Aley Moyer

The Californian 2021 Q2 – SECURITY OFFICER TRAINING: THE TOP 8 TRENDS TO FOCUS ON IN 2021

SECURITY OFFICER TRAINING: THE TOP 8 TRENDS TO FOCUS ON IN 2021

Chris Anderson, Silvertrac, CALSAGA Network Partner

In the physical security industry it’s really easy to neglect training your security guards. It can be expensive and time consuming. But the benefits of security training are much higher than its potential costs.

Well-trained guards give you a reason to increase your bill rates. Better training means less problems, which means happier clients. And when you invest in your security officers, it can be a morale booster and a turnover reducer.

Even if you already know you need to train your security teams, it can be really hard to decide what training is worth cutting into your razor thin margins. These 8 security training areas are looking to be the most popular into 2021 and beyond.

  1. Compliance
  2. Cybersecurity
  3. Access Control
  4. Reporting Technology
  5. Remote Security
  6. Risk Management & Response
  7. Customer Service
  8. De-escalation & Communication

Considering these 8 areas first will be a good step forward as you look to build out your security guard training programs for 2021. Stay tuned for more content from Thinkcurity to get free advice, training, and resources in some of these areas throughout the year.

  1. Compliance

Compliance in the physical security industry can create giant headaches for guard companies. It seems like every year there is a new law or regulation that makes running your company more costly or more difficult.

Knowing and training your security guards on new standards can save you lots of time and money in the long run from fines, lawsuits, and other litigation. BSIS continues to set the nationwide standards and offers great training programs for you and your officers. But you should always make sure to check new compliance laws in your specific state(s).

One specific compliance issue that has cropped up in the past few months is security guard break meal break violations in California. Knowing how to keep your guards compliant in this area can save your company hundreds if not thousands of dollars in the long run.

  1. Cybersecurity

In every industry, cybersecurity training is becoming more and more important. It’s no different for physical security.

At the very least, your security guards and supervisors will likely use smartphones and computers for incident reporting and administrative tasks. Without knowing what to look for, they can become easy targets for phishing and malware attacks.

Putting your teams through basic cybersecurity training can save your business money and headaches. SANS and Udemy both offer great introductory cybersecurity classes both in-person and online and have a range of pricing options.

  1. Access Control

Access control has become one of the hottest topics in the physical security industry over the past few years. After all of the events of 2020, it’s becoming even more important.

There is so much technology associated with access control systems that it can be hard to figure out what exactly you and your security guards need to be trained on. Talking with your clients and understanding their specific needs is a good place to start.

Based on your client conversations, you will probably want to consider having at least one access control expert in your private security company. If you don’t have that expert now, Security CEU offers a 6-part Access Control Specialist course series for just $125 that you or one of your supervisors can take.

  1. Guard Management Software

In 2021, it’s pretty much a given that every private security company needs some kind of guard management software. But even if your company uses software, making sure security guards are trained on how to use it effectively is extremely important for you and themselves.

When your security guards know how to properly use reporting software, you get better data to inform your strategy and decision making. Your guards also get to effectively prove their hard work.

  1. Remote Monitoring

Like access control, remote monitoring technologies are becoming more popular every year. It makes sense for a lot of security clients and companies. Remote monitoring includes 2 main areas: video surveillance and global security operations centers (GSOC).

Video surveillance itself has become split into old-fashioned CCTV cameras and newer IP cameras that rely on an internet connection. IP cameras bring along things like NDAA compliance that you should be familiar with if you’re going down that route. 

If you are planning on going after any cannabis security contracts, you and your guards will likely want to be knowledgeable on video surveillance options.

Global security operation centers (GSOC) take remote incident management to the next level. They make incident response, situational awareness, and resource allocation much easier. If you run a larger security operation, you should definitely have guards and supervisors who are well-educated on managing a Command Center or GSOC.

  1. Incident Management & Response

The private security industry hasn’t had enough focus on effective incident management and response. Many security companies run into the problem of being reactive to incidents and risks instead of proactive.

A great step to solving this problem is to implement standard operating procedures (SOPs). These SOPs make job expectations clear to your security guards.

Many incident management & response plans will be designed to meet a client’s needs and the specific risks associated with their property. Putting yourself and your officers through security risk assessment training will provide a great foundation for building better incident management and response plans.

  1. Customer Service

Private security services can be looked at as a customer service-oriented industry. Many security guards will have to interact with patrons of your clients’ businesses.

