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Armstrong Armed Security LLC
"Securing the American Dream in the 21st Century for all of Mississippi"
601-331-5579
Captain Basil Bostwick: 601-331-5579
E-Mail: basilbostwick@yahoo.com
Alternate E-Mail: basilbostwick2@gmail.com
Florence, MS 39073
PERSPECTIVE JOB SEEKERS IF YOU WOULD LIKE TO BE CONSIDERED FOR A JOB AT ARMSTRONG ARMED SECURITY YOU MOST COMPLETE THESE STEPS BELOW
* Fill in the box below with
* Your name
* E-Mail address
* Fill in the subject box
* Please specify that you would like an application
* Once you have recieved the application vie E-Mail you'll need to fill it out and return it by E-Mail to me at basilbostwick@yahoo.com
* Along with the application will come a 50 question test that you will need to complete in order to be considered for a job.
* You will find all the information you need to know on answering these questions under contractor's handbook at the bottom of this page
* You will need to get 80% on the test to be considered for employment. when you finish your test you'll need to return it by e-mail to me at this address basilbostwick@yahoo.com
QUALIFICATIONS:
1. You must be 24 or older.
2. You must have a valid Mississippi drivers license.
3. You must have a valid Mississippi security guard gun permit.
4. You must have a good working hand gun and it must not be a high point.
5. You must have a gun belt or be able to get one.
6. You must be able to pass a background check and a drug screen.
7. You must be able to pass a fire arms test given at our company gun range
8. You also must pass a 20 question multiple-choice written test given that day at 80% or higher.
9. You must have reliable transportation and it must have a minimum of at least liability insurance on it.
10. No visible tattoos or earearings for men.
11. Women must have no more than two earrings per ear and no ear rings on any other part of their body that is visible.
12. You must have neatly trimmed shorthair if you are a man and if you have a beard or mustache it must be trimmed neatly and short.
SECURITY OFFICER HANDBOOK
AA security officers handbook (here in the "General Rules") summarizes several human resource policies, procedures and programs that relate to it security officers. The provisions contained in the general points are not intended to be and are not promises, and are not intended to create contractual or other rights The general points supersede any prior manual points and written or unwritten policies, procedures and descriptions of benefits. Because AAS is a vital organization, conditions likely would change over time and the company may modify, and or eliminate any policy, procedure or benefit. AAS retains absolute discretion to change, suspend or discontinue some or all of the provisions. AAS can add to the general points an option at any time, with or without notice to or agreement by its security officers. Security officers continued with AAS constitutes acceptance of the changes. AAS highly values its security officers and looks forward to a mutually satisfying relationship with each of them. However, nothing contained in the general points is intended to be or should be interpreted as an expression or implied promise of commitment by AAS to continue the employment of any individual for any period of time, or to alter the nature of the security officer's relationship in any way. Therefore AAS with or without notice or cause may discontinue the security officers at any time.
Message from the Chief Executive Officer
AAS IS ENGAGED IN THE PROTECTION OF LIFE AND PROPERTY. AAS MISSION IS: TO PROVIDE OUR CLIENTELE WITH SUPERIOR SERVICE THAT IS IN LINE WITH THEIR EVER-CHANGING SECURITY AND PROTECTION NEEDS, AAS RECOGNIZES THAT IN ORDER TO ACHIEVE OUR MISSION, WE MUST: RECRUIT AND RETAIN THEM AS QUALIFIED AGENTS IN THE INDUSTRY PROVIDE OUR AGENCY WITH A CONTINUING EDUCATION PROGRAM THAT EMPLOYS THE MOST CURRENT TECHNOLOGY AND PROTECTION TECHNIQUES AVAILABLE. CONTINUALLY MONITOR THE NATIONAL AND INTERNATIONAL SOCIOPOLITICAL ENVIRONMENT TO DEVELOP OUR SERVICES IN AN EFFICIENT AND RELEVANT MANNER. THE SUCCESS OF OUR FIRM WILL ONLY BE MEASURED BY OUR CLIENT'S PEACE OF MIND WHILE UNDER OUR PROTECTION.
AAS has been, and will continue to be successful because of significant efforts of its people. AAS offers its contractors the opportunity for growth and development, and a competitive compensation program. At AAS we are committed to the belief that mutual trust and honesty are fundamental ingredients of successful working relationships. As a result, the culture of AAS is one of open communication, teamwork, and mutual respect. The Contractor’s Hand Book is designed to familiarize you with our divisions, practices and to serve as a reference guide. Greater awareness of AAS practices will increase your understanding of AAS and enable you to maximize the many opportunities we offer. I am pleased with your decision to become part of the AAS Company. Together I know we can accomplish great things.
ARMSTRONG ARMED SECURITY CODE OF ETHICS RECOGNITION OF THE SIGNIFICANT CONTRIBUTION OF PRIVATE SECURITY TO CRIME PREVENTION AND REDUCTION, AS A PRIVATE SECURITY OFFICER, I'LL PLEDGE: TO ACCEPT THE RESPONSIBILITIES AND FULFILL THE OBLIGATIONS OF MY ROLE: PROTECTING LIFE AND PROPERTY; PREVENTING AND REDUCING CRIMES AGAINST MY EMPLOYER'S BUSINESSES, OR OTHER ORGANIZATIONS AND INSTITUTIONS TO WHICH I AM ASSIGNED A PODIUM, THE LAW AND RESPECTING THE CONTINUED CONSTITUTIONAL RIGHTS OF PERSONS.
TO CONDUCT MYSELF WITH HONESTY AND INTEGRITY AND TO ADHERE TO THE HIGHEST MORAL PRINCIPLES IN THE PERFORMANCE OF MY SECURITY DUTIES, TO BE FAITHFUL, DILIGENT, AND DEPENDABLE IN DISCHARGING MY DUTIES, AND TO UPHOLD AT ALL TIMES THE LAWS, POLICIES AND PROCEDURES THAT PROTECT THE RIGHTS OF OTHERS. TO OBSERVE THE PERCEPTS OF TRUTH, ACCURACY AND PREJUDICED, WITHOUT ALLOWING PERSONAL FEELINGS, PREJUDICES, ANIMOSITIES, OR FRIENDSHIPS TO INFLUENCE MY JUDGMENTS, TO REPORT TO MY SUPERVISORS, WITHOUT HESITATION, IN A VIOLATION OF THE LAW OR OF MY EMPLOYERS OR CLIENT'S REGULATIONS. TO RESPECT AND PROTECT THE CONFIDENTIALITY AND PRIVILEGED INFORMATION OF MY EMPLOYER OR CLIENT BEYOND THE TIME OF MY EMPLOYMENT, EXCEPT WHEN THEIR INTERESTS ARE CONTRARY TO LAW OR TO ITS CODE OF ETHICS.
TO COOPERATE WITH ALL RECOGNIZED AND RESPONSIBLE LAW ENFORCEMENT AND GOVERNMENT AGENCIES IN MATTERS WITHIN THEIR JURISDICTION.TO ACCEPT NO COMPENSATION, COMMISSION, GRATUITY, OR OTHER ADVANTAGE WITHOUT THE KNOWLEDGE AND CONSENT OF MY EMPLOYER, TO CONDUCT MYSELF PROFESSIONALLY AT ALL TIMES AND TO PERFORM MY DUTIES IN A MANNER THAT REFLECTS CREDIT UPON ME, MY EMPLOYER, A PRIVATE SECURITY. TO STRIVE CONTINUALLY TO IMPROVE MY PERFORMANCE BY SEEKING TRAINING AND EDUCATIONAL OPPORTUNITIES THAT WILL BETTER PREPARE ME FOR MY PRIVATE SECURITY DUTIES.
AS MANAGERS OF PRIVATE SECURITY COMPANY, CONTRACTORS WE PLEDGE:TO RECOGNIZE THAT OUR PRINCIPAL RESPONSIBILITIES ARE, IN THE SERVICE OF OUR ORGANIZATIONS AND CLIENTS, TO PROTECT LIFE AND PROPERTY AS WELL AS TO PREVENT AND REDUCE CRIME AGAINST OUR BUSINESSES, INDUSTRY, OR OTHER ORGANIZATION AND INSTITUTIONS; AND IN THE PUBLIC INTEREST, TO UPHOLD THE LAW AND RESPECT THE CONSTITUTIONAL RIGHTS OF ALL PERSONS.TO BE GUIDED BY A SENSE OF INTEGRITY, HONOR, JUSTICE, AND MORALITY IN THE CONDUCT OF BUSINESS; AND ALL PERSONAL MATTERS; AND RELATIONSHIPS WITH GOVERNMENT AGENCIES, CLIENTS, EMPLOYERS; AND IN RESPONSIBILITIES TO THE GENERAL PUBLIC TO STRIVE FAITHFULLY TO RENDER SECURITY SERVICE OF THE HIGHEST QUALITY AND TO WORK CONTINUOUSLY TO IMPROVE OUR KNOWLEDGE AND SKILLS AND THEREBY IMPROVE THE OVERALL EFFECTIVENESS OF PRIVATE SECURITY.
TO UPHOLD THE TRUST OF OUR EMPLOYERS, OR CLIENTS AND THE PUBLIC BY PERFORMING OUR FUNCTIONS WITHIN THE LAW, NOT ORDERING OR CONDONING VIOLATIONS OF THE LAW; AND ENSURING THAT OUR SECURITY PERSONNEL CONDUCT THEIR ASSIGNED DUTIES LAWFULLY AND WITH PROPER REGARD FOR RIGHTS OF OTHERS.TO RESPECT THE REPUTATION AND PRACTICE OF OTHERS AND PRIVATE SECURITY, BUT TO EXPOSE TO THE PROPER AUTHORITIES ANY CONDUCT THAT IS UNETHICAL OR UNLAWFUL.TO APPLY UNIFORM AND A EQUITABLE STANDARDS OF EMPLOYMENT IN RECRUITING AND SELECTING PERSONNEL REGARDLESS OF RACE, CREED, COLOR, SEX, OR AGE AND IN PROVIDING SALARIES COMMENSURATE WITH JOB RESPONSIBILITIES AND WITH TRAINING, EDUCATION, AND EXPERIENCE.
TO QUALIFY AND BE RECOGNIZED WITH RESPONSIBLE LAW ENFORCEMENT AND OTHER CRIMINAL JUSTICE AGENCIES; TO COMPLY WITH SECURITY LICENSING AND REGISTRATION LAWS AND OTHER SET STATUTORY REQUIREMENTS THAT PERTAIN TO OUR BUSINESS.TO RESPECT AND PROTECT THE CONFIDENTIALITY AND PRIVILEGED INFORMATION OF EMPLOYERS AND CLIENTS BEYOND THE TERMS OF OUR EMPLOYMENT, EXCEPT WHERE THEIR INTERESTS ARE CONTRARY TO LAW OR TO ITS CODE OF ETHICS.TO MAINTAIN A PROFESSIONAL POSTURE IN ALL BUSINESS RELATIONSHIPS WITH EMPLOYERS AND CLIENTS, WITH OTHERS IN THE PRIVATE SECURITIES FIELD AND WITH MEMBERS OF OUR PROFESSIONS; AND TO INSIST THAT OUR PERSONNEL ADHERE TO THE HIGH STANDARDS OF PROFESSIONAL CONDUCT.TO ENCOURAGE THE PROFESSIONAL ADVANCEMENT OF OUR PERSONNEL BY ASSISTING THEM TO ACQUIRE APPROPRIATE SECURITY KNOWLEDGE, EDUCATION AND, TRAINING TO TREAT ALL PEOPLE FARE.
