Law Enforcement Training Institute.
27. Improperly communicating over official radio frequences and communication channels.
28. Improperly donning the uniform of the New Haven County Sheriff's Office, badge of an employee of the New Haven County Sheriff's Office, or otherwise wearing a supplied uniform in a manner that violates department, bureau, or division policy.

:::info 
You may face disciplinary action if you engage in rude or immoral behavior in any communications network, including Discord servers, associated with the State of Mayflower, especially if you are speaking in the capacity of a department employee or representative.
:::

``Appeals of disciplinary action may be heard by the Central Command.``

### 2 - General Responsibilities of Employees
All employees of the New Haven County Sheriff's Office must observe, obey, and fulfill the procedures, policies, regulations, and guidelines outlined in this Standard Operating Procedure document, along with setting an example for their colleagues to follow. Failure to observe, obey, and fulfill the procedures, policies, regulations, and guidelines outlined within the Standard Operating Procedure may result in modified assignment, disciplinary strike, demotion, or dishonorable dismissal and termination of employment. Moreover, all personnel are responsible for following and adhering to the Law Enforcement Training Institute's curriculum and principles. The curriculum of the Law Enforcement Training Institute shall apply to the contents of this Standard Operating Procedure manual and be obligatory on the department's activities.

### 3 - Employee Search Guidelines
Investigators from the Criminal Investigations Division and Internal Affairs Division may search the personal vehicles of employees with the permission of the Central Command or a Captain. Employees who oppose or refuse to comply with such searches risk receiving a dishonorable discharge and being placed on a department blacklist. The Office of the Sheriff may order the search of an employee's person and vehicles stated in the application that all employees have consented to.

## Section VI. General Policies and Regulations
### 1 - Activity Policy
Patrol Logs are used to keep track of employee activity. Those with the rank of Corporal or lower must present weekly patrol logs that demonstrate the fulfillment of amount of time required by their respective superiors. A full, entire screenshot of the employees screen must be given with a patrol log so that their supervisor can inspect and authenticate their record by confirming the time and date on the taskbar of their screen. The patrol log will be nullified if any proof fails to meet the aforementioned condition.

Employees total logged time in one week should not exceed 48 hours.

### 2 - Firearm Regulations
Deputies and anyone who holds a rank above that of Deputy may carry the standard service sidearm (Bennetti 17) off duty with them. Employees are not permitted to have more than one sidearm in their inventory, including personal vehicles, at a time. Those found with more than one department issued sidearm in their inventory are subject to termination.

Employees may carry a total of five (5) 9mm magazines on their person (1 loaded and 4 in their inventory) while off duty with their sidearm.

The storing of any department issued equipment for that matter inside of a personal vehicle, or non-department issued vehicle is barred. Anyone found doing so will be subject to termination.

Misusing a department issued firearm on or off duty may result in termination.

### 3 - Use of Lethal Force
Lethal Force is only permissable in the following circumstances.

1. There is a rational fear of death or serious bodily harm to the officer involved, and no other measures taken will mitigate the situation to prevent death or serious bodily harm from occuring.
2. It reasonably appears necessary to prevent the commission of a serious offense against another person that any reasonable person would perceive as an imminent danger that can be considered to cause death or serious harm.
3. It appears, reasonably, necessary to prevent the fleeing of an individual who a peacem officer has a basis for believing that the said person poses a significant threat of death or serious injury to the peace officer(s) involved in preventing the escape or other people.

All lethal force should be used by employees must be done in good fath and accordance with all local, county, and state laws alongside all of the outlined prcoedures in the Standard Opearting Procedure.

Employees shall be held entirely responsible for the misuse, or purposeful and malicious use of force of lethal force, regardless of justification, and may face dismissal and penalties specified in state statutes.

### 4 - Ride Along Guidelines
Only individuals who hold the rank of Deputy and above may conduct ridealongs with citizens of the state. It is the responsibility of the employee conducting the ridealong to ensure the citizen is trustworthy and honest in their intentions.

