Aley Moyer

THE CALIFORNIAN 2026 Q2 – THE FOUNDATION GAP IN PRIVATE SECURITY TRAINING

,

The Foundation Gap in Private Security Training

J.D. Nannery, Apex Security Training, CALSAGA Member 

Security Training Must Start with a Good Foundation

Across much of the private security industry, training is delivered in reverse. Officers are handed tools first, such as firearms, batons, TASERs, and chemical agents, before they have a working grasp of the legal authority that governs their actions, the professional standards expected of their role, or the liability that follows every use-of-force decision. This sequence may satisfy certification requirements, but it does little to prepare personnel for the real responsibility of making lawful, defensible decisions in dynamic environments.

Security training must begin with a strong foundation. Tools by themselves, do not create capability; capability is built on legal knowledge, sound judgment, and professional discipline. Aligned with the structure set out in Title 16 CCR §643, Training Course for Security Guards, this approach begins where competence actually begins: with legal authority and communication, long before tactical capability is introduced.

Judgment Before Capability

Security professionals work in environments where their decisions may later be examined in administrative review, civil litigation, or criminal proceedings. In those forums, the question is rarely how effectively force was applied — it is whether force was reasonable to apply at all.

A training model that starts with a strong foundation — rather than placing tools in an officer’s hands first — front-loads the disciplines that answer that question: Powers to Arrest, Appropriate Use of Force, Observation and Documentation, Communication and Public Relations, and Officer Safety and Scene Assessment. By building an understanding of authority, proportionality, and articulation early in training, personnel are far better positioned to read evolving situations and act in a manner consistent with policy, law, and professional standards.

Communication as a Tactical Skill

Verbal direction, professional presence, and situational awareness are routinely undervalued in favor of physical skill development — yet most encounters a private security officer faces can be resolved through effective communication and conflict management, without escalation.

Training that prioritizes de-escalation and professional interaction equips officers to gain voluntary compliance, reduce the likelihood of physical confrontation, maintain continuity of operations, and represent client interests with credibility. The result is fewer injuries and significantly less organizational exposure to liability.

Proportional Response and Legal Defensibility

When force does become necessary, personnel must be able to justify their actions through the standard of objective reasonableness — accounting for the totality of the circumstances, the immediacy of the perceived threat, and the subject’s behavior at the moment force was used.

Decisions grounded in training and supported by clear documentation are far more likely to withstand both internal review and outside scrutiny. The ability to articulate pre-force indicators, threat perception, and the decision-making process behind a response is often the deciding factor in whether that response is judged appropriate after the fact.

Training for Continuity, Not Just Compliance

Intermediate weapons and firearms instruction — including batons, TASERs, and similar tools — should not mark the beginning of a security professional’s development. They belong at a later stage, introduced only after foundational competencies have been demonstrated.

This progression supports proportional use-of-force decisions, stronger policy adherence, reduced injury risk, more reliable incident reporting, and meaningful client risk mitigation.

The aim is straightforward: security training must begin with a strong foundation, because tools, by themselves, do not create capability. The result is personnel who understand their authority before they act, communicate before they escalate, and document before they have to defend.

Train With APEX Security Training

At APEX Security Training, we believe a professional security career is built on more than a certificate — it is built on judgment, knowledge, and the discipline to act lawfully under pressure.

Whether you are entering the industry for the first time or advancing toward armed and specialized assignments, APEX gives you the foundation, the skills, and the professional standards employers and clients rely on.

Contact APEX Security Training today and start down the right path to a professional security career. train@APEXstc.com

J.D. Nannery is a security trainer and consultant dedicated to advancing professionalism in the private security industry. His work emphasizes a “foundations first” approach—prioritizing training, decision-making, and legal understanding over tools and equipment. As the founder of APEX Security Training, he prepares security professionals and organizations to operate with greater capability, accountability, and resilience.

/by
Aley Moyer

THE CALIFORNIAN 2026 Q2 – AI ISN’T YOUR ATTORNEY COURT RULES THAT AI-GENERATED DOCUMENTS & QUERIES ARE NOT PROTECTED BY PRIVILEGE

, ,

AI Isn’t Your Attorney
Court Rules That AI-Generated Documents & Queries Are NOT Protected by Privilege

Jaimee K. Wellerstein, Esq., Bradley + Wellerstein, CALSAGA Legal Advisor

Across the country, AI is becoming an increasingly popular tool for all kinds of issues.  However, it’s ubiquity does not mean that it’s suitable for all purposes, and new court rulings are making it a much riskier proposition in any legal-adjacent matters.

In US v. Heppner, the United States District Court for the Southern District of New York ruled that documents generated through any public AI platform were not protected by attorney-client privilege or the work product doctrine.  The Court granted access to documents generated with AI by the defendant.

The Defense argued that the AI-generated documents were created before the case and were shared with his attorneys, and that they were generated based on input from his counsel, in an attempt to shield them from production.

The Court ultimately ruled in favor of discovery on several grounds:

  1. The AI Documents were not communications between a client and their counsel, but rather made between the client and a public AI tool. This was compared to “asking a friend for legal advice” in the ruling.
  2. The AI Documents were not confidential because the client shared his prompts with a 3rd party commercial platform which is publicly accessible and whose terms of service explicitly states that it collects data on both prompts and outputs and may disclose it to 3rd
  3. The AI Documents were not created for the purpose of obtaining legal advice from counsel. The AI Terms of Service expressly disclaim the ability of the AI tool to give legal advice.

