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New Haven County Sheriffs Office Standard Operating Procedure
From time to time, this SOP may be amended, reflecting a change in policy. When this occurs, it will be announced. The contents of this Standard Operating Procedure are public information.

Approved Date: 2022-06-05
Modification Date: 2020-06-07
Authors: SailHawke, Bensoom, DavoMaarten

Section I. Introduction
1 - Mission Statement
It Shall be the objective of the New Haven County Sheriff’s Office to provide Security and Service to the County of New Haven, enforce the law of the land, and protect the civilians and government officials who live and work there.

2 - Citations
In order to more accurately identify a regulation or procedure in this document the following citation should be used:

SOP VI. § 11 line 1

This citation would direct a reader to the sixth section (Disciplinary Policy) but more specifically to regulation number 11 (Violations of Regulations and Procedures), line 1 (Insubordination).

Section II. Department Organization
3 - Rank Structure
Cadet: Cadets are newly hired and untrained employees of the New Haven County Sheriff’s Office. Cadets are under the area of responsiblity of the Training Bureau. Upon completion of the cadet academy, cadets must complete a 1 week probation period before being fully deputized. New deputies are assigned to the Field Operations Bureau. Cadets who do not complete the academy within the assigned time by the Training Bureau will be removed from the department.

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.

Deputy First Grade: Including the general duties and responsibilities of a Deupty, a Deputy first grade is an individual who has proven their competence and ability in the department. These individuals conduct themselves appropriately when serving the department.

Deputy Second Grade: A Deputy Second Grade is a more senior employee of the department who has proven their skill through outstanding service to the citizens of the county.

Corporal: N/A

Sergeant: Sergeants are classified as senior deputies with supervisory authority over in their desginated divsion.

Lieutenant: A Lieutenant manages and oversees all respective employees in their division. 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.

Captain: A Captain is the head of there specificed branch which varies (Field Operations Bureau) / (Speciailzied Operations Bureau). They report directly to the Assistant Sheriff for guidance and support when necessary.

Assistant Sheriff: The Assistant Sheriff oversees the two branches (Field Operations Bureau)/ (Specialized Operations Bureau).

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

Sheriff: Holds the Office of the Sheriff, oversees the department.

4 - Organizational Definitions
Unit: A unit is a specific and individual group of Deputies assigned to a specific task in the department. Bureau are oftentimes made up of a group of units.
Divison: N/A
Bureau: N/A

Section III. Department Structure
The New Haven County Sheriff’s Office consists of 2 primary bureaus. The Field Operations Bureau and the Specialized Operations Bureau.

5 - Field Operations Bureau
The Field Operations Bureau consists of 4 patrol units. Squad A, B, C, D each unit consists of one Sergeant who acts as the supervisor for the unit. A Lieutenant oversees Squads A & B, with anther overseeing Squads C & D.

Patrol Division: The Patrol Division oversees all patrol operations and its squadrons. The Patrol Division is made up of four groups. The Patrol Division is run by two Patrol Division Lieutenants. Patrol Units go from call to call, determining if an arrest should be made, or if a preliminary investigation should be submitted to CID.

Training Division: The Training Division is tasked with processing cadets through the cadet academy. Although it is rare, sometimes they are also tasked with hosting department-wide trainings/refreshers.

6 - Special Operations Bureau
Criminal Investigations Divsion: The Criminal Investigations Divsion consists of qualified dectectives that investigate county crime, gang violence, and eligble to conduct interrogations and interviews.

Public Affairs: The Public Affairs Divsion is tasked with hosting public community engaging events.

Warrant Enforcement: The Warrant Enforcement Bureau is tasked with finding and executing warrants that are outstanding, and recording them with the department. The Warrant Enforcement Bureau run by a Lieutenant. The Warrant Enforcement Bureau is part of the Special operations Bureau

Special Response Team: A subdivision of the Warrant Enforcement Bureau that handles specific and complex tactical situations in New Haven County. (The Team has been disbanded per Sheriff Memo 001.

