Aley Moyer

The Californian 2020 Q4 – THREE WAYS YOUR SOFTWARE SHOULD SUPPORT MEAL AND REST BREAK COMPLIANCE 

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THREE WAYS YOUR SOFTWARE SHOULD SUPPORT MEAL AND REST BREAK COMPLIANCE 

Team Software, Network Partner

By capturing electronic timekeeping data with your software, you’re able to catch and prevent violations before they happen — something that isn’t possible with manual timekeeping. 

Timekeeping is an everyday concern for security companies. Your guards are clocking in and out of shifts across multiple locations. Your supervisors can’t be everywhere at once to ensure breaks are being taken by the right people at the right times. This doesn’t just have an impact on your individual employees — it also has an impact on your business’s financial wellbeing when it comes to paying for meal and rest break compliance violations. 

Understanding the impact of these laws is especially crucial for security companies in?California, where violating meal and rest break laws can result in compensating employees for lost breaks with additional hours of pay. Here’s a list of three ways your software should support your business when it comes to meal and rest break compliance. 

Timekeeping and Punch Types

Your meal and rest software should offer enhanced timekeeping and punch types to allow you to track your guards’ multiple unpaid and paid (otherwise known as on-duty) meals and paid breaks. You should also be able to see actual in and out times, and view, edit, and clean up your collected data in efficient and helpful ways when punch data must be corrected. 

Reporting

Look for software with useful and informative meal and rest reporting to help determine who is and who isn’t in compliance with your company and/or state’s meal and rest laws. Reporting should be flexible to allow you to identify any or all violations such as meals and breaks that have been missed, are too short or not taken in a timely manner. The identification of and premium (or penalty) payment of the violations you identify according to your business policies should be a simple, streamlined process. 

Notifications 

Your software should be able to send notifications to the right people at the right time to support your company’s meal and rest compliance and minimize premium payments to employees. To ensure lunch breaks are taken in a timely manner, look for focused notifications that alert supervisors if a meal hasn’t been started after a certain amount of time into a shift. Guards should also be notified if they’re checking back into work before their lunch or break is taken in full. 

When used properly, a holistic software solution ensures your timekeeping is accurate, easy to manage and in compliance with state, local, union or company-specific regulations. Contact TEAM Software at sales@teamsoftware.com to learn about how we can help you manage your meal and rest break compliance. 

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Aley Moyer

The Californian 2020 Q4 – HOW TO WIN IN-HOUSE CONTRACTS AS A PRIVATE SECURITY COMPANY

HOW TO WIN IN-HOUSE CONTRACTS AS A PRIVATE SECURITY COMPANY 

Chris Anderson, Industry Expert, Thinkcurity, Silvertrac, Network Partner

For a long time, the contract security industry has faced fierce competition. A limited number of large companies dominate the market and hundreds of other security guard businesses battle for what’s left of the contracts. 

2020 is no different. The top 5 security guard companies account for $17.1 billion of the $28 billion contract security market. For every other security company, staying on top of trends is critical for success in the industry. 

Robert Perry’s white paper on the U.S. Contract Security Industry is one of the best resources to follow these trends. One opportunity in the security industry that the paper talks about is contract security companies winning contracts with businesses that currently use in-house security. 

There is an estimated $15 billion in potential revenue from converting in-house security to contract security. But many security guard companies are not moving on this opportunity. 

This article will look at 3 advantages of contract security over in-house security. You can work these advantages into your sales strategy to win more contracts with these businesses. 

  1. Cheaper Security Costs 
  2. More Experience & Training 
  3. Security Technology 

If you want more information on this topic and other trends in the security industry, you can watch the on-demand Thinkcurity Virtual Physical Security Summit. Robert Perry, the Day 1 keynote speaker, reviewed the 2020 white paper as well as how to have long-term success in the contract security industry. 

  1.  Cheaper Security Costs

If you run your own security business, you know that business owners are constantly thinking about their bottom line. One of the biggest advantages for a company to use contract security services, instead of keeping it in-house, is that it is much cheaper. 

In-house security requires a business to cover all kinds of extra costs like recruiting, onboarding, training, insurance, and benefits. Hiring 1 employee costs an employer an average of around $4,000, and healthcare benefits can be as much as 9% of employer costs per employee. 

Contract security is often sold as one flat, hourly guard rate. Not only are you providing the security guard and paying their salary, you also cover all of the associated costs with maintaining the roster, working them into that flat, hourly rate. 

When a company hires security officers in-house, they need to be extra careful when they decide to change their roster size. As a contract security provider, you can easily increase or decrease coverage for a client as needed. 

Lastly, contract security companies can more easily offer additional security services. Take mobile patrols for example. An in-house team would have to invest in the vehicle itself, any extra training or licensing, and other costs. 

