RANDOLPH COUNTY SHERIFF'S OFFICE

5.4.1 Policy 

It is the policy of the Randolph County Detention Center that all employees, regardless of rank or assignment, have an affirmative duty to intervene when they observe or reasonably believe that another employee is engaging in conduct that is unlawful, outside of policy, or poses an unreasonable risk of harm to any person in custody, staff member, or member of the public. This duty exists to ensure the safety, security, professionalism, and constitutional operation of the detention facility.

5.4.2 Purpose

The purpose of this policy is to:

• Ensure the protection of detainees, staff, and the public;

• Reinforce accountability and adherence to constitutional standards;

• Prevent excessive force, neglect, abuse, or other misconduct;

• Establish clear expectations for intervention and reporting.

5.4.3 Scope

This policy applies to all sworn detention officers, supervisors, command staff, civilian employees, contractors, and volunteers assigned to or working within the Randolph County Detention Center.

5.4.4 Duty To Intervene

A. Any employee who observes or becomes aware of another employee using excessive force, engaging in unlawful conduct, violating policy, or acting in a manner that jeopardizes safety or constitutional rights shall take immediate and appropriate action to intervene.

B. Intervention may include, but is not limited to:

• Verbal commands to stop the prohibited conduct;

• Physical intervention when safe, feasible, and legally justified;

• Requesting assistance from other staff;

• Immediate notification of a supervisor.

C. Employees are required to intervene regardless of the rank, tenure, or assignment of the employee engaged in the misconduct.

5.4.5 Requirement To Report

A. Any employee who intervenes, witnesses misconduct, or has knowledge of a violation of this policy shall immediately report the incident to a supervisor.

B. If a supervisor is involved in or fails to address the misconduct, the employee shall report the incident through the chain of command or directly to the Chief Jail Administrator or Sheriff.

C. Reports shall be documented in writing as soon as practical and shall include a complete and accurate account of the incident.

5.4.6 Failure To Intervene or Report

A. Failure to intervene when required by this policy may result in disciplinary action, up to and including termination of employment.

B. Failure to report known misconduct, or attempting to conceal such conduct, shall be considered a serious violation of policy and may result in disciplinary action and/or criminal prosecution.

5.4.7 Protection From Retaliation

A. No employee shall be subjected to retaliation, harassment, or adverse employment action for:

• Making a good-faith intervention;

• Reporting misconduct;

• Participating in an investigation regarding alleged misconduct.

B. Any act of retaliation shall result in disciplinary action, up to and including termination.

5.4.8 Training

All employees shall receive training on the Duty to Intervene policy upon initial assignment and at regular intervals thereafter. Training shall include legal standards, use of force principles, reporting procedures, and scenario-based application.

5.4.9 Supervisory Responsibilities 

Supervisors are responsible for:

• Enforcing compliance with this policy;

• Taking immediate corrective action when misconduct is observed or reported;

• Ensuring that all intervention reports are properly documented and investigated;

• Supporting employees who act in good faith under this policy.