7 - Internal Affairs Bureau
Internal Affairs: The Internal Affairs Bureau is headed by a Captain. The bureau investigates misconduct and complaints submitted by the general public. Investigators from Internal Affairs will, question, assess, and reach out to all individuals involved in a complaint. They will then make a suggestion for diciplinary action (if any) to their supervisor in regards to the reported incident.

Section IV. Employee Code of Conduct
8 - Code of Conduct
The Code of Conduct act as a set of rules for employees to follow 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:

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.
Personal feelings, emotions, animosities, or friendships are not to be allowed to affect deputies’ decisions, 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.
When deputies are entrusted with discretion by law, they must utilize it appropriately and fairly. They must make decisions based on reasonableness and 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 competing courses of action, it may be better and more successful to give timely advise rather than arrest—which may be appropriate in certain circumstances—to achieve a desired result.

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 should be employed with extreme caution.
When pursuing justice, deputies will work cooperatively with other law enforcement officials and will always treat their coworkers with respect and consideration.
Deputies are responsible for their professional performance and will take advantage of any opportunity to improve it.
9 - General Expectations from Employees
All employees are to:

Be mature
Be dicplined
Be respectful to civilians, other Law Enforcement Officials, and governemnt employees.
Wear an appropriate face.
Have an appropriate skin tone.
Know the Standard Operating Procedure regulations and policies.
Peform their duties with good behaviour and conduct.
Section V. Disciplinary Policy
10 - Violations of Regulations and Procedures
Employees are not allowed to bring the department’s standards into discredit, and if they do, they risk having their employment terminated at the Administration’s discretion. Disciplinary action may be taken as a result of transgressions such as, but not limited to, the ones listed below, as well as violations of Standard Operating Procedures.

The following are offenses which may result in disciplinary action:

Insubordination
Committing a crime
Deliberately destroying or falsifying evidence
Falsifying patrol logs
Deliberately, willingly, and knowingly aiding criminals
Hostile actions towards other law enforcement officers, with the intent to start conflict
Misuse of deadly force
Neglect of duties
Storing department-issued equipment and firearms in your personal vehicles.
Dealing department-issued equipment and firearms
Violating policies as a Probationary Deputy or Cadet
Being involved in a criminal organization
Releasing classified information to the public or unauthorized persons without authorization
Disrespect
Issuing unlawful or unpermitted orders
Obstructing a CID investigation
Obstructing an Internal Affairs Unit investigation.
Misuse of tools
Being absent without official leave
Destroying or vandalizing property on duty without proper justification
False detainment
Unauthorized use of vehicles
Unjustified search
Unjustified seizure
Slander
Failure to attend a mandatory training/inspection
Failure to adhere to proper procedures for law enforcement as dictated by the Law Enforcement Training Institute.
Radio misconduct
Not in proper uniform
Not adhering to the order of the structure unless absolutely necessary
You may face disciplinary action if you engage in rude or immoral behavior in any Discord server associated with the State of Mayflower, especially if you are speaking in the capacity of a department employee or representative.

Appeals of disciplinary actions are usually heard by the Assistant Sheriff and above.

11 - General Employee Responsbilities
All Sheriff’s Office personnel must observe, obey, and fulfil the procedures, policies, and regulations outlined in this Standard Operating Procedure document, as well as set an example for their officers to follow. Failure to observe, obey, and fulfill the procedures, policies, and regulations outlined in this Standard Operating Procedure manual may result in a modified assignment, a disciplinary strike, a demotion, or even a dishonorable dismissal and termination of employment. Moreover, all personnel are responsible for following and adhering to the Mayflower Law Enforcement Training Institute’s principles and curriculum. 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.

12 - Employee Search Guidelines
Investigators from the Criminal Investigation Division and the Internal Affairs Unit may search the personal vehicles of employees with the permission of an Investigatory Sergeant or an employee superior to said level. Employees who oppose or refuse to comply with such searches risk receiving a dishonorable discharge and being placed on the department’s blacklist. The Office of the Sheriff may order the search of employee’s persons and vehicles as stated in the application that all employees has consented to.

Section VI. General Policies and Regulations
14 - 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 a total of ninety minutes of patrol. A full, entire screenshot of the employee’s 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. Falsifying proof in patrol logs will result in employment termination and dishonorable discharge

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

15 - 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 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 (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.