What This Means for Security Companies

While this case did not arise in the security industry, the impact is directly applicable.  Businesses and employees are relying more and more on AI for the generation of documents and, in some cases, advice.  Anything generated by public AI tools such as ChatGPT, Claude, Gemini, and Grok should be treated as though it is discoverable, even if later discussed with counsel.  That includes requests for dealing with sensitive legal issues, documents generated by them, notes, prompts, and all other data related to use of AI.  Those prompts that ask “How do we document this termination to avoid being sued?” are now potentially subject to discovery.

Lessons Learned for Security Employers

Employers should strongly consider Privacy & Use policies for public AI tools with their employees to ensure that AI is not misused or fed potentially sensitive or confidential information.  This includes review of confidential legal documents.

Employers should expressly discourage the use of public AI tools for anything legal or legal-adjacent to avoid a potential waiver of privilege by providing confidential information to a public tool.

Review the existing privacy policies of any AI tools in use, whether public or private, to determine if the information will remain confidential or can be shared with 3rd parties.  Any tools which share with 3rd parties for any reason should be treated as a risk and not provided any confidential or sensitive information.

Conclusion

Ultimately, employers should remain vigilant about the use of AI in the workplace and emphasize the importance of avoiding a waiver of privilege by feeding sensitive or confidential information into a public tool.  While the development of training and policy language is critical, ongoing diligence about the proper use of AI tools remains the only effective safeguard.

Employers should rely on direct discussion with counsel for any sensitive issues, from contract revision to employee concerns, to ensure any discussion and documentation remains protected by privilege or client confidentiality and should avoid feeding any such queries into public AI tools.

Jaimee K. Wellerstein, Esq. is the co-managing Partner. Representing employers in all aspects of employment law, Ms. Wellerstein collaborates with her clients to develop proactive business and legal strategies to try to avoid workplace conflict and employment disputes. She provides legal advice and counsel to numerous businesses, including conducting individualized training programs for both management and employees.

 

Ms. Wellerstein performs internal audits of her clients’ employment practices to ensure compliance with the rapidly-changing world of employment laws, and guides investigations of employee allegations regarding harassment, discrimination, and employee misconduct. When litigation cannot be avoided, Jaimee K. Wellerstein aggressively defends her clients against employment law claims in the state and federal courts, as well as at administrative hearings, arbitrations, and mediations. Having defended numerous representative and individual lawsuits on behalf of her clients, Ms. Wellerstein is a skilled litigator and negotiator with a broad spectrum of experience upon which to draw.

 

A frequent speaker on numerous topics, including employment law and contract law, Ms. Wellerstein regularly conducts training seminars and programs for managers and employees in all areas of employment practices and policies.

 

 

/by
Aley Moyer

THE CALIFORNIAN 2026 Q2 – CALIFORNIA SECURITY FIRMS CAN’T AFFORD TO TREAT BREAK COMPLIANCE AS A SIDE ISSUE

,

California Security Firms Can’t Afford to Treat Break Compliance as a Side Issue

Gurmit Dhaliwal, Celayix, CALSAGA Associate Member

For many California security companies, break compliance does not fail because leaders do not care about it. It fails because field operations move fast, coverage requirements are unforgiving, and the systems supporting the work are often too fragmented to keep up.

A missed meal period is rarely just that. In a security operation, it may also signal that relief did not arrive on time, that a schedule changed without sufficient visibility, that a supervisor lacked real-time insight, or that a time record was left to be corrected after the fact. What appears to be a small exception on paper can actually reflect a larger operational weakness.

That is what makes break compliance such a persistent challenge.

Under California law, employers generally must provide a 30-minute meal period when an employee works more than five hours, a second 30-minute meal period when an employee works more than ten hours (subject to limited waiver rules up to 12 hours), and paid rest periods based on total hours worked.

California law also emphasizes that timing matters, not just whether a break appears somewhere on the timecard.

For security companies managing multiple posts, changing assignments, traveling between sites, and strict client coverage expectations, that level of precision is difficult to achieve through manual oversight alone.

When Break Compliance Breaks Down, Operations Feel It Immediately

Break compliance is not just an HR or payroll issue. It is an operational issue.

Guards need to know when breaks are due. Supervisors need visibility into whether those breaks were taken on time, missed, interrupted, or delayed due to relief being unavailable. Schedulers need to protect coverage without creating avoidable compliance exposure. Payroll and HR teams need records they can trust if questions arise later.

When those pieces do not connect, the effects spread quickly.

A delayed meal period can expose an employer to premium pay. A missing record can create payroll disputes. A pattern of inconsistent enforcement can damage employee trust and make claims harder to defend. In a labor environment as structured as California’s, weak documentation can turn manageable issues into expensive ones. California DIR guidance and related DLSE materials make clear that meal and rest period compliance is tied to both employer obligations and the records needed to support them.

In other words, small breakdowns in break tracking can quickly escalate into larger failures in operational control.

Why Manual Processes Fall Short in Security

The difficulty is not that California security firms lack policies. Most have them.