Known criminals, criminal alts, or anyone with more than 10 recorded violations of law may not partake in ridealongs for any reason. No weapons of any kind are permitted by the citizen during the ridealong, unless a Lieutenant or higher has waived the no weapon policy. All ridealongs must be searched before beginning to ensure they are not in possession of a weapon.

Investigators from the Criminal Investigations Division or Internal Affiars Division may not have ridealongs when conducting operations in plainclothes.

During a ride along, deputies are directly responsible for the participants and their safety, and so it is advised by the Standard Operating Procedure that deputies use common sense and avoid high risk situations unless there are no other law enforcement officers to handle those situations.

Deputies are to terminate a ride along if the participant is uncooperative or refused to obey your commands. Deputies are to terminate a ride along if the participant becomes obstructive to the deputy's duties. Deputies have the authority to end a ridealong for any reason, at any time.

### 5 - Arrest Procedure
The following is standard procedure for making an arrest in the County of New Haven.

From behind, approach the subject and place handcuffs on them. Transmit that you have a suspect in custody and the charge on the radio. (For example, "2S40, [insert number of suspects if there are more than one] 10-23 [insert the charge(s)], 10-7.") Inform the subject the reason for their arrest, then place them into your vehicle and drive them to the nearest law enforcement station. Bring the subject to the computer for booking. Use the "LOV" or "Location; Offense; Venue" suntax for the description or "LVO" instead.

### 6 - Department Equipment Regulations
The Mayflower Law Enforcement Training Institute and this Standard Operating Procedure document require that all department equipment be operated professionally and appropraitely.

Cadets are not allowed in any for to dispense the following equipment, without permission from a designated training officer, from department stroage. 

1. Delino R21A Rifle
2. Hawthorne 500 Shotgun
3. 30 Round 5.56 Caliber Magazine
4. 12 Gauge Shotgun Shells

### 7 - Requests of a Supervisor
A suspect in custody, or resident of the state, may request a supervisor for any reason if they feel their situation is unjustified. Deputies are required to present an in-game supervisor at or above the rank of Sergeant, if requested. The supervisor presented must be at least one rank higher than the requesting Deputy. Employees at or above the rank of Captain do not need to present a superior deputy. A supervisor may decline the request if there is a lack of reasoning or the supervisor is unavailable for the request. If a supervisor does not respond within five (5) minutes of the request being made, proceed with the intended action.

### 8 - Radio Conduct
All New Haven County Sheriff's Office employees are required to maintain proper radio conduct in all channels except COUNTY - 1. This includes the proper use of callsigns and unit identifiers.

## Section VII. Dress Code and Vehicle Code
Employees must adhere to the departmental dress code and uniform code at all times unless stated otherwise by Central Command. Division policies, approved by Central Command, may override the dress code.

### 1 - Dress Code
The Dress Code requires personnel to meet the following criteria:
1. Employees of the New Haven County Sheriff's Office must use a realistic skin tone on their avatar. Members of the Criminal Investigations Division may use artificial skin tones when conducting investigations.
2. All accessories must be appropraite and professional. Silly/funny/unrealistic faces are not to be used.
3. Male Deputies must use the trecky hair or no hair while on duty. Female Deputies must wear their hair in a bun while on duty. Plain clothes hair must be of natural color, well cut (or tied up), and professional.
4. The use of roblox accessory vests are prohibited.

### 2 - Uniform Regulations
**Sheriff Polo**
* Worn by Cadets during the Sheriff's Office Academy.
* Worn by deputies during their probationary period.
* Worn by deputies conducting custodial duties.
* Worn by Field Support Bureau personnel on low-risk operations.

**Corrections Polo**
* One of the only uniform Correctional Officers can wear.
* To be worn while conducting custodial duties.
* All Correctional Officers may use the plain clothes version of this uniform at their discretion unless told otherwise by their division command.