TREAT THY NEIGHBOR AS THY SELF AND TO FEAR GOD ONLY.
OFFICERS SIGNATURE ________________________________________________________ DATE_________________
SUPERVISOR SIGNATURE _________________________________________________ DATE_______________
ARMSTRONG ARMED SECURITY GEN. RULE - 1
ALCOHOL AND DRUG POLICY
SUBSTANCE ABUSE HAS AN ADVERSE IMPACT ON CONTRACTORS WORK, PERSONAL AND FAMILY LIVES, AS WELL AS ON THE ABILITY TO PROVIDE THE HIGHEST QUALITY OF SERVICES. ALCOHOL AND DRUGS CAN CAUSE POOR PERFORMANCE, DECREASE PRODUCTIVITY AND CREATE SAFETY HAZARDS. CONSEQUENTLY, AAS IS COMMITTED TO ESTABLISHING AND MAINTAINING AN ALCOHOL AND DRUG FREE WORKPLACE. AAS IS COMMITTED TO PROVIDING A SAFE WORK ENVIRONMENT AND TO FOSTER THE WELL-BEING AND HEALTH OF ITS CONTRACTORS. THAT COMMITMENT IS JEOPARDIZED WHEN ANY AAS CONTRACTOR ILLEGALLY USES DRUGS OR ALCOHOL ON THE JOB, COMES TO WORK WITH THE SUBSTANCES PRESENT IN HIS/ HER BODY, OR POSSESSES, DISTRIBUTES, OR SELLS DRUGS IN THE WORKPLACE.
THERE FORE, AAS HAS ESTABLISHED THE FOLLOWING POLICY: IT IS A VIOLATION OF COMPANY POLICY FOR ANY CONTRACTOR TO POSSESS, SELL, TRADE, OR OFFER FOR SALE ANY ILLEGAL DRUGS OR OTHERWISE ENGAGE IN ILLEGAL USE OF DRUGS OR ALCOHOL ON THE JOB. IT IS A VIOLATION OF COMPANY POLICY FOR ANYONE TO REPORT TO WORK UNDER THE INFLUENCE OF ILLEGAL DRUGS OR ALCOHOL-THAT IS, WITH ILLEGAL DRUGS OR ALCOHOL IN HIS OR HER BODY. IT IS A VIOLATION OF AAS POLICY FOR ANYONE TO USE PRESCRIPTION DRUGS ILLEGALLY. (HOWEVER, NOTHING IN THIS POLICY PRECLUDES THE APPROPRIATE USE OF LEGALLY PRESCRIBED MEDICATION.) VIOLATIONS OF THIS POLICY ARE SUBJECT TO DISCIPLINARY ACTION UP TO AND INCLUDING TERMINATION. IT IS THE RESPONSIBILITY OF THE COMPANY'S SUPERVISOR TO COUNSEL CONTRACTORS WHERE EVER THEY SEE CHANGES IN PERFORMANCE OR BEHAVIOR THAT SUGGEST AN CONTRACTOR IS UNDER THE INFLUENCE OF ALCOHOL OR OTHER DRUGS.
ALTHOUGH IT IS NOT THE SUPERVISOR'S JOB TO DIAGNOSE PERSONAL PROBLEMS THEY SUPERVISORS SHOULD ENCOURAGE SUCH CONTRACTOR TO SEEK HELP AND ADVISE THEM ABOUT AVAILABLE RESOURCES FOR GETTING HELP. EVERYONE SHARES RESPONSIBILITY FOR MAINTAINING A SAFE WORKPLACE ENVIRONMENT AND CO-WORKERS SHOULD ENCOURAGE ANYONE WHO USES ALCOHOL OR OTHER DRUGS IN THE WORKPLACE IN SEEKING HELP. THIS POLICY IS TO MAINTAIN OUR RESPECT FOR INDIVIDUALS WITH A NEED TO MAINTAIN A SAFE, PRODUCTIVE AND DRUG FREE ENVIRONMENT. THE INTENT OF THIS POLICY IS TO OFFER A HELPING HAND TO THOSE WHO NEED IT, AND IS SENDING A CLEAR MESSAGE THAT THE ILLEGAL DRUG USE AND ALCOHOL ABUSE ARE INCOMPATIBLE WITH EMPLOYMENT WITH AAS. AAS HAS ADOPTED TESTING PRACTICES TO IDENTIFY CONTRACTORS WHO USE ILLEGAL DRUGS EITHER ON OR OFF THIS JOB.
IT SHALL BE A CONDITION OF EMPLOYMENT FOR ALL CONTRACTORS TO SUBMIT TO DRUG TESTING UNDER THE FOLLOWING CERTAIN CIRCUMSTANCES: WHEN THERE IS A REASONABLE SUSPICION TO BELIEVE THAT A CONTRACTOR IS UNDER THE INFLUENCE OF ALCOHOL OR ILLEGAL DRUGS, OR WHEN CONTRACTORS ARE INVOLVED IN ON-THE-JOB ACCIDENT PERSONAL INJURY OR DAMAGE TO COMPANY PROPERTY OCCURS, AS A PART OF A FOLLOW - UP PROGRAM TO TREATMENT FOR ALCOHOL AND DRUG ABUSE. WHEN CONTRACTED WITH AAS, A DRUG TEST WILL BE REQUIRED; RANDOM DRUG TESTING WILL BE REQUIRED. ALL CONTRACTORS WILL BE REQUIRED TO BE DRUG TESTED.
ARMSTRONG ARMED SECURITY GEN. RULE - 2 UNIFORMS
THIS GENERAL RULE APPLIES TO UNIFORMED SECURITY OFFICERS OPERATIVES, EVENT SECURITY STAFF AND BODYGUARDS .PURPOSE: TO ENSURE THAT AAS PERSONNEL ARE UNIFORM, DISTINCTIVE, GIVE A PROFESSIONAL APPEARANCE AND ARE EQUIPPED WITH EQUIPMENT ENABLING THEM TO SAFELY PERFORM THEIR DUTIES.UNIFORM OF THE DAY:THERE WILL BE A SEASONAL CHANGE IN UNIFORMS CONFORMING TO THE PREVAILING WEATHER AND CONDITIONS. PERSONNEL ASSIGNED TO SPECIAL DUTIES MAY WEAR ALTERNATE APPAREL AS NECESSARY AND UPON APPROVAL FROM THE SUPERVISOR UNIFORMS! THE FOLLOWING TO BE STRICTLY ADHERED TO:
A. UNINFORMED SECURITY OFFICERS: BLACK BDU PANTS, WHITE/BLACK UNIFORM SHIRTS WITH SHOULDER PATCHES LABELED "SECURITY OFFICER" PATROL STYLE JACKETS WITH PATCHES "SECURITY OFFICER " SEWN 1 INCH BELOW THE SHOULDER SEAM AND BLACK BREAK AWAY TIE OR CLIP ON. A WHITE T-SHIRT WILL BE WORN UNDER THE PRIMARY SHIRT AT ALL TIMES. BLACK POLICE TYPE TROUSER BELT, BLACK POLICE TYPE FOOTWEAR. DUTY BELTS AND WEAPONS WILL BE AUTHORIZED ON A CASE BY CASE BASIS, PROVIDED THAT NOTHING HEREIN SHALL BE DEEMED TO AUTHORIZE ANY CONTRACTOR TO CARRY ANY WEAPONS OR OTHER UNAUTHORIZED EQUIPMENT.
SUCH AS "OC SPRAY, OR OTHER CHEMICAL IRRITANTS, HANDCUFFS, NIGHTSTICK, BATON OR EXPANDABLE BATON, FIREARM OR KNIFE DURING THEIR TOUR OF DUTY FOR AAS, REGARDLESS OF THEIR "OFF DUTY" STATUS ARE LICENSING PRIVILEGES, AND LESS SPECIFICALLY AUTHORIZED, IN WRITING, BY THE HEAD CAPTAIN OF THE GUARD, EVENT SECURITY STAFF, BODYGUARDS: BLACK DRESS SUIT WITH WHITE DRESS, FULL BUTTON UP SHIRT, WITH BREAK AWAY TIE OR CLIP ON (RED OR BLACK). WELL HAVE ISSUED RADIOS WITH EAR-PIECE TO BE IN THE AGENT'S WIDE GEAR, AND THE RADIO IS TO BE IN THE "ON" POSITION AT ALL TIMES. BLACK BATES SHOES ARE APPROVED ANY OTHER SHOES NEED TO BE APPROVED BY THE HEAD CAPTAIN.
AGENTS ARE PERMITTED TO CARRY THEIR PERSONAL CELLULAR PHONE OR BEEPERS WHILE THEY ARE ENGAGED IN THE PROTECTION OF PERSONS AS OUTLINED IN AAS CONTRACTORS HANDBOOK. ALL SUCH DEVICES MUST BE IN THE VIBRATE POSITION. DUTY BELTS AND WEAPONS WILL BE AUTHORIZED ON A CASE-BY-CASE BASIS. PROVIDED THAT NOTHING HEREIN SHALL BE DEEMED TO AUTHORIZE ANY CONTRACTOR TO CARRY ANY WEAPON OR ANY UNAUTHORIZED EQUIPMENT, SUCH AS OC SPRAY, MACE OR OTHER CHEMICAL IRRITANTS, HANDCUFFS, NIGHTSTICK, BATON OR EXPANDABLE BATON, FIREARM OR KNIFE DURING THEIR DUTY FOR AAS, REGARDLESS OF THEIR "OFF DUTY" STATUS OR LICENSING PRIVILEGES, UNLESS SPECIFICALLY AUTHORIZED, IN WRITING, BY THE HEAD CAPTAIN OF THE GUARD.
SECURITY OFFICERS WHO ARE REQUIRED TO CARRY FIRE ARMS OR OTHER WEAPONS MUST ADHERE TO THE FOLLOWING, IN ADDITION TO ALL OTHER RULES, ORDERS AND DIRECTORS: THE CONTRACTOR MUST FIRST HAVE COMPLETED THE PROPER TRAINING FOR SUCH WEAPONS, AS OUTLINED IN THE STATE LAW AND AAS POLICY.THE CONTRACTOR MUST OBTAIN A LICENSE OR OTHER AUTHORIZATIONS TO CARRY THE SPECIFIC WEAPON FROM THE PROPER AUTHORITY.THE CONTRACTOR MUST SIGN A LIABILITY STATEMENT, WHICH OUTLINES AAS POLICY ON THE USE OF FORCE AND THE STATE LAWS RELATED TO THE USE OF DEADLY PHYSICAL FORCE.
ARMSTRONG ARMED SECURITY GEN. RULE -3
IDENTIFICATION CARD
PURPOSE: TO ENSURE THAT AAS PERSONNEL HAVE THE PROPER IDENTIFICATION CARD. ALL PERSONNEL ARE TO BE ISSUED AN AGENCY IDENTIFICATION CARD. PERSONNEL WILL BE ISSUED AN AAS IDENTIFICATION CARD UPON COMPLETION OF A COMPREHENSIVE BACKGROUND INVESTIGATION AND SUBSEQUENT TO AUTHORITY BY THE CHIEF EXECUTIVE OFFICER OF AAS TO HIRE SUCH INDIVIDUALS. PERSONNEL WILL PRODUCE SUCH ID CARD TO ANY LAW ENFORCEMENT OFFICIAL, REQUESTING SUCH ID. IN ADDITION, PERSONNEL WILL FURNISH THEIR ID CARDS TO: AGENTS, SUPERVISORS AND BOARD MEMBERS OF AAS DIVISION OF LICENSING SERVICES. ALL PERSONNEL ARE RESPONSIBLE FOR THE SAFEKEEPING OF THEIR ID CARDS. IN THE EVENT THAT THE ID IS LOST, STOLEN OR OTHERWISE DAMAGED, THE CONTRACTOR MUST IMMEDIATELY REPORT SUCH INCIDENT TO THEIR IMMEDIATE SUPERVISOR FOR REPLACEMENT AND DOCUMENTATION, COST OF NEW CARD $15.00 DOLLARS.