The difficulty is execution.

Field supervisors are balancing coverage, client expectations, call-outs, and last-minute changes. Schedulers are trying to deploy qualified officers across multiple sites while accounting for availability, post requirements, and timing windows. Payroll and compliance teams are often left to piece together what happened after the shift is over.

That is where manual processes begin to fail.

Paper logs, texts, radio calls, spreadsheet adjustments, and isolated time punches do not create a reliable system of record. They do not consistently show whether a break was provided on time. They do not surface exceptions early enough for someone to intervene. And they do not scale well across a distributed workforce.

The real challenge is not simply recording time. It is maintaining operational continuity while also meeting labor requirements with consistency and defensibility.

Compliance Requires More Than a Timecard

A timecard alone does not tell the whole story.

It may show that a break was recorded, but not whether it was provided within the correct window, whether it was interrupted, or whether the employee had to delay it because site coverage was not available. In practice, that means organizations need more than passive time capture.

They need stronger workflows around exceptions, visibility, and accountability.

This is why more security firms are looking beyond basic timekeeping toward a more integrated approach. Current Celayix guidance on break tracking and break exceptions emphasizes real-time recording, exception reporting, and employee-driven workflows such as mobile break tracking and attestation.

That distinction matters.

Break tracking shows activity. Exception reporting shows where compliance may have broken down. Attestation can help document what actually occurred during the shift. Taken together, those capabilities create a more useful operational record than after-the-fact edits ever can.

A Unified Approach Is Becoming Essential

The answer is not more paperwork or more manual review. It is a better system design.

Break compliance works best when it is connected to the broader flow of operations: scheduling, site coverage, time and attendance, supervisor visibility, payroll, and reporting. When those functions work together, managers can identify issues sooner, respond faster, and reduce the number of exceptions that later become payroll or legal problems.

This is especially important in security because coverage and compliance are constantly at odds. A supervisor may be tempted to delay a guard’s break to keep a post filled. A scheduler may have limited options when a relief officer is late. Those situations are real. But they are also exactly why disconnected systems create so much risk.

A unified operational approach makes those tensions easier to manage.

It allows security firms to:

  • Reduce manual corrections and administrative follow-up
  • Improve visibility into missed, late, or interrupted breaks
  • Strengthen payroll accuracy and documentation
  • Support site coverage decisions without losing compliance control
  • Create a clearer audit trail when exceptions occur

The benefit is not just cleaner records. It is better operational discipline.

Better Break Compliance Starts with Better Operational Visibility

California security firms do not need more complexity. They need better visibility and stronger coordination.

Break compliance is one of the clearest examples of where fragmented operations create avoidable risk. When schedules, coverage decisions, employee workflows, and time records operate in silos, even well-run companies can find themselves reacting to problems too late.

But when break management is treated as part of a unified workforce operation, the outcome changes. Exceptions become more visible. Decisions become more informed. Records become more defensible. And compliance becomes easier to sustain across a growing, distributed workforce.

That is the real opportunity: not simply tracking breaks more carefully, but building an operation better equipped to support both workforce compliance and field performance simultaneously.

Gurmit Dhaliwal is the CEO of Celayix, which delivers shift management for workforce operations and helps ensure every shift is covered. His 25 years of experience in employee scheduling and time-and-attendance software help improve shift management for the security guard industry. He understands the complex requirements of the industry, such as compliance with California State Laws and integrating best-of-breed tools to simplify workflows and accelerate operations.

/by
Aley Moyer

THE CALIFORNIAN 2026 Q2 – BEYOND SAFETY: DESIGNING FOR EFFICIENCY IN MODERN SECURITY OPERATIONS

,

Beyond Safety: Designing for Efficiency in Modern Security Operations

Johann Hauswald, PlixAI, CALSAGA Network Partner

For years, innovation in private security has focused on one priority: frontline safety. That focus isn’t going away, but it’s no longer enough.

The firms pulling ahead today aren’t just asking, “Are our officers safe?”  They’re asking, “Are we operating efficiently at scale?”  Not as a tradeoff, but as a force multiplier.

The Challenge: Capturing What Matters

Officers generate hours of activity every shift, yet much of what happens on-site remains difficult to document consistently. Recording is often manual, reporting is time-consuming, and critical moments can be missed entirely.

This isn’t unique to private security. Research on body-worn cameras in policing shows that while cameras improve transparency and evidence collection, their impact depends heavily on how consistently they are used and how easily footage can be accessed and reviewed.

In practice, many organizations still face:

  • Incomplete or inconsistent incident documentation
  • Time lost reviewing footage or writing reports
  • Limited visibility for clients into what actually happened

A Simple Shift: Automating the Moment of Capture

One of the most practical ways technology is improving both safety and efficiency is by removing the need for manual recording decisions altogether.

For example, body-worn cameras can automatically begin recording when an officer enters a designated site or geofenced area – and stop when they leave.

But the real value isn’t just automation – it’s integration.

  • Scheduling systems (where officers are assigned)
  • Dispatch tools (call-offs, site changes, coverage gaps)
  • Tour and patrol systems (checkpoints, routes, activity logs)

…recording becomes aligned with operations, not just location.