Having a customer service mindset will hopefully help your guards to make a positive impression on those patrons, which looks good on your company. Encouraging your security guards to be customer service oriented will also help to fight against the negative stereotypes about the private security industry as a whole.

You can read this article from Silvertrac on customer service in private security for more information on the topic.

  1. Communication & De-escalation

All of the events of 2020 brought the topic of communication and de-escalation to the forefront of global news. But in the physical security industry, these two things have been important for a long time.

Training security guards how to communicate will not only help your company run more smoothly, but it can help prevent difficult and potentially dangerous situations from happening in the field. These tactical communication techniques are a great starting point.

When situations do start to get out of hand, training guards on de-escalation techniques can help keep themselves and everyone else in a situation safe.

Closing

Even though spending extra money isn’t ever security company owners’ first thought, investing in training for your security guards is a great investment that adds value to your security services and shows the guards that you believe in them.

Stay tuned for more great content from Thinkcurity that will help you take you and your private security company to the next level.

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 2021 Q1 – AB 685

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AB 685

Shaun Kelly, Tolman & Wiker, Preferred Broker

Happy New Year to Everyone,

Hope everyone is doing well considering the changes we have all had to endure personally and professionally as the result of COVID 19.

More change is coming in 2021 and we want to share with you information regarding AB 685 that was signed into law by Governor Newsom. It feels like the requirements for reporting COVID claims overlap and always fall on the back of the employer, and they do. Personally, it is difficult to stay up on all of the requirements and navigate through them all. The COVID-19 incident rates remain high in California and we are being required (AB 685) to provide written notifications to all employees and employers of subcontractors that may have been exposed to COVID-19. Besides the new notification rules, the new law also includes enhanced temporary CAL/OSHA authority.

Linked below are an overview of AB 685 and sample notification letters. Please note that the template letters should be reviewed by your legal counsel and modified for your business.

 How employers go about implementing the requirements of AB 685 is the responsibility of each employer. Our effort is to inform and make you aware of the new law. If you happen to receive a letter from one of your clients notifying you that as their subcontractor, they are notifying you that your employees may have been exposed to COVID-19. This brief overview will allow you to understand why your client sent you the letter (See Notice to Subcontractors).

 Please let us know if you have any questions and please be safe out there.

AB 685 Overview

AB 685 COVID Union Notice

AB 685 COVID Employee Notice Template

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 [email protected].

 

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Aley Moyer

The Californian 2020 Q4 – BENEFITS OF ONLINE TRAINING FOR SECURITY OFFICERS 

BENEFITS OF ONLINE TRAINING FOR SECURITY OFFICERS 

Armand Adkins, GuardsLink

Traditional methods of training were confined to four walls, where a room full of participants would listen to a facilitator who stood at the front of the class.  With today’s technologies, we can now think outside the box, or if you will, train outside the four walls. With the necessity for social distancing in certain locations, taking training courses online is not only logical, but the safe option. These days, security officers can receive online training on a range of different topics, ranging from communications to the theory portion of armed training. Ensure you take your training from a top online training platform for security officers. This article discusses the benefits of online training for security officers. 

Tools Needed For Online Learning

Before we dive into the benefits of online training for security officers, we have to take a moment to highlight the tools someone would need for online learning. As we know, for the traditional on-site methods of training, all one needs is a notebook, a pen and, of course, to show up on time at some location which may or may not be convenient. However, in an online environment, the learner will need the following in order to access their instructional materials that may include videos, audio, text and images: 

  1. Laptop, desktop, tablet or smartphone 
  2. Strong internet 
  3. Space for re-enact demos and practice, and 
  4. Props for practice, if necessary 
Convenience and Flexibility

Because online training courses are available 24/7, prospective security officers can take their mandatory training at a timethat is convenient for them. This flexibility allows trainees to fit their training around their lifestyle, rather than the other way around. This is especially vital for trainees with children, or prospective security officers still working at another job. Imagine having to juggle a full-time job with on-site training; that could translate to long commute hours and loss of weekends. Also, online training reduces the chance of a security officer missing their training, which potentially could result in committing errors while on duty. 

Compliance and Liability

As Calsaga is correct to remind its members regularly, all security officers, and by extension security companies in California, are required to meet the training and continuing education standards set out by the BSIS. No exceptions. 