ARMSTRONG ARMED SECURITY GEN. RULE - 4 RADIO CODES
Do to the fact we do not won't the general public to know the radio codes see Captain Bostwick if your post requires you to have it.
ARMSTRONG ARMED SECURITY GEN. RULE – 5 BADGES
PURPOSE: TO ENSURE THAT AAS PERSONNEL DO NOT DISPLAY ANY IMPROPER SHIELD. AAS PERSONNEL ARE PROHIBITED FROM WEARING, DISPLAYING OR OTHERWISE USING ANY UNAUTHORIZED BADGE, SHIELD OR INSIGNIA ON THEIR UNIFORMS WHILE ON DUTY. PERSONNEL WILL ONLY DISPLAY AN IDENTIFICATION AS OUTLINED PREVIOUSLY IN GENERAL RULE 2 ALL SHIELDS MUST BE APPROVED BY AAS NO EXCEPTIONS.
ARMSTRONG ARMED SECURITY GEN. RULE-6 CIVILIAN ARRESTS
IT IS BEST TO THINK OF YOUR AUTHORITY AS BEING OUTLINED BY STATUTE. MISSISSIPPI STATE RECOGNIZES SECURITY OFFICERS AND CIVILIANS. UNDERSTAND THAT YOU ARE NOT POLICE OFFICERS OR PEACE OFFICERS, BOTH OF WHOM HAVE THE AUTHORITY AND MANY TIMES THAT REQUIREMENT TO MAKE ARRESTS BASED UPON PROBABLE CAUSE. AS A CIVILIAN, YOU MAY ALSO MAKE AN ARREST OF A PERSON, BUT NEVER UPON PROBABLE CAUSE. AAS IS COMMITTED TO PROVIDING A SAFE ENVIRONMENT FOR OUR CLIENTELE, AND WE UNDERSTAND THAT THERE MAY BE TIMES WHEN ARREST IS INEVITABLE IN ORDER TO PROVIDE SUCH SAFETY, HOWEVER SOME CLIENTS DO NOT WANT AN ARREST UNDER ANY CIRCUMSTANCES. ALL THAT THEY MAY WANT IS FOR THE SECURITY OFFICER TO OBSERVE AND REPORT, YOUR SPECIFIC POST ORDERS GIVEN TO AAS SUPERSEDES ALL GENERAL ORDERS.
VIOLATION OF SPECIFIC POST ORDERS MAY CAUSE YOU SUSPENSION OR TERMINATION KNOW YOUR POST ORDERS. WE ALSO UNDERSTAND THAT THE BUSINESS OF CIVILIAN ARREST CAN GET QUITE DANGEROUS AS WELL AS RISKY IN TERMS OF LIABILITY FOR THE SECURITY OFFICER AND AAS. THEREFORE, AAS HAS TAKEN THE POSITION, THAT, OUR PERSONNEL SHOULD ONLY TAKE SUCH ACTIONS AS A LAST RESORT, TO ENSURE THE PROTECTION OF LIFE AND IN A VERY LIMITED AMOUNT OF INSTANCES, FOR THE PROTECTION OF PROPERTY. FAMILIARIZE YOURSELF WITH THESE LAWS.
Although your normal responsibilities include the preventing of problems and observation of detail after an offense, there may be rare occasions when you consider it necessary to arrest. Every company in the private security industry has different policies about when and if you should arrest. If you don’t know your company’s policy, find out. A security guard/proprietary private security officer’s legal powers to arrest are no greater than those of any other private citizen. An arrest made by such a private party is commonly known as a “citizen’s arrest.” According to the Penal Code Section 834, “An arrest is taking a person into custody in a manner authorized by law.” Penal Code Section 834 also goes on to state that, “An arrest may be made by a peace officer or by a private person.” Penal Code Section 837 specifies the conditions under which you, as a private person, may make an arrest. “A private person may arrest another.
1. For a public offense committed or attempted in his presence.
2. When the person arrested has committed a felony, although not in his presence.
3. When a felony has been, in fact, committed and he has reasonable cause for believing the person arrested to have committed it.” In making your decision to arrest someone, you must first determine whether the offense is a felony or a misdemeanor. If you observed a person picking up a rock and throwing it through a plate glass window, that person could be arrested. Breaking a window is a misdemeanor offense and you know that he committed the offense because you saw the person do it. On the other hand, consider this case: You hear a plate glass window break and rush to the front of the building only to see a group of teenagers laughing and milling around. Two of them point to one of the others and say, “He did it.” In this instance, you would not have grounds for an arrest. It appears an offense has been committed, but you did not actually see the person doing it.
REMEMBER: (1) To arrest someone for the commission of a misdemeanor, the offense must be committed in your presence; or (2) attempted in your presence! You are patrolling an apartment complex and you see an apartment door open. You look inside and see that the place has been burglarized. As you leave the apartment, you see two men carrying large bundles of assorted valuables to a waiting van. They see you and speed up. You call for them to halt, but they load up the van and are in the process of getting into the front seat. You are justified in questioning these men. On the other hand, consider this: You are told by an apartment dweller that he was just burglarized and you see two men walking towards a van with the motor running. The men look around suspiciously but are carrying nothing. You should get descriptions and observe and report.
REMEMBER: To arrest someone for committing a felony, 1) the felony must have been committed and 2) you must have reasonable cause for believing that the person you are arresting actually committed the felony. According to our legal system, a person is innocent until proven guilty. It is up to the court to decide if a person is guilty – not the police, not the district attorney, and not a private person. When a person is arrested, that person is called a suspect. The person is then considered a suspect until the court finds the person guilty or innocent. Therefore, do not refer to an arrested person as the “criminal,” “offender,” “robber,” “murderer,” “burglar,” or by any other term which implies guilt. You can say “he,” “she,” “they,” “this person,” or “the suspect” since none of these terms imply guilt. If you should happen to be in a situation where a citizen arrest is called for, you should tell the person that he/she is under citizen’s arrest and what the charges are, and your authority to make the citizen’s arrest. Once you say “You are under arrest for burglary,” the suspect may or may not cooperate. If the suspect resists and tries to escape, you must then decide whether or not to use reasonable force. You may ask as many persons as you think necessary to help you in making the arrest. If a suspect resists arrest, you are allowed to use reasonable force to subdue the suspect. Reasonable force is that degree of force that is not excessive and is appropriate in protecting oneself or one’s property. If the suspect submits willingly, no force is necessary. If a suspect should resist arrest, remember that the only force allowed is that which is reasonable and necessary to overcome the resistance.
Examples of excessive force include knocking unconsciousan unarmed suspect when he is only trying to leave the scene. Handcuffs may be used on persons who have resisted or on suspects you think may be trying to resist or escape. A person who voluntarily responds to questioning and is not actually restrained (i.e., free to go at any time) is considered to be detained. A person may be detained by the police for further questioning in an investigation, and that person is not necessarily under arrest .
The police have the authority to detain a person against his/her will and still not arrest that person. Security guard/proprietary private security officers do not have the authority to detain a person against their will except under Penal Code Section 490.5, which is covered in detail further on in the study manual. (MERCHANTS PRIVILEGE RULE, PART L) It should be clear to the suspect that he/she is under arrest after you have told the suspect of your intention, cause, and authority to arrest him/her. However, there are also other actions that may make a suspect feel he/she is under arrest. If, because of your uniform, badge, hat, or verbal actions, the suspect concludes he/she must answer your questions or is not free to walk away, he/she may justifiably claim he was under arrest.
Guilt by association is not a lawful way to make arrests. Let’s look at an example: It is 11:00 p.m. and a security guard/proprietary private security officer is making his/her rounds of the plant when he finds Gate No. 5 open. There are pry marks on the chain that normally holds the gate shut. About 50 yards from the gate is an old pickup truck parked by the side of the road. The hood is up, and two men are bent over looking at the motor. The proprietary security officer proprietary walks over and says, “All right, you guys. What are you doing here?” One of the men responds by saying, “What’s it to you pal?” The security guard/proprietary private security officer answers angrily, “Look, you better tell me what you’re doing here or you’re in trouble!” Neither man replies. One of them gets into the driver’s seat and turns over the engine. The proprietary security officer proprietary then asks, “Didn’t you hear what I said?” The other man says, “Leave us alone.” The proprietary security officer proprietary moves to the front of the truck and grabs the man’s arm, stating, “You guys aren’t going anywhere until you answer a few questions.”
Finding the gate open with pry marks on the chain does not necessarily mean that a crime has been committed. There are a number of possible explanations short of forced entry. Next, there is nothing to tie the two men to forcing the gate open except that their truck was parked nearby. The security guard/proprietary private security officer cannot demand that the men answer his questions. The security guard/proprietary private security officer’s attitude, tone of voice, uniform, and badge could easily have made the men believe that they were being arrested. If the security guard/proprietary private security officer refused to let them leave and if it turned out they had nothing to do with forcing the gate, the men could sue the security guard/proprietary private security officer for false arrest and for battery, because the security guard/proprietary private security officer grabbed the man’s arm.
First, he/she should have examined the condition of the gate carefully, recorded the license number of the truck, and obtained a description of the two men. Next, the security guard/proprietary private security officer should have secured the gate and reported its condition to his/her supervisor, being careful to watch for other suspicious activity. The security guard/proprietary private security officer may or may not decide to talk with the two men. He might enter into a friendlier conversation with them by asking if they had seen anyone near the gate. If they are not cooperative, there is nothing the security guard/proprietary private security officer can do except observe closely. The security guard/proprietary private security officer should never touch another person except when reasonable force is necessary when placing that person under citizen’s arrest. Remember the part about friendly conversation? Although you cannot demand answers from a person, you can always engage them in casual conversation.
Here is a better approach:
“Hi! Got car troubles?” One of the men replies, “Yeah! This darn thing shorts out every once in a while.” The security guard/proprietary private security officer then asks, “Say, have you seen anybody around the gate?” The men reply, “No, we haven’t seen anyone except you.” The security guard/proprietary private security officer says, “How long have you been here?” “Oh, maybe five minutes.” “Well, thanks for your help. If you need to call for road service, I can make the call for you.” “Thanks anyway, but we’ll get it going.” The security guard/proprietary private security officer then walks away. The security guard/proprietary private security officer may not have gotten much information, but at least he/she had a chance to observe each man closely and check their activities without running the risk of bad public relations or a false citizen’s arrest suit.
You should avoid searching a suspect laws protect the rights of suspects who are being searched. This section explains what you should and should not do. You are not allowed to search someone in order to find evidence for making a citizen’s arrest. When you see someone steal something you have been hired to protect, you may first detain the person by telling him/her that they are under arrest for theft. Then you may physically detain the person for the police to search. You should not give the suspect an opportunity to dispose of any items taken. If you have reasonable cause to believe you are in physical danger by detaining the suspect, you may search the individual for weapons.