**Class A's**
* The standard patrol uniform.
* To be worn routinely by Deputy or higher.

**Formals**
* To be worn for official duties.
* Not to be used for patrol.
* Seek command approval before use.

**Warrant Enforcement Uniform and Gear**
* Only to be used by Operators employed in the Warrant Enforcement Bureau.
* Operators may utilize their uniform and gear while patrolling or operating in the capacity of Warrant Enforcement only when on an active deployment in said capacity. They may wear their standard Warrant Enforcement uniform without the plate carrier when conductign duties when not deployed.

**NHCSO Jacket**
* A brown Sheriff jacket that covers the Class A shirt and to be worn with the Class A bottoms.
* May be used during Autumn and Winter months (September - February).

**Correctional Officer Jacket**
* A brown Correctional Jacket which covers the polo, to be worn with Correctional Pants.
* Correctional officers are permitted to wear this during Autumn and Winter months (September - February).

**Plain Clothes**
* Must be professional business casual clothing with a badge visible on the torso.
* Accessories must abide by the dress code.
* To be worn by Detectives employed by the Criminal Investigations Division.
* To be worn by Field Support Bureau Command.
* Employees who hold the rank of Captain+ may utilize plain clothes.

### 3 -  Vehicle Code
**Sheriff Modern Crusader**
* Standard marked patrol cruiser to be used by Deputy+.

**Sheriff Classic Crusader**
* Classic marked patrol cruiser with a dated livery to be used by Deputy+.

**Sheriff Slicktop Crusader S**
* Slicktop marked patrol cruiser to be used by Sergeant+.

**Sheriff Jackalope**
* A marked four wheel drive (4WD) patrol SUV to be used by Deputy+.

**Sheriff Chariot Intrepid**
* Marked patrol truck with a lot of storage to be used by Deputy First Grade+.

**Sheriff Conveyor**
* Marked prisoner transport van used for custodial duties and for search warrant executions to be used by Deputy+.

**Unmarked Modern Crusader**
* Unmarked cruiser that keeps a lower profile and can be painted.
* To be used by:
    * Criminal Investigations Division while in plain clothes.
    * Warrant Enforcement Bureau when deployed for an arrest or search warrant.
    * Lieutenant+.
        * The Criminal Investigations Division shall be the only personnel permitted to recolor or paint the vehicle to any color than black.

**Unmarked Classic Crusader**
* Unmarked classic cruiser with a single red light above the driver.
* To be used by:
    * Criminal Invesstigations Division while in plain clothes.
    * Lieutenant+.

**Civilian Vehicles**
* Civilian vehicles may be used by employees of the Field Support Bureau with the approval of their Captain, or if in the Criminal Investigations Division, it may be used when conducting reconnaissance and surveillance for an active case.

## Section VIII. Administrative Policies

### 1 - Punative Actions
Punative Actions can be taken against employees who violate department policy or fail to adhere to department procedures in the Standard Operating Procedure, or other written orders.

**Termination**
Terminations may be issued by a Captain or higher in the department.

**Rank Demotation**
May be isued by any Lieutenant or higher in the department.

**Suspension**
A suspension prohibits an individual from performing his or her responsibilities within the department. Suspensions may be issued by any Lieutenant or higher. The Internal Affairs Division may administer a strike as a result of an internal investigation. The Lead Investigator or Head Investigator of the Internal Affairs Division shall administrate.

**Probationary Status**
When issued, the employee put on the status for a specified period of time (no more than two weeks) is not allowed to commit offenses or wrongdoings. The commission of any offense or wrongdoing will result in the termination of the employee.

Probationary Status may be issued by anyone at the rank of Lieutenant or above with the approval of Central Command. This may be issued by a Captain or higher without approval.

The Internal Affairs Division may administer a Probationary Status as a result of an internal investigation. The investigator who was assigned the case shall administrate.

**Strike**
A strike may be issued by anyone at the rank of Sergeant or higher. The Internal Affairs Division may administer a strike as a result of an internal investigation. The investigator who was assigned the case shall administrate.