There are many existing BSIS approved, third-party online trainers.  Your security officers will find one of them to receive training, and then your company must have the administration process in place to know when training is due by guard, track down the security officer to obtain the certificates and properly store them consistently, every time.  Likewise, there are integrated training platforms, like GuardsLink, that not only include the training for consistency across all your guards, but includes the tracking and proper, secure storage of certificates to ensure compliance.  Whether you send your security officer to obtain third-party online training or you have a platform to simplify the process in-house, your obligation remains the same –  to maintain compliance with training requirements to protect your company and security officers from compliance findings and/or liability issues.  

No Class Size Minimum & More Precise Training

With online training, it is easier and faster to distribute learning resources and monitor and track how security officers are engaging with the content. Training is available on-demand and does not require special planning and logistics. To access, all one needs to do is make a purchase, create an account, and find a convenient time to work through the learning materials. The right training can be taken at the right time, without the concern of whether there are enough trainees to justify the coordination and cost of on-site training.  

Manage Dissemination of Protocols

When a new security protocol or guideline is issued, whether from regulators or internal, it is easier to manage its dissemination among security officers in active service through online training. This way, SOPs (Standard Operating Procedures) and other procedural materials can reach those it is intended for in a streamlined manner.  

Opportunity for One-on-One

The majority of time traditional training involves one-to-many. Although online training is also one-to-many, the opportunity for having a one-on-one with the facilitator is greater because learning management systems (LMS) are built to have a one-on-one feature by default. On-site training has to follow specific schedules, especially where the venue and/or trainer have to be booked and paid for. It is different for online training, as trainees can drop their questions and receive feedback from the facilitator at each other’s convenience. Sometimes, this one-on-one opportunity could be extended post-training, which could be helpful for those new on the job. 

Go In-Depth on Niche Topics

As new situations arise in society, new security issues will also arise. Using online training, security officers and security companies are assured of receiving high-value training from those with subject matter expertise on niche topics. For instance, with active shooter training, who better to facilitate than one who had previously trained for and worked in an active shooter environment from the perspective of a security and public safety professional? Everyone can also save time by having the facilitator record once, rather than having to be physically present in several locations.  

Reduce Costs

On-site training involves several costs like equipment, location, transportation, trainers per session, and so on. With online training the purchase is the only cost, where the individual gets unlimited access at their convenience. Importantly, quality online training does not have to mean expensive.  Several vendors, including GuardsLink, offer affordable online training, whether the cost is picked up by the individual security officer or company. In fact, security companies can expect to get discounts when purchasing in bulk on behalf of their security officers. 

Conclusion

Of course, there are limitations to online training such as slow internet connection, distractions at home, and space for practice. However, the benefits outweigh the limitations. Current realities have created an essential need for transitioning to digital. Education, training and professional development have now transitioned online. Benefits of online training for security officers  

range from convenience and flexibility, reduced costs, and easy tracking. Not only that, but clients can be assured that your security officers are up to date on security trends that will keep their business, staff and properties secure.  Choosing to take training courses online is a smart move. 

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 [email protected] or call (888) 360-9373.

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Kate

The Californian 2019 Q4 – YOUR KPIs MAY BE TOO LATE

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YOUR KPIs MAY BE TOO LATE

Tony Unfriend, CSA 360

Traditional KPIs (Key Performance Indicator) present themselves too far into the reporting process to real-time relevant or even helpful in the Physical Security Industry. Unfortunately, by the time they receive critical data, the incident is over, and someone could be injured, which could lead to the termination of the contract.

It’s flawed to look backward at compliance and completion analysis, passively waiting to see if you performed an inspection, completed all site visits and post orders, security analysis, or penetration testing efficiently.

You may be accustomed to the wait for results, receiving during a Quarterly Business Review (QBR) when stakeholders are meeting and going over stats and data. But that’s too late to be acting on data.

There is a vast difference between knowing something in your business, and knowing the data that drives that thing. As the champion of your organization, you shouldn’t wait for lag metrics to evaluate tasks and efficiencies; you need real-time information. It would be best if you saw what is happening while it’s happening, as it’s happening. Security is a real-time industry, and for maximized safety and results, you need real-time evaluation and real-time data so that the focus can be on the process and the people. It’s much easier to intervene and course correct in the earliest stages of an incident than it is to go back in time.

The argument has become that many lead measures give insight on measuring the effectiveness of your team, however, the speed at which they are delivered to those charged with the task of managing and decision making, it’s a game of adjustment and reactivity. Real-time information allows a well-trained team to meet an incident where it’s at and deescalate, mitigating risk.