REMEMBER: You may search for only one thing – WEAPONS (Penal Code §846). A frisk is nothing more than a quick check to see if a suspect has a concealed weapon. This should occur after the suspect is arrested. To frisk a suspect, follow these steps:
1. Stand behind the suspect
2. Run your hands over the outside of their clothing
3. Pat those areas where a weapon might be concealed
4. Remove anything that feels like a weapon
CAUTION: Do not remove any article that does not feel like a weapon.
IMPORTANT: Always use discretion when touching a suspect. When ever possible have a security guard/proprietary private security officer of the same sex conduct the frisk, and always try to have witnesses to the frisk. STAY ALERT! Don’t relax after a frisk or take your eyes off the suspect after you have completed the frisk. They may still have a weapon you did not find! The frisk should be done quickly, and if possible, with another security guard/proprietary private security officer standing by. Practice the frisk on a partner by having him/her conceal a small object. During a frisk, you may also discover illegal items called contraband. The most common type of contraband is narcotics. If you discover contraband while you are frisking for concealed weapons, leave it alone and tell the police when they arrive. The Merchant’s Privilege Rule is found in the California Penal Code Section 490.5. Subdivisions (f) and (g) of this statute provide legal authority for a merchant or their employee or agent, including a security officer, to detain persons suspected of shoplifting in a retail store. In part, the law states: “(f)(1) A merchant may detain a person for a reasonable time for the purpose of conducting an investigation in a reasonable manner whenever the merchant has probable cause to believe the person to be detained is attempting to unlawfully take or has unlawfully taken merchandise from the merchant’s premises.
(2) In making the detention a merchant may use a reasonable amount of no deadly force necessary to protect himself or herself and to prevent escape of the person detained or the loss of property. (3) During the period of detention any items which a merchant has probable cause to believe were unlawfully taken from the premises of the merchant and which are in plain view may be examined by the merchant for purposes of ascertaining the ownership thereof. (4) A merchant or an agent thereof, having probable cause to believe the person detained was attempting to unlawfully take or has taken any item from the premises, may request the person detained to voluntarily surrender the item. Should the person detained refuse to surrender the item of which there is probable cause to believe has been unlawfully taken from the premises, or attempted to be unlawfully taken from the premises, a limited and reasonable search may be conducted by those authorized to make the detention in order to recover the item. Only packages, shopping bags, handbags or other property in the immediate possession of the person detained, but not including any clothing worn by the person, may be searched pursuant to this subdivision. Upon surrender or discovery of the item, the person detained may also be requested, but may not be required, to provide adequate proof of his or her true identity.”
1. The important things to remember when working for a retail merchant are: That a suspected shoplifter can be detained where there is reasonable cause to believe that the suspect has unlawfully taken or attempted to take an item from the store. This is not an arrest, but merely a detention in order to investigate further the reasonable belief that a theft has occurred or was attempted.
2. That reasonable non-deadly force may be used to carryout the detention where the suspect resists.
3. That following a request to surrender the item believed taken, you may search their belongings (limited to shopping bags, handbags, and other items) in the immediate possession of the suspect, but not a search of clothing or apparel worn by the suspect.
4. That following the detention, and if it is established that shoplifting has occurred or was attempted, and if criminal charges are to be pursued, the suspect must be given over to law enforcement authorities. This must occur within a reasonable period of time following detention.
5. Mall security personnel should be very aware of the fact that they protect mall property and that the individual stores in that mall are privately owned and rent space from the mall owners. With this in mind, unless the mall owners have a signed agreement with the stores that the security department in the mall have the permission to act as individual store security, security personnel may not use Penal Code Section 490.5 inside individual stores.
WHAT SHOULD A SECURITY GUARD/PROPRIETARY PRIVATE SECURITY OFFICER DO AFTER AN ARREST?
After you arrest someone, you must turn him or her over to the police WITHOUT DELAY. You should write down the time you (1) made the arrest, and (2) called the police. If you delay too long in calling the police, you may be guilty of an illegal detention even though you might have spent the time questioning the suspect. Reasonable delays, however, are usually acceptable. For example, if you had to walk a half-mile to get to the nearest phone or wait at your post for your partner to relieve you, these would be considered reasonable delays. However, if a phone is handy and you wait an hour before calling, this could be considered an unreasonable delay. The police upon arrival at the scene will evaluate the elements of the crime, detention, and arrest. They will then make the determination as to whether they must take custody of the person from the security guard/proprietary private security officer.
If the elements of the crime that the person was arrested for have not been legally met, the officer could simply release the person and leave the scene after giving the security guard/proprietary private security officer an explanation. If you have made a legal arrest, the police, by law, must take custody of the suspect. Custody means “to take charge of.” If the suspect is charged with a serious offense, the police will probably take him/her down to the station to take fingerprints and make photo identification. Also they might not release the suspect unless bail is posted. Taking custody of suspects charged with less serious offenses may not involve going to the police station. The police may choose simply to cite and release the suspect pending a hearing. This is also considered “taking into custody.” The police will take down a statement of what happened, so you should take care to observe as many factual details as possible. The police will also investigate to collect evidence. You may also be asked to testify at the trial. If the peace officer decides to release the suspect, Penal Code Section 849 (c) provides that the peace officer shall include a record of release in the report. Thereafter, such arrest shall not be deemed an arrest, but detention only (Penal Code §849.5) if the suspect is charged with a misdemeanor (such as trespassing, petty theft, or disturbing the peace), you will be recorded as the person making the arrest.
You cannot arrest a suspect for a misdemeanor unless you actually see a violation happen if you arrest a suspect, you must call the police. When they arrive, turn the suspect over to them and make your statement. Other things you may be expected to do if you make a misdemeanor arrest include:
1. Meeting with the district attorney (usually the next day) to discuss the case and give a sworn statement regarding what happened.
2. Attending the suspect’s hearing.
Testifying at the suspect’s trial.
3. Terrorism is the use of force or violence against persons or property in violation of the criminal laws of the Unites States for purposes of intimidation, coercion, or ransom. Terrorists often use threats to create fear among the public, to try to convince citizens that their government is powerless in preventing terrorism, and to get immediate publicity for their causes.
All acts of terrorism are crimes. The Federal Bureau of Investigation (FBI) categorizes terrorism in the United States as one of two types – domestic terrorism or international terrorism. Domestic Terrorism involves groups or individuals whose terrorist activities are directed at elements of our government or population without foreign direction. International Terrorism involves groups or individuals whose terrorist activities are foreign based and/or directed by countries or groups outside the United States or whose activities transcend national boundaries.
Terrorists look for visible targets where they can avoid detection before or after an attack such as international airports, large cities, major international events, resorts, and high-profile landmarks. Terrorist actions are well planned and are usually executed without any deviation to their plan. It is also theatrical, creating specific reactions from the audience (population). The terrorist will always stage and even rehearse their plan at least three times before perpetrating their actual attack. Terrorism is directed against governments, businesses, communities, and individuals. It may be perpetrated for the retaliation of perceived injustices to cause confrontation between parties; improve a bargaining position; or to demonstrate strength, commitment, and resolve. Prior to a number of terrorist attacks, the perpetrators have been observed by security personnel and even recorded on surveillance cameras. However, since terrorists didn’t enter the facility or building, in each case security chose to ignore them. Some terrorists have been observed taking photographs and making sketches of the site, yet security personnel hadn’t felt it important to stop or question them. Some terrorist devices such as vehicles containing explosive devices had even been cited for parking in a “No Parking Zone” yet they had not investigated or determined its ownership.
Remember, a terrorist will not usually attack unless they believe that their operation will be 100% successful. Terrorists want media coverage to ensure that many people know about their activities. Some will even telephone the media just prior to, or even from their target, after they have taken control. That is why they select high-visibility targets and attempt to do maximum damage. They want a “High Body Count.” Terrorists hope that attention will increase the public’s fear, cause a planned government reaction, or attract sympathy to their cause. While you cannot prevent deranged individuals or fanatics from plotting against their targets, the security guard/proprietary private security officer can minimize the terrorists’ efforts with solid preparation and by just doing the job they have been paid to do.
Whether a threat or an actual attack, it is the security guard/proprietary private security officer who is on the front line. They are usually the first to arrive at the scene; to size up (observe) the situation; the first to request (report) the necessary emergency response; the first to take control of the situation; the first to administer first aid until the emergency agencies arrive; and the first to advise the responding agencies of the specific details of the situation.
· Deter – Deterring terrorists activity by the hardening of the target, so that the terrorist does not have a 100% chance of success. They include the following: checking identifications, packages, and vehicles before they enter a secured area, making patrols or routes of travel unpredictable, and maintaining confidentiality.
· Delay – The use of barriers, locks, a response force and the controlling of vehicular access.
· Deny – Deny the terrorists the use of widespread panic and media leverage, which they attempt to exploit.
· Detect – Detection of terrorist activity can be accomplished through the analysis of threat intelligence. It can also occur by conducting entry searches, using detection equipment (x-ray, metal explosive), and closed circuit television.
SECURITY OFFICER: The ability of the security guard/proprietary private security officers to fulfill their duties is dependent upon securing and maintaining public respect and approval, which includes obtaining the public’s willingness to cooperate in the task of preventing crime. The extent to which the community’s respect and trust can be secured is diminished when a security guard/proprietary private security officer acts in an unprofessional or unlawful manner. The personal conduct of a security guard/proprietary private security officer is always under a microscope. You must be constantly mindful of your obligations to serve your employer efficiently and effectively. The degree to which the community will cooperate with you is dependent upon its respect for, and confidence in you.
REMEMBER: The general public sometimes thinks of security guard/proprietary private security officers as police officers, due to the fact that their uniforms are not readily identifiable from a distance. As such, the security guard/proprietary private security officer should maintain his/her appearance and demeanor to the highest level and remember always follow the rules of the customer if he douse not wont you to arrest any one for any reason don't.
ARMSTRONG ARMED SECURITY GEN. RULE - 7 UN-ARRESTS
IF AFTER ARRESTING A PERSON, FOR ANY OFFENSE, A SECURITY OFFICER MUST FURTHER INVESTIGATE OR INQUIRY DETERMINES OR IS SATISFIED THAT THE ARRESTED PERSON DID NOT COMMIT SUCH AN OFFENSE, HE MUST IMMEDIATELY, RELEASE SUCH PERSON FROM CUSTODY. THEREFORE, WHENEVER UN- ARRESTING A PERSON IN CUSTODY, THE FOLLOWING PROCEDURE WILL BE UTILIZED: AN EVENT ENTITLED ARREST/UN-ARREST WILL BE CREATED. IT WILL INCLUDE ALL PERTINENT IDENTIFYING INFORMATION FOR THE PERSON INVOLVED; THE CIRCUMSTANCES UNDER WHICH THE DEFENDANT WAS ARRESTED: THE CHARGES; THE CIRCUMSTANCES WHICH RESULTED IN THE DEFENDANT'S RELEASE; AND THE TIME OF THE RELEASE. SAID REPORT WILL BE FORWARDED TO THE CEO WITHOUT DELAY. IF A POLICE REPORT WAS FILED, INDICATE THE REPORT OR CASE NUMBER AND POLICE OFFICERS SHIELD NUMBER.
