Kate

The Californian 2020 Q3 – THERMAL IMAGING: WHAT I’VE LEARNED

THERMAL IMAGING: WHAT I’VE LEARNED

Tony Unfried, CSA 360

COVID-19 regulations are causing nearly every industry to adopt new technologies for increased physical health security. The temperature screening of guests and employees at every designated entrance of operational locations is mandatory under reopening plans in most states, as well as by major organizations such as the NBA. For accuracy and speed, many leadership teams are voting to invest in temperature screening technology, such as thermal cameras, to ensure that individuals who actively have a fever are immediately identified, documented, and are turned away for testing to reduce the spread of infection.

Thermal Imaging isn’t a new technology; it was first used in the Korean War to aid in nighttime combat, translating body heat energy into light to create visibility. Since that time, the technology has been adopted by first emergency responders and rescue teams, electricians, building inspectors, and more. And now, we are seeing this technology used by Security Teams and reopening businesses and offices to execute plans for no-touch temperature tracking. In some cases, it’s coupled with facial recognition for easy no-touch shift clock-in.

At CSA360, we’ve identified some setup and use best practices to help our clients obtain the most accurate readings and records for their contracts, so I thought I would share this information to assist in this time of new tech adoption.

Think about the device: There are so many new devices hitting the market, look for cameras that comply with the FDA’s guidelines for accuracy. While there are iPhone and Android apps available on the market, the accuracy of these apps is questionable at best.

Think about the flow of traffic: Complying with temperature checks will inevitably create a bottleneck of traffic at the testing stations. While it only takes a few seconds to scan with a thermal imaging camera, you may need to consider having multiple temping stations to limit compliance disruption. You can save time for employees and clients by choosing a device and software that allows for clock-in/out at the time of screening.

Think about Placement: I’ve seen some beautiful glass atriums when I’ve been offsite assisting setups for our clients- DO NOT USE THERMAL CAMERAS IN SUNNY SPACES. That is the best way to skew your testing results. The air temperature fluctuates so much throughout the day, and that will effect your readouts and the body temperatures of the individuals being screened. Instead, find or create a climate-controlled location away from open doors and windows to perform screenings.

Think about the Weather: External temperatures will directly impact the thermal readings of an individual who has just been outdoors. This is true for both thermal cameras and thermometer guns, so perhaps consider having a holding area for people to regulate their temperatures before entering.

Consider the Background: Shiny or reflective objects positioned behind the screening subject could cause readout errors. If you have an issue with this, try hanging a black curtain behind the testing area.

Think about Strategy: This has been an unpopular opinion, but I stand by it. Chokepoint screening is far more accurate than Mass Scanning. One at a time will yield the most accurate results, protecting the people in your spaces as best we can.

There is always more to discuss in Security Technology, but hopefully, these points are helpful as we reopen and protect our spaces.

 

Tony Unfried, CEO of CSA360, holds a master’s degree in Public Affairs and Criminal Justice from Indiana University, where he graduated with honors. While enrolled in his master’s program, Tony worked for The TJX Companies, Inc., leading the region in loss prevention and moving the company toward technology use in Security. Tony went on to join the most significant security company in Indiana, managing more than 500 employees and 50 sites, including the Indiana Convention Center, Bankers Life Fieldhouse, and Ruoff Home Mortgage Music Center. Seeing a noticeable gap in technology use in the physical security sector, Tony created his first security software application, launched at the Super Bowl in 2012, and recognized twice for Excellence in Mobile Technology by Techpoint. Tony has also spoken on Tech in Physical Security on panels with ASIS and IAVM.

 

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Kate

The Californian 2020 Q3 – WHY YOUR SECURITY COMPANY NEEDS EASILY ACCESSIBLE SOFTWARE

WHY YOUR SECURITY COMPANY NEEDS EASILY ACCESSIBLE SOFTWARE

Team Software, CALSAGA Network Partner

Drastic economic shifts can happen with little or no warning. When they do occur, your security business needs to be able to stabilize operations. One thing to help keep your business operations stable, efficient and streamlined is a technology solution. When implemented and leveraged correctly, a holistic software solution tailored to your business’ industry can ensure your company weathers the impact of an economic change.

As recent global emergencies have shown, having access to your company’s data, workforce management solutions and messaging capabilities are crucial to maintaining uninterrupted operating procedures.

 

Global access

The first step in having a software solution that can be an asset during times of instability is making sure your software solution can be accessed from anywhere, at any time.

Guards, front- and back-end staff and even C-suite executives need access to the right tools at any given moment. It’s crucial to optimize workforce management through a holistic software solution so employees working remotely have global access to files, data and other day-to-day information needed to keep your business running smoothly.

This is possible with cloud-based, mobile software. Even during stable working conditions, an industry-specific cloud-based software as a service (SaaS) tool can foster connectivity, productivity and workforce efficiency by being accessible via the web rather than localized installations.

 

Vendor-provided infrastructure

One of the benefits of implementing a SaaS solution is your service provider should shoulder much of the day-to-day infrastructure of your software solution, whether that be maintenance and patches, released product upgrades or automated data back-ups.

Assuming your guards have access to a mobile device, a holistic software solution with mobile technology capabilities grants your back office the ability to be in constant communication with them.