If there is anything that experience in this industry will teach you, it’s that you need to evaluate the shifts and hours that your employees are scheduled for, not what they are working, and you need to see discrepancies in real-time. And wouldn’t it be great to have smart scheduling software that will alert you when an employee is approaching overtime?

Most security companies don’t get reimbursed for unplanned overtime, and that payroll money has to come from somewhere. The most efficient method to reduce overtime is being able to look at your scheduling on a Monday to see where each employee will be with hours on Thursday- not waiting until Thursday to see who is still available and who is approaching the pay period billable hour limits.

It’s fair to assume that the first responder on the scene should find the resolution to the problem. Instant resolution and incident de-escalation are essential to you and your clients. Do you know how many issues or incidents are resolved with the initial responder on the first attempt? Real-time data visualization will assist in the achievement of identifying a new view of actual time spent, responder intervention level, and labor associated with incidents. Ideally, there will be one officer on each incident, but we all know there are situations that call for additional resources, and that’s understandable. When you get to the point where you have multiple officers on every report as the norm, it becomes necessary to start examining where the breakdown is occurring.

Do you have a low-confidence officer who needs backup on every call? Do you need to step in and re-administer training? Software exists to assist in finding the root issues rather than waiting for the outcomes.

Here is a tip from my experience: e-Learning is near the high end of the list of importance and is a critical employee-based KPI, and here’s why. If an incident that one of your employees responded to has gone under the microscope for whatever reason, you can provide instant documentation of training and certification with exact scores, dates, and times of completion. You have to be able to show critical stakeholders upfront the skill, strength, and growth investment that you have in your employed talent. That brings peace of mind to your client. Don’t wait to prove your value.

Tony Unfried 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.

Continue reading the 2019 Q4 edition of The Californian

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Kate

The Californian 2019 Q3 – HOW TO GET THAT BETTER JOB

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HOW TO GET THAT BETTER JOB

Mark Folmer, TrackTik

Security means different things for different people.  Ultimately, all definitions are correct because the sense of security is personal: where I feel secure, someone else may not and vice versa. As many definitions as there are for security there are different roles in frontline security.

You are reading this because you are part of the security community. Below is some food for thought as you consider your spot in the security world. If you have decided to be a part of it, it is important to understand where you fit, what you do, and how that contributes to the overall security plan of where you are assigned. The function that you are filling means that people or other assets will be secure, but you are not alone: you have tools and you contribute value.

  1. Persona consideration: comprehending what your “persona” is looking for in a role in security both if you’re looking to move on to the next role within the profession or outside of it is an essential first step. Answering the following questions will help point you in the direction of a role that makes sense for you:
    • What sort of training do you want/need?
    • What does risk mean for you?
    • What is your tolerance to risk?
    • Do you like interacting with people?
    • Would you rather work alone?
    • Where do you want to go?
  1. Tech saavy: expectations in security are such so that the company that you work for delivers more than “just a person at a site”. A Deloitte study revealed that 47% of companies are currently going digital. This entails that frontline personnel, essential in delivering on services- reporting incidents in real-time, actioning on post orders, etc. – need to understand the “whats” and the “whys” behind technology. As you spot your next role, ask yourself and the recruiter what the technology stack will look like:
    • Will you have the tools you need to do the job properly?
    • How will you be scheduled?
    • How do you go about finding what work is available?
    • How can you match as closely as possible the desired hours that you want to work with your actual hours worked?
  1. Learning: knowing what role is a fit for you and what the tools of the trade are is important, but considering what new information you need to learn to secure or even progress in your current position is key too:
    • Are there technical abilities that you need (i.e. first aid, physical security information management systems)?
    • Where can you get that knowledge? Is the training offered “on the job”? If so, is it structured?
    • Will you get certification or acknowledgement of any sort once it’s complete?
    • Does the company value me having that knowledge?
    • Is the knowledge transferable? Are the skills that I am learning useable for other clients, sites, or sectors?

Earlier in my career, I decided to join ASIS International in order to learn the business of security more closely. There, it became obvious to me that in order to achieve my goals as a security professional, I would need to obtain certification. Nowadays, there are many more offered than “just” the CPP (Certified Protection Professional): the PSP (Physical Security Professional), the PCI (Professional Certified Investigator), and the APP (Association Protection Professional, the latest being brand new and perfect for novices to the field of security.