**Written Warning**
A Written Warning may be issued by anyone at the rank of Sergeant or higher and the Internal Affairs Division as a result of an internal investigation or to correct issues seen during patrol.

**Verbal Warning**
A Verbal Warning may be issued by anyone at the rank of Sergeant or higher and the Internal Affairs Division as a result of an internal investigation or to correct issues seen during patrol.

### 2 - Employment Transfer Guidelines
To be considered for authorization to another law enforcement agency, an employee must have served at least one month or thirty (30) days in the department, excluding their time as a Cadet.

The transfer must be preliminarily approved by the head of the department to which the employee seeks to transfer to. To be eligible for transfer permission, an employee must not have any unfinished assignments.

Employees must offer seven days' notice of their desire to transfer if the aforementioned standards are met. Failure to do so may result in the employee being placed on the department's blacklist. Employees must notify their immediate supervisor of their intention to transfer to a different department.

Unless there is no Lieutenant or the Lieutenant has already been notified, their supervisor will inform the Lieutenant of the division in which they are serving, who will subsequently inform their respective Captain. The transfer request may be approved or denied.

### 3 - Leave of Absence Policy
The New Haven County Sheriff's Office is understanding of request time off with valid reasoning. Any employee at the rank of Captain or below must submit a leave of absence request using the bot in the department's Discord. The approval of leave request will go through the chain of command, starting at the Sergeant of the requesting Deputy. If the leave request is too extensive for the first in the chain of command, the Deputy will notify their superior, and so fourth.

The following ranks may accept leave request within their division or bureau up to the given amount of time:

* Sergeant: 4 days
* Lieutenant: 7 days
* Captain: 14 days
* Central Command: 21+ days

Any leave of absence request more than 21 days (3 weeks) may be accepted by the Central Command if majority agrees upon it.

### 4 - Acting Positions Policy
In the event a command member that is at or above the rank of Sergeant takes a leave of absence, their direct inferior or a Deputy deemed fit by command, will take on their position in an acting capacity. When acting in a position, the Deputy chosen to be the acting individual will gain the responsibilities of the position while still holding the same rank. The acting individual will carry out the duties of the position, however, the acting individual does not gain any of the privileges or perks of the position they are acting for.

### 5 - Rank Alteration Policy
To minimize nepotism and to ensure that all personnel who are candidates for promotion are treated fairly and equally, they will carefully and thoroughly be evaluated through the following promotion procedure:

* The Office of the Sheriff, as well as all Lieutenants and Captains, will convene to assess and discuss prospects for promotion to Sergeant and higher.
* Each candidate's conduct, seniority, attitude, maturity, and activity will be taken into account. In the event a Sergeant leaves, resigns, or is terminated of their employment, a Corporal in their unit shall temporarily lead and supervise it for a trial period of three days, where they shall be closely observed.

In the event a Lieutenant leaves, resigns, or is terminated of their employment, a Sergeant in their division shall temporarily lead and supervise it for a trial period of three days, where they shall be closely observed.

In the event that a Captain leaves, resigns, or is terminated of their employment, a Lieutenant in their Bureau shall temproarily lead and supervise it for a trial period of three days, where they shall be closely observed.

Sergeants may only promote and demote those in their respective unit. Lieutenants may only promote and demote those in their respective division. Captains may only promote and demote those in their respective bureau.

All promotions at or above the rank of Sergeant will require authorization from the Office of the Sheriff.

### 6 - Employee Discharge Policy
Discharges in all capacities must have the authorization of Central Command. Discharges will be classified in three different ways as defined below.

**Honorable Discharge**
Employees may be honorably discharged from the department after having given notice that they intend to do so seven days before they will leave or resign from the department. They must:

* Have no current investigation active.
* Have less than two strikes on their disciplinary record.
* Have completed all of their assignments.