The right tools for your security company can provide real-time visibility over your distributed workforce and proof of service for your customers, while granting your employees access to workforce management tools from anywhere at any time.

When used properly, a holistic software solution ensures you have access to everything you need to handle what you’re facing at any given moment. For additional information on navigating your business through a time of crisis, download the Using Technology to Help Your Security Business During a Crisis eBook from TEAM Software.

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Kate

The Californian 2020 Q3 – 7-POINT SAFETY CHECKLIST FOR SECURITY OFFICERS

7-POINT SAFETY CHECKLIST FOR SECURITY OFFICERS

Debbie Howlett, TrackTik, CALSAGA Network Partner

The pandemic has impacted virtually every industry in the U.S. including the professional security services industry. Since the start of the pandemic, security officers have been on the frontline, providing essential services in difficult circumstances, increasing their occupational risk of COVID-19 exposure due to their frequent interactions with the public as part of their routine duties.

In California, with increased virus transmissions statewide and rising hospitalization numbers in many communities, the governor has recently reintroduced restrictions to slow the transmission. Affected businesses include restaurants, bars, movie theatres, family entertainment centers, gyms and fitness centers, zoos, museums, and more. The state will continue to update and issue guidance based on the best available public health data and the best practices currently employed.

For security services companies, a top priority is keeping their workforce safe, especially those who are routinely in contact with the general public. Here’s a checklist of safety precautions for security officers to help minimize their risk of exposure.

 

Recommended Security Officer Precautions for Protecting Against COVID-19

 

  1. Practice Hand Hygiene. One of the most effective ways for officers to protect themselves is to wash their hands often (optimally every two hours), for at least 20 seconds. Use proper technique, thoroughly scrubbing your palms and backs of your hands. In some locations, however, soap and water may not always be available, so ensuring teams have access to alcohol-based hand sanitizers with greater than 60% ethanol or 70% isopropanol as active ingredients. Avoid touching your eyes, nose, and mouth with your hands to reduce the risk of exposure from contaminated surfaces.

 

  1. Provide PPE (personal protection equipment). To ensure the safety of your security teams, it is highly recommended that security services companies provide safety goggles, disposable nitrile gloves, and masks for security officers who are frequently in contact with the public.

 

  1. Implement protective measures. Adapt work areas or security stations to limit the spread of the virus. Taking a cue from retail locations, tape can be used to mark a 6-foot distance around security stations or as floor markings to remind people who are standing in line to maintain appropriate distance from the security officer and other people in line. Plexiglas or acrylic glass barriers can also be installed to safeguard employees.

 

  1. Disinfect common surfaces often. Although it is unclear how long the virus can last on surfaces, it’s prudent to frequently disinfect common work areas. Use an EPA-approved disinfectant on counter tops that security officers and people may touch.

 

  1. Limit close contact with others. Keep a recommended minimum of six feet of distance. When performing patrols, keep as much distance from people as possible.

 

  1. Wash uniforms after every shift. After a long patrol shift, especially at locations where officers are in constant contact with the public such as healthcare facilities and grocery stores, washing your uniform and drying it at a high temperature setting will provide an added measure of safety.

 

  1. Sanitize your mobile phone. Use an EPA-approved disinfectant or antiviral wipe to disinfect your mobile phone, radio, gear, keyboard, and other equipment to help lower your risk of infection.

 

It is important that all security officers receive training on the new safety protocols and protective measures that have been implemented in response to COVID-19. Training might include proper use of PPE, and conflict de-escalation strategies and techniques in the event of an encounter with an agitated member of the public. Supervisors should also check in frequently with officers via mobile phone to monitor for any issues and ensure that all COVID-19 related procedures are being followed. Staying current with state/regional and local news alerts on COVID-19 is also highly recommended.

Debbie is an experienced writer with a demonstrated history of working in the security industry. She is based in Montreal, Canada, with TrackTik—a dynamic and cutting-edge tech company that sells cloud-based security workforce management software.

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Kate

The Californian 2020 Q3 – THE SECRET TO DIFFERENTIATING YOUR BUSINESS FROM YOUR COMPETITION

THE SECRET TO DIFFERENTIATING YOUR BUSINESS FROM YOUR COMPETITION

Anne Laguzza, M.A., CEO of The Works Consulting, CALSAGA Network Partner

Play or plan?

How you spend August will set the tone for your business’ future.

Several years ago, I was challenged by a mentor with this very statement. I was skeptical at first. How could a month typically spent by most of the world cramming in last minute vacations impact my business in such a meaningful way? August is in the middle of the third quarter. Not well-known as the month leaders grind on their goals. But, that is the very reason why August is a game-changer.

If you choose to shift up when other business leaders are shifting down, you will gain valuable momentum toward achieving your goals. Especially now when so many leaders are stuck in survival mode, making the choice to strategize and plan for the future instead will set you apart.

Make the most of August by focusing on three essential areas of your business:

  1. Re-evaluate and re-establish core valuesYour core values as a leader guide your actions and inform how you lead your team. When applied appropriately, your values can have a powerful impact and contribute to the greater good of your team, organization and community.