Takeaways:

  • As an industry there are numerous opportunities that can be tailored to fit your needs.
  • To come up with a professional roadmap, considering the question of whether you are in it for a limited time or a long time is crucial: the answer to that questions and how you optimise your time accordingly are up to you.

Be clear about what you want to do, understand the environment, what motivates you, and take the opportunities that come up.

 

Named to IFSEC’s Global Influencers list 2018 for Security Thought Leadership, Mark is a business school graduate, CPP and Member of The Security Institute (MSyI). Mark’s background is in security services, corporate security, consulting and workforce software. A graduate of Concordia University in HR Management and International Business, he progressed to several senior management roles responsible for security business units across Canada, including serving as the Senior Manager for Corporate Security at Canada’s largest telecommunications company. He launched a consulting business focused on physical security for corporate clients, and has been teaching part-time at the Université de Montréal since 2016. Currently, Mark is the Vice-President, Security and Industry, in the software scaleup TrackTik, and volunteers as SRVP Region 6, Chair of the Security Services Council, the Private Security Officer Standard Technical Committee, and the Private Security Company (PSC.1) working group.

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Kate

The Californian 2019 Q2 – HIRING, TRAINING, & EMPLOYEE ENGAGEMENT

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HIRING, TRAINING, & EMPLOYEE ENGAGEMENT

Chris Anderson, Silvertrac Software  

Business owners in the security industry all have one major problem in common: hiring good employees. The traditional way of hiring through speed and convenience often leads to trouble. Resulting in uninspired employees who quit, get fired, or hurt your company’s reputation.

Companies today separate hiring, training, and employee management. Then spend endless days, weeks, months — not to mention resources — trying to figure out why they can’t find good officers.

This focus is understandable. Owners wear many hats, are strapped for time, and struggle to find balance in their day-to-day work. But what we’ve found over the past 10 years in the security industry is clear.

To see success, you need to look at your business as one well-rounded, well-oiled machine.

This may come as a shock, but it’s important to have good hiring techniques. Good techniques lead to more motivated employees who commit to better training programs. They empower employees to go above and beyond their job roles. And how can you forget the time (and money) you save with a strong process in place.

The result? A successful, well-oiled operation with happier clients, more bids, and more secure contracts.

Below we’ll talk about past lessons we’ve learned, and how they’ve helped security companies like yours build long-term success.

First, what’s your current hiring process? If you’re like most small-to-midsize security companies, you constantly spin your wheels to hire officers. Time is never on your side. You need to fill posts fast and as painless as possible, because every other part of your business demands attention. So how can you put any thought into who you hire?

Remember, these officers represent you and your company. You need to trust and depend on them. That’s why we promote one way to hire officers: Slow Down!

One big reason we say “Slow Down” is because you need more loyal employees. Slowing down your hiring process helps assure candidates are a good fit for your company. You want to know if this person agrees with your work ethic and values. If they are reliable and trustworthy.

A framework like this puts the right people on your team. Which in turn creates a hard-working and motivating environment new hires want to be a part of. Companies who slow down see less hirer’s remorse, lower turnover, and better employee performance.

Second, supervisors play a key role in maintaining this environment, as well as keeping your business running smooth. They are your trusted side-kick. The ones responsible for officers when you’re not around. The way you hire them is how they will hire and manage officers, too. Making our case for hiring slow even more evident to run a top-notch security operation.

Influential supervisors are the next step to building a well-rounded security operation. Officers look to supervisors as mentors, conflict managers, company-messenger, and coach. So when you hire a supervisor who sees eye-to-eye with your values and goals, you set an example for everyone else. It gives them the power to build a strong team, gain officers respect, and make officers more receptive to feedback and training.

Another big challenge you face as a security team is an officer’s lack of motivation and drive. Luckily, it’s something you can change. The steps we discuss will give your team the platform needed to build an empowering culture.

For example, you may have noticed we continue to use the term “officer” versus “guard”. We do this because “officer” gives off a level of professionalism for employees to fulfill. “Guard” is something of lesser status.

Combine solid hiring processes, influential supervisors, and the job title of “Officer”, and what do you get? A foundation where your employees feel they can grow professionally and personally. A place people actually want to work. And a new culture of learning and leadership.

This is something the security industry is notorious for not doing. But the results are undeniable, and it’s radically changing the way we hire and manage officers.

