Personnel Practices: Dress Code Policies

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International Public Management Association for Human Resources

HR-CENTER

January 2006

Personnel Practices:

Dress Code Policies

International Public Management Association

for Human Resources

1617 Duke Street

Alexandria, VA 22314 (703)-549-7100

http://www.ipma-hr.org

1 DRESS CODE POLICIES

Table of Contents

I. Dress Code Overview……………………………………..…..3

II. Sample Policies

A. City of Carrollton, TX………………………………….…..6

B. City of Fort Worth, TX……..………..…………………..…8

C. City of Lodi, CA…………………………………………..15

D. State of Michigan……………………………………..…...12

E. Okalahoma City, OK……….………...…………………....15

As you develop your own plans and policies, please email information to gov@ipma- hr.org.

IPMA-HR HR Center 1617 Duke Street Alexandria, VA 22314 (703)-549-7100

2 A new paradigm for "dress for success"? Body piercing. T-shirts. Facial hair. Tattoos. Where should employers draw the line in the workplace? What grooming guidelines, if any, should organizations develop? When it comes to dress codes, what legal rights do employers and employees have? Are there any guidelines on religious dress? These questions and more are what employers and employees are asking everyday. With times quickly changing and as younger generations get older, norms and expectations slowly transform. Business attire five days a week has become more rare in the average workplace or agency. Young executives and managers are more liberal in there approaches to issues of this sort, making the term “dress for success” less stressful and more cost effective for the average person.

Grooming Standards Personal "style" reflects a diverse workplace and often individuals with tattoos are creative individuals. However depending on his or her job, an employee's appearance may alienate customers. While tattoos, facial hair or body piercing are not specifically included in the protected-class categories, individuals may charge discrimination if religious beliefs affect their personal appearance preferences.

Those electing to enforce a grooming standard should first consider various religions before imposing any guidelines. Most policies regarding hair would read something like the following: hair should be worn neat and in a professional manner. Although this is a very vague statement, it is worded as such because of legal constraints. Some religions require individuals to keep a certain amount of facial hair and wear their hairstyle a certain way. For these reasons employers cannot put strict constraints on hairstyle. However if the job, for health and safety reasons, requires hair to be worn in a certain way, employers may make and enforce specific guidelines.1

Jewelry and tattoos in the workplace is definitely a grooming standard that has changed as the years have progressed. Typically, jewelry should not be too flashy, and not loose fitting. The standard for most workplaces is that jewelry should be limited to three items including: earrings, necklaces, bracelets, or anklets.2 More than three items of jewelry could be considered a distraction to other co-workers, however it all depends of the ideals of the particular workplace.

Body piercings like nose, tongue or eyebrow rings should be removed while in the workplace. However, a nose piercing could carry religious implications for people, in which it should be allowed to worn. Concerning tattoos, employers have the right to ask individuals to cover body art, especially if the tattoo could be considered offensive. Earlier in 2005 the EEOC filed a lawsuit against a Red Robin after firing an Egyptian man.3 After his rite of passage, he received religious inscriptions less than a quarter-inch wide on his wrists. Red Robin, who has a policy against visible tattoos, later fired the

1 Bureau of National Affairs, Inc. (BNA, Inc.), Human Resources Library, January 2006 2 Bureau of National Affairs, Inc. (BNA, Inc.), Human Resources Library, January 2006 3 Equal Employment Opportunity Commission, “EEOC Press Releases”, 10 January 2006 http://www.eeoc.gov/press/9-16-05.html.

3 man.4 Was the company wrong? Although the company had a policy in place against tattoos in plain site, this individual’s tattoo had religious connotations. The company can only asked tattoos to be covered if it can be considered to be offensive and impede the job from being done. In this case, the individual explained to his manager the significance of his markings numerous times, yet he was still fired.

Dress Typically, employers promote common sense and good taste in their dress codes. They discourage sexy dress on-the-job, including excessively short skirts or low-cut shirts. Some HR professionals have taken pictures of "good dressers" and posted them on a bulletin board. Other employers have held fashion shows to provide tips on appropriate and inappropriate clothing. However, the dress code of a particular company or agency depends on its culture. Certain executive or managers may call for professional dress at all times while others are content will casual wear. Yet and still, dressing in good taste or common sense is subjective and will vary with different people. If HR professionals are having problems with their dress code, the following workplace rules are fairly standard:

No clothing that is ripped, torn or has holes. Shorts and skirts can be no shorter than 2 inches above the knee No t-shirts, sweatshirts or sweat pants. No sneakers, flip-flops or open-toed sandals. No tight pants, stretch pants or leggings. No hats, sunglasses or bathing suits. Clothing should be neat and pressed and items should match.