Now is a great time to reassess your core values and gauge whether they’re the correct fit for your team now and into the future. The values you re-establish should raise and set new standards, simplify decision making procedures, and clarify communication and expectations. Values like these will focus your actions and support your team in performing well.

 

  1. Focus on your differentiator

If a potential client asked you what makes your business different from another, would you be able to answer them? Having a strong answer to this question could be the difference between signing on that client or losing the deal.

The key to formulating a strong differentiator or value proposition is identifying your business’ strengths and how those strengths solve your clients’ problems.

What does your team do well?
What positive feedback have your clients given you in the past?
What benefits do your services provide your clients?

When you’re able to connect your value as the solution to a client’s problem and explain why you’re the preferred service provider, you can successfully differentiate your business from the competition.

Beyond leveraging your differentiator in new business meetings, it’s important that you also articulate what makes your company different to your employees. This will help to clearly set expectations of performance as well as instill a sense of identity. Then, lead by example. You as the leader will need to live out this differentiator.

  1. Re-evaluate hiring practices

The employment market has shifted. Now with many people looking for new jobs, you will need to re-evaluate your hiring practices.

Because of this increase in people looking for work, it is easy to let quantity get confused with quality. The reason quantity gets confused with quality is because people often don’t realize that leaders do not let go of their high performers unless they absolutely have to.

Do not let the illusion of plenty cloud the ability to see the few who will be best suited for your company culture. Stay vigilant in looking for the best quality when hiring for a new position. The values a potential hire demonstrates during the interview process must match the values you have spent time and effort instilling in your company’s culture. Do not accept anything less.

Take time now to properly prepare for the hiring process. The clearer you are on what you need from that position and the skills required the easier it will be to identify the ideal candidate in an overwhelming stack of applications.

Now can be an easy time for leaders to relax, to get hypnotized or caught up in the moment. Instead, do what successful leaders are doing right now and stick to your strict hiring process of only accepting the best.

It may be challenging short term, but it will lead to long term wins when you bring quality people in to reinforce your culture.

As the saying goes, if you want something you’ve never had you’ll have to do something you’ve never done. So several years ago, I made a conscious decision. I made August a platform to launch into the fourth quarter with intention and momentum just as I’m recommending that you do. The end result was a fourth quarter like I’ve never experienced before. I exceeded my goals, expanded my team and moved into a new office space.

Now is not the time to settle, now is the time to succeed. And you can absolutely succeed right now. The secret is simply in doing what you’ve never done before. Spend August investing in your business and reap the success of planning instead of playing.

 

Anne Laguzza is the CEO of The Works Consulting. 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.

 

Prior to founding The Works Consulting in 2001, Anne served as the Regional Human Resources Director for a Fortune 500 distribution company where she led a merger transition team and was responsible for strategic planning, implementing new policies and procedures, workforce restructuring, compensation structures, and integrating the work cultures for over 600 employees.

 

In addition, Anne was formerly the Human Resources and Training Director for a start-up entertainment company where she organized and implemented a company-wide change management program that involved new company direction and strategic planning. Prior to her work in the entertainment industry, Anne served as the Regional Training Manager for a nationwide retailer where she developed and launched a multi-state training program for human resources managers as part of a corporate expansion project.

 

Anne earned her Master of Arts degree in Organizational Management from Antioch University, and holds a Bachelor of Arts degree in Psychology from the University of California, Riverside. She is an active member of the Society of Human Resources Management, and is the Board Chair for Harbor Interfaith Services and a Board Manager for the YMCA, Los Altos. Anne has taught human resources and management courses at Long Beach City College and California State University, Dominguez Hills, and volunteers at non-profit organizations teaching interviewing skills to adults seeking re-entry into the workforce.

 

Social Media Links:

Instagram – https://www.instagram.com/annelaguzza/

Facebook – https://www.facebook.com/TheWorksHR/

LinkedIn – https://www.linkedin.com/in/annelaguzza/

 

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Kate

The Californian 2020 Q3 – WORKERS’ COMPENSATION EXECUTIVE ORDER UPDATE

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WORKERS’ COMPENSATION EXECUTIVE ORDER UPDATE

Shaun Kelly, Tolman & Wiker, CALSAGA Preferred Broker

As you may recall, Governor Newsom signed an executive order on May 6, 2020  creating a temporary, rebuttable presumption that COVID-19 is work-related (industrial) for employees who meet the specific conditions below:

 

  • This Executive Order provides that COVID-19 cases for some employees will be presumed to be work-related (industrial) if certain conditions are met. This makes it easier for qualified employees to obtain workers’ compensation benefits because it shifts the burden onto the employer to prove that injury was not Fundamentally, if an employee worked on/after March 19, 2020 at the work location and direction of the employer and tested positive or was diagnosed by a medical doctor, the presumption will apply.

 

  • If the claim form (DWC-1) was filed on/after May 6, 2020, the employer has 30 days to investigate in order to try to challenge the presumption and deny the claim. Otherwise, the claim is presumed compensable. With that said, this presumption is temporary as well as rebuttable.  It only applies as long as the State of Emergency due to COVID-19 exists.  Right now, it is set to end 60 days from May 6, 2020 (about July 4, 2020).