So once you create this new culture, it’s your responsibility to uphold it. Bringing us to your last step: to provide on-going training opportunities for your team.

Training is thought to be a one and done thing  —  it’s not. It’s an on-going program that includes workshops, on-the-job-training, classes, and more. This allows you to strengthen skills, reduce weak links in the company, and bring everyone to a higher level, so they all have the same knowledge.

Not all training programs are alike, however. We find that great training programs look at three things first: company needs, quality instructors and materials, and training metrics.

Then, the different points of training in the program. This includes basic onboarding, yearly training, self-education, OTJ training with field supervision, and testing. If you don’t test employees, how can you know if your training is effective or not? A complete program helps you determine employee strengths and weaknesses. So you can offer personalized and effective materials for them to be successful.

It’s important to use a variety of training techniques in your program. For example, we recommend the KISS method for onboarding — Keep It Simple Stupid. New hires know little about your procedures and expectations. KISS gives them a good introduction to your company, and the fundamentals they need to succeed. Since everything is laid out beforehand, supervisors don’t have to spend time on the same, avoidable conflicts over and over again.

Educated and happy employees make for a more productive and successful environment. Wouldn’t you agree?

Some security owners complain that hiring and training requirements force them to focus on quick results. But in most cases, it’s actually a failure of process, not the task itself. Owners who focus on slowing down and finding the right fit for their business stand the greatest chance of hiring good officers.

The ultimate goal is to take a step back and see how all these aspects of your business work together. Once you do that, the rest will fall into place. Your team will operate at levels you have never seen. Your clients will be happier than they have ever been, and more contracts will be coming your way. It’s a win-win-win.

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Kate

The Californian 2019 Q2 – ON-CALL AND CALL-IN SHIFTS REQUIRE PAYMENT OF WAGES

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ON-CALL AND CALL-IN SHIFTS REQUIRE PAYMENT OF WAGES

Jaimee K. Wellerstein, Esq., Bradley & Gmelich, CALSAGA Network Partner

A sales clerk brought a putative wage and hour class action against his employer, Tilly’s, alleging that store employees were due reporting time pay for on-call shifts or call-in shifts in which employees were required to contact the stores two hours before the start of their shift to determine whether they were needed.  The sales clerk argued that having to be on a tether to determine if he should have to report is the same as being under the employer’s control and should be compensated as reporting time.

The employer argued that on-call scheduling is not what triggers the Wage Order reporting time pay requirements, but rather when they actually report physically to work.  In Ward v. Tilly’s, Inc., 31 Cal. App. 5th 1167 (2/4/2019), the Court of Appeal sided with the employees and held that if an employer directs employees to present themselves for work by telephoning the store two hours prior to the start of a shift, then the Wage Order’s reporting time requirement is triggered by the telephonic contact.

Reporting time pay is one-half of the scheduled shift and, in any case, not less than 2-hours of pay at straight time. (See, IWC Wage Order No. 4, section 5.)

LESSON LEARNED:  Although the On-Call or the Call-In models are not typically used in the security industry, if you do, be aware that each employee is deemed to be under the employer’s control while they are waiting to see if they will be needed.  As such, reporting time wages are required to be paid.

Jaimee K. Wellerstein is a Partner at Bradley & Gmelich LLP, and the Head of the firm’s Employment Department. Jaimee concentrates her practice in representing employers in all aspects of employment law, including defense of wage and hour class actions, PAGA claims, discrimination, retaliation, harassment, wrongful discharge, misclassification, and other employment related lawsuits. She also provides employment counseling and training in all of these areas. Jaimee routinely represents employers in federal and state courts and in arbitration proceedings throughout the state, as well as at administrative proceedings before the Equal Employment Opportunity Commission, the California Department of Labor Standards Enforcement, the United States Department of Labor, and other federal and state agencies. Jaimee assists as a Legal Advisor to CALSAGA, and is a member of ASIS International. She is rated AV-Preeminent by Martindale Hubbel, the highest peer rating available. [email protected] 818-243-5200.

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Kate

The Californian 2019 Q2 – HEAT ILLNESS PREVENTION

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HEAT ILLNESS PREVENTION

Shaun Kelly, Tolman & Wiker, CALSAGA Preferred Broker

It’s that time of the year….not post tax season… Heat Illness Prevention season!

