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Policy 608Santa Ana Police Department Custody Manual Copyright Lexipol, LLC 2025/05/23, All Rights Reserved. Published with permission by Santa Ana Police Department***DRAFT*** Nondiscrimination - 1Nondiscrimination 608.1 PURPOSE AND SCOPE The constitutional rights of persons regarding discrimination are protected during incarceration. These protections extend to administrative decisions (e.g., classification, access to programs, availability of services). This policy is intended to guide staff toward nondiscriminatory administrative decisions and to detail the discrimination investigation process following the receipt of a complaint by an incarcerated person. 608.2 POLICY All decisions concerning incarcerated persons housed at this facility shall be based on reasonable criteria that support the health, safety, security, and good order of the facility. 608.3 DISCRIMINATION PROHIBITED Discriminating against an incarcerated person based upon actual or perceived race, ethnicity, national origin, religion, sex, sexual orientation, gender identity or expression, age, disability, pregnancy, genetic information, veteran status, marital status, and any other classification or status protected by law is prohibited. Reasonable and comparable opportunities for participation in services and programs including vocational, educational, and religious programs shall be made available to incarcerated persons in a nondiscriminatory manner. The Jail Administrator should periodically conduct interviews with staff members to identify and resolve potential problem areas related to discrimination before they occur. 608.4 INCARCERATED PERSONS REPORTING DISCRIMINATION Incarcerated persons who wish to report an allegation of discrimination may communicate with facility management in any way, including: (a)Confidential correspondence addressed to the Jail Administrator or the Chief of Police or other government official, including the courts or legal representative. (b)Verbally to any supervisor or other staff member of this facility. 608.4.1 HANDLING COMPLAINTS OF DISCRIMINATION Staff shall promptly forward all written allegations of discrimination by incarcerated persons to the Shift Supervisor. If the allegation is presented verbally, the receiving staff member shall prepare an incident report identifying the circumstances prompting the allegation, the individuals involved, and any other pertinent information that would be useful to investigating the allegation. Unless the complaint submitted by the incarcerated person is clearly identified as confidential and addressed to the Jail Administrator, Chief of Police, or other official, the Shift Supervisor shall review the complaint and attempt to resolve the issue. In any case, the Shift Supervisor shall Santa Ana Police Department Custody Manual Nondiscrimination Copyright Lexipol, LLC 2025/05/23, All Rights Reserved. Published with permission by Santa Ana Police Department***DRAFT*** Nondiscrimination - 2document the circumstances of the allegation and what actions, if any, were taken to investigate or resolve the complaint. All reports of alleged discrimination shall be forwarded to the Jail Administrator for review and further investigation or administrative action as needed. Administrative evaluations and response to allegations of discrimination shall be based upon objective criteria: (a)The incarcerated person's classification (b)The incarcerated person's criminal history (c)Current and past behavior and disciplinary history (d)Housing availability (e)The availability of programs (f)The ability to safely provide the requested services 608.5 DISCRIMINATION COMPLAINT AUDITS The Jail Administrator should perform an annual audit of all incarcerated person discrimination complaints to evaluate whether any policy or procedure changes or training are indicated. The Jail Administrator should record these findings in a confidential memorandum to the Chief of Police. Specific details of complaints and identifying information, such as names of the involved persons, dates, or times, are not part of this process and should not be included in the memorandum. Any training issues identified as a result of this audit should be forwarded to the Training Supervisor, who shall be responsible for ensuring all necessary and required training is scheduled and completed.