 

  • Claims (DWC-1) filed after May 6, 2020 which show date(s) of employee’s COVID-19 diagnosis between March 19, 2020 and July 4, 2020 have a REDUCED investigation period of just 30 days, instead of the usual 90 days. The 30 days starts with the employee’s filing of the claim form (DWC-1). If a claim form for COVID-19 was filed before May 6, 2020, those claims are likely subject to the 90-day investigation period.

It is important to know that this presumption will cover claims of a COVID-19 diagnosis for employees working through July 4, 2020. Thereafter, the State Legislature and/or the Governor would have to pass a bill and/or extend the Executive Order to continue this rebuttable presumption after that date. 

 

It is past the July 5, 2020, what now?

Although the presumption expired on July 5, 2020, California Legislature is currently addressing three bills that could potentially extend the order. SB1159 aims to backdate the bill to cover claims filed after July 5 for an employee.  We will continue to monitor legislative updates. In the interim, new COVID-19 claims will again be addressed under previous workers’ compensation rules.

  • There is no automatic presumption for COVID-19 claims
  • We go back to a 90-day investigation period
  • Workers’ Compensation benefits will be provided according the Pre – Executive Order rules and regulations

Please note that all COVID-19 related claims are still exempt from the experience modification.  We will keep you posted on any updates.

Shaun Kelly joined Tolman & Wiker Insurance Services in 2005.  He specializes in all lines of property and casualty insurance for industries including contract security firms, agriculture, construction, oil and gas. Shaun received a BS in Business Administration with a major in Finance from California State University in Fresno, California. He is an active member of several industry associations, including the Association CALSAGA, the Kern County Builders Exchange and the Independent Insurance Agents of Kern County. Shaun can be reached at 661-616-4700 or skelly@tolmanandwiker.com.

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Kate

The Californian 2020 Q3 – HOW MANY OFFICERS TO HIRE

HOW MANY OFFICERS TO HIRE

Armand Adkins, Security Alliance Group

Once a client realizes that there is a need for security officers in their business, home, or event, the next issue they face is how many officers they need to hire. This is one of those questions without a cut and dry answer. The number of officers varies depending on several factors, such as location, number of guests or customers, the purpose of the business or event, and if alcohol is involved. We will take a look at each of these factors before making certain people-to-guard ratio suggestions you can bear in mind the next time you have to answer the question of how many officers to hire. Having the correct ratio is essential to all involved in order to  minimize security risks.

 

Factors to consider

Location: This is the first point to consider, for if the event, business or residential home is located in a troubled area, it would necessarily require hiring more security officers than normal.

Venue: Is it a small or large venue? How many doors or entrances does the venue have? At least one security guard per entrance is rule of thumb. Is the venue one big open space or a closed place with different rooms? The smaller the venue, less officers are needed to cover the space, while the larger the venue, the more officers will be needed.

Number of People: As we’ll see later in the suggested ratios of officers to people, the more people, the more officers, while the number of people is closely related to the venue. If you are going to have a large crowd, then the venue should be large enough to accommodate the expected crowd. The better the crowd is accommodated, the less the risk of security situations that may arise.

Alcohol: Are you having a party where alcohol will be served? Or are you running a bar or club? If alcohol is now part of the equation, more security officers will need to be hired to maintain order and balance among patrons.

Type of Event: What is the purpose of the event or area that needs to be secured? An event where expected guests are VIPs, HNIs (high net-worth individuals), or celebrities, will require more security officers.

Demographics: Factors such as gender and age should be weighed when considering the number of officers to hire. An event with mostly children in attendance would need fewer officers than an event with young male adults or a mixture of males and females.

Parking Lot: Are you providing space for visitors and guests to park their vehicles? Most businesses display a disclaimer relinquishing liability for any loss or damage to properties left in the parking lot. “Cars Parked At Owner’s Risk.” Yet, this does not mean you will not need security officers patrolling your parking lots. Remember, the presence of a security guard is a great deterrent for negative behavior. This should be factored in with the number of officers needed.

Mode of Invitation: Did you put out an open invitation on social media or online? Whether for parties or other events, more security officers need to be hired.

Type of Business: A bank will definitely need more officers than a restaurant. The higher the risk involved in a business, the higher the number of officers needed.

State of Things: The general state of security should be considered. For instance, during play-off games or other major sporting events, the general state of security is tense and on high alert in areas where people are gathering together to view games. Hosting an event during such a period will necessitate hiring more officers. In the current state of lockdown and social distancing, more officers are needed in areas like grocery stores, hospitals, and open essential businesses.

Known Threats: Has someone promised to crash a wedding or vandalize a place of business? Or threatened to steal some property? This necessitates more security officers than usual until the threat is eliminated.

Security Devices in Use: Will most areas be covered by security cameras? This can help you determine the number of officers needed.

Managing a Security Situation: In addition to the above items, it is also helpful to think through the number of officers needed if a security situation occurs that would require the intervention of officers. For example, if a party is underway and two guests get into a fight, how many security officers would you need to keep the situation under control? Remember, you still need someone watching the rest of the guests and the entrance.

While the factors to consider above have no absolute answers regarding the number of officers, they are to be considered as a whole when advising clients on proper security staffing.

 

Guard to Guest General Ratios

The following ratios should be considered a general guide when deciding on the numbers of security officers.

Standard practice is to have one guard stationed at each entry point.