As a contract security provider, you either already have mobile patrol teams in place or can more easily subcontract a company that offers mobile patrols. Plus, since you are spreading the cost across your entire business, it keeps the rates lower for a client, making them even more likely to give you the contract. 

More Experience & Training

Highlighting the experience and training your security guards have is one of the best cases you can make to win a contract from a company currently using an in-house team. Of course the first step is making sure that your guards and supervisors are properly trained. 

Thinkcurity is a great resource for general knowledge like training security supervisors to be true leaders. On top of that, training that is backed up with certifications is very helpful. Organizations like CALSAGA and ASIS can provide your officers with certified training that will look great to any potential client. 

When you have experienced officers, you will stand out in the industry and will be in a good position to win contracts – even without being the lowest bid. If you trust the quality of service provided by the officers you employ, you can wow a potential client even further by showing the steps you take to have high accountability and transparency in your operation. 

Experience means more than just the amount of years each one of your security guards has worked in the industry. Your experience as an owner is a huge value add to a company whose focus is not on security services. 

Because of this, if you’re looking to win over in-house contracts, start with businesses that are in industries or require services that you have the most experience in. Your resume as a security service provider in the specific areas they need help with will be a very convincing argument even before you get to talking about your rates. 

Security Technology

Technology is becoming more and more important to the private security industry every year. 

Depending on the size of your security company and what kind of services you offer, there is a wide range of security technology and software solutions you can use to improve operations. 

Regardless of size, every guard company should have some level of security incident reporting software. Small operations need at least a simple software to collect good data from the field and keep track of guards during guard tours. 

Larger security companies probably will require more sophisticated security software. Command center (GSOC) and visitor management features are key to handling larger contracts with more specific needs. 

Artificial intelligence (AI) technology is becoming more popular in security – especially with tools like AI integrations with remote guarding. 

Whatever security technology you have incorporated into your business can give you an advantage when trying to win over an in-house security contract. Already having technology that’s worked into your guard rate is likely to be appealing to a potential client. 

Closing

With all of the competition in the private security industry, keeping your eyes open for new opportunities is critical to growth and long-term success for your security company. If you are interested in going after in-house security contracts, these 3 advantages should absolutely be highlighted during the proposal process. 

Still want more hands-on advice? Make sure to watch the on-demand Virtual Physical Security Summit and tune-in to Robert Perry’s keynote speech on long-term success in the security industry. 

Chris is the Founder of Silvertrac Software and has been working in the security industry for more than 25 years. He enjoys working with our clients everyday to help them grow their businesses and really enjoy what they are doing. Chris currently lives and works in Seal Beach, CA.

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Aley Moyer

The Californian 2020 Q4 – SB 1159 – REPORTING WC CLAIMS WHETHER WORK-RELATED OR NOT!

SB 1159 – REPORTING WC CLAIMS WHETHER WORK-RELATED OR NOT!

 Shaun Kelly, Tolman & Wiker, Preferred Broker

Credit needs to be given to the CALSAGA staff and President David Chandler for their ability to put together a great virtual conference in the midst of the COVID pandemic. there was an abundance of information provided by the speakers that was shared with the CALSAGA Members and those that were able to attend the conference. This event took tremendous amount of coordination, time and resources to put together and they did an outstanding job!

We are receiving a large volume of calls regarding the compliance with the SB 1159 and what to do. As this was part of our presentation for the conference, we want to reemphasize the details of the new law and help Members navigate through the process. Compliance with the SB 1159 is mandatory and comes with a penalty for those employers that do not comply. However, if you have less than 5 employees, this new law does not apply to you.

Linked below is an outline of FAQ’s that we have developed for you. Click on the link and please review. Do not hesitate to contact us if you have any questions.

Thanks again to CALSAGA for putting on a wonderfully informative conference!

View Senate Bill 1159 Primer: New Reporting & Notification Requirements for Employers


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 – COVID-19 AND EMERGING SECURITY RISKS

COVID-19 AND EMERGING SECURITY RISKS

Tory Brownyard, Brownyard Group 

Earlier this year, I wrote about how a hardening market for security insurance was going to have a pronounced effect on the industry. What I did not — and could not — anticipate was the impact of a pandemic, global civil rights protests and inner city looting across the country.

It has been heartening to watch how the security industry has responded. Security firms did not hesitate to change their policies and procedures to protect officers. If they had hesitated, we may have seen more guards fall ill with COVID-19. Yet many still have questions about what this all means for them, particularly when it comes to insurance and liability. Let’s review the issues.

 

COVID-19

As was the case for many industries, early stages of the pandemic brought much uncertainty to security. It was unclear where officers would be needed most, and many expected that firms may struggle as schools, shopping centers and public spaces were shut down. Security companies acted fast to protect their staff and figure out what their clients needed most in these difficult timeswhich is why the industry hasn’t been hit as hard as might be expected. COVID-19 has highlighted a greater need for security officers, as well as their versatility.

