Dallas College Police Officers Association

Good afternoon Chief Lopez, I am writing to you on behalf of the Dallas College Police Officers Association (DCPOA), and its members regarding the current Policy 200.05 Appearance and Uniforms, released on 09/08/2023. Under VIII. Miscellaneous section A. Tattoos it states, “Officers are prohibited from wearing a black, navy, or skin-colored sleeve with a short-sleeve shirt; officers may wear a long-sleeve uniform shirt”.

The Association feels this policy is out of touch with the officers who work in the 100 degree plus weather all summer long.  As the association president representing its members, we strongly encourage you to modify or remove this policy. This current modification to the policy has caused a negative effect on the officers who view this as a regression instead of a progression in law enforcement. This does not match other local departments who are actively adapting to local and nationally accepted law enforcement community accepted trends, whereas we are becoming more restrictive like police departments of the past. Officers feel that the department is out of touch with the current new cultural trends and advancements in law enforcement. We believe it is in the best interest of the department, its officers, to allow this new modification as soon as possible.

We strongly encourage the Chiefs office reconsider the policy on tattoos and beards altogether. Being a progressive agency in 2023 moving into 2024, finding quality officers is already a huge task. If we allow tattoos or beards, this is a high-quality recruit tool that even Dallas Police Department and many local large agencies allow which has worked to their benefit in recruiting. There is no financial cost to the department for this modification and we strongly encourage the Chiefs office to consider the positive benefits of having this policy modified quickly. Granting this request not only shows the officers in the department the willingness to work with them but this also is a morale booster for many younger officers who already work here and those looking to join the force.

I would like to point out the negative effect this policy is having as of its release. The first is the financial cost of getting multiple long sleeve shirts ordered for many officers in the district. We already have an issue getting new uniforms as I have experienced. The cost to provide multiple new shirts to multiple officer’s district wide negatively effects the department whereas the positive effect of allowing beards and tattoo exposure which is no financial cost to the department. The other positive is this saves budgetary money that can go to much more critical needs within the department.

Negative effects of this policy:

• The loss of current applicants that are not aware of the long sleeve shirt policy and not showing of tattoos.
• The financial cost to providing multiple shirts for multiple officer’s district wide and the long-term financial effect. This will have a negative immediate impact.
• The morale is already very low, this will further cause attitude problems among the officers and their willingness to stay with this department.
• More negative impact to officer coverage during the hot summer because not being allowed to wear short sleeves or shorts due to tattoo’s being exposed.
• During the hot summer it exposes officers to heat related illnesses and incidents that will cost the district officer coverage and sick leave.
• This decreases the department recruitment teams ability going forward looking for applicants.
• Difficulty building community relationships due to perceptions of outdated and rigid past culture views of law enforcement.
• Increased administrative burden from strict policies and oversight that will require more time and resources to enforcing compliance on an already burdened supervision team.
• Unfair or inconsistent enforcement of the policies.
• Will be seen as not adapting to changing demographics.
• Interferes with religious and cultural beliefs of officers. 
• Perceptions of bias from the community has become a new issue where beards and tattoos are more common and culturally accepted.

The solution of positive tattoos and beards policy as follows:

• High recruitment & retention tool by allowing beards and tattoos.
• Fosters positive attitudes among the officers and is a free morale booster by amending this policy.
• No financial cost to the department.
• More human look and easier to relate to the community.
• Fosters improved relations with our community policing aspect of connecting the new cultural trends.
• Enhanced diversity and inclusion widens our reach to find quality professionals who want to join our ranks.
• By allowing beards and tattoos, this adaptation shows how the department has positively evolved to move into widely accepted societal norms.
• Improved officer mental health is another benefit not commonly talked about.
• Reasonable policies can be established and followed by our quality officers already on the force.
• Saves the department's budgeted resources that can be used for other critical needs within the department.
• This modification shows that the Chief's office is in touch with current law enforcement trends both locally and nationally, representing local community acceptance.
• No perception of bias from our community members.
• Adapting to the current changing demographics locally.
• Less of a burden on administrative officials to devote time and resources to enforcing the policy.
• No unfair or inconsistent compliance procedures or complaints from officers.
• No interference from religious or cultural beliefs.
• Better recruitment ability for the recruiting team.
• Increase of community relationships by matching cultural trends.
• Less likely for heat-related illnesses or injuries and financial costs associated with call-offs and officer coverage.

As you can see the negative items listed above clearly show the reason for amending the policy and allowing for tattoos and beards.

We hope the chief’s office is willing to have further discussion on this topic. We look forward to talking with you about how this positive change could and will benefit the department and its officers.

Thank you,

Brian Locke

President of DCPOA