Less than 10 guests with one entrance, 1 security guard.

Between 10 – 50 guests with two entrances, 2+ security officers.

50 – 100 guests with three entrances, 4+ security officers.

100 – 250 guests with three entrances, 8+ security officers.

250- 1000 guests with at least four entrances,30+ security officers.

The above ratios are for considerations and not a dictation of hard rules. Remember, whenever alcohol is involved means more security officers than usual, and where there are young adults and alcohol, the usual number of officers needed can be tripled.

 

Conclusion

After all has been said and done, it is the working knowledge and experience of the security guard company that is paramount. Such a company will provide well trained officers and be familiar with the type of event or business.  And when a company is asked about the level of security to have on-site, the factors and issues raised in this article are here to help in reaching a thoughtful recommendation.

 

Armand Adkins is CEO of Security Alliance Group (SAGPro.com), a provider of best-in-class support services/systems for small to mid-sized private security guard companies.With 25 years of legal, compliance and operational experience, Armand leads a dynamic company that delivers two unique services to address the training and hiring needs of security companies.

GuardsLink platform gives security companies the ability to provide their employees branded online training that is both affordable and quality, and includes an integrated system to monitor and manage guard training. 

SecurityHires (SecurityHires.com) is a security industry focused job board designed and built using cutting edge technology to assist in all the hiring requirements of security companies seeking qualified guards.  

Those looking for an intuitive and robust training solution implemented at no cost with a revenue sharing model, or more information regarding the benefits of the industry specific job board, should contact Armand at info@sagpro.com or call (888) 360-9373.

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Kate

The Californian 2020 Q3 -LAWSUIT DE JOUR: ADA WEBSITE COMPLIANCE VIOLATIONS

LAWSUIT DE JOUR:  ADA WEBSITE COMPLIANCE VIOLATIONS

Barry A. Bradley, Esq. and Mark I. Melo, Esq., Bradley & Gmelich, CALSAGA Network Partner

In CALSAGA’s Annual Conference last October, we warned about the rise in lawsuits based on persons claiming they were denied equal access to the websites of various businesses.  As we discussed, the failure to comply with state and federal laws allowing for disabled persons to have equal access to business websites – based on such factors as keyboard navigation, text size, compatibility with screen reader software, etc. – could potentially expose private security companies to state and federal fines, not to mention individual or class action lawsuits.

Just last month, the California Court of Appeal made a decision in one of these cases.  In   Martinez v. San Diego County Credit Union, the Court aimed to help more people with disabilities have access to online businesses and services on their own.  In 2017, Mr. Martinez – who is blind – sued his credit union because its official website was not compatible with software allowing him to “read” online content.

Mr. Martinez’ software was designed to read special codes on websites and translate their contents into audible speech which could be played on his computer.  Mr. Martinez explained that this kind of screen-reading software was “the only method by which a blind person may independently access the internet.”

Mr. Martinez claimed that the Credit Union violated Civil Code Section 51, California’s Unruh Civil Rights Act (“UCRA”).  The Act requires that all disabled persons be given “equal access” to “public accommodations.”   Because other, non-blind customers could arrange for in-person appointments or learn more about banking options through the website, Mr. Martinez claimed he was denied equal access to all of the services that the Credit Union had to offer.

The Court agreed with Mr. Martinez, and decided that the Credit Union website was covered by the state’s Civil Rights Act. Although the Act is over 30 years old – far older than websites – the Court accepted that “websites have become central to American life.”

In making this decision, the Court also said something we already knew – that “during the current pandemic, the Internet and websites have become even more critical.” As more and more of us depend on the internet to shop for groceries, order prescriptions, or just carry out our daily business, it is more important than ever for security companies to take steps to make their websites compliant with the ADA and the UCRA.  This need for “equal access” applies to job applicants, employees, clients, and even prospective clients alike.

One way of improving your website’s “equal access” compliance can be obtained through UNeedADA.com.  With this service, security companies can minimize their potential exposure and have continuous, 24-hour monitoring of their website to maintain proper compliance.  A special discounted rate is available for CALSAGA members.

If you have any questions about how the Martinez case and other rulings on disabled-person access can affect your business, contact Barry Bradley, Esq. or Jaimee Wellerstein, Esq. for a consultation.

If you have any questions as to how this ruling might affect your business, feel free to contact Bradley & Gmelich so we can help you with your specific needs.

Barry A. Bradley is the Managing Partner of Bradley & Gmelich LLP located in Glendale, California, where he heads up the firm’s Private Security Team and oversees the Employment and Business Departments at the firm.  A former Deputy District Attorney, Barry’s practice concentrates on representing business owners in employment, business and licensing issues, as well as defending litigated cases involving negligent security, employment and business related issues.  The firm acts as general counsel for many security companies in California.  Barry is the Legal Advisor to CALSAGA.

He has been conferred an AV-Preeminent Peer Rating by Martindale Hubbell, the highest rating attainable, and has been named a Southern California Super Lawyer for the past 14 consecutive years in the area of Business Litigation.  Barry is also the recipient of CALSAGA’s Security Professional Lifetime Achievement Award. bbradley@bglawyers.com  818-243-5200.