While we saw an expected decline in business in some sectors and regions, we have also seen many security firms adapt to changing business needs and even reinvent themselves in response to COVID-19. This has meant taking on patrol duties, hospital work and alarm response jobs. As businesses have started reopening, security officers have been asked to handle temperature screening.

These temperature screenings raise many questions about risk and insurance. This may seem outside the bounds of typical post orders, yet officers who protect office buildings and other large facilities have been conducting these temperature checks. In these instances, insurance protection could be available under incidental medical malpractice coverage. Still, it is important for security firms to take measures to ensure their clients understand that temperature readings do not guarantee tested individuals don’t have COVID-19.

To limit liability, other firms have responded by contracting medical professionals to conduct temperature screenings. In this case, incidental medical malpractice coverage no longer applies as it is intended to cover security workers, not contracted medical professionals. For medical contractors, security firms would want to consider acquiring a separate medical malpractice insurance policy.

Security officers have also been asked to add sanitizing and disinfecting to their list of duties. Since the intent of security insurance coverage is usually only for security work, these tasks likely fall outside the risks insured by a security firm’s policy. This is a situation where checking in with a trusted insurance brokers is a good idea. Sanitation services may need to be classified as janitorial services or something similar, which may necessitate a separate insurance policy. Otherwise, any claims arising from sanitizing and disinfecting may not be covered.

Beyond additional responsibilities, the security industry has also had to deal with the virus itself. What happens if an officer contracts COVID-19 on the line of duty? In some instances, contracting a disease in the line of duty may be covered under workers’ compensation policies. Any claim would have to be followed by a thorough investigation to find out whether the contracting of the virus was work-related. If it is determined, that the claim is compensable, then benefits may include coverage for medical bills and indemnity pay for those who have lost time from their job. As every case is different, it is always a good idea to talk it through with your broker or insurer to make sure you have all the facts.

How the protests have impacted security

Nationwide, there have been riots and protests regarding the police force in recent weeks. As noted in news reports, police in a few areas of the country did not respond to calls in late June. This is clearly a conundrum for security officers with post orders to observe and report. For example, if a security officer works at an apartment complex that deals with intruders who damage the lobby, typically they would alert the police. Now, they may be forced to choose between enduring daily intrusions and ignoring the risk to life and property or taking on the risks of physical intervention.

Consequently, we’ve received many calls in recent weeks asking if officers are covered to act in these circumstances. Since they cannot just call the police any longer, what are the potential liabilities? In this situation, the answer likely comes down to their post orders. If the post orders clearly state the responsibility of the officer is to just observe and report, then they take on liability by acting further, even in the event police do not respond. Plus, officers typically tasked with observing may not have the training to de-escalate physical confrontations — putting the officers and others at risk.

The other issue that has emerged for security officers in recent weeks has been the actual protests. Some guard firms have been asked to step in and help secure businesses in areas affected by looting. With this significant exposure to crowds and potential acts of violence, this is a risk to be carefully weighed.

Over the past two decades, the security industry has made a dramatic shift towards careful risk management. The industry is safer than ever — and well equipped to respond to our current realities. It still helps for companies to maintain an open dialogue with their insurer to ensure any and all additions to their services are covered in their policy, particularly as responsibilities outside their normal comfort zone become more relevant in the industry.

 

Tory Brownyard, CPCU, is President of Brownyard Group (www.brownyard.com), an insurance program administrator with specialty programs for select industry groups. In addition to his responsibilities as President, he currently spearheads the Brownguard security guard insurance program. Tory is a highly-regarded subject matter expert in the field of Security Insurance and has contributed to industry publications such as Security Magazine and has been featured regularly in leading insurance publications. He can be contacted at TBrownyard@brownyard.com.

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Kate

The Californian 2020 Q3 – 7 DE-ESCALATION TIPS FOR PRIVATE SECURITY

7 DE-ESCALATION TIPS FOR PRIVATE SECURITY

Chris Anderson, Silvertrac Software, CALSAGA Network Partner

Keeping people and property protected is the most important service that private security provides.

In any tense situation where there’s potential for violence, de-escalation needs to be the priority, not just one of many options. To make sure this happens, your entire security operation needs to be on the same page about how to respond to and de-escalate tense situations.

This article will cover some basic strategies your security guards can use to keep tense situations calm and prevent violence or injury.

  1. Escalation Warning Signs
  2. Steps to De-Escalation
  3. What Not to Do in Threatening Situations

Once you start implementing these strategies in your operation, training your officers on them should be the highest priority. Well-trained guards, supervisors, and managers will be able to better execute de-escalation strategies.

Escalation Warning Signs

In the private security industry, there’s a good chance your security guards will be in potentially dangerous situations. That’s why having strong situational awareness is incredibly important.