ARMSTRONG ARMED SECURITY GEN. RULE -8 REQUEST FOR SERVICE
PURPOSE: TO ENSURE THAT SECURITY PERSONNEL ARE FAMILIAR WITH AAS POLICIES REGARDING REQUESTS FOR SERVICE. OUR REQUEST FOR SERVICE OR ASSISTANCE IS TO BE PROVIDED TO ANY PERSON REQUESTING IT WHEN SUCH SERVICE IS WITHIN THE REALM OF RECOGNIZED SECURITY SERVICES. SUCH SERVICES INCLUDE BUT ARE NOT LIMITED TO, THE PROTECTION OF LIFE AND PROPERTY, PRESERVATION OF PEACE, ENFORCEMENT OF POLICIES, AND RECORDING OF SUCH INFORMATION ON AN AAS FIELD REPORT.
(SEE GEN. RULES - 9) ALL PERSON(S) MAKING A REQUEST FOR SERVICE ARE TO BE ADVISED BY THE REPORTING PERSONNEL AS TO WHAT ACTION WAS, CAN OR WILL BE TAKEN REGARDING THEIR REQUEST FOR SERVICE. THERE IS AN INHERENT RISK OF INJURY OR DAMAGE CAUSED BY ATTEMPTING TO OPEN A MOTOR VEHICLE THAT POSSESSES SIDE IMPACT BAGS. THEREFORE, AAS DOES NOT AUTHORIZE ITS CONTRACTORS TO UTILIZE ANY SUCH TOOL FOR THE PURPOSE OF GAINING ENTRY INTO A LOCKED MOTOR VEHICLE. THE FOLLOWING ARE EXCEPTIONS: EMERGENCY SITUATIONS WHEN A CHILD, ANIMAL OR OTHER HUMAN BEING IS LOCKED INSIDE OF THE VEHICLE. OR OTHER SITUATIONS THAT ARE NECESSARY FOR THE PRESERVATION OF LIFE YOU DO NOT NEED, NOR SHOULD YOU.CONSIDER THE POSSIBILITY OF OBTAINING A LIABILITY WAVER FROM ANYONE. YOUR FIRST RESPONSIBILITY IS THE PRESERVATION OF LIFE. FOR THE PRESERVATION OF PROPERTY, YOU SHOULD ALWAYS OBTAIN A SIGNED WAIVER FROM THE PERSON REQUESTING SUCH SERVICES BUT THEN AGAIN ONLY IN EXTREME CIRCUMSTANCES. IN ALL OTHER INSTANCES, YOU WOULD KINDLY REFER THE REQUEST TO THEIR LOCAL POLICE DEPARTMENT AND OFFER TO NOTIFY THE POLICE IF POSSIBLE.
ARMSTRONG ARMED SECURITY GEN. RULE-9 FIELD REPORTS
PURPOSE: TO ENSURE THAT SECURITY PERSONNEL ARE FAMILIAR WITH AAS POLICIES REGARDING WRITTEN REPORTS. WRITTEN REPORTS ARE TO BE SUBMITTED BY A SECURITY OFFICER PROVIDING A SERVICE OR RESPONDING TO AN INCIDENT. ALL REPORTS WILL BE INITIALLY HAND WRITTEN IN THE FIELD AND SUBSEQUENTLY TYPED BUY A SUPPORT STAFF MEMBER. ALL PEARSON(S) MAKING A REQUEST FOR SERVICE, BUT ALSO REQUEST A COPY OF THE REPORT, WILL BE DIRECTED TO OUR CUSTOMER SERVICE CENTER FOR RELEASE OF INFORMATION PROCEEDINGS. REPORTS MUST FIRST BE TYPED, SIGNED AND APPROVED FOR RELEASE BEFORE SUCH RELEASE OF INFORMATION IS MADE TO ANYONE. WRITTEN REPORTS WILL BE WRITTEN NEATLY AND IN A PROFESSIONAL MANNER. PERSONNEL ARE PROHIBITED FROM USING “POLICE JARGON” OR OTHER SLANG IN THEIR REPORTS.
FOR EXAMPLE: A FIELD REPORT FOR AN ALARM RESPONSE SHOULD READ AS FOLLOWS: INCIDENT OCCURRED ON AUGUST 3, 2005 AT 1530HR. THE UNDERSIGNED RESPONDED 2345 Smith St., South Hampton, New York TO INVESTIGATE A REPORTED ACTIVATION OF A TELECOMMUNICATIONS ALARM FROM WITHIN, CALLED IN BY AAS CENTRAL STATION MONITORING OPERATOR #144. UPON ARRIVAL CONDUCTED AN EXTERIOR CHECK OF THE GROUND FLOOR OF THE PREMISES AND ALL APPEARED SECURE. CONTACTED MR. JOHN DOE, THE LISTED ACCOUNT REPRESENTATIVE AND NOTIFIED HIM OF THE ALARM ACTIVATION AS PER HIS CONTRACTUAL INSTRUCTIONS. NO FURTHER ACTION NICENESS.
ARMSTRONG ARMED SECURITY GEN. RULE -10 EVIDENCE
PURPOSE: TO ENSURE THAT SECURITY PERSONNEL ARE FAMILIAR WITH AAS POLICIES REGARDING FOUND PROPERTY.IF A MEMBER OF THIS AGENCY, IN THE PERFORMANCE OF HIS/ HER DUTIES COMES ONTO POSSESSION OF ANY LOST PROPERTY OR CONTRABAND, HE/ SHE MUST FOLLOW THE LISTED STEPS TO ENSURE THE INTEGRITY, CHAIN OF CUSTODY AND SAFETY OF SUCH PROPERTY.THE SECURITY OFFICER WILL FIRST ASCERTAIN IF THE PROPERTY IS A SUSPECTED CONTROLLED SUBSTANCE AS DEFINED IN 220.03 OF THE PENAL LAW OF THE STATE OF MISSISSIPPI. IF THE PROPERTY IS DETERMINED TO BE A CONTROLLED SUBSTANCE, THE INVOLVED SECURITY OFFICER SHALL IMMEDIATELY NOTIFY THE PROPER LAW ENFORCEMENT AGENCY.
AAS DOES NOT INVOICE, STORE, COLLECT OR HANDLE CONTROLLED SUBSTANCES UNDER ANY CONDITION, EXCEPT: DURING AN EMERGENCY SITUATION WHEN A PERSON'S LIFE IS AT RISK TO SECURE AN AREA WHERE CHILDREN ARE OTHER PERSONS OR ANIMALS MAY COME INTO CONTACT WITH THE SUBSTANCE AT THE DIRECTION OF LAW ENFORCEMENT OFFICERS, IN THE INTEREST OF AIDING A POLICE OR PEACE OFFICER.INVOICING PROCEDURE: CONTRACTORS WHO COME INTO CONTACT WITH APPARENT LOST PROPERTY SHALL IMMEDIATELY DRAW A CASE NUMBER UTILIZING THE AAS CASE FORMAT SECURE THE PROPERTY IN AN EVIDENCE OR PROPERTY BAG SEAL THE ITEM AND ATTACH A PROPERTY TAG AND A COPY OF THE PROPERTY TAG MAKE THE APPROPRIATE NOTIFICATIONS NEVER TAG SUSPECTED CONTRABAND WITHOUT 1ST NOTIFYING THE LOCAL POLICE DEPARTMENT AND OBTAINING INSTRUCTIONS FROM A POLICE OFFICER OR PEACE OFFICER.
ARMSTRONG ARMED SECURITY GEN. RULE-11 HAZARDOUS MATERIAL
PURPOSE: TO ENSURE THAT SECURITY PERSONNEL ARE FAMILIAR WITH 1ST RES-PONDER PROCEDURES FOR HAZARDOUS MATERIAL INCIDENTS. A HAZARDOUS MATERIAL IS A SENSOR MATERIAL CAPABLE OF POISONING AND BEING UNREASONABLE RISK TO HEALTH, SAFETY AND PROPERTY. IT SHALL BE THE POLICY OF SECURITY PERSONNEL AT AAS TO REACT TO ANY POTENTIAL HAZARDOUS INCIDENTS AS A HAZARDOUS MATERIAL INCIDENT. IT IS BETTER TO OVERREACT TO THE SIDE OF SAFETY AND TO MINIMIZE A SITUATION WHEREIN RESCUERS AND OTHERS BECOME ADDITIONAL VICTIMS. RESCUED AND OR CONTAINMENT MUST ONLY BE TAKEN IF THE DANGER TO LIFE, HEALTH OR PUBLIC SAFETY IS SIGNIFICANT AND SUCH EFFORT CAN BE ACCOMPLISHED WITHOUT UNREASONABLE RISK TO PERSONNEL.
AAS FIRST RESPONDER TO HAZARDOUS MATERIAL INCIDENT PROCEDURE: STOP AND PARK FAR ENOUGH AWAY FROM THE INCIDENT SITE SO AS NOT TO INTRODUCE AN IGNITION SOURCE. DO NOT SMOKE AND REFRAIN FROM USING FLARES OR OTHER IGNITION SOURCES, STAY UPWIND OF INCIDENT. NOTIFY THE PROPER AUTHORITIES, POLICE; FIRE, ETC. USE A LAND LINE PHONE FROM A SAFE DISTANCE. ATTEMPT TO IDENTIFY A PLACARD IDENTIFICATION NUMBER, LABEL, CONTAINER SHAPE, SHIPPING PAPERS OR ASCERTAIN INFORMATION.
24-HOUR TOLL-FREE National Response Center 1-800-424-8802
To be called only if the hazardous material incident meets theses standards, a person is killed, an injured person requires hospitalization; estimated property damage exceeds $50,000. The general public is evacuated for more than one hour or a major transportation artery is closed for an hour. Any kind of radioactive contamination, fire, breakage, spillage or etiologic agents (Bacteria or toxins) that may cause danger to life Call 24-HOUR TOLL-FREE for technical information about the physical properties of Hazardous materials CHEMTREC 1-800-424-9300.
FROM PERSONS INVOLVED AS TO THE CONTENTS OF THE MATERIAL AND FORWARD THAT INFORMATION TO AUTHORITIES CAUTIOUSLY DETERMINE IF ANY INJURY REQUIRES MEDICAL ATTENTION AND MAKE THE PROPER NOTIFICATIONS VIA 911 IF YOU BECOME CONTAMINATED, YOU MUST IMMEDIATELY NOTIFY EMERGENCY PERSONNEL ON THE SCENE FOR DECONTAMINATION AND ISOLATION PROCEDURES AVOID INHALATION OF ALL GASES, FUMES AND SMOKE EVEN IF NO HAZARDOUS MATERIALS ARE APPARENTLY INVOLVED. EMERGENCY RESPONSE NUMBERS ARE THE PURPOSE: TO ENSURE THAT SECURITY PERSONNEL ARE FAMILIAR WITH RESCUE AND OR CONTAINMENT MUST ONLY BE TAKEN IF THE DANGER TO LIFE, HEALTH OR PUBLIC SAFETY IS SIGNIFICANT AND SUCH EFFORT CAN BE ACCOMPLISHED WITHOUT UNREASONABLE RISK TO PERSONNEL.AAS FIRST RES-PONDER TO HAZARDOUS MATERIAL INCIDENT PROCEDURE STOP AND PARK FAR ENOUGH AWAY FROM THE INCIDENT SITE SO AS NOT TO INTRODUCE AN IGNITION SOURCE. DO NOT USE A TWO-WAY RADIO ARE CELLULAR PHONE.
