Mark your calendar now – you don’t want to miss these events!

We hope that your 2020 is off to a great start! 

Make it a resolution to attend these exciting training events.


Learn More About Security University


CALSAGA President David Chandler will be the presenter during Silvertrac Software’s monthly webinar Thinkcurity. The theme for January is Rules & Regulations: Private Security Compliance. Topics include: Recent Information on Industry Compliance, Best Practices for New Operators, Upcoming BSIS Regulation Changes and more.

The webinar will take place Thursday, January 30 at 10:00am.

Register for Thinkcurity

Update from the Department of Justice

As an association we strive to keep you up-to-date on relevant information for your business. Please review the information below from the Californian Department of Justice.

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Update to Assignment of Firearms to Licensed Security Guards by Private Patrol Operators

This Bulletin provides an update regarding Assembly Bill (AB) 2220 (Stats. 2014, ch. 423) and the mandated Department of Justice (DOJ) system modifications.

SUMMARY OF AB 2220 (Stats. 2014, ch. 423)

AB 2220 became effective July 1, 2016, and established procedures allowing a Private Patrol Operator (PPO) business entity to be a registered owner of a firearm. Additionally, AB 2220 allows a PPO to assign a firearm to a security guard and to designate a firearm custodian.


The Dealer Record of Sale (DROS) Entry System (DES) remains incapable of recognizing a business as a firearm purchaser or owner, and modifications to both DES and the Automated Firearm System (AFS) are required to list a PPO as the purchaser and registered owner of a firearm. The DOJ continues to work towards implementing these modifications and developing a process for PPOs to submit a Certificate of Assignment to identify in AFS the PPO employee who has been assigned a firearm owned by the PPO. (Pen. Code § 28012.)

Pending implementation of these modifications, until further notice, California firearms dealers are advised to continue completing the current DROS process to the owner or manager of the PPO for any firearms being purchased on behalf of the business. The PPO is responsible for maintaining their own firearm assignment records.


Until modifications to the DES and AFS systems are complete, law enforcement personnel may continue to encounter armed security guards who have the requisite permits and qualifications to carry a firearm in the course of their duties as security guards, but who are not the registered owners of the firearm. A security guard licensed to carry a firearm by the Bureau of Security and Investigative Services (BSIS), is eligible to be assigned a business-owned firearm by a PPO for whom they are employed. An assignment of a firearm to an eligible and licensed security guard by a PPO is not a violation of Pen. Code § 27545. (Pen. Code §§ 28010, 28012, 28018.)


Where it can be determined that a firearm is registered to the security guard’s employing PPO and properly assigned to the security guard, law enforcement agencies are encouraged to refrain from taking any action to confiscate the firearm or arrest the security guard for offenses related to possession of a firearm by an individual other than the registered owner.

If you have any questions regarding this Information Bulletin, please contact the Department of Justice, Bureau of Firearms at (916) 227-7527.

Download the Information Bulletin

Happy Holidays + What’s New with CALSAGA

We have some exciting news to report: the CALSAGA team is growing!

This month we have added Kelly Swartzbaugh as Manager of Member Services.
In the new year Kris Smidt will be transitioning into the role of Program Manager and
Kate Wallace will become the Association Manager.

As always, we appreciate the ability to serve our members. If you have any questions