With regards to religious dress, employers cannot discourage or prohibit a person from following their religion. According to the EEOC, "Title VII of the Civil Rights Act of l964 prohibits employers from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment.

The Act also requires employers to reasonably accommodate the religious practices of an employee or prospective employee, unless to do so would create an undue hardship upon the employer (see also 29 CFR l605). Muslim women, for example, are required to cover their bodies as a sign of modesty, so some may where just head covering or only show their eyes. Rastafarians are required to wear their hair in dreadlocks, representing the Lion of Judah. In these cases and cases similar, the employee must be allowed to dress this way, as long as it does not interfere with safety and health regulations.5

Casual dress Casual dress days are extremely popular in America's workplaces. Many federal government agencies have casual Fridays. Some companies have even fully adopted casual dress code, with business attire only being required on days of important occasions or meetings. Nearly two-thirds have casual dress year-round, with the rest limiting it to

4 Equal Employment Opportunity Commission, “EEOC Press Releases”, 10 January 2006 http://www.eeoc.gov/press/9-16-05.html. 5 Bureau of National Affairs, Inc. (BNA, Inc.), Human Resources Library, January 2006

4 certain days of the week, typically Fridays, or the summer, according to USA Today. Nine out of 10 U.S. companies have a casual business wear policy. What exactly constitutes casual dress? On these certain “dress down” days, what is acceptable attire? Business casual is included but not limited to: slacks, khakis, jeans without tears or holes, sports shirts, skirts and dresses, walking shorts (no higher than three inches above the knee), turtlenecks, sweaters, loafers, tennis shoes, and sandals. Clothing must be neat and clean.6 Any other expression of casual dress, should be carefully organized and be in accordance with the job’s norms or personality.

General guidelines To avoid potential problems arising from miscommunication (including lawsuits) every organization should have a properly written set of expectations and protocols. If job requirements are documented in writing, identifying, defining, and describing "decent professional appearance" and behavior as well as duties, responsibilities, and working conditions, the dress code issue should not be problematic in initial hiring or in firing.

These requirements should be reasonable and employees should be able to follow them easily. When employees understand dress code guidelines at hiring and when workers are advised when they violate the rules, the dress policy will be more effective. Other tips include:

· Before and after hiring, communication within the organization and between the supervisors and employees can resolve potential tensions or conflicts and define the failure of an employee to meet requirements. Employers can explain that personal appearance is part of the organization's culture and image. · If workers repeatedly defy the guidelines, employers should discipline them appropriately. · Tie your dress standards to organizational needs, such as a need to maintain a public image, comply with state or local sanitation and health regulations, or ensure personal safety. · Avoid standards that appear to be aimed only at one sex, race, or ethnic group. · Construct your policy so it is not controlling, but rather explains the need for professionalism and safety. · Consider individual department needs and the types of customers served. · Make sure that your grooming suggestions do not make unreasonable demands on your employees' clothing budgets. · Finally, review standards periodically to make sure they reasonably reflect contemporary issues. Dress codes should have a positive - not a divisive - impact on the workplace. If an organization sets reasonable expectations, builds in flexibility and communicates its guidelines clearly, dress codes should present little problem for employers.

6 Bureau of National Affairs, Inc. (BNA, Inc.), Human Resources Library, January 2006

Human Resources – City of Carrollton 1945 E. Jackson Road Carrollton, TX 75006

STATEMENT OF PURPOSE: It is the expectation of the City of Carrollton that all employees maintain a clean and neat appearance while on duty. The City of Carrollton provides uniforms to those employees who are at significant risk of damaging their own clothing as a result of performing work for the City. It is also the desire of the City to provide the uniforms that will present a positive image to the public, and that will identify the employee as a City of Carrollton employee.

APPLICABILITY: 1.3.9.01 Employees of the Police and Fire Departments as well as Animal Control Officers in Environmental Services will wear the specific uniforms provided by the respective departments as opposed to uniforms indicated in this directive. .02 This directive applies to all positions as designated by the department directors. The guidelines outlined in the Procedures section of this directive should be used in determining which positions are required to wear uniforms. .03 Each department director may determine whether supervisors are required to wear uniforms within their respective department. .04 This directive does not specify items that are considered required safety equipment. A listing of City positions that require the employee to wear safety equipment is prepared and maintained by Risk Management. Department Directors should consult Risk Management to inquire whether specific positions require the employee to wear safety equipment. .05 In areas other than “field employees” where a city logo shirt is being worn as a uniform, the shirt must meet the standard corporate shirt specifications as defined in the City of Carrollton Graphics and Style Guidelines on CNET. (Seasonal Recreation staff may wear the department specified t-shirt.) .06 Supervisors may determine whether clothing and/or uniform are appropriate and in good condition for work.