That changes the equation:

  • Coverage becomes consistent across assigned shifts – not just when a button is pressed
  • Every site interaction is tied back to a specific post, time, and officer
  • Supervisors get a complete, auditable record across systems – not fragmented data

Recording Isn’t the Goal – Connected Insight Is

As research has shown, body-worn cameras generate large volumes of unstructured video, creating a new challenge: how to efficiently extract value from it.

The next wave of innovation is about connecting these layers:

  • Footage tied to incident reports automatically
  • Activity linked to specific sites and shifts
  • Searchable history across video, logs, and reports

This shift – from recording to understanding – is where efficiency gains begin to compound.

Efficiency That Supports Safety

Efficiency in this context isn’t about doing more with fewer people at the expense of quality. It’s about enabling teams to:

  • Respond faster
  • Document more accurately
  • Provide clearer, defensible reporting

Studies suggest that body-worn cameras can contribute to incremental improvements in operational efficiency, but the real impact comes from how organizations integrate them into workflows.

And increasingly, that’s what differentiates firms – not just whether something was handled well, but whether it can be proven clearly and quickly.

Looking Ahead

As the industry evolves, the most impactful technologies will be those that quietly remove friction from day-to-day work.

Because in modern security operations, success isn’t just about whether incidents are handled safely – it’s about whether teams can operate consistently, efficiently, and with full visibility into what’s happening on the ground.

Johann Hauswald is the Founder and CEO of Plix AI, a startup developing AI-enabled body cameras and safety analytics software for private security and field-operations industries. Plix is backed by Sequoia Capital, Andreessen Horowitz (a16z), and the founders of Samsara and Verkada.

Johann earned his Ph.D. in Computer Engineering from the University of Michigan, where he specialized in AI at the edge and computer vision. Before founding Plix, he was a postdoc at Stanford working on large-scale video analytics and edge inference systems and previously co-founded a venture back AI company building conversational AI systems. His work sits at the intersection of AI, safety, and real-time video intelligence, advancing how organizations detect and respond to incidents in the physical world.

 

/by
Aley Moyer

THE CALIFORNIAN 2026 Q2 – 2026 SECURITY INDUSTRY LABOR TRENDS: WHAT LEADERS NEED TO KNOW

, ,

2026 Security Industry Labor Trends: What Leaders Need to Know

Jill Davie, TEAM Software by WorkWave, CALSAGA Network Partner

For security leaders, the labor landscape is always shifting. But understanding these shifts goes beyond merely keeping up; it is essential for staying profitable and operational in a high-stakes industry. As we look toward the remainder of 2026 and beyond, the data tells a compelling story.

A Cooling National Market — But Not for Security

The broader U.S. labor market has stabilized considerably. Quit rates are holding low, signaling reduced worker confidence and less market mobility. Despite this cooling, a labor shortage persists — as of late 2025, there were still 7.1 million open jobs against 7.8 million unemployed workers.

Looking further ahead, structural headwinds make this shortage unlikely to resolve on its own. An aging workforce, slowing immigration and a labor participation rate projected to drop from 62.4% in 2025 to 61.4% by 2035 suggest that competition for reliable personnel will remain fierce across all sectors.

The security industry, however, is operating in a league of its own. Our hire rate is 2.1 times the national average — 7.6% versus 3.6% nationally. While that reflects strong service demand, it also signals a constant need to replenish staff. Voluntary separations tell an equally challenging story, with the industry quit rate averaging 3.5% over the last 12 months compared to a national average of just 2%. We are bringing people in; keeping them is the harder battle.

The First 60 Days Are Everything

The data on early turnover is stark. By day 30, 18% of newly activated employees are already gone. By day 60, that number climbs to 26.4%. The good news is that employees who make it past the 45-day mark are significantly more likely to stay long-term — making the early employment experience one of the highest-leverage investments a security firm can make. A structured onboarding process that actively engages new hires from day one through at least day 90 is no longer optional. It is the single most effective tool for stopping the leak.

Wage Pressure Is Real — and Outpacing Inflation

To compete for talent, security firms have had to move pay rates consistently upward. Average hourly wages have climbed from $18.45 in December 2023 to $19.30 in December 2024 to $20.08 by the end of 2025 — a 4.0% increase in the last year alone. Notably, full-time and part-time wages have converged at that same $20.08 mark, reflecting a growing premium on scheduling flexibility.

These increases are outpacing inflation, which means margin compression is a real and growing concern. Regional variation adds another layer of complexity — average wages range from $26.16 in New Hampshire to $11.19 in Puerto Rico. Understanding your specific market benchmarks is essential to staying competitive without overspending.

Technology as a Retention Tool

One of the more encouraging findings in the 2026 data involves the impact of financial wellness technology on retention. A case study of 3,000 employees found that offering Earned Wage Access — which allows employees to draw pay as it is earned rather than waiting for payday — drove a 60% adoption rate and resulted in 16% higher retention among users. Benefits and technology that address the day-to-day financial realities of hourly workers are proving to be powerful differentiators in reducing turnover.

The Road Ahead

The security labor market in 2026 is resilient but under pressure. Demand is high, costs are rising and the easy hiring environment of previous years is behind us. Firms that integrate back-office management with field operations, reduce non-billable overtime, automate compliance and invest in the worker experience from day one will be best positioned to build a workforce that sticks.