 

Mark Melo is Special Counsel in Bradley & Gmelich’s Law and Motion Department, with particular emphasis in premises liability, products liability, general civil litigation, and business litigation matters. Mark coordinates pre-trial motions for our trial teams and has successfully argued before the California Court of Appeals. Mark also trains and mentors attorneys and law clerks employed by the Firm.  mmelo@bglawyers.com

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Kate

The Californian 2020 Q2 – SIX ESSENTIAL AND ADAPTABLE COMPLIANCE FORMS FOR SECURITY CONTRACTORS

SIX ESSENTIAL AND ADAPTABLE COMPLIANCE FORMS FOR SECURITY CONTRACTORS

Team Software, CALSAGA Network Partner

As a leader of a security company, you’re simultaneously tasked with keeping the public safe while also trying to safeguard your employees. That’s extra challenging when combined with a rapidly changing regulatory environment that’s constantly evolving with new health, safety and training requirements.

Navigating this isn’t simple. It requires tools and innovations that are flexible and adaptable and can be easily adopted into your business operations. We’ve compiled a list of essential field-focused forms to help you navigate through this time using our mobile workforce management tool, Lighthouse.

Employee Safety Training and Acknowledgment

A simple form communicating risks and protocols to employees and capturing acknowledgment and understanding of these protocols can safeguard your officers and mitigate risk.

What to include:

  • How to protect officers from exposure
  • Recommended Personal Protective Equipment (PPE) and instructions for use and disposal
  • What to do if close contact with an infected individual or area occurs
  • Acknowledgment of understanding

PPE for Law Enforcement

If you operate law enforcement operations with direct physical contact to other individuals and potential exposure to blood, bodily fluids or any other potential infectious materials, PPE and Hazard Communication standards apply. Smart forms can aid you in meeting the training requirements associated with these guidelines and tracking acknowledgement from your officers and employees.

What to include:

  • Minimum PPE recommendations and acknowledgment of receipt
  • Instructions for application and use of equipment
  • Instructions for disposal of equipment
  • Instructions if close contact occurred during apprehension
  • Acknowledgment of understanding

Visitor Screening Questionnaire

Security officers monitoring essential services sites that remain open during times of crisis are tasked with increasing screening responsibilities. In many cases, all visitors and entrants to the building must be screened. Forms can help streamline these visitor screening processes, ensuring standard execution by your officers and providing crucial reporting to your customers.

The basics in screening forms:
  • Visitor details like name, contact information and purpose of visit
  • Temperature
  • Exposure risk assessment
  • Instructions for permitted entries (i.e. sanitation and safety guidance)

Site/Building Assessments

These days, customers are asking their security contractors to be their eyes and ears across more functions, including for cleaning/contamination and management of other third-party contractors. Simple building inspection forms can help guide security officers through building inspections and provide an instant reporting service to your end-customers or their third-party contractors like janitorial and maintenance providers.

Potential assessment areas/criteria:
  • Building traffic (i.e. people passing through or congregating)
  • Safety or maintenance risks (i.e. spills, construction, alarms, etc.)
  • Known or likely presence of bodily fluid(s) / contamination risks
  • Suspected presence of infected individuals
  • Other site-specific variables (i.e. healthcare environments, transport hubs)

Incident Tracking

Whether it’s a vandalism or looting incident, an employee who has fallen ill, a site decontamination effort or maintenance follow-through, identifying issues, taking action and delivering accurate reporting to your customers is especially critical right now. Timely, transparent reporting builds confidence and drives customer loyalty, and reporting on incident response helps you better deploy and manage your resources and risk.

What to track and report:
  • Nature of the issue – categorize issues for standardized reporting and better analytics
  • Description — who, what, where, why and include photos whenever possible
  • Action taken
  • Resolution
  • Time to resolve

Creating standardized mobile forms can provide critical information and training, improve transparency to your customers, drive new revenue streams and safeguard your business against risk by demonstrating and proving good business practices. And, leveraging workforce management technology, like Lighthouse, to get these kinds of forms to the right people at the right time can help you stay in control during times of uncertainty. To read more about adaptable compliance forms for security contractors, visit the TEAM Software blog.

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Kate

The Californian 2020 Q2 – SWITCHING GEARS FROM PLANNING AND PREVENTION TO PIVOTING

SWITCHING GEARS FROM PLANNING AND PREVENTION TO PIVOTING

Mark Folmer, TrackTik, CALSAGA Network Partner

While the COVID-19 crisis takes an increasingly devastating toll on the most vulnerable in our society, it is also striking the most resilient: our law enforcement officers. In New York City alone, one out of every six police officers is out sick or in quarantine. In early April, there were more than 1,500 individuals, including 2 police chiefs, and the deputy commissioner in charge of counterterrorism, out of 36,000 NYPD officers, infected with the virus. Across the country, police departments in Detroit, Houston, and Los Angeles are facing similar challenges, but none that matches the magnitude experienced by what has become the epicenter of COVID-19.

With private security companies and their teams of security officers being called upon to provide additional security and support to assist law enforcement, the security industry is quickly pivoting from planning and prevention to response. Security guards are now maintaining social distancing and performing other health and safety checks at hospitals, government facilities, and essential businesses. They are also protecting non-essential businesses such as schools, retail stores, and office buildings that have been closed but still require security. Yet despite the fact that these new public-facing roles come with increased exposure and risks to personal and mental health and safety, security officers are still showing up for work every day.