PROCEDURES: 1.3.9.07 Employees working in positions for which uniforms are required are expected to clean and wear their uniforms on each scheduled work day/shift, and when possible, when working in an on-call, callback, or emergency assignment. .08 At the point of hire, uniforms previously turned in by exiting employees will be issued to new employees, if available. If we are unable to provide a full set of

6 uniforms at the point of hire, we will order what is needed to complete the set after the probation period is complete. .09 Uniforms will be replaced on an as needed basis. All damaged uniforms must be turned in before a new garment is issued to replace the damaged garment. .10 In the event an employee misplaces any part of his/her uniform; the garment will be replaced at the employee’s expense.

STANDARD UNIFORM PACKAGE: 1.3.9.11 The standard uniform package for field employees will consist of the following items: A. seven (7) pairs of navy blue work pants B. ten (10) shirts (any combination of short or long sleeve light blue button down, or t-shirt in medium blue or gray) C. one (1) coverall or winter jacket (optional) D. one (1) cap reflecting the City’s logo (optional). While the cap is not required uniform, if an employee chooses to wear a cap, it must be the City of Carrollton cap. E. Employees who prefer to wear jeans may do so at their own expense. .12 Uniform color and logo imprinting will be according to the Graphics and Style Guidelines of the City of Carrollton. Exceptions to these colors are indicated in sections 1.3.9.13, 14 and 15 of this directive. .13 Safety boots will be provided for designated positions. Boots will be replaced on an as needed basis as determined by supervisors. Risk Management will establish specifications for safety boots. .14 The city will provide city logo caps. No other “logo” headgear will be allowed. An employee may wear other type hats (western etc.) at their own expense provided they do not have any other logo.

EXCEPTIONS: 1.3.9.15 Mechanics working for Fleet Services will wear a darker blue shirt due to the extensive grease and chemical exposure. The City will pay for laundering services for uniforms of these employees. .16 Exceptions to the standard field employee uniform will be considered for enterprise functions with appropriate industry-specialty environment requirements. As of this date, the Indian Creek Golf Club has been approved under this exception clause.

NON-UNIFORM LOGO CLOTHING: 1.3.9.17 Employees not approved for uniforms who choose to wear City logo apparel may do so. Only standard corporate shirts may be purchased as of the effective date of this policy. Clothing previously purchased that varies from the standard may be worn but may no longer be purchased. Employees may purchase standard logo shirts at the city’s cost plus tax. Orders may be placed with the Purchasing Division. The “standard corporate shirt” is defined in the City of Carrollton Graphics and Style Guidelines located on the CNET.

City of Fort Worth 1000 Throckmorton Street Lower Level Fort Worth, TX 76102 (817)392-7750

Professional Dress Policy

The values of the City organization include delivering quality service, being worthy of trust, and demonstrating mutual respect. Employees’ appearance can impact citizens’ perception of the City relative to those values. Therefore, this policy has been developed to promote those values and enhance the image of the City, while allowing appropriate casual dress.

This policy establishes “business casual” attire as the foundation of the City’s professional dress policy. In other words, on normal business days, employees are allowed to wear “business casual” attire. As required by a specific assignment or by the job duties, employees will dress more formally, wearing “business attire” clothing.

Different styles will be necessary depending on the change of seasons, degree of customer contact, the nature of the work, work location, and safety issues. The policy provides general guidelines for departments and addresses appropriate and inappropriate apparel in the categories of “business casual” and “business attire.” Occupations within the City structure that require or encourage uniforms shall recognize the uniform as appropriate dress for that job, even if the “appropriate uniform” (e.g., shorts) is not appropriate for “non-uniformed” employees.

“Special occasion” days may be declared by the City Manager or, in some cases, by the department director. Such days may include: Stock Show Day(s), training days, and heritage celebration days. On such days, the City Manager or the department director will specify the appropriate dress guidelines to follow. Such special occasion days should be rare. The practice of “Friday casual days” is no longer acceptable.

Unusual circumstances, such as weather conditions, special work assignments, medical reasons, worksite conditions and/or non-normal working hours and situations, may be sufficient reasons to grant exceptions to the dress guidelines. Department Directors will establish which of the guidelines below are applicable to their departments, as well as any exceptions, depending on the assignments and working environments.