The trends are clear: the future belongs to those who value their people and use data to prove it.

Jill Davie started her career at TEAM Software as a summer marketing intern in 1996. At the time, TEAM was a start-up with 12 employees

After earning a Bachelor of Science degree in Business Administration and Marketing from Iowa State University, Jill joined TEAM full time in 1998 as a Sales Associate. Over the next 20 years, she assumed various leadership roles in Sales, Marketing, Communications, Customer Success and Professional Services as the company grew significantly. Jill also served on TEAM’s Board of Directors from 2014 through 2021 when it was acquired by WorkWave. During her board tenure, TEAM transformed from founder-owned, to employee-owned to private equity owned. They also acquired five companies across the globe, expanding their domestic and international market leadership.

Currently, Jill serves as the SVP & GM, Cleaning & Security responsible for Customer Success Management, Professional Services and Customer Engagement. She is passionate about operational excellence, engaging directly with customers and attracting and retaining top talent with a people-centric culture.

 

 

/by
Aley Moyer

THE CALIFORNIAN 2026 Q2 – THE PHYSICAL SECURITY INDUSTRY IN 2026: THREE SHIFTS EVERY PROVIDER NEEDS TO KNOW

, ,

The Physical Security Industry in 2026: Three Shifts Every Provider Needs to Know

Carissa Gappa, TEAM Software by WorkWave, CALSAGA Network Partners

The physical security industry in 2026 stands at a critical juncture. Compliance mandates, technological advancement and evolving client expectations are converging in ways that will separate the providers who thrive from those who fall behind. Success will no longer hinge on deploying more guards or installing additional cameras. It will hinge on smarter, integrated operations that deliver measurable value in real time.

Tech-Enabled Guarding Is Now the Baseline

The traditional “guard with a clipboard” model is giving way to “guard with a tech stack.” Large providers are bundling AI cameras, remote monitoring and mobile workflows to meet heightened client demands — and to outpace smaller competitors who lack the capital for such investments.

Clients increasingly expect digital proof of service rather than paper logs. They want GPS-verified guard tours, incident reports with photo evidence and real-time alerts when something goes wrong. When a client asks what happened at a specific site at 2 AM last Tuesday, they expect a complete answer in seconds — guard activity, access control events, camera footage and incident response unified into one cohesive record.

Platforms that connect back-office operations to field activity are making this possible, giving providers the operational efficiency their business demands while delivering the transparency clients now expect as standard.

California Is Setting the Compliance Bar — and Others Will Follow

Starting in 2026, California Privacy Protection Agency rules require risk assessments for automated decision-making tools and opt-outs for biometrics. By 2027, cybersecurity audits kick in for firms exceeding $100 million in revenue.

For security providers operating in California, privacy-by-design is no longer optional. Consent tracking, purpose tags and audit-ready reporting need to be built into your systems now — not retrofitted later. If you are using AI for scheduling optimization or facial recognition for guard verification, you need documented consent, clear purpose statements and the ability to produce audit trails on demand.

More importantly, this is not just a California problem. According to the International Association for Privacy Professionals, comprehensive privacy laws are under consideration in more than 20 states. What California implements today, other states adopt tomorrow. The firms building compliance infrastructure now will have a decisive advantage when that happens.

Clients Want Real-Time Proof, Not Monthly Reports

Benchmark data shows nearly 90% of security professionals want to accelerate incident response, but most still rely on traditional written reports and manual summaries. This creates a critical visibility gap: 28% of security leaders feel “behind the curve” against new threats, and 23% of professionals admit they lack the time to focus on the high-impact incidents clients care about most.

That model is losing contracts. Enterprise clients no longer wait for monthly reports; they want to log into a portal and see live data, documented evidence, and response times instantly. This shift transforms you from a service provider into a technology partner providing continuous visibility.

The firms winning contracts today offer live SLA dashboards and automated incident timelines. If producing a report requires three people and two days, you simply cannot scale.

What’s Driving These Changes

Four forces are pushing the industry toward integrated platforms: AI and automation, stricter regulation, labor shortages and private equity pressure. AI is already handling automatic scheduling, real-time resource allocation and predictive dispatch — reducing the burden on operations teams while improving service consistency. Labor challenges are not going away, with 42% of providers citing turnover as their number one problem. And PE-backed firms are raising the bar on operational KPIs and technology infrastructure, forcing everyone in the market to keep pace.

The gap between tech-enabled providers and everyone else will widen. Technology integration, regulatory compliance and client transparency are no longer competitive advantages. In 2026, they are the baseline requirements for survival.

Carissa Gappa, Senior Product Manager at TEAM Software by WorkWave. Carissa has spent the last two decades championing customer needs, analyzing cross-industry data trends, and bringing together people, process and technology to solve real industry problems.

/by
Aley Moyer

THE CALIFORNIAN 2026 Q2 – LEAD, LISTEN TO, AND LOVE YOUR PEOPLE: WHY VALUING EMPLOYEES MATTERS IN SECURITY

,

Lead, Listen To, and Love Your People: Why Valuing Employees Matters in Security

Anne Laguzza, The Works Consulting, CALSAGA Network Partner

When I first started working in the security industry, the idea of valuing your people was almost unheard of. With high turnover rates, it can be easy to slip into the mindset that security officers can be treated as interchangeable: fill the post, cover the shift, move on.