 

CovidCrime is Real
As law enforcement struggles to keep up with the evolving crisis, and individuals are being asked to isolate at home, some criminals are taking advantage of shuttered businesses and deserted streets, leading many law enforcement agencies to urge businesses and commercial property owners to take proactive measures in preventing their properties from being targeted by a wave of what’s been dubbed “CovidCrime.” So, some closed businesses with storefronts have already started to board up their windows. Other suggested measures include increasing lightning, upgrading entrance locks and security systems, or keeping staff on premise during the daytime hours and hiring private security officers for the overnight hours. To reduce the increased financial burden of extra security, some businesses have started to pool resources, or share services with other tenants in the same building or geographic area. Giving security officers clear and up-to-date instructions is more important than ever considering that in many situations, they may be working alone.

 

Threat Risk Assessment

As the crisis evolves, it may be time to review your threat risk assessment (TRA). With “CovidCrime” spreading around the world, security companies need to address potential risks. A good TRA identifies exposure by analyzing security weaknesses and taking action to manage the risk and reduce the impact of any threats. The standard process of a comprehensive TRA consists of asset identification, threat analysis, risk assessment, and risk management.

While many aspects of a traditional TRA still apply, during a pandemic, you may want to consider:

  • Restricting access to and/or monitor entry points
  • Controlling secure areas
  • Reviewing access points
  • Performing random checks for unauthorized access
  • Verifying alarm systems and fire detectors
  • Monitoring entry points via security cameras
  • Implementing measures to prevent unauthorized people from accessing secure areas

To pinpoint what areas or access points need to be monitored and secured, it’s important to rely on accurate historical incident data.

 

Take Advantage of Technology

With the need and deployment of security guard services growing rapidly right now, there’s no better time to take advantage of the available security technology on the market. Look for technologies that enable your security guard firm or in-house security team to simplify operations, drive transparency, and support accountability. The larger a workforce becomes, it is important to streamline scheduling for a large, diverse, and mobile security workforce to reduce the number of human interactions; however it is too complex to do without the proper tools and the likelihood that you have various staff members now working from home.

 

Pivoting Your Business Model

If there was ever a time to take a long, hard look at your business model, it’s now. Have you been thinking about diversifying your small- to medium-sized business? Expanding your reach from high-end retail guarding to providing door security at luxury condominiums to guards for gated communities? If the shuttering of high-end retail stores has furloughed your team, what about exploring the myriad of new guard duties presented by the pandemic. With most of the retail industry on pause, guards are now considered essential services outside hospitals, supermarkets, drug stores, hardware stores, and many other locations that were virtually unheard of six weeks ago. Consider the training and equipment needs of these positions to ascertain if your team is capable and equipped to step in and handle any new opportunities that come your way. Chances are, they are.

Right now, there is an increased demand for security guards in sectors like healthcare, grocers, and some hotel properties while there is a decrease in the education, aviation, travel, and hospitality sectors. However, as more businesses start to gradually open up, so will new guarding opportunities. With much talk of a “new normal,” in the early days of opening up the economy, we may likely experience an increased security presence reminiscent of what happened during after the 9/11 terrorist attacks. We may be asked to provide more identification upon entering public buildings, our temperatures may be taken prior to entry, and the number of people allowed to enter may be restricted which is where the security industry will be asked to step up just as the private sector has stepped up.

Fanatics, the company that makes the official uniforms for Major League Baseball, is now using the material it uses to make jerseys to make masks and hospital gowns. The first set of jerseys were made with material originally intended to make jerseys for the Phillies and Yankees.

Image Options, a leading Silicon Valley visual communications company has gone from building installations for trade shows and office environments to producing PPE to help healthcare professionals fighting COVID-19. The company recently unveiled a new checkout shield to help protect cashiers at grocery and retail stores.

Nike has also joined in the effort by making face shields from shoe collar padding, clothing cords, and the soles from Nike Air shoes.

L’Oréal, one of the world’s largest beauty producers, announced in mid-March that it will use its manufacturing facilities to make hand sanitizer and hydroalcoholic gel throughout Europe.

The value of security has never been greater than it is right now, but security companies and the industry in general should be prepared for a marathon not a sprint to the finish line. We should be prepared to adjust our business and delivery models, and be nimble and open to pursuing new lines of business as they present themselves in the coming weeks and months. It’s never too late to expand your service offering and make your security teams available for new and unconventional duties. The security industry is quickly emerging as a business enabler––helping existing businesses get safely and securely back to work––by demonstrating that we continue to be operational and responsive in a time of pandemic.

While it may be tempting to focus on the negative aspects of the crisis we are all currently facing, a more positive approach might be to take this opportunity to step back, take stock, and deliver more.

Do you want to know how the security industry is reacting to Covid-19? Fill out this 5 minute survey and we’ll share the insights with you!”

Mark was named to the prestigious IFSEC Global influencers list in 2018 & 2019 for “Security Thought Leadership”. He is also a highly active international security figure, member of ASIS and a Fellow of the UK Security Institute, as well as a world renown data-driven Operations & Security leadership expert. Mark is based in Montreal, Canada with TrackTiK, a dynamic and cutting edge tech company. Mark is also a lecturer and commentator on global security issues.