8 EXAMPLES OF APPROPRIATE DRESS GUIDELINES (Departments may modify based on needs.) (revised Nov. 15, 2004)

(NON-UNIFORMED DEPARTMENTS)

BUSINESS CASUAL BUSINESS ATTIRE WHAT Business casual provides Business attire is the traditional, employees with an opportunity professional business look. to dress more informally while maintaining a professional appearance. WHEN Business casual is appropriate As needed to present a on normal business days when professional appearance for employees’ duties don’t involve meetings or special events, the necessity to dress more including but not limited to formally. regular city council study sessions, council meetings, meetings with businesses, and/or when representing the City. APPROPRIATE Everything listed for business • Traditional 2 or 3 piece EXAMPLES attire, plus the following: suit with tie • Slacks and sports coat, • Slacks (twill, khaki, --not dress shirt with collar and jeans) tie • Blazer/sport coat • Hosiery when appropriate • Sweaters/cardigans hosiery (revised Nov. 15, 2004) • Knit golf shirts, polo • Dress shoes shirts, City logo shirts • Leather boots • Neat jeans and/or tennis • Two piece dress shoes, if in a field • Business dresses, coat environment or approved dresses by the department • Pant suits director as appropriate for • Blouse/shells the work assignment • Skirts • Sports shirts with collars (short or long sleeve) • Banded collar shirts • Vests (with appropriate shirt) • Skirts • Leather boots, loafers, pumps • Hosiery when appropriate (revised Nov. 15, 2004)

ALWAYS • Shirts with slogans or • Leggings INAPPROPRIATE large emblems • Shorts EXAMPLES • Sweat suits (shirts or • Untucked shirttails pants) • T-shirts • Wind suits • Tank tops • Hiking boots • Skirts with revealing splits • Jeans and/or tennis • Jeans shoes, unless in a field • Tennis shoes environment or approved • Anything listed as by the department inappropriate for business director as appropriate for the work assignment • Shorts • Short skirts (more than 6” above the knee) • Capri pants • Flip-flops (revised Nov. 15, 2004) • Sun dresses • Overalls • Skorts • Provocative or revealing attire • Clothes that don’t fit properly (too tight or too baggy) • Halter tops • Sweats • Exercise tights (leggings) • T-shirts of any kind • Clothing with inappropriate advertising (e.g., cigarettes, beer or anything which portrays a negative image) • Clothing not properly laundered or not in good condition (e.g., having tears or holes) • Anything listed as inappropriate for business attire.

Human Resources Department 221 West Pint Street Lodi, CA 95240 (209) 333-6704

SECTION 1: PURPOSE

To provide guidance to employees regarding work-day attire.

SECTION 2: POLICY STATEMENT

Employees of the City of Lodi should remain conscious of all potential health and safety issues that may be addressed during the course of their work day. Work attire should be appropriate to the job task and assignment and in good taste. Ensembles should be sensitive to the public the individual will encounter. It is expected that all employees will use good judgment and common sense in choosing their work-day attire.

Shorts are permissible as work attire as long as the employee meets the above standards. Shorts shall be worn with a belt or stitched-in waistband/belt and shall be no shorter than one-half the distance between the knee and inseam.

Shirts must be tucked in the shorts and no shirt may be worn that would display a controversial slogan (i.e. beer, alcohol, drugs, sex and language).

Supervisors and/or Department Heads will retain the right to be the final judge

State of Michigan- Department of Civil Service Capitol Commons Center 400 S. Pine Street Lansing, MI 48913 517-373-3048

DRESS CODE

The following information is intended to serve as a guide to help define appropriate casual business wear for all employees during designated casual days. The Agency’s primary objective is to have employees project a professional image while taking advantage of more casual and relaxed clothing. Casual dress offers an alternative to the business attire of dresses, suits, ties, and dress shoes. On the other hand, not all-casual clothing is appropriate for the office. An item that may be perfect for working in the yard, going on a picnic or playing sports aren’t appropriate for the office, nor is clothing that is too revealing. Regardless of the item, it is essential to avoid wearing anything to the office that is excessively worn, frayed or wrinkled. There are times when traditional business attire is to be worn on casual days. Take your day’s schedule into account when you are dressing. If you have a meeting scheduled with visitors, or if you are advised that others in the Agency will have visitors with whom you will come in contact, you will want to dress in business attire. And, of course, business attire is always acceptable if that is your preference. Listed below is a general overview of acceptable business casual wear as well as a listing of some of the more common items that are not appropriate for the office. Neither group is intended to be all-inclusive. Rather, these items should help set the general parameters for proper casual business wear and allow you to make intelligent judgments about items that are not specifically addressed. A good rule of thumb is that if you are not sure if something is acceptable, choose something else or inquire first. Slacks—Cotton slacks are acceptable provided they are clean and wrinkle-free. Inappropriate items include jeans of any color, sweatpants, wind suits, short shorts, Bermuda shorts, bib overalls, leggings, spandex or other form-fitting pants. Shirts—Casual shirt, golf shirt, sweaters and turtlenecks are acceptable. Inappropriate items include tank tops, sweatshirts, shirts with large lettering, logos or slogans, halter- tops, tops with bare shoulders, and t-shirts unless worn under another blouse, shirt, jacket, or jumper. Dresses and Skirts—Casual dresses and skirts, and split skirts at or below the knee are acceptable. Dress and skirt length should be no shorter than four inches above the knee. Mini-skirts and spaghetti-strap dresses should not be worn to the office.