But, what would happen if you challenged that mindset? How would your company culture change look like? How would your employee retention rates change?

What would happen if you instead led with: Lead, Listen to, and Love Your People?

Love? Did that just make you cringe?

Stay with me.

I’m not talking about vague feel-good leadership or blind recognition. Loving your people means being intentional about how you value the individuals who show up every day to protect others, often under challenging circumstances. It means recognizing effort, consistency, and reliability – not just dramatic acts of heroism.

Sometimes, all an employee did that day was show up.

Let’s address the industry’s notoriously high turnover rate again. That showing up matters more than many leaders realize. One officer showing up for their shift is one less urgent call to fill a post, one less operational headache, and one less vacancy to replace. Showing up is not a small thing; it is the foundation of your business.

The companies that are beginning to understand this are already seeing the difference.

I’ve spoken with several security firms that are actively working to improve how they value their teams. For one client, that means taking a hard look at the benefits package they offer and making meaningful improvements. Competitive pay matters, but benefits, flexibility, and support communicate something deeper: you matter here for the long term.

Often, when I talk about people-first leadership, I hear, “I’ve tried that before –  it doesn’t work.”

My response is always the same: it takes consistency.

This is not a one-time recognition lunch, a single thank-you email, or one employee appreciation week. The payoff is long-term, and it only comes when the effort is sustained. People need to see that respect, communication, and support are part of the company culture, not a temporary initiative.

When turnover is one of the industry’s biggest challenges, consistency can directly impact retention. One satisfied client and one officer who chooses to stay is a measurable business win.

Every time I see a security officer while I am out and about – I often stop long enough to ask a simple question: What do you like about the company you work for?

Recently, one officer answered without hesitation:

“I love working for my company. Best company I’ve ever worked for. They take really great care of me.”

What a powerful endorsement.

That kind of response doesn’t happen by accident. It comes from leadership that listens, responds, and invests in its people.

The security industry is built on trust and reliability. If we expect officers to take exceptional care of our clients, we must first take exceptional care of them.

Lead, Listen to, and Love your people.

The results may just transform your workforce.

Anne Laguzza is the CEO of The Works Consulting, a CALSAGA Network Partner. As a seasoned business executive with human resources management, leadership development, and performance coaching experience, Anne works with clients from a variety of industries to develop better systems, maximize employee productivity, and enable management to focus on business growth. For more information, check out theworksconsulting.com or email anne@theworksconsulting.com. You can also find Anne on Instagram and LinkedIn.

/by
Aley Moyer

THE CALIFORNIAN 2026 Q2 – UNLOCKING HIDDEN PROFIT: WHY SECURITY GUARD COMPANIES SHOULD LEVERAGE THE WORK OPPORTUNITY TAX CREDIT (WOTC)

, ,

Unlocking Hidden Profit: Why Security Guard Companies Should Leverage the Work Opportunity Tax Credit (WOTC)

Marcel Abandonato, MJA & Associates, CALSAGA Associate Member

In today’s security industry, margins are tighter, labor costs are rising, and competition is more intense than ever. Security guard companies are constantly hiring—and that creates a powerful, often overlooked opportunity to significantly increase profitability through the Work Opportunity Tax Credit (WOTC).

For many CALSAGA members, WOTC isn’t just a tax credit—it’s a strategic advantage that can directly improve bottom-line performance.

What is WOTC—and Why It Matters to Security Companies

The Work Opportunity Tax Credit is a federal incentive designed to reward employers who hire individuals from certain targeted groups, including veterans, individuals receiving government assistance, and those facing barriers to employment.

For security companies that hire at scale, this is especially relevant.

  • Credits typically range from $2,400 up to $9,600 per eligible employee
  • There is no limit on the number of employees you can claim
  • Credits can be carried forward up to 20 years if unused

With high hiring volume, even moderate participation can generate tens—or hundreds—of thousands of dollars annually.

The Direct Impact on Profitability

WOTC is one of the few programs that provides dollar-for-dollar reductions in federal tax liability, immediately improving cash flow and margins.

Consider this:

  • A company hiring 50 employees annually with just 15 qualifying hires could generate $36,000+ in tax savings per year
  • Many industries see ~20% of new hires qualify for WOTC
  • Credits can reach up to 40% of first-year wages for eligible employees

For security guard firms with constant recruiting needs, this translates into:

  • Lower cost per hire
  • Increased operating margins
  • Additional capital to reinvest in growth

In some cases, companies have seen profitability increase significantly simply by capturing credits they were already eligible for.

Seamless Integration: Making WOTC Effortless

The key to unlocking WOTC at scale is automation and integration. Modern WOTC solutions can:

  • Embed screening directly into your onboarding workflow
  • Integrate with staffing and HR platforms
  • Automate form completion and submission
  • Track certifications and maximize eligible credits
  • Provide real-time reporting on financial impact

When implemented correctly, WOTC becomes a “set-it-and-forget-it” profit center, not an administrative burden.