DO NOT SMOKE AND REFRAIN FROM USING FLARES OR OTHER IGNITION SOURCES. STAY UPWIND OF INCIDENT AND ASSES THE SITUATION AT A DISTANCE. NOTIFY THE PROPER AUTHORITIES, POLICE, FIRE, ETC. USE A LAND PHONE FROM A SAFE DISTANCE ATTEMPT TO IDENTIFY A PLACARD IDENTIFICATION NUMBER, LABEL, CONTAINER SHAPE, SHIPPING PAPERS OR ASCERTAIN INFORMATION FROM PERSONS INVOLVED AS TO THE CONTENTS OF THE MATERIAL AND FORWARD THAT INFORMATION TO AUTHORITIES. CAUTIOUSLY DETERMINE IF ANY INJURY REQUIRES MEDICAL ATTENTION AND MAKE THE PROPER NOTIFICATIONS VIA 911 IF YOU BECOME CONTAMINATED, YOU MUST IMMEDIATELY NOTIFY EMERGENCY PERSONNEL ON THE SCENE FOR DECONTAMINATION AND ISOLATION PROCEDURES DO NOT DRIVE, WALK INTO OUR TOUCH SPILLED MATERIALS.AVOID INHALATION OF ALL GASES, FUMES AND SMOKE EVEN IF NO HAZARDOUS MATERIALS ARE APPARENTLY INVOLVED NEVER EAT, DRINK OR SMOKE IN THE AREA OF POSSIBLE HAZARDOUS MATERIAL. NEVER EAT, DRINK OR SMOKE IN THE AREA OF POSSIBLE HAZARDOUS MATERIAL.
Armstrong Armed Security GEN. RULE - 12 Aided Cases
Purpose: To insure That Personal understand AAS policy regarding aided cases. An aided case is an incident in which AAS security personnel renders aid to a sick or injured person. A field report is required for all aided cases, if a victim or other person request transportation to a medical faculty, because of and illness or injury, you are to immediately notify an ambulance by A 911 unless severe extenuating circumstances exist, never transport a sick or injured person via AAS or personal vehicle. If you possess the necessary training and certifications, you should immediately provide the aided subject with basic life support if necessary. Remember that you will never discontinue CPR until properly relieved by emergency medical personnel or other persons designated to provide care for the sick or injured persons. Never attempt to render aid to anyone. If you are not qualified to render such aid, once EMS has assumed control over and aided case, AAS personnel shall assist as necessary to provide security around the scene to allow emergency personnel access to the scene (traffic) or to keep unauthorized persons away from the scene.
Armstrong Armed Security GEN. RULE -13 Missing Person
Purpose: To insure that Personnel understand AAS policy regarding missing persons. A missing person is a person of any age, who is missing from his or her normal, ordinary place of residence and whose whereabouts cannot be determined. A missing child is a person under age 18 who is missing from his or her normal ordinary place of residence, or missing from any location from which the child's whereabouts cannot be determined by a person responsible for child care. When AAS personnel are notified of a missing person or a missing child, the following will be strictly adhered to: immediately Attempt to get a full description of missing person and notify local police via 911. Make notifications to the management or other persons in authority position at your post of the situation and provide a contact number in case they come into contact with the missing person. Conduct a search of the area, utilizing a grid search pattern. Upon completion of your search or termination thereof, prepare a field report, which includes the names, description, last known location of the missing person and include your action taken.
Armstrong Armed Security GEN. RULE - 14 Civilian Complaints
Purpose: To establish AAS procedures for handling of civilian complaints. Policy: The image of AAS depends on the personal integrity and discipline of all of our contractors. To a large degree, the public image of AAS is determined by the professional response of AAS to allegations of misconduct of its contractors. AAS will promptly conduct a thorough and impartial investigation of alleged misconduct by contractor and will take appropriate action in all cases when an investigation substantiates a violation of law, orders, rules, regulations, policies or procedures and General Points. We will also seek appropriate remedy for false allegations. Contractor, who is being investigated, may be suspended without pay pending the outcome of an internal investigation. If the contractor is exonerated, he may be entitled to compensation for actual time lost. The following shall outline the procedures for investigation of civilian complains.
1. INTERNAL AFFAIRS UNIT: The mission of the AAS internal affairs unit (IAU) is to maintain and improve our core values by working with all persons to preserve a quality of life, maintain human rights, protect property and promote individual responsibility and our commitment to our code of ethics. To fulfill its mission, the unit needs to respond fairly and promptly to complaints about its services, officers, and contractors. When complaints are received, the Director of Recruitment here in after (Director) makes an initial screening decision that determines how each of the allegations will be handled. Throughout this document the term "Director” includes the designs. The Directors, initial screening decision requires mature and experienced judgment. The following provides general principles that outline his decision making process. The principles are not mechanical rules. While complaints may have patterns or similarities, no to our identical, the principle of decision-making, recognizes that it is impractical, indeed impossible, to establish a "rule” for every circumstance. The principles expect, the Director to make informal judgments that are logical, rational, objective, constant and transparent, they a knowledge the value of swift and certain resolutions for complaints of AAS contractors.
2. DIRECTORS SCREENING OPTIONS: If IAU receives complaints, the Directors Initial Screening Options Are:
A. IAU investigation after reviewing the contractor, supervisors, primarily investigations and any other readily available evidence, the Director generally will assign for an IAU investigation of the allegations, which:
(1) State a case of disciplinarian misconduct:
(2) Have Investigative Merit (I.E., there is a reasonable possibility that an investigation either will sustain the allegation or accelerate the contractor) and
(3) are not eligible for another disposition.
B. Investigation. If the Director finds that a complaint contains credible evidence of criminal conduct by an AAS contractor; that is not barred by the state statue of limitations; the Director will refer the case for criminal investigation to the responsible law enforcement jurisdiction. Said contractor will immediately be suspended, without pay, pending termination by the Board of Directors. Those complaints, not amounting to criminality shall be handled at the discretion of the Director, consistent with this section.
C. Customer Service Complaints. If the Director finds that the complaint contains allegations that meet AAS standards for being handled as a customer service complaint, the Director may decline to investigate and forward the complaint to the appropriate supervisor, as a customer service complaint.
D. Mediation. If the Complaint Is Referred to IAU for Possible mediation and the Director concludes that the mediation will meet the needs of AAS and the complainant, the Director may offer the mediation option to the involved contractor through his or her supervisor.
E. Decline. The Director may decline to investigate some or all of the allegations in a complaint under the following circumstances:
(1) No Misconduct. The Director may decline to assign allegations for a full IAU investigation and take no further action if the Director finds that the contractor conduct, as alleged by the complainant, does not violate Armstrong Armed Security General Rule.
(2) Trivial Rule Violation. The Director may decline to assign allegations for a full IAU investigation and take no further action (or referral to complaint to the appropriate supervisor for an informal briefing). If the Director finds that the contractors conduct, as alleged by the complainant, constitutes a minor technical violation that is sustained, would not result in discipline is too minor or too vague to justify a customer service complaint.
(3) Unidentifiable Contractors. The Director may decline to assign a complaint for a full. IAU investigation and take no further action if the Director Finds That a reasonable IAU investigation effort would not be able to identify the complaint against the contractor.
(4) Previously Investigated or Adjudicated. The Director may decline to assign allegations for a full IAU investigation and take no further action if the Director finds that they alleged conduct was previously investigated or adjudicated by AAS, and that the current complaint does not provide substantial new evidence.
(5) LACKS INVESTIGATIVE MERIT. The Director may decline to assign allegations for a full IAU investigation and take no further action based on the primarily investigation. If:
(A) The Director finds that there is no reasonable possibility that an investigation either will sustain the allegation:
(B) The Director articulates specific reasons why the complaint is not credible or reliable.
(6) EVALUATING PRELIMINARY INVESTIGATIONS. The Directors initial screening decisions are based in part on his evaluation of the evidence gathered during the primarily investigation, other available evidence, and the Directors assignment of AAS ability to successfully investigate the complaint.
(A) Evidence Guidance. The Director will evaluate the complaints using standard principles and the guidance describe below:
(1) The Director may consider witnesses credibility when, complaints, employees, and other witnesses are presumed to be truthful, but the presumption may be overcome by contradictory evidence or circumstances of evidence of bias, self interest, or past untruthfulness.
(2) The Director may consider witnesses reliability, i.e., the witnesses. Ability to observe, remembers, and reports an incident. For example, was a witness in a position to observe the incident? Was the witness under the influence of an intoxicant at the time of the incident or the time of the complaint?
(3) The Director may consider the initial logic and probability of a witness’s statement for the effort. It has on the witness’s credibility and reliability. The Director is not bound to accept as true statements that are highly improbable or illogical on their face value.
(4) The Director may give greater weight to information that is corroborated by independent witnesses or by physical evidence.
(5) REPORTING: The Director shall cause to be drawn an AAS case number. Said, case number will be supplied to the complaint. Upon completion of the investigation or other remedy thereof, the Director shall furnish the complainant with results of the case. In no case will AAS contractor’s personal information is released to any complainant, unless governmental regulations or law requires said information for governmental administration.
Armstrong Armed Security GEN. RULE -15 Bodyguards
Purpose: to ensure that AAS agents or bodyguards adhere to the listed rules pertaining to executive protection and car servers. Among AAS, most distinguished personnel are agents. All agents are required by AAS to maintain a strict adherence to discipline, integrity and an overall persona that emits a military grade appearance. Agents will be exceptionally groomed at all times, and will remain courteous to all clientele, media and any other person. Be dressed in the described uniform with no alterations made unless prior approval is granted by supervisor. Men will be clean-shaven and hair will be neatly trimmed, but a neatly trimmed beard is acceptable. Women will keep their hair above the shoulder, while on duty. Sunglasses are only permitted after approval from a supervisor; AAS will issue sunglasses to our security officers for use on duty only. Security officers will never smoke while on duty. Also will not use a cellar phone while on duty except for company business only, Security officers will maintain their composure at all times while on duty.
Security officers will always wear black socks and white T-shirt under your top shirt with their uniform or suit, no exceptions. Security officers will protect life and property of the client while on duty, security officers will maintain field reports and other reports as necessary, and abide by all laws, both on and off duty. Security officers will be responsible for protection of confidential information regarding our clients and will never consume alcohol beverages, while on duty or for eight hours prior to duty. Security officers are not to have any visible, body piercing or visible tattoos. Security officers are not allowed to leave a post or client until your replacement has showed up. Security officers are required to stay at least one hour past their shift, if the other security officer has not showed up. If you're going to be late for your shift or can't make it at all, you need to call the office as soon as possible. If for some reason, you know that you're going to miss a day of work, you need to let the office know as soon as possible and if it's a doctor's appointment or any other kind of appointment, notify us at least one week in advance.
Armstrong Armed Security GEN. RULE - 16 Use of Force
Purpose: To establish clear guidelines for AAS security officers regarding the use of force. Security officers of AAS have traditionally displayed commendable restraint in resorting to the use of physical force. The irreversible consequences of such force places a responsibility on AAS to establish a policy, which:
A. Clearly Guides personnel in its application.
B. Maximizes the Security Officers Safety.
C. Maximizes the possibility of injury to innocent persons.
D. Reduces the Unnecessarily Loss of Human Life to the Lowest Level Consistent with the Need for Public Safety.
E. Background: There is probably no more serious act that a security officer can engage in them the use of a firearm. The occasions for such use are, literally, life and death situations which can invariably be confusing and complex, affording precious little time for meditation or reflection. It is imperative, then, that the security officer, through training, and the absorption of these guidelines, is able to respond quickly, confident that he or she is acting within the limits of AAS Policy. This service is to protect the public from unlawful and unreasonable use of force, at the same time; it enables security officers to act without hesitation, to protect themselves or other persons. Perhaps equally important, it minimizes the second guessing, to which the security officer is subject to, when no such guidelines exist in a security company. Security officers should have a good understanding Rule – 18 MISSISSIPPI CODE OF 1972 justifiable homicide.