12 Footwear—Loafers, boots, flats, dress sandals, open-toed shoes, clogs and leather deck shoes are acceptable. No stockings are acceptable if it’s appropriate for the rest of the outfit. Athletic shoes, sneakers, thongs, flip-flops and slippers are not acceptable. Jewelry—Should be conservative with no visible body piercing other than pierced ears. With the prior approval of the Executive Director and Office of Human Resources Director, jeans and athletic shoes are acceptable on certain days, such as clean-up days. If an item of clothing is deemed to be inappropriate for the office by the employee’s supervisor and the Manager of Human Resources, the employee may be sent home to change clothes and will be given a verbal warning for the first offense, and progressive disciplinary action will be taken for further dress code violations. Any questions regarding the Attire policy should be directed tot he Manager of Human Resources and Administration.

DRESS CODE GROOMING AND ATTIRE Proper grooming and attire have a positive impact on the Department’s image. Positions that involve frequent, direct public service contact: i.e. those where meeting the public is an inherent function of the position, and where such contact would normally occur daily, are subject to the following appearance standards:

1. Male employees are required to wear neat and clean dress trousers, shirt and shoes. (Sneakers and gym, jogging, and tennis shoes are inappropriate except where permitted by individual bureau work rules). 2. Female employees are required to wear neat and clean dress skirts, dresses, slacks, top, and shoes. (Gym, jogging, sneakers, and tennis shoes are inappropriate except where permitted by individual bureau work rules.)

All other employees shall maintain grooming and attire standards, which bear a reasonable relationship to their work. Inappropriate attire is defined, but not limited to: thongs, halter tops, shorts, midriff tops, T-shirts with offensive slogans or pictures, beach costumes, see-through or mesh clothing, and ragged, torn or dirty clothing. When an employee is found to be outside acceptable grooming and attire standards, the employee will be sent home on lost time or annual leave. A second or subsequent deviation from acceptable grooming and attire standards will again result in the employee being sent home on lost time or annual leave. Such subsequent incidents will be cause for disciplinary action. In work areas that have approval for specified "dress down" or "casual" days, management shall determine appropriate attire standards for those days.

DRESS CODE Group Do’s Don’ts Everyone Dress professionally, and take pride in Torn/ripped clothing your appearance (clothes should be clean and pressed) Anything denim (jeans, shirts, skirts and dresses), also includes Suits colored denim

Slacks Athletic shoes

Corduroys Velcro sandals (e/g/, no Tevas or Birkenstocks) Sport coats Shorts (including dress shorts for Khaki/twill pants women)

Polo/golf shirts T-shirts

Chambray Shirts Overalls

Sleeveless anything (except when worn with a jacket or sweater) Men Ties (optional) Non-collared shirts

Collared shirts V-neck sweater with t-shirt underneath Banded-collar shirt

Sweaters with collared shirt underneath

Turtlenecks Women Shorter skirts/dresses with nylons year- Leggings/stirrup pants round Mini-skirts Longer skirts/dresses without nylons in the summer months Halter tops

Khaki shirts

Blouses/sweaters/knit top

Human Resources P.O. Box 11400 Oklahoma City, OK 73136-0400 Telephone: (405) 425-2844

Standards for Employee Personal Appearance

I. Standards for Dress

All employees will dress in a manner that will promote their personal safety and project a professional/conservative appearance. The following standards of dress and grooming are established to provide direction for employees in order to maintain the high degree of professionalism the Department of Corrections upholds. All employees will dress in a neat, clean, and professional manner appropriate to the work environment and job. Standards for employee dress may be relaxed or restricted under certain work conditions by the facility/unit head.

A. Casual Day

1. Facility/Unit Fund Raising Events

Casual dress days are authorized as fund raising events for a specific function and may occur no more than once monthly as designated by the facility/unit head. A written request for exception and justification may be submitted to the deputy director to allow more than one casual day fundraiser in a given month.

2. Agency Wide Casual Days

The last Friday of each month is authorized as Casual for a Cause day. The proceeds will be available, upon approved request, for employees experiencing catastrophic events.

The director must approve additional agency wide casual days.

3. Casual Day Appearance Standards

Although the dress code is relaxed, clothing will not detract from the professional image of the department. Jeans, if

15 authorized at the facility/unit level for casual day, will be clean and of good quality and repair. Apparel such as sweat/wind suits, t-shirts (except plain or DOC sponsored), shorts, exercise pants, and jogging suits, are not authorized for casual days.