Why Security Companies Are Uniquely Positioned

Security guard firms are one of the best industries to benefit from WOTC because they:

  • Hire continuously
  • Employ large hourly workforces
  • Experience natural eligibility across applicant pools
  • Operate on margins where every dollar matters

WOTC aligns perfectly with the high-volume hiring model of the security industry—making it one of the most impactful credits available.

Call to Action: Turn Hiring Into Profit

If your company is hiring—and most security firms are—you are likely already eligible for significant WOTC credits.

The question is: Are you capturing them?

MJA & Associates, Inc. specializes in helping security and staffing companies:

  • Maximize WOTC credits
  • Integrate seamlessly into existing onboarding systems
  • Eliminate administrative burden
  • Provide full compliance and audit support
  • Deliver clear reporting on ROI and profitability impact

Don’t leave money on the table.

Contact MJA & Associates today to learn how your organization can turn hiring into a profit center and immediately boost your bottom line.

Contact Marcel Abandonato at 951.272.8294 or marcel@mja-associates.com.

Marcel Abandonato is the President and CEO of MJA & Associates, Inc., a leading provider of Work Opportunity Tax Credit (WOTC) consulting and compliance services. For more than two decades, Marcel has worked with businesses across the country to unlock millions of dollars in federal tax credits by implementing compliant, efficient, and scalable WOTC programs.

Marcel is widely regarded as a subject-matter expert on WOTC legislation, program renewals, and best practices—particularly for security firms,staffing firms, multi-state employers, and organizations with high-volume hiring. Under his leadership, MJA & Associates partners with leading HR and staffing technology platforms to modernize WOTC screening and processing, helping employers improve participation rates and maximize return on investment.

/by
Aley Moyer

THE CALIFORNIAN 2026 Q2 – HOW THE POLICE CREDIT UNION CAN HELP FAMILIES BUILD FINANCIAL STABILITY

,

How The Police Credit Union Can Help Families Build Financial Stability

The Police Credit Union, CALSAGA Network Partner

Life in private security brings both honor and unpredictability. Between changing shifts, variable overtime, and the emotional demands of the job, it can be challenging to find financial balance. Many private security professionals and their families experience income fluctuations and unexpected expenses that make it difficult to plan ahead. Amidst unexpected expenses and fluctuating income, it is important to remember that financial stability isn’t about making more money. Instead, it requires financial habits that bring security and confidence, no matter what each month looks like.

Automate Your Emergency Fund

An emergency fund acts as a buffer against life’s surprises, helping your family stay on track when the unexpected happens. Despite its importance, less than half of Americans have a large enough emergency fund to cover 3 months of essential expenses. For families who often face variable pay schedules, automating savings is one of the most effective ways to stay consistent. Setting up automatic transfers from your checking account into a designated savings account ensures that money is set aside before you have a chance to spend it. Even small, regular deposits, like $25 or $50 per paycheck, can grow into a meaningful cushion over time.

Automating your savings eliminates the guesswork. You don’t have to remember to move money manually or decide each month whether to save. With The Police Credit Union’s digital banking tools, members can set up recurring transfers that align with their pay cycles, helping savings grow in the background. The key is to create a habit. Over time, this steady approach can lead to a well-funded emergency account that provides peace of mind and protection when unplanned expenses arise.

An emergency fund gives you freedom and peace of mind. It allows you to handle car repairs, medical bills, or family emergencies without relying on credit cards or loans. And for those serving in high-stress roles, knowing that you have a financial safety net can reduce anxiety and help you stay focused on what matters most: your family and your mission.

Managing Variable Income: Use the Right Checking Account

One of the most common challenges in building financial stability is managing variable income. Overtime opportunities, shift differentials, and on-call assignments can make monthly pay unpredictable. This inconsistency can make it hard to know how much to save or spend, and that’s where structured cash management becomes essential.

For members with established banking history, The Police Credit Union’s regular Checking account provides a dependable way to manage daily finances, track deposits, and maintain visibility into cash flow. For those who are rebuilding their financial footing, Fresh Start Checking offers a supportive alternative with similar convenience and added structure. Both accounts make it easier to organize your budget, monitor spending, and ensure that major expenses like rent, mortgage, or insurance, are covered on time.

It’s also helpful to think of your income in tiers. Consider dividing each paycheck into categories such as essentials, savings, and discretionary spending. During high-earning months, set aside extra funds in your savings or emergency fund. During slower months, you can rely on that cushion instead of turning to credit. With the digital tools available through both regular Checking and Fresh Start Checking, you can automate transfers, monitor balances, and keep your budget predictable even when income fluctuates.

By maintaining consistent awareness of cash flow, you build financial resilience. When you anticipate your family’s financial needs ahead of time, you gain more control over how each dollar supports your long-term goals.

Paying Down Debt: Partner with GreenPath Financial Wellness

Debt can quickly feel overwhelming when you’re juggling the demands of work and family. Whether it’s credit card balances, personal loans, or lingering car payments, reducing debt is a critical part of achieving financial stability. That’s why The Police Credit Union partners with GreenPath Financial Wellness, a nonprofit organization dedicated to helping members manage debt, improve credit, and build long-term financial health.

GreenPath’s certified financial counselors offer free, confidential sessions to help you assess your full financial picture and create a plan tailored to your needs. They can assist with budgeting strategies, credit report reviews, and debt repayment options without judgment. For law enforcement families, this partnership means having access to trusted, professional guidance designed to reduce stress and increase confidence in your financial future.

