TCOPS is a peer support network for transgendered law enforcement officers. Members are
patrol officers, deputies, federal officers, detectives, correctional officers, parole agents,
probation officers, constables, rangers, parks police, police officers, deputy sheriffs, state special
agents, federal special agents, special police officers, reserve officers, district attorney
investigators, forensic scientists, crime scene technicians, military law enforcement personnel,
corrections officers & CID officers, community service officers, college, campus, and school
police officers, latent fingerprint examiners, and other support staff, and retired officers. Active,
former, and retired transgender members from these law enforcement agencies are eligible for
membership in TCOPS.
There are currently plans to incorporate TCOPS into a Not-For-Profit Organization, to advance the
cause of transgender employee’s right to be employed and/ or retain employment, through
advocacy, support, and education.
Having an employee transition genders in a law enforcement environment, is a management
challenge. Providing managers with training, education, and resource information is a vital part of
a successful transition. Good management required the administrator of an agency to consider
the welfare and interests of their department, the co-workers, as well as the transitioning
employee. Preparing the employee to “transition” genders is the other component of a well-
rounded and viable transition at work.
Issues such as name changes on credentials and employment documents, the employee’s
presentation and appearance at work, grooming standards, concerns of co-workers, restroom
access, and locker room accommodations are all topics of interest and many times contention.
Specific policies, guidelines, or practices may have to be developed, to assure that expectations
are set forth for the employees, the affected employee, and management alike. Information is
power; the power to lead and the power to prosper.
Law Enforcement employees and especially credentialed officers or agents, are highly trained
and experienced professionals. Agencies spend huge amounts of money, to train an employee
throughout their career. Retention of these employees is in management’s best interests as well
as the employee’s. It allows the agency to save a vital resource for the communities, which the
officers serve.
patrol officers, deputies, federal officers, detectives, correctional officers, parole agents,
probation officers, constables, rangers, parks police, police officers, deputy sheriffs, state special
agents, federal special agents, special police officers, reserve officers, district attorney
investigators, forensic scientists, crime scene technicians, military law enforcement personnel,
corrections officers & CID officers, community service officers, college, campus, and school
police officers, latent fingerprint examiners, and other support staff, and retired officers. Active,
former, and retired transgender members from these law enforcement agencies are eligible for
membership in TCOPS.
There are currently plans to incorporate TCOPS into a Not-For-Profit Organization, to advance the
cause of transgender employee’s right to be employed and/ or retain employment, through
advocacy, support, and education.
Having an employee transition genders in a law enforcement environment, is a management
challenge. Providing managers with training, education, and resource information is a vital part of
a successful transition. Good management required the administrator of an agency to consider
the welfare and interests of their department, the co-workers, as well as the transitioning
employee. Preparing the employee to “transition” genders is the other component of a well-
rounded and viable transition at work.
Issues such as name changes on credentials and employment documents, the employee’s
presentation and appearance at work, grooming standards, concerns of co-workers, restroom
access, and locker room accommodations are all topics of interest and many times contention.
Specific policies, guidelines, or practices may have to be developed, to assure that expectations
are set forth for the employees, the affected employee, and management alike. Information is
power; the power to lead and the power to prosper.
Law Enforcement employees and especially credentialed officers or agents, are highly trained
and experienced professionals. Agencies spend huge amounts of money, to train an employee
throughout their career. Retention of these employees is in management’s best interests as well
as the employee’s. It allows the agency to save a vital resource for the communities, which the
officers serve.
Copyright © 2008 TCOPS - Transgendered Community of Police & Sheriffs. All Rights Reserved.
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| About TCOPS / TCOPS International: The Organization |