B. Non-Security Personnel - Standards for Dress

1. Includes all personnel in the department that are employed in ranks other than facility security.

a. Employees will dress in appropriate professional business attire.

b. Examples of unacceptable apparel for employees to wear at work are jeans, overalls, painter pants, shorts, muscle shirts, t-shirts, military type clothing, athletic shoes, flip flops, and midriff type tops.

2. Employees who are assigned to work on the farm will be allowed to wear denim jeans only while engaged in farm-related work.

3. Senior Correctional Training Officers assigned to the Gene Stipe Correctional Training Academy will wear uniforms in accordance with uniform dress standards for security personnel outlined in Section I. item C. of this procedure.

4. Non-Security staff may wear casual day attire for special duties such as office moves, cookouts, etc., with prior authorization of the facility/unit head or designee.

5. Medical services direct care nursing and other support care staff (i.e. nurses, dental assistants, laboratory technicians) are required to wear slacks/scrubs, tops/lab coats that are any solid colored garment or multi-colored print garment without insignia or design, and soft sole shoes such as athletic shoes or nursing shoes with closed heels and toes. Other medical services staff will dress in a professional manner appropriate for the work environment as specified in Section I. B. item 1. of this procedure.

6. All non-security staff, while in DOC offices or facilities, will wear the DOC picture identification card attached to clothing or worn attached to a lanyard (breakaway neck cord), and will be unobscured.

16 7. Personnel working in maintenance, food service, canteen, warehouse, laundry, post office, records, print shop, and property areas may be provided uniforms. These uniforms will be as follows:

a. Maintenance, food service, canteen, warehouse, laundry, post office, records, print shop, and property personnel may wear tan shirts with brown trousers and a brown baseball cap. A matching smock may be worn as determined by the facility/unit head.

b. Shoulder patches of the same design as worn by correctional officers, and affixed in the same manner, will be worn.

c. An institutional internal department designated, color coordinated, patch will be worn, centered one inch above the left shirt pocket. Approved lettering will be Maintenance, Warehouse, Laundry, Canteen, Post Office, or Food Service as appropriate.

d. A name patch, matching item “c” above, bearing the employees first initial and last name will be worn on the right. The name patch will be aligned with a left patch and also centered.

e. Wearing of the baseball cap will be optional. If headgear is worn, it will be a facility issued baseball cap bearing the 2" x 3" Department of Corrections issued patch on the front.

f. The wearing of hairnets, bouffant or surgical style nurse’s caps by food services personnel and hard hats by maintenance personnel is authorized.

g. Square tailed shirts worn outside the trousers will be optional as approved by the facility/unit head/warden.

h. Protective gear, clothing, and equipment necessary for job safety may be worn as determined necessary by the facility/unit head.

C. Security Personnel - Uniform Dress Standards

In order to promote uniformity in appearance and standards for uniform maintenance, the Department of Corrections authorizes

17 three basic types of uniforms: the class A specialized uniform, the class B standard issue uniform, and class C duty uniform. All uniforms will be worn clean and neatly pressed.

1. Specialized Uniforms

a. Class A uniforms are specific to the Ceremonial Honor Guard and will be worn as specified in OP-110240 entitled "Ceremonial Honor Guard."

b. CERT Uniform

CERT uniforms will be worn as specified in SOP: 05- 102.3 entitled "Correctional Emergency Response Team (CERT)".

2. Class B Uniform – Standard Issue

The Class B standard issue uniform will be worn by correctional officers of all rank for regular duty and will consist of the following apparel in reference to “Class B Standard Issue Uniform”(Attachment A, attached):

a. Pants

Pants will be blue with light blue stripe. Pants will be neatly hemmed to touch the top of the instep in front and approximately one-half inch above the heel in the rear.

b. Shirts

Shirts will be blue and either short or long sleeved.

(1) Short-sleeved, t-shirts, when worn under the uniform shirt, will be white in color, devoid of decoration, and in good repair.

(2) The blue short sleeved shirt will be worn for ceremonial occasions to include court appearances. Headgear is not to be worn during these occasions.

c. Coat

The coat will be Eisenhower style, navy blue in color. A badge will be worn above the left breast pocket.

18 d. Belt

Belts will be black classic leather, front snap style. e. Headgear

Headgear is optional. If worn, headgear will be the department issue, blue baseball cap with the two inch by three-inch Department of Corrections patch on the front. f. Insignia

(1) Gold law enforcement rank insignia will be worn on both sides of the shirt collar for Correctional Security Officer I and II (Officer), Correctional Security Officer III (Corporal), Correctional Security Officer IV (Sergeant), Correctional Security Manager I (Lieutenant), and Correctional Security Manager II (Captain). Insignia will also be worn on jacket epaulets, centered, and one-half-inch above shoulder seams. Brass will be polished (See Attachment C entitled “Insignia’s”, attached).