F. Police: In all cases, only the minimum amount of force necessary to affect lawful objectives, which is consistent with the accomplishment of a mission, will be used and is authorized. The firearm will be viewed as a defensive weapon only, not an offensive weapon. DEADLY PHYSICAL FORCE WILL BE USED ONLY IN SELF-DEFENSE TO PROTECT YOU FROM AN IMMINENT THREAT OF DEATH OR IN DEFENSE OF THE LIFE OF ANOTHER. All AAS personnel are responsible and accountable for the proper use of force, under any circumstances. Personnel are reminded that the application of force must be consistent with existing law and AAS values, by which we pledge to value human life and respect the dignity of each individual. Depending on the circumstances, both federal and state law, provide for criminal sanctions and civil liabilities against persons, when force is deemed excessive, wrongful or improperly applied. The primary duty of all AAS personnel is to preserve human life at all costs. Will be used only as a last resort, and consistent with all state and federal laws to protect yourself or another person from immediate threat of deadly force,
G. EXCESSIVE FORCE WILL NOT BE TOLERATED AT ALL NO EXCEPTIONS! All AAS personnel at the scene of an incident must, immediately establish firearm control, use of minimum necessary force and employ no lethal alternatives as appropriate for the situation. AAS personnel will not use chokeholds of any kind. A choke hold shall include, but not limited to, any pressure to the throat windpipe, which may prevent or hinder breathing or reduce the intake of air. Whenever possible, Personnel should make every effort to avoid tactics, such as sitting or standing on a subject, which may result in chest compression, thereby reducing the subject's ability to breathe. Persons taken into custody shall be rear cuffed at the earliest opportunity to reduce the potential for resistance, also double lock the handcuffs, as soon as it is tactically safe to do so. After an individual has been controlled and placed under the custodial restraint, using handcuffs, the person should be positioned so as to promote free breathing. The subject should not be maintained or transported in a face down position. AAS personnel assuming custody of subject should closely observed him or her for any apparent injuries. If the area is dark, a flashlight or other source of illumination should be used to maintain a clear view of the subject at all times unto properly relieved by another security officer. If a person appears to be having difficulty breathing or is otherwise demonstrating life-threatening symptoms, medical assistance will be requested immediately.
Armstrong Armed Security GEN. RULE -17
Guidelines for Use of Firearms
AAS security officers may not use deadly physical force against another person unless they must protect themselves or another person from immediate threat of death or serious physical injury. Security officers shall not discharge their weapon during an incident if there is a chance of innocent persons getting heart. Security officers shall not discharge their weapon in defense of property, only in self preservation. Security officers shall not discharge their weapon to subdue a fleeing felon who presents no threat of imminent death or serious physical injury to himself, or you or any other person. No security officer under any circumstances shall discharge their gun in any kind of warning shot. Security officers shall not discharge their gun at or from a moving vehicle unless deadly physical force is being used against himself or another person present. Security officers shall not discharge their gun and a dog or any other animal except to protect them or another person from serious physical injury or death and there is no other reasonable means to eliminate the threat. Security officers shall not under any circumstances cock a firearm it must be fired double action at all times.
Armstrong Armed Security GEN. RULE -18 MISSISSIPPI CODE OF 1972 Amended SEC. 97-3-15. Homicide; justifiable homicide.
(1) The killing of a human being by the act, procurement, or omission of another shall be justifiable in the following cases:
(a) When committed by public officers, or those acting by their aid and assistance, in obedience to any judgment of a competent court;
(b) When necessarily committed by public officers, or those acting by their command in their aid and assistance, in overcoming actual resistance to the execution of some legal process, or to the discharge of any other legal duty;
(c) When necessarily committed by public officers, or those acting by their command in their aid and assistance, in retaking any felon who has been rescued or has escaped;
(d) When necessarily committed by public officers, or those acting by their command in their aid and assistance, in arresting any felon fleeing from justice;
(e) When committed by any person in resisting any attempt unlawfully to kill such person or to commit any felony upon him, or upon or in any dwelling house in which such person shall be;
(f) When committed in the lawful defense of one's own person or any other human being, where there shall be reasonable ground to apprehend a design to commit a felony or to do some great personal injury, and there shall be imminent danger of such design being accomplished;
(g) When necessarily committed in attempting by lawful ways and means to apprehend any person for any felony committed;
(h) When necessarily committed in lawfully suppressing any riot or in lawfully keeping and preserving the peace.
(2) As used in paragraphs (1)(c) and (1)(d) of this section, the term "when necessarily committed" means that a public officer or a person acting by or at the officer's command, aid or assistance is authorized to use such force as necessary in securing and detaining the felon offender, overcoming the offender's resistance, preventing the offender's escape, recapturing the offender if the offender escapes or in protecting himself or others from bodily harm; but such officer or person shall not be authorized to resort to deadly or dangerous means when to do so would be unreasonable under the circumstances. The public officer or person acting by or at the officer's command may act upon a reasonable apprehension of the surrounding circumstances; however, such officer or person shall not use excessive force or force that is greater than reasonably necessary in securing and detaining the offender, overcoming the offender's resistance, preventing the offender's escape, recapturing the offender if the offender escapes or in protecting himself or others from bodily harm.
(3) As used in paragraphs (1)(c) and (1)(d) of this section the term "felon" shall include an offender who has been convicted of a felony and shall also include an offender who is in custody, or whose custody is being sought, on a charge or for an offense which is punishable, upon conviction, by death or confinement in the penitentiary. SOURCES: Codes, Hutchinson's 1848, ch.64, art.12, Title 3 (2); 1857, ch.64, art.168; 1871, Sec.2631; 1880, Sec. 2878; 1892, Sec.1152; 1906, Sec.1230; Hemingway's 1917, Sec.960; 1930, Sec.988; 1942, Sec.2218; Laws 1983, ch.382, from and after January 1, 1984.
Armstrong Armed Security GEN. RULE – 19 Meals
Security officer on mealtime must: maintain and on-duty status by remaining in radio contact. And if appropriate, providing a telephone number, remain in uniform, and are not permitted to sleep. At least one security officer will remain on duty while other officers are taking their meal. No meal maybe set for the first hour or the last hour of a particular tour of duty. Security officer may take a meal away from the desk, only if there is another security officer is available to relieve them at the desk.
Armstrong Armed Security GEN. RULE -20 Patrol Checks
Policy: AAS acknowledges the need for concentrated patrol, also known as increased patrol or a patrol check. These patrols can be and have been intended formerly by issuing a detective. AAS also recognizes that security officers can make the determination whether or not, concentrated patrol is necessary. Therefore, the AAS realizes the need to establish an informal method of notifying security officers of areas or situations that may need their attention. Procedure:
1. Assurances to the client that the department will provide increased patrols will not be made unless a memorandum directing, the concentrated patrols have been issued. This type of patrol requires a supervisor to direct the patrol, the rational for the patrols, the span of time for patrols, how often an action sought, i.e., drive-by, physical check of premises, etc. Arthur of the memorandum will cause its directive to appear in initialed diary. Security officers assigned to the task will make sure; their actions are documented on the original events narrative. In the event a directed action could not be performed because of situations beyond the officer's control, which too will be documented. A memorandum to provide increased patrols can be made null and void by a higher ranking officer directive.
2. Officers may informally notify each other of areas or situations that may need their attention. This informal notification can be made through the supervisor who will not make assurances to the public or the client about these types of patrols. Furthermore, there is no assumption that other officers will respond to these notices. For insurance purposes, the CEO will make the final determination, whether an extra patrol or function shall be performed. Never assure any persons that you will guard any person or property, which has not been contractually negotiated, doing so, can inherently open AAS and yourself for civil liability without insurance coverage.
Patrol Techniques
1. Patrol in pairs, whenever possible. Carry a cellular phone if available to call 911 emergencies.
2. Patrol your area at a safe moderate speed, looking for suspicious activity or persons in distress, also checking for smoke and or fire and fresh damage caused by vandals.
3. Report disorderly groups and or persons; remember that a group of kids is not normally a disorderly group.
4. Patrol known trouble spots, heavily for vehicles cruising the area aimlessly. Watch for persons laundering around and being secretive, invasive or suspicious.
5. Report streetlights and security lights that are not working properly.
6. Watch for merchandise or household goods being loaded into vehicles or carried by individuals.
7. Patrol paved alleys and parking lots on your post.
8. Get correct license numbers and accurate descriptions and locations.
9. Always patrol in an unpredictable pattern.
10. Investigate persons who appear to be looking into vehicles.
11. Stay as visible as possible to create” omnipresence" that" security” is everywhere" at all times.
12. Double back to surprise offenders who are studying your patrol patterns.
13. Utilize "Verbal Judo" when dealing with on cooperative subjects.
14. If use of force is necessary, follow the standards and policies set by AAS.
Armstrong Armed Security GEN. RULE -21
Crime in Progress Situations
Report the incident and location to police immediately, keep situation under observation and report all activity at the scene. Remain at a safe distance and location if necessary or take other appropriate action to protect life and property. Stay out of the way of the police, if someone is being physically injured, take appropriate action as necessary to preserve life. Log all possible information time, description, subject, vehicles, activities of each subject, direction of travel, his subjects vehicle leaves the scene. Immediately write up an accurate coherent and complete report, if prudent at that time.
Armstrong Armed Security GEN. RULE-22
Exposure to Blood-Borne/Air
The following procedures shall be adhered to in the event of a possible exposure to HIV/AIDS, tuberculosis infection, hepatitis B (HBV), medical or infectious diseases. If an exposure to HIV or HBV occurs this is when a person’s blood has contact with certain infected body fluids including but not limited to blood, semen, saliva, and vaginal fluids. Skin is a natural barrier to HIV and HBV, unless there is a break in the skin, there is a very low chance of transmission. Today, there have been no documented cases of job related HIV/AIDS transmission to contractors within the criminal justice field. Furthermore, since HIV and HBV can only be contracted through the exchange of specific body fluids, practicing universal precautions were almost totally eliminating sufficient risk of infection. An occupational exposure occurs when a contractor has contact with body fluids of another in a way that makes transmission possible (e.g., blood contacts, an open cut or wound). A contractor who has been exposed should:
1. Cleanse the exposed area with a sanitizer, rubbing alcohol and/or with liquid soap and water.
2. Seek medical attention as soon as possible.
3. Notification of the exposure is to be made to a supervisor, as soon as possible.
4. Appropriate workers compensation forms are to be filled out with AAS supervisor personnel as soon as possible, a supervisor, who has been notified of a possible exposure should.
1. Make a pulmonary evaluation to substantiate the possible exposure.
2. Verify the potential source of exposure.
3. Interview that source.
4. Request their cooperation is possible.
5. Document the entire incident and forward it to the CEO of AAS on April 20, 1994, Raymond White act became effective (59 FR 13 418). This federal regulation requires that medical faculties evaluate and disclose relevant information concerning emergency response employees (ERE), exposure to specified airborne and blood-borne infectious diseases, including HIV. The disclosure is required, even without the patient's consent because the federal law and regulations preempt state law. Tuberculosis (TB) and certain other communicable and infectious diseases are transmitted by inhaled airborne droplets of sputum of infected persons. There is an effective tuberculosis therapy, which can be obtained from the Dept. of Health or private physicians. In the event, an contractor is exposed to a possible airborne contaminant, he/she is to follow section 2 through 5 of the above listed procedures for contractors and a supervisor should follow section 1 through 5 for his/her responsibilities.