Eliminating debt frees up resources for your family’s goals, whether that’s saving for a home, college tuition, or a well-deserved family vacation. Taking the first step toward debt management can create lasting change, and having an experienced partner like GreenPath ensures that you don’t have to do it alone.

Planning Ahead: Strengthen Family Goals with Joint and Youth Accounts

Financial stability becomes even stronger when it’s a shared effort. Involving the entire family in saving and goal-setting not only strengthens household finances but also teaches valuable lessons about responsibility and planning. One effective approach is to open joint savings accounts for shared goals or youth accounts to help children develop smart money habits early.

Joint accounts allow partners to work together toward milestones such as a new vehicle, family trip, or home renovation. They encourage accountability and transparency while simplifying the process of managing shared expenses. Youth accounts, on the other hand, offer a hands-on way to teach children how to save, set goals, and understand the value of money. Watching their balance grow with each deposit helps young savers connect effort with reward, which is a lesson that lasts long into adulthood.

Within The Police Credit Union’s digital banking platform, families can easily monitor multiple accounts, set personalized goals, and track progress over time. These tools turn saving into a family activity and promote the financial teamwork that strengthens household stability. By working together, law enforcement families can create a strong foundation for both immediate and long-term goals.

Start Your Path to Financial Confidence

Financial stability doesn’t happen overnight. Instead, it’s built through steady habits, smart planning, and the right support. For law enforcement families, that support starts with a financial partner who understands the unique challenges of the job and offers resources tailored to your needs.

At The Police Credit Union, we’re proud to stand beside the men and women who serve our communities every day. Whether you’re building your first emergency fund, managing variable income, or working toward a debt-free future, we’re here to help you achieve lasting confidence and peace of mind.

 

/by
Aley Moyer

THE CALIFORNIAN 2026 Q2 – HOW SECURITY CONTRACTORS CAN PROTECT THEMSELVES CONTRACTUALLY

,

How Security Contractors Can Protect Themselves Contractually

Shaun Kelly, The Liberty Company, CALSAGA Preferred Broker

Insurance matters, but contracts often decide who carries the first and heaviest burden when a claim arises. Too many security contractors focus on certificates and policies while signing service agreements that quietly expand liability far beyond the scope of their work.

A bad contract can undo a good insurance program. A strong contract, on the other hand, can help define responsibility, manage expectations, and prevent your company from absorbing exposure that properly belongs elsewhere.

Why Contract Language Matters So Much

When an incident occurs, plaintiff attorneys and carriers alike will look at the contract to understand duties, indemnity obligations, insurance requirements, and the allocation of responsibility between the parties. If the agreement is overly broad, vague, or one-sided, your company may be defending more than your actual role in the event warrants.

For security contractors, that risk is amplified because many clients use aggressive vendor agreements that were never designed with security-specific exposures in mind.

Key Provisions to Review Carefully

  • Avoid language that requires you to indemnify the client for the client’s sole negligence or for liabilities beyond your own services.
  • Additional insured requirements. Make sure any additional insured obligation is narrow, reasonable, and aligned with your operations.
  • Limitation of liability. Where possible, seek language that keeps your contractual exposure proportional and commercially reasonable.
  • Scope of services. Define what your guards are and are not responsible for. Ambiguity creates room for blame expansion after a loss.
  • Incident reporting and cooperation. Spell out expectations for communication, access to evidence, and response protocols after an event.
  • Termination rights. Give your company a practical exit if the client creates unsafe conditions, fails to cooperate, or refuses to align on material risk issues.

Best Practices Before Signing

Do not assume the client’s contract is “standard” or safe. Have agreements reviewed by knowledgeable counsel and a broker who understands security-industry risk transfer. Compare the contract requirements to your actual insurance program before execution, not after a certificate request lands on your desk.

It is also wise to use consistent paper across your organization. A disciplined contract review process is easier to manage when operations, sales, legal, and insurance are not all working from different assumptions.

What Stronger Contracts Really Do

A better contract will not eliminate claims. But it can improve your position dramatically when one happens. It can narrow disputes, reduce unintended assumption of liability, support better insurance outcomes, and help preserve the limits your business actually needs for its own protection.

The Bottom Line

Security contractors should treat contracts as part of their risk management program, not just part of the sales process. The right wording can protect your balance sheet, strengthen your insurance strategy, and keep your company from paying for risks it never agreed to take on.

Have questions about your insurance program or contract language? Reach out to Shaun directly.
Shaun Kelly, VP Security Practice
The Liberty Company Insurance Brokers, LLC
Shaun.Kelly@libertycompany.com

Shaun Kelly began his insurance career is 1992 after graduating from California State University, Fresno with a BS in Business Administration with a major in Finance. In searching for a specific industry to specialize in, he recognized that the Security Industry was growing and expected to maintain significant growth for years to come. Since 1992, he has specialized in the security industry and has experienced the changes over the years. He is the Preferred Broker for CALSAGA, California Association of Licensed Security Agencies, Guards & Associates. He is a Partner at Liberty Company Insurance Brokers, LLC. He is proud to serve his clients and the security industry.

/by