(a) Correctional Security Officer I and II (Officer): One Gold Stripe

(b) Correctional Security Officer III (Corporal): Two Gold Stripes

(d) Correctional Security Manager I (Lieutenant): One Gold Bar

(e) Correctional Security Manager II (Captain): Two Gold Bars

(2) The following law enforcement rank will be worn as specified above by work center administrators and correctional chiefs of security:

(a) Gold Correctional Security Manager II (Captain) Bars: Work center administrator

(b) Gold Oak Leaf: Chief of Security I

(d) Silver Eagle Colonel Insignia: Chief of Security III

(3) The department shoulder patch will be worn centered on the left arm sleeve, one inch below the shoulder seam on shirts, jackets, and coats.

(4) The facility patch will be worn centered on the right arm sleeve, one inch below the shoulder seam on shirts, jackets, and coats. The facility patch will be an approved department design.

(5) The CERT/Honor Guard qualification badge with bar(s) will be worn centered on the left breast pocket flap, one-eighth inch below the pocket seam.

(6) The official department badge will be worn centered above the left breast shirt pocket.

(7) The picture identification card will be visible at all times and will be attached to the left breast shirt pocket or on the left collar point of the coat/jacket.

(8) The employee nametag will be worn centered on the right breast pocket flap. The nametag will be black with white lettering and will have the officer’s first initial and last name only. Nametags worn by Chiefs of Security will be black with white lettering with the first initial and last name followed by the title of Chief of Security placed on the nametag below the name.

(9) The following ribbons are listed in order of importance and officers awarded these ribbons are authorized to wear them on their uniforms. Ribbons will be worn centered one-half inch above the right breast pocket, seam aligned horizontally, in order of importance.

(a) Alfred P. Murrah Building ribbon

20 (b) The transitional development specialist insignia will be worn as specified in OP-100107 entitled “Procedures for Transitional Development Specialist (TDS).”

(10) No other pins, medals, or ornaments will be worn on the uniform or identification badge. g. Footwear

(1) Footwear will be low-quarter, ankle height, or high top leather with cordura uppers.

(2) All footwear will have black leather uppers/soles, with either leather soles and rubber heels, rubber sole and heels, vibram soles, or comfort soles. All footwear will be shined to a high gloss and in good repair at all times. Athletic shoes are not permitted. (e.g. leather top coaching shoes, running shoes, cross-trainers, etc.)

(3) Officers will wear black socks or black hose when low-quarter shoes are worn.

h. Additional accessories such as glove pouches, flashlight case, cuff case, and PR-24 carrier will be department issue only.

i. Pregnant officers may modify their uniform shirts by hemming in a straight line along the shirttail; the shirt may then be worn outside the pants. Uniforms may be exchanged for larger sizes as needed. Officers may wear a plain pair of matching maternity slacks of the same color as uniform pants, purchased at the officer’s own expense.

j. Inclement Weather

(1) Rain gear will be poncho-type black in color, for staff who are required to work outdoors.

(2) Coveralls will be navy blue in color with corresponding Department of Corrections patches for security and tan in color with corresponding Department of Corrections patch for non-security personnel.

21 (3) Navy blue/black stocking caps may be worn during winter months when temperatures and/or wind chill factors dictate.

(4) Black leather gloves are authorized for both security and non-security personnel.

3. Class C Uniform – Duty Uniform

a. The class “C” duty uniform is authorized for duty assignments in specialized work environments which include, but are not limited to, the following in reference to the “Class C Duty Uniform” (Attachment B, attached):

(1) Substance Abuse Treatment programs at Bill Johnson Correctional Center, Eddie Warrior Correctional Center, and William S. Key Correctional Center.

(2) Central Transport Unit (CTU)

(3) Supervision of inside/outside work crews

(4) DOT/Prison Public Work crews

(5) Gun gangs

(6) K-9 Officer

(7) As approved by deputy director

b. Pants/Shirt (BDU)

A navy blue uniform shirt with two or four pockets will be worn. Each style of uniform will be capable of being worn as an outer garment or worn over the correctional officer standard issue uniform. A navy blue crew neck t-shirt with no pocket may be worn instead of the summer uniform shirt.

The uniform pants will be blue in color with six pockets. Two of the pockets will be in the back, two in the front and one on the side of each leg.

22 c. Coat

The coat will be Eisenhower style, navy blue in color. A badge will be worn above the left breast pocket. Transportation officers are allowed to wear the military style black field jacket. The jackets will have a black with gold lettered name tape above the right breast pocket and a cloth badge sown above the breast pocket. d. Belt

Belts will be black classic leather, front snap style. e. Headgear

Two types of headgear are authorized for the class C uniform:

(1) A blue drill instructor style hat may be worn as designated in Section item (1) of this procedure. If worn, the leather strap, issued with the hat, will be threaded throughout appropriate eyelets in the brim of the hat so that the strap goes around the front of the hat and the buckle is fastened and centered at the back of the wearer’s head. The running end of the strap will be to the wearer’s left. The hat will be worn without noticeable tilt to the front, rear, or either side and to permit the brim of the hat to be as nearly level in all directions as possible. No modifications in the shape of the hat are authorized.