16 - Lethal Force Usage
Lethal force is only permissable in the following of circumstances:

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 bodily harm or death from occuring.
If other actions can be taken to prevent the use of lethal force by employees they are required to pursue them. (Failing to do so can result in diciplinary action)

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.
It appears, reasonably, necessary to prevent the escape of a person who a peace officer has a basis for believing that the said person poses a significant threat of death or serious injury to the peace officers involved in preventing the escape or other people.
All lethal force used by employees must be done in good faith and in accordance with all local, county, and state laws alongside all of the outlined procedures in the Standard Operating Procedure Manual.

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

17 - Ride Along Guidelines
Only individuals who hold the rank of Deputy or 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 & honest in their intentions.

Known criminals, criminal alts, or anyone with more than 15 recorded criminal offences 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 carrying a weapon.

Investigators from the Criminal Investigations Divison or Internal Affairs may 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 this Standard Operating Procedure manual that officers use common sense and avoid high risk situations unless there are no other officers to handle those situations.

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

18 - Arrest Guidelines
The following is standard procedure for making an arrest in the county:

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

19 - Department Equipment Guidelines
The Mayflower Law Enforcement Training Institute and this Standard Operating Procedure document require that all department equipment be operated professionally and appropriately.

Cadets are not allowed in any form to dispense of the following equiptment. Dispensing said equipment from department storage can lead to diciplinary action being taken as part of the zero tolerance policy.

Delino R21A Rifle
Hawthorne 500 Shotgun
30 Round 5.56 Caliber Magazine
12 Gauge Shotgun Shells

20 - Supervisor Requests
A suspect in custody may request for 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 Corporal, if requested by the suspect. 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 busy. If a supervisor doesn’t respond within 5 minutes, proceed with the intended action.

Section VII. Dress Code & 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.

21 - Dress Code
The Dress Code requires you to meet the following criteria:

Only the colors boxed in red may be used while on duty. Members of the Internal Affairs Bureau, and Criminal Investigations Division may use artificial skin tones when conducting active investigations for their respective jurisdictions.

All accessories must be appropriate and professional. Silly/Funny faces are not to be used.
Male Deputies must use the trecky hair or no hair while on duty. Female Deputies must wear their hair in a bun. Plain clothes hair must be of natural color, well-cut (or tied up), and professional.
The use of roblox accessory vests are prohibbited.
22 - Uniform Regulations
Sheriff Polo

Worn by Cadets during the Sheriff’s Office Academy.
Worn by deputies during their probationary period.
Corrections Polo

The only uniform that Correctional Officers can utilize.
To be worn while conducting custodial duties.
Class A’s

The standard patrol uniform.
To be worn routinely by all Deputy+.
Class A’s (Plain Clothes)

Class A’s with no hat and with your own hair and accessories.
Sergeant+ may utilize this option.
Accessories must abide by 20 - Dress Code.
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 WEB only when on an active deployment in said capacity.
-They may wear their standard WEB uniform without the plate carrier when conducting duties not deployed as WEB.
NHCSO Jacket

A brown Sheriff Jacket that covers the Class A top and to be worn with the Class A bottoms. (This must be equipped with Plain Clothes.)
Deputy Second Grade+ may use the NHCSO Jacket.
Plain Clothes

Must be professional buisness casual clothing with a badge visible on the torso.
Accessories must abide by 20 - Dress Code.
To be worn by Detectives employed in the Criminal Investigations Division while conducting investigations.
To be worn by Investigators employed in the Internal Affairs Division while conducting investigations or standards enforcement.
To be worn by Operators employed in the Warrant Enforcement Bureau while conducting operations approved by WEB Command.
Employees who hold the rank of Captain+ may utilize plain clothes.
23 - 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 Classic Crusader S

Slicktop classic marked patrol cruiser with a dated livery to be used by Sergeant+
Sheriff Jackalope

Marked 4WD patrol SUV good for all terrain to be used by Deputy+
Sheriff Chariot Interpid

Marked patrol truck with a lot of storage to be used by Deputy Second 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:
CID while conducting investigations.
IA while investigating a case or conducting standards enforcement.
WEB when deployed for an arrest or search warrant.
Lieutenant+
Unmarked Classic Crusader