With the change in seasons comes the warmer weather and it is imperative (And required by Cal/OSHA) that all employers train their supervisors and employees on heat illness prevention. The safety of your employees is the responsibility of the employer and if an unfortunate event does occur, Cal/OSHA may  be investigating the event. If so, they will be asking if you have your Heat Illness Prevention Program in place. The investigation will include verification that you have provided training to your supervisors and employees.

A Cal/OSHA study identified the key role that employers play in preventing worker fatalities due to heat illness. The findings highlighted the value of training supervisors so that they can make the fullest use of their power to control safety on the job.

California Code of Regulations, Title 8, Section 3395 Heat Illness Prevention requires all employers to have a Heat Illness Prevention Program which includes the following:

Provide fresh/potable drinking water

Employers must provide employees with fresh, pure, and suitably cool water, free of charge. Enough water must be provided for each employee to drink at least one quart, or four 8-ounce glasses, per hour and the water must be located as close as practicable to the work area. Employers are also required to encourage employees to drink water frequently

Provide access to shade

When temperatures exceed 80 degrees, employees must be provided shade at all times in an area that is ventilated, cooled, or open to air and that is as close as practicable to the work area. There must be sufficient space provided in the shade to accommodate all employees taking rest. When temperatures do not exceed 80 degrees, employees must be provided timely access to shade upon request. Employees should be allowed and encouraged to take preventative cool-down rest as needed, for at least 5 minutes per rest needed.

Have high heat procedures in place

High heat procedures are required of agricultural employers when temperatures exceed 95 degrees. The procedures must provide for the maintenance of effective communication with supervisors at all times, observance of employees for symptoms of heat illness, procedures for calling for emergency medical services, reminders for employees to drink water, pre-shift meetings to review heat procedures and the encouragement of employees to drink plenty of water and take preventative cool-down rest as needed.

Agricultural employers must additionally ensure employees take, at a minimum, one 10-minute preventative cool-down rest period every two hours in periods of high heat.

Allow for acclimatization

New employees or those newly assigned to a high heat area must be closely observed for the first 14 days of their assignment. All employees must be observed for signs of heat illness during heat waves. A “heat wave” is any day where the temperature predicted is at least 80 degrees and 10 degrees higher than the average high daily temperature the preceding 5 days.

Train all employees regarding heat illness prevention

Employees must be trained regarding the risk factors of heat illness and the employers’ procedures and obligations for complying with the Cal/OSHA requirements for heat illness prevention. Supervisors must additionally be trained regarding their obligations under the heat illness prevention plan and how to monitor weather reports and how to respond to heat warnings.

Have emergency response procedures

Employers must have sufficient emergency response procedures to ensure employees exhibiting signs of heat illness are monitored and emergency medical services are called if necessary.

Have a Heat Illness Prevention Plan

Employers must have a written heat illness prevention plan that includes, at a minimum, the procedures for access to shade and water, high heat procedures, emergency response procedures, and acclimatization methods and procedures.

For your reference, linked is a sample of a Heat Illness Prevention Plan.

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 [email protected].

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Kate

THE CALIFORNIAN 2018 Q4 – SECURITY GUARD VS. SECURITY OFFICER- WHICH SHOULD YOU USE?

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SECURITY GUARD VS. SECURITY OFFICER- WHICH SHOULD YOU USE?

Kwantek Team

So, you have a position opening up in your contract security firm. Now is the time to post the job in various places using your standard job description and other boilerplate materials you use when hiring.

You know you need systems in place for this, so you arm yourself with tools like an applicant tracking software or detailed hiring spreadsheets.

The question now becomes, what should your job title be?

Security Guard or Security Officer?

Many people in the industry will tell you there is no difference in the two.

Some say an Officer is armed and a Guard is not.

Some say the Officer has greater training and/or responsibility.

As we look at today’s hiring and retention landscape, there are two main reasons you should prefer the term “Security Officer” rather than “Security Guard.”

1) “Security Officer” is Searched More Often on Indeed

Thanks to data made publicly available by Indeed, we are able to know exactly how people are searching for security jobs.

In September of 2018, “Security Officer” was searched 725,027 times.

“Security Guard” was only searched 392,036 times, nearly half that of “Officer.”

If you want your job to be seen, the first logical step is to make the title what people search the most.

But it goes deeper than just what the candidate is searching. While it might help you edge out “Guard” in the search results, Indeed is smart enough to show jobs with both titles.

Making sure you get good placement is one thing, but how many people actually click your job?

In September of 2018, jobs titled “Security Officer” received 3,688,632 clicks.