Here are some of the most common warning signs that a person might escalate a situation in the field:

  • Direct threats
  • Bragging about previous violent encounters
  • Yelling
  • Extensive profanity
  • Violating security guard’s personal space
  • Finger pointing
  • Heavy breathing/flaring nostrils
  • Making fists

 

These are the most obvious signs that a situation could escalate. But there are less obvious signs that are just as common:

  • Higher tone of voice
  • Laughter at odd/inappropriate times
  • Refusing to make eye contact
  • Tensing body

Making sure that your security guards who work in the field are aware of these warning signs. It will make dealing with dangerous situations that much easier.

7 Steps to De-Escalate Situations

Staying calm in a potentially threatening or dangerous situation is a lot easier said than done. It’s completely normal for security guards to want to fight fire with fire and stand their ground.

But this is only going to make the situation worse. If a guard responds aggressively, the person they’re dealing with will want to respond even more aggressively back.

These 7 steps will help any security operation be better equipped to handle sticky situations and keep everyone safe.

1. Prepare

Having a plan for your security teams to follow in threatening situations has a lot of benefits. Following a plan can minimize mistakes, give officers confidence, and keep them calm. Using past situations to help develop your plans will make them even better

Things to consider in these plans include knowing when to call for backup, when using physical force should be considered, and how to communicate. Once you have a solid plan in place, make sure all security officers are trained well to implement that plan.

2. Understand

Whether a security officer is trying to remove a homeless loiterer, a violent criminal, or an aggressive soccer mom, it’s important to look past the person’s actions. Looking at everyone as people first – even in tense situations – will make them feel like someone actually wants to help them.

If anything an officer says or does comes off as judgmental, the person they are trying to calm down will see the situation as a struggle instead of an attempt to find a solution. If the officer’s goal is to keep everyone calm, escalation is a lot less likely.

3. Listen

The #1 rule for listening is to not interrupt. But it’s more than just letting an angry person rant and yell. People need to feel like they’re actually being heard. Security guards dealing with an angry person should practice active listening.

Maintaining eye contact will keep guards focused and show the person that someone is paying attention to them.

Repeating what they say back to them makes sure the security guard knows what the person is trying to say, not just guessing.

4. Communicate

Communication is not just about the words you say. Studies show that communication is only 7% verbal. The rest comes down to how things are said and body language.

Your security guards need to pay attention to every aspect of how they communicate. Doing things like keeping a calm tone of voice or standing further back will communicate that the security guard is not a threat and wants to help.

When asking questions, giving people plenty of time to respond can make a huge difference. Not only will the security guard be practicing patience and keeping calm, the problem person won’t feel rushed.

5. Collaborate

Even the most aggressive or threatening person is more likely to respond better when they feel like someone is genuinely trying to help them. Again, an officer’s main priority should be peacefully resolving the situation, not using force.

Using phrases like “let’s figure out how we can fix this problem together” shows that the officer is willing to work with the person. Asking questions to better understand why the person is mad in the first place can help the officer come up with the best solution.

Offering solutions to the problem based on what the person has said shows the security officer is actually trying to help or mitigate  the situation.

6. Document

Documenting a problem interaction can make all the difference. If the situation turns violent, having documentation can help later on in potential lawsuits or interactions with law enforcement.

Using a guard management software like Silvertrac will allow security guards to record audio, take notes, and take pictures to make sure the entire story gets told.

To keep the situation calm, it’s always best to ask or inform the problem person that they will be recorded. If they start to escalate in response, taking notes and/or making sure backup is nearby are good alternatives.

7. Debrief

Talking about tense situations as a team is super important. Getting feedback from guards in the field can help update and improve de-escalation preparedness in the future.

This is a great time to get more buy-in from your security guards since they will get to play a part in developing strategy.

What Not To Do

Knowing what not to do in potentially threatening situations is also important. Here are a few tips of things to avoid when dealing with an escalating situation.

  • Don’t make false promises. Promises, in general, are probably better to avoid.
  • Don’t interrupt. This is so important it’s in here twice. Interruption is one of the quickest ways to start escalating an already tense situation.
  • Don’t make any type of threat. Again, the goal is to resolve the situation without violence. Threats make that less likely.
  • Don’t show visible frustration. The problem person will respond better to an already calm security officer.
  • Don’t say stereotypical lines like “calm down” or “just breathe.” These phrases can actually cause a negative response and make the situation worse.

One Last Word

These are great tips for trying to keep situations calm and people safe. But we know this won’t prevent every bad situation from getting out of hand.

Violent and tense situations are inevitable in the private security industry. Having a good grasp on every strategy and option will help security teams have the best response in any situation. Knowing how to respond appropriately will keep your security guards safe and your clients happy.

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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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