Unmarked stealthy classic cruiser with a single red light above the driver.
To be used by:
CID while conducting investigations.
IA while investigating a case or conducting standards enforcement.
WEB when deployed for an arrest or search warrant.
Lieutenant+
Unmarked Jackalope (Developer Vehicle)

Unmarked 4WD SUV with a sleek look, good for all terrain.
To be used by:
CID while conducting investigations.
IA while investigating a case or conducting standards enforcement.
WEB when deployed for an arrest or search warrant.
Captain+
Undercover Classic Crusader Taxi (Developer Vehicle)

An undercover classic taxi with very discrete emergency lighting.
To be used by:
CID while conducting approved operations.
IA while conducting approved operations.
WEB while conducting approved operations.
Assistant Sheriff+
Civilian Vehicles

Civilian vehicles may be used by employees under the Specialized Operations Bureau with the approval of the Specialized Operations Bureau Captain or Central Command.
Civilian vehicles may be used by employees under the Internal Affairs Bureau while conducting standards enforcement.
Section VIII. Administrative Policies
24 - Punative Actions
Punative Actions can be taken against employees who violate department policy or fail to adhere to department procedures in this Stadard Operating Procedure Manual, or other written orders.

Termination:
Termination will require approval from the Office of the Sheriff of New Haven. Dishonorable discharges from the department will be issued alongside the termination.

Rank Demotion:
May be issued by any Lieutenant or higher in the department, or be so recommended by Internal Affairs.

Suspension: A suspension prohibits an individual from performing any of his or her responsibilities. Suspensions may be issued by anyone with a rank of Lieutenant or higher, as well as Investigators, for the purpose of conducting an internal investigation into an employee.

When conducting internal investigations against employees, investigators have the authority to suspend any employee who is not a Sergeant or higher. Suspensions may be in force indefinitely until the investigation is completed, at which point the suspension will be lifted.

Probationary Status:
When issued, the employee put on the status for a specified period of time (no more than 2 weeks) is not allowed to commit any offences or wrongdoings. The commission of any offense or wrongdoing will result in the employee having their employment terminated from the Sheriffs Office.

Probationary Status may be issued by anyone at the rank of Lieutenant or above with the approval of the Sheriff.

Strike:
A strike may be issued by anyone at the rank of Lieutenant or higher.

The accumulation of 3 strikes on an individuals record will result in a dishonorable discharge, and termination of employment from the New Haven County Sheriff’s Office.

Desk Duty:
For a specified amount of time set by the issuer, an employee may be required to tend to their duties but only within the Sheriffs Office Headquarters and its vicinity.

Desk Duty may be issued to an employee by anyone in the Departments Command Staff.

25 - Employment Transfer Guidelines
To be considered for authorization to transfer to another law enforcement agency, an employee must have served for 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 go. To be eligible for transfer permission, an employee must not have any unfinished assignments.

Employees must offer one day’s 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 told, 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 declined.

26 - Rank Alteration Policy
To minimize nepotism and to ensure that all personnel who are candidates for promotion are treated fairly and equally, they will be carefully and thoroughly 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 that a Sergeant leaves, resigns, or is terminated of their employment, a Corporal (Deputy Second Grade currently) 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 that a Lieutenant leaves, resigns, or is terminated of their employment, a Sergeant in their divison 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 temporarily 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 above the rank of Sergeant will require authorization from the Office of the Sheriff.

27 - Employment Discharge Policy
Discharges in all capacities must have the authorization of the Office of the Sheriff. 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 one day 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 a notice one day before
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 the supervisor discharging.
28 - 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 must finish within the specified time range. A Cadet’s probationary training will be waived if he or she completes this phase successfully.

29 - Appeal of Diciplinary 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 Unit, 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 Unit, their submission will be reviewed by the Internal Affairs 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 Unit. 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.

30 - Authority to Amend Regulations and Procedures
Only the Sheriff of New Haven, shall have the authority to approve changes to this document.

31 - 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, save the Criminal Investigation Divison, which may retain its orders with the objections 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 Investigation Divison 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 or amend Written Orders they have issued within their divison.