(2) The blue department issued baseball cap may also be worn. f. Insignia

(1) Insignia will be worn as specified in Section I. C. 2. f. items (1) and (2) of this procedure.

(2) The department and facility patches will be worn as specified in Section I. C. 2. f. items (3), (4) and (6).

(3) An embroidered department badge will be sewn on the class C uniform on the left breast pocket.

(4) An embroidered nametag will be sewn over the right breast pocket.

g. Footwear

Footwear will be black, military style tactical boots.

h. Inclement Weather

Clothing will be as specified in Section I. C. 2. j. items (1) through (4). The transportation officers are allowed to wear trench coat style, full length black raincoats.

II. Standards for Grooming

A. Non-Security Personnel - Standards for Grooming

1. Non-security personnel include all personnel as defined in Section I. B. item 1. Employees who have security activities as part of their regular duties shall comply with the uniformed grooming standards, ie, Non-uniformed, Honor Guard and CERT members.

2. Hair and facial hair will be clean, neatly trimmed, and present a professional appearance.

3. Jewelry will not present a safety concern or detract from the work environment or the professional appearance of the employee.

B. Uniformed Personnel - Standards for Grooming

1. Hair/Facial

a. Beards and goatees are not authorized.

b. Mustaches will not extend beyond the corner of the mouth or the upper lip line on the ends. Handlebar mustaches are not authorized.

c. Hair for male officers will be neatly trimmed and will not touch the shirt collar or the ear. Sideburns will not extend below the bottom of the earlobe and will be neatly trimmed. Hair for both male and female will be clean, neatly trimmed, and present a professional appearance.

24 d. Hair for females will not be worn below the bottom edge of the shirt collar. Hair that extends past the shirt collar will not be worn loose and must be secured above the bottom edge of the collar.

e. Staff required, as some part of their duties, to wear gas masks or air packs shall have facial hair that meets manufacturer’s standards for the equipment that they are expected to use.

2. Jewelry

a. Male officers are not authorized to wear any form of earring while on duty. Female officers may wear simple stud type earrings.

b. Necklaces and chains, whether worn by male or female, are to be concealed while on duty.

III. Standards for Badges

A. Issuance of Badges

Departmental badges will be issued to the following groups of employees:

1. Correctional officers

2. Probation and parole officers

3. Team Supervisors

4. Security and Investigation investigators, fugitive apprehension agents, special investigator supervisors, and CERT members

5. Facility and assistant facility heads

6. District and assistant district supervisors.

7. Executive staff members

8. Assistant deputy directors

9. All staff who serve as facility/unit and district duty officers.

25 10. Others as authorized by the director

B. Security of Badges

Any employee issued a department badge will be responsible for the security of the badge. In the event a badge is lost, the employee will immediately report the loss to their supervisor in writing.

C. Purchase of Badges

1. If an employee wishes to retain the badge upon reclassification or separation from agency, the badge must be purchased at the current replacement cost.

2. Badges purchased by individual employees may not be used in any official capacity as representative of the agency, nor may they be used in any secondary employment.

D. Proper Display of Badges

1. Badges for administrative staff and duty officers will be worn on outer garments and openly displayed while participating in agency or community emergencies.

2. Probation and parole officers and fugitive apprehension agents will wear the assigned badge on outer garments while carrying a weapon. In such situations (transporting offenders, making an arrest, etc.) the badge will be visible and in most circumstances, next to the weapon.

3. Badges will not be openly displayed while the employee is off duty.

IV. All external requests for Department of Corrections patches will be forwarded to the administrator of Security and Investigations for handling. Local procedures will be developed by Security and Investigations to outline the request, dissemination and approval process.

V. References

Policy Statement No. P-110100 entitled “Uniform Personnel Standards”

SOP 05-102.3 entitled “Corrections Emergency Response Team (CERT)”

OP-100107 entitled “Procedures for Transitional Development Specialist”

OP-110240 entitled “Ceremonial Honor Guard”

VI. Action

The division head will be responsible for compliance with this procedure.

The deputy director of Administration will be responsible for the annual review and revisions.

Any exceptions to this procedure will require prior written approval from the director.

This procedure will be effective as indicated.

Replaced: Operations Memorandum No. OP-110245 entitled “Standards for Employee Personal Appearance“ dated October 18, 2002

Distribution: Policy and Operations Manual Department Website