Jobs titled “Security Guard” received only 975,338 clicks.

Not only does “Officer” get nearly twice as many searches as guard, it gets nearly FOUR TIMES as many clicks.

We like to let the data speak for itself. This is one of those cases.

2) Appeal to Your Audience

The first rule of copywriting is to appeal to your audience.

Your audience (your current and prospective employees) wants to feel respected and important.

Put simply, “Officer” has an implication of greater responsibility than “Guard.”

Implications aside, perhaps you actually believe there to be a fundamental difference between the two titles.

Here’s the reality…

A good guard, officer, or watchman is alert and observant.

They are ready and able to defuse a situation with words rather than weapons.

They are helpful to others and they follow rules of the management and client.

All of these responsibilities are those of an officer, and labeling them as such works to enhance their sense of self-worth and pride in their job.

When making this decision, we ask ourselves: what’s the goal?

Is the goal to be “right” in a semantics discussion?

Or is our goal to attract the best and most talent and keep them employed on our teams?

At Kwantek, we much prefer the latter, therefore “Security Officer” is the title we recommend.

If you insist on there being a difference between the two, consider using “Senior Security Officer” and “Security Officer” job titles. The difference could mean greater retention and/or more applicants.

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Kate

THE CALIFORNIAN 2018 Q4 – ACTIVE SHOOTER INCIDENTS: HOW SECURITY OFFICERS ARE HELD LIABLE

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ACTIVE SHOOTER INCIDENTS: HOW SECURITY OFFICERS ARE HELD LIABLE

Tory Brownyard, President, Brownyard Group

The sheer volume of active assailant incidents in 2017 and 2018 has left many observers feeling the prognosis is grim for halting these incidents. Yet the security industry has remained a practical and hopeful voice in response, as experts seek to address the threat head-on with strategies and practices for access control, de-escalation and timely reporting.

However, one critical element is sometimes left out of these discussions: reducing potential liabilities. In the aftermath of active shooter incidents, as we all search for a cause, sometimes security is held up as the party at fault. Even if an officer behaves professionally, they may be held liable—whether it’s a verdict in the courtroom or the perception of those who read or view it in the media.

It may seem self-serving to focus on mitigating the risks associated with protection. I know security professionals want to focus on protecting the people and businesses they have been hired to serve. Yet they can’t do that job if they do not protect themselves as well.

Clients have high expectations for security officers. In fact, they sometimes expect security contracts to guarantee total safety and security, which no firm can promise. From an insurance perspective, I recommend firms seek to include indemnification clauses in their contracts, which transfer risk from the security professionals to the people who contract them, essentially holding the security professionals harmless. Similarly, contracts may include force majeure clauses, which remove liability in the case of an unforeseeable or extraordinary incident.

However, the reality is that contracts do not always include this language. When they do, the incidents that are covered by either clause can be up for debate. When that is combined with the very real and valid trust clients put in security professionals, it can result in litigation. These lawsuits may include allegations of negligent security, failure to protect or failure to anticipate foreseeable violence.

During litigation, attorneys sometimes raise the issue of poorly designed or improperly followed policies and procedures. For example, some businesses have a “zero tolerance policy” for workplace violence. This is communicated to security officers with little indication of how this impacts their post orders or how they should respond in specific situations. Instead, post orders communicated in contracts should create clear expectations for officers and, ideally, be developed in conjunction with security experts.

Clear policies and procedures not only protect everyone during an active shooter incident, but also can help security professionals defend themselves in the event of a lawsuit. A customized active shooter response plan—that details a security officer’s role—is a critical tool for reducing losses during a tragic incident.

It should also be emphasized that training supports post orders, policies, procedures and response plans, both for officers and for the people they are protecting. Without effective training, neither party will be able to execute even the most carefully designed plans.

Yet how do you plan when clients do not fully grasp their exposures and security flaws? Planning without a security assessment puts security professionals in a difficult position as they are asked to execute policies and procedures that they do not agree offer the best protection. Even if a client declines, offering a security assessment—and doing so in writing—allows the client to consider the option for the future and demonstrates the security firm was diligent in attempting to fulfill their obligations to the client.

I am sure security professionals would prefer to focus on their area of expertise—protection—not the threat of lawsuits. But taking a proactive approach to managing active shooter risks and attending to potential sources of liability can free officers to focus on what they do best.

 

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. For more information, contact him at [email protected].

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