**Dishonorable Discharge**
Employees shall be dishonorably discharged if:

* They leave, resign, or transfer from the department without giving proper notice beforehand.
* They leave or resign from the department while under investigation.
* They leave, resign, or transfer from the department while having two or more strikes on their disciplinary record.
* They are abruptly terminated of their employment.
* They have caused the standards of the department to be in disrepute, determined at the discretion of the department.

**General Discharge**
Employees shall be generally discharged if:

* Employees being Cadets who fail to complete their training in the Academy before the expiration of their probationary period or leave or resign from the department during that time having not committed any of the aforementioned conditions, shall be generally discharged.
* A discharge may also be general at the discretion of Central Command.

### 7 - Cadet Training Waiver Policy
Cadets with sufficient experience in other law enforcement agencies in the State of Mayflower may be exempt from completing probationary training from the academy. A precise method for waiving probation is established in the Training Division's documentation that Cadets must go through. They will be put on a separate, expedited probationary term during which they will be reviewed and finish within the specified time range. A Cadet's probationary training will be waived if he or she completes this phase successfully.

### 8 - Appeal of Disciplinary Action
Employees who wish to appeal for the removal of a Strike on their disciplinary record must submit a Notification of Appeal by direct messaging their Captain.

If the rank of an employee appealing is below that of the rank of Sergeant and the strike being appealed for removal is not the result of an investigation conducted by the Internal Affairs Division, their submission will be reviewed by their respective Captain, who will judge the plausibility of removing the strike and decide whether or not the appeal is to be granted, unless the strike being appealed for removal was issued by their respective Captain, in which case, their submission will be reviewed by the Assistant Sheriff.

If the strike being appealed for removal is the result of an investigation conducted by the Internal Affairs Division, their submission will be reviewed by the Field Support Captain instead, who will judge the plausibility of removing the strike and decide whether or not the appeal is to be granted If the rank of an employee appealing is that of the rank of Sergeant or above, they shall be provided a tribunal which will review their submission.

The tribunal will consist of the Assistant Sheriff, a Captain, and another employee in or having jurisdiction over the Internal Affairs Division. The tribunal will collectively judge the plausibility of removing the Strike and decide whether or not the appeal is to be granted. No employee shall be on the tribunal if they are the one appealing or issued the strike. The composition of the tribunal may not be changed unless there is bias detected in one of the members.

An employee will have permission to appeal for the removal of a strike on their disciplinary record within twenty-four hours after its issuance. After such time, an employee will not have permission to appeal for thirty days.

Employees who appeal for a removal of a strike on their disciplinary record within twenty-four hours after its issuance but are denied must wait thirty days before they are permitted to appeal again. After those thirty days, an employee who appeals for the removal of a strike on their disciplinary record but is denied shall not be required to wait to be permitted to appeal again and may appeal as many times as they want with no restrictions. Those who fail to have a Strike removed from their disciplinary record will be considered to have not learned from that strike.


### 9 - Authority to Amend Regulations and Procedures
Only the Sheriff of the County of New Haven shall have the authority to approve changes to the Standard Operating Procedure.

### 10 - Authority to Amend or Revoke Orders
The authority to amend or revoke orders is given to all department supervisors. There are two types of orders in the New Haven County Sheriff's Office. 

**Written Order**: Orders which are official documents, or announcements posted in the department Discord server.
**Verbal Order**: Orders that are issued on duty or in Discord that are temporary.

Written Orders always hold precedence over Verbal Orders. Supervisors have the authority to revoke or amend a Verbal Order if their rank is superior to that of the issuing supervisor. The Criminal Investigations Division may retain its orders with the objectives of other supervisors to the contrary notwithstanding for and when acting on an investigation or a case, unless the supervisor revoking or amending the order has the Criminal Investigations Division within their jurisdiction and with superior rank.

The Sheriff, Undersheriff, and Assistant Sheriff may revoke and amend all orders issued by supervisors. Captains may revoke and amend Written Orders they have issued within their bureau. Lieutenants may revoke and amend Written Orders they have issued within their division. Sergeants may revoke and amend Written Orders they have issued within their division or unit.