 

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Kate

The Californian 2020 Q2 – LEADING AN ESSENTIAL WORKFORCE: TIPS FOR ACTIVELY MANAGING YOUR OFFICERS WHILE SUPPORTING THEM THROUGH CHALLENGING CIRCUMSTANCES

LEADING AN ESSENTIAL WORKFORCE: TIPS FOR ACTIVELY MANAGING YOUR OFFICERS WHILE SUPPORTING THEM THROUGH CHALLENGING CIRCUMSTANCES

Anne L. Laguzza, M.A., The Works Consulting, CALSAGA Network Partner

While many are staying “safer at home,” your officers have been deemed essential and continue working to uphold the mission to protect property and environment. As a leader, you may be feeling the strain of operating beyond business as usual. Your officers may be feeling apprehensive about their normal posts.

In this challenging time, everyone is impacted both personally and professionally, even leaders. Everything is different. Actively managing your officers is critical to serving your clients but equally as important is supporting your officers as they perform their duties during these unprecedented circumstances.

Follow these five tips to actively manage your officers and support them well:

  1. Communicate Daily

Communication is a critical component of actively managing your officers. When uncertainty is prevalent, regular communication solves issues, often before they arise, and instills confidence in your workforce.

Using technology is key to staying in contact with your officers. Go beyond text messages and have a voice conversation. This extra step is critical to conveying empathy, understanding and taking a moment to value the officer, especially for officers who work solo without seeing anyone in management for weeks or months and can get disconnected quickly.

Your officers are likely to have questions. Have your officer’s duties changed at their post? Are there new health guidelines or safety protocols they must follow? Do they still report to the same person? If they worked with other officers before, will those shifts now be solo?

Communicate any changes in post directions, check in to see how they’re doing and inquire if they have any questions or need additional support.

 

  1. Convey Appreciation

Conveying your appreciation for these “essential” workers who continue to show up day after day while many people they know are staying “safer at home” is another critical component of actively managing your officers while also supporting them. You can do so much to make your officers feel valued and important with very little effort or cost.

When I worked internally in the industry, my job was to turn around morale and reduce employee complaints among the 600 employees. I was able to do both, just by recognizing the “human” in these officers and treating them with respect with every interaction. The president of our company was very good at getting out in the field and communicating with officers and shaking hands. These interactions made our employees feel valued and important.

Although you cannot shake hands with your officers right now due to social distancing, a phone call or other personalized communication to individual officers from the leader of your company to say thank you for continuing to serve during these unprecedented times will go a long way in ensuring your officers feel valued.

 

  1. Set Expectations While Understanding

Although the climate in which your officers are working in is unique, the best way to support them is to still set clear expectations while being understanding.

Your officers still need you to continue managing them, communicating expectations and keeping them accountable but with a general understanding that the unusual circumstances may result in your officers doing things that they have never done before because the situation warrants it.

Be open minded – look at the entire situation – and make decisions that are the best for the employee, the company and the client. Being flexible and expressing that you understand will make your officers feel supported when they need it most.

 

  1. Provide Additional Resources

Everyone processes circumstances differently. Providing additional resources, like an employee assistance program, is an impactful way to support your officers through challenging, extraordinary times.An Employee Assistance Program (EAP) is a voluntary, work-based program that offers free and confidential assessments for mental and emotional well-being, short-term counseling, referrals, and follow-up services to employees who have personal and/or work-related problems.

  1. Take Care of Yourself

As a leader, you may be so focused on supporting your teams through these challenging times that you might not realize that you are under a little more pressure than normal yourself.

It’s important for you as a leader to take actions that support your well-being. Debrief with fellow CALSAGA members. Connect with friends and family. Do something you enjoy in your free time. When you prioritize your well-being, you’ll be able to lead your teams well.

Taking time to actively manage your officers while thoughtfully supporting them during these challenging times will ensure that you and your officers serve your clients well now and come out stronger when this is all over.

Thank you for all you and your officers do for our communities!

Anne Laguzza is the President of The Works Consulting. 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.

Prior to founding The Works Consulting in 2001, Anne served as the Regional Human Resources Director for a Fortune 500 distribution company where she led a merger transition team and was responsible for strategic planning, implementing new policies and procedures, workforce restructuring, compensation structures, and integrating the work cultures for over 600 employees.

In addition, Anne was formerly the Human Resources and Training Director for a start-up entertainment company where she organized and implemented a company-wide change management program that involved new company direction and strategic planning. Prior to her work in the entertainment industry, Anne served as the Regional Training Manager for a nationwide retailer where she developed and launched a multi-state training program for human resources managers as part of a corporate expansion project.

Anne earned her Master of Arts degree in Organizational Management from Antioch University, and holds a Bachelor of Arts degree in Psychology from the University of California, Riverside. She is an active member of the Society of Human Resources Management, and is a board member for Harbor Interfaith Services and an advisory board member for Arthritis National Research Foundation. Anne has taught human resources and management courses at Long Beach City College and California State University, Dominguez Hills, and volunteers at non-profit organizations teaching interviewing skills to adults seeking re-entry into the workforce.

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