Chapter 5 – Adult Custody and Security Operations

54040.11 Suspect Processing

• Offender on Offender

  • To the extent possible, all staff will ensure that there is no physical, verbal, or visual contact between the victim and suspect.  The suspect will be escorted to the TTA or designated medical location for medical screening and then to the SART location as necessary.  The suspect must consent to the forensic examination or custody staff will take steps necessary to obtain a search warrant or will follow procedures outlined in a Memorandum of Understanding (MOUMemorandum Of Understanding) with the local District Attorney’s Office.  The custody supervisor will contact ISUInstitution Services Unit, or the local District Attorney’s Office for assistance in obtaining a search warrant. 

  • Upon initial contact with the suspect, the employee shall make every effort to ensure the suspect does not: 

    • Shower;

    • Remove clothing without custody supervision;

    • Use the restroom facilities and/or;

    • Consume any liquids.

  • Steps identified earlier in this article for collection of evidence, transportation, and physical examination of the alleged victim shall be the same for the suspect. 

  • Upon completion of the forensic medical examination, the suspect will be re-housed in the Administrative Segregation Unit (ASU). The custody supervisor shall complete the required forms for ASU placement. 

  • ISUInstitution Services Unit staff or the LDI will provide a Miranda warning and interview the suspect to obtain his/her account of the incident.  The custody supervisor will complete a referral to mental health for a mental health evaluation and assessment of treatment needs.

• Staff on Offender

  • Immediate efforts shall be made to eliminate sight and sound contact between the victim and the staff member. Suspects are afforded due process; therefore, when a staff member is identified as a suspect, and before processing, contact with the Hiring Authority and OIAOffice of Internal Affairs should be made.  The Hiring Authority or designee shall determine if the employee should be placed on administrative time off consistent with departmental policy during the course of the investigation.