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2.) You get a call at 7:55am that Security Officer Jones is not coming to work because he has a sore throat. This is the 3rd time this week that Officer Jones has called out for his 8:00am shift with 5 minutes notice. You scramble to cover his shift and even lose your contract. Jones goes for unemployment, and you lose. Let’s pretend you don’t lose the contract, but you terminate Jones. He applies for unemployment and you lose again. Without a clearly stated policy for sick calls, you are left holding the bag once again.

3.) Your night watchman who works at your client’s warehouse decides that he is going to run home to eat for an hour, returns to the warehouse and the facility has been vandalized. You lose the contract, the guard applies for unemployment, and you lose.  Let’s assume that you don’t lose the contract, but you terminate the guard for leaving the facility. Without a Post Abandonment Policy, you lose the claim. 

Unlike our Standard Operating Procedures, which clearly outlines what your security personnel should do in a particular situation, such as how to handle a sick or injured person, etc… our Employee Handbook was designed to alleviate your liability and to create established policies for human resources type situations. 

Here’s what is inside of the Security Business Employee Handbook:

  • General Information 
  • Attendance and Punctuality
  • Code of Conduct
  • Personal Conduct
  • Non-Disclosure of Information
  • Employee Files and Privacy
  • Classification of Employees
  • Employment Applications
  • Immigration Law Compliance
  • Background Verification Checks
  • Licensing and Certification
  • Probationary Period
  • Selection of Relatives
  • Other Employment
  • Posting of Open Positions
  • Transfer Requests
  • Staff Reduction
  • Call Off Procedures
  • No Call/No Show
  • Post and Employment Abandonment
  • Termination and Separation Process
  • Employee Health and Wellness
  • Drug and Alcohol Screening
  • Physical Examinations and Medications
  • Drug and Alcohol Free Environment
  • Employee Accidents and Injuries on Duty
  • Modified Duty
  • Exposure to Blood or Bodily Fluids
  • Safety and Accident Prevention

  • Illness On Duty
  • Return to Duty Clearance
  • Smoke Free Environment
  • Employee Compensation
  • Salary Administration
  • Pay Practices
  • Time and Attendance
  • Paycheck Distribution
  • Paycheck Advances
  • Paycheck Shortages
  • Payroll Deductions
  • Garnishments and Child Support
  • Termination Paychecks
  • Employee Benefits
  • Paid Vacation
  • Funeral Leave
  • Jury Duty
  • Paid Holidays
  • Family and Medical Leaves
  • Leaves of Absence
  • Training Programs
  • Company Training Programs
  • Employee Information
  • Equal Opportunity Employer
  • Learning Culture
  • Employee Harassment
  • Employee Violence
  • Grievance Procedures
  • Performance Problems and Corrective Action
  • Chain of Communication

Employee Handbook for a Security Business

Why are policies so important for a security business?

Did you know that without an Employee Handbook, or a Standard Operating Procedures Manual, “past practice” becomes policy as a matter of law?  Imagine yourself as a security business owner defending yourself in court on a negligence lawsuit, because your security officer, who walked your client’s employees to their vehicles every night for the last two years, called in sick and one of those employees got mugged in the parking lot? Although your company was hired to protect the client’s property and act as a deterrent to theft, etc… your security officer unknowingly bound you into a personal protection contract with the client’s employees by walking them to their cars every night. 

Take these other examples into consideration:

1.) You notice one of your security guards seems to be under the influence of a drug. You order him to report to the nearest lab and take a drug test. The results come back that he is using marijuana. You fire the security officer. He applies for unemployment and gets it.  Think this doesn’t happen? Think again… Your company has to have a properly established drug free workplace policy and must also state how and when your employees are tested.  By the way, when you lose unemployment claims, your experience rating increases, which leads to a higher payroll tax percentage the following year for unemployment.

Employee Handbook for a Security Business

  Click below to download
(MS Word Format)


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