Armstrong Armed Security GEN. RULE -23 Evaluations
1. Purpose: the purpose of this general rule is to establish a performance evaluation program for AAS, in order to provide feed back to its contractors concerning their job performance and to enable AAS, to adjust its training programs according to needs identified through the performance evaluation program.
2. Background: Evaluation performance of subordinate officers is a critical element of the role of a supervisor. Supervisors will evaluate their subordinate's performance, whether or not a formal system exists. The intent of AAS is to provide the mechanism whereby supervisors will periodically conduct formal valuations of their subordinates in a systematic manner that provides appropriate feedback to those subordinates regarding their work performance, as well as to enhance AAS in service training program.
3. Policy: it is the policy of AAS to conduct a formal evaluation of all offers below the rank of lieutenant, and of all non-uniform members, a minimum of once a year. His valuations will be conducted by each contractor’s immediate supervisor. A supervisor will use the appropriate criteria/guidelines for the contractor being evaluated, e.g. Criteria/guidelines for security officers will be used to evaluate officers, etc. Completed evaluations will be maintained by the CEO.
4. The object of the performance evaluation program is to improve overall company performance through the objective and fair evaluation of contractors in a manner designed to encourage contractors to perform at the highest level and to grow in their job.
5. Procedure: An annual evaluation will be submitted on every contractor with the rank of lieutenant or below. The annual evaluation will cover the time, from January 1 through December 31, exclusively.
1. The evaluation of a contractor is a continuous process that supervisors/rater will schedule time with each subordinate being evaluated to allow for counseling by the supervisor/rater, and a decision of the evaluation between the supervisor/rater and the subordinate. It is the responsibility of the supervisor/rater to confront and counsel their subordinates at the beginning of the rating, of the following tasks of the contractor’s position, and performance expectations of supervisor or rater, and the evaluation criteria to be applied. This counseling should be directed at providing each contractor with the information needed to fully understand his/her duties and responsibilities assigned to them during the rating period, in order to maintain appropriate behavior and eliminate improper behavior.
2. Upon completion of the evaluation/counseling meeting between the supervisor/rater and contractor; the contractor must sign his or her evaluation form. The signature does not indicate agreement or disagreement with the evaluation. The signature indicates only that the supervisor/rater and contractor have discussed the evaluation. A copy of the evaluation report will be provided to any contractor who requests it.
1. Disputed evaluations: All disputed evaluations will go to the captain and if need be, the CEO to look over the evaluations. If the decision is made that the evaluation is incorrect, appropriate steps will be taken to correct it.
2. Constant Error: some raters rate their personnel high even though they do not actually deserve the rating. On the contrary, other raters consistently rate their personnel below what the contractor actually deserves. The remedy is each contractor is to be rated based upon his/her performance in relationship to his/her peers, his/her experience and his/her capabilities.
3. The error of redundancy or over weighing: this occurs when too much weight is placed on a contractor’s behavior immediately prior to a rating deadline. The remedy to reduce error can only be counted by supervisor/raters keeping adequate records throughout the rating.
4. The Error of Central Tendency: this error is common, where the rater is risk oriented and refuses even when appropriate to use the extreme ends of the scale. The remedy is the rater must be able to recognize superior performance and unsatisfactory performance. There is no excuse for anyone in the middle, and in fact; documentation and records will support this.
5. Leniency: there is a strong tendency for all supervisor/raters to be overly lenient especially with poor or marginal contractors. This might work for a time but eventually the message becomes clear that it only takes minimal effort to succeed. This is unfair to the hard workers and the marginal workers himself/herself. The remedy is, the rater must be willing to rate an individual on the basis of what that person actually does. The Rater should consistently be mindful of the need for justification of the evaluation call for you by a supervisor or by the person being rated.
6. Indifference: the rater has no regard for the evaluation system and therefore rates passively and the subordinates suffer since all were usually lumped together. The remedy is to rate according to actual work produced with input from other supervisors. Realizing the fact that an employee's career could very well be determined by the evaluation, he/she receives to help correct this error.
7. Bias: the rater possesses an inherent dislike for the individual, his/her mannerisms, elect. The remedy is the rater must first recognize his/her bias, and then be willing to put it aside for the betterment of all concerned. The rater must objectively view the individual, with assistance from other supervisors. Confidence in the evaluation tends to eliminate individual bias.
8. Carbon Copy: The common errors with raters in other organizations were an elevation system has been in place, raters tend to ratings from the prior evaluation. The remedy is, the rater must first recognize that this shortcut method. Not only is not objective, but it can hurt the contractor, AAS and the rater himself/herself. The raters/supervisor will ensure that this practice does not occur and any evidence they will be documented and reflect on the raters own performance in evaluation.
9. False department: an error, whereby raters feel that if they raise their contractor’s evaluation a little each year, it indicates that the supervisor/rater is properly "developing "their personnel. The remedy is the rater must first recognize that this is enormous and on acceptable, and as in carbon copy in the result can reflect poorly on the contractor, AAS and the rater. The raters supervisor will ensure that this practice does not occur in any evidence there of will be documented and reflect on the raters own performance evaluation.
Armstrong Armed Security GEN. RULE -24 Regulations
The rules and regulations of AAS were updated in MAY 01, 2013 and adopted by a resolution of the board of directors. They are hereby named the Contractor’s Hand Book. All contractors will no longer be assigned their own copy of the Contractor’s Hand Book it will be on a CD. If you need a hard copy it will cost you $25.00 if you lose it or do not return it if you quit or are terminated and you will maintain your copy by making additions, amendments and/or deletions as directed by the CEO. I would also like to take a moment, at this time to go over the rules in regards to working hours. First, there will be no swapping with other security officers of shifts or post duties without first getting the approval from the office or your supervisor, and this must be done with a minimum of one week notice, unless it is a true emergency. You also must call the office immediately, if you're going to be late for a post, even it is just one minute late.
If you need a day off for a doctor’s appointment or any other kind of reason. If you're late or missed work more than twice in six months without having a doctors excuse AAS can terminate you at any time without notice. You need to let the office know at least one week ahead of time by submitting a time off from. Being late for a post or not showing up at all will not be tolerated and could result in immediate dismissal. Especially if you do not call the office and let them know or your immediate supervisor, if you cannot get a hold of the office. AAS will also not tolerate leaving early from a post, and you should know as a security officer for AAS, that you are required to stay at least 4 hour past your work time, if the other security officer doesn't show up. That is done, so that the office can make arrangements for another security officer to come out and relieve you, so you need to make sure that you make no immediate plans for the first 4 hour after your shift ends.
These rules are to be strictly adhered to; too ensure our customer, and his/her customers have continuous protection, also to protect AAS from any possible legal action that could be taken. If any of these rules are broken it could result in the security officer’s immediate termination. I would also like to take a minute to convey upon you the importance of looking sharp and alert on the job, because you do not know any given day, what may happen so you need to always be prepared for the worst. So with that I like to say, make sure you get a good nights sleep before duty and that you're clothes are clean and in order and your equipment is clean and good looking order also, for people really do judge a book by its cover. You must remember as a security company are business is service, and because there is so much competition out there, we must all pull together, and do the very best job we can do for our customer and potential customers, because you don't know who might be watching, to see if they might want to hire your company to protect them. And remember this; the better AAS does as a company means the better you will do as a contractor with such benefits as, life, health, dental and vision insurance. Plus, the better reputation we get as a security company means the more money we can charge for our services and the more money we can pay you as a security officer.
Armstrong Armed Security GEN. RULE -25
Sexual Harassment Policy
AAS, in cooperation with our contractors, is committed to a healthy, harassment free work environment for all of our contractors. AAS has developed a company wide policy to resent harassment of any type, including sexual-harassment, of its contractors and to deal quickly and effectively with any incident that might occur.
Definition of Harassment: Harassment occurs when a contractor is subject to, verbal or physical abuse because of race, religious beliefs, color, place of origin, gender or mental or physical disability, ancestry, marital status, family’s status or source of income. AAS policy prohibits harassment in the workplace on these grounds. Example of harassment, which will not be tolerated by AAS are, verbal or physical abuse, threats, derogatory remarks, jokes, innuendo or taunts about any contractors race, religious belief, color, place of origin, gender or mental or physical disability, ancestry, marital status, family status or source of income. AAS also will not tolerate the display of pornographic, racist or offensive signs or images, practical jokes. That results in awkwardness or embarrassment, unwelcome invitations or request, whether indirect or explicit.
Definition of Sexual Harassment: Sexual Harassment, any discrimination on grounds of gender, is a violation of state and federal law. Unwanted sexual advances, unwanted requests for sexual favors, and other unwanted verbal or physical conduct of a sexual nature that constitute sexual harassment. Submission to such conduct is made either explicitly or implicitly, a term of, or condition of, and individuals employment, or submission to, a rejection of, such conduct by an individual affects the individual's employment. Sexual harassment can include such things as pinching, padding, rubbing or leering, dirty jokes, pictures or pornographic material, comments, suggestions, innuendos, request of demands of a sexual nature. The behavior needs not to be intentional in order to be considered sexual harassment. All harassment is offensive, and in many cases, it intimidates others. It will not be tolerated with our company and can be grounds for immediate dismissal.
(A) Producer: If you're being harassed, tell the harasser, his/her behavior is not welcome and asks him/her to stop. Keep a record of the incidents (dates, times, locations, possible witnesses, what happened, your response). You do not have to have a record of the incidents in order to file a complaint, but a record can strengthen your case and can help you remember details over time. File a complaint, if after asking the harasser to stop his/her behavior, if the harassment continues, report the problem to one of the following individuals, your immediate supervisor or the CEO of AAS.
(B) Dealing with a Complement: once a complaint is received, it will be kept strictly confidential. An investigation will be undertaken immediately and all necessary steps taken to resolve the problem, if there is one. Appropriate action may include, consultation, suspension without pay or termination depending on what was said and how it was said. Both the complainant and the alleged harasser will be interviewed, as will any individuals who may be able to provide relevant information. All information will be kept in confidence. If the investigation reveals evidence to support the complaint of harassment, the harasser will be disciplined appropriately. Discipline may include but is not limited to suspension or dismissal, and the incident will be documented in the harasser's file where the complaint is filed in good faith, whether the complaint is upheld or not. If the investigation fails to find evidence to support the complaint, there will be no documentation concerning the complaint placed in the file of the alleged harasser. Regardless of the outcome of the harassment complaint, made in good faith, the contractor lodging the complaint, as well as anyone providing information will be protected from any retaliation by either coworkers or supervisors. This includes dismissal, demotion, unwanted transfer, and denial of opportunities within the company. As a result of his/her having made a complaint or having provided evidence regarding the complement.
(C) Responsibility of Management: it is the responsibility of a manager, or any person within this company supervising one or more contractors to take immediate and appropriate action to report or deal with incidents of harassment of any type, whether brought to their attention or personally observed. Under no circumstances should a legitimate complaint be dismissed or downplayed nor should the complainant be told to deal with it personally. AAS seeks to provide a safe, healthy and rewarding work environment for its contractors. Harassment will not be tolerated within this company at any time by anybody no matter who they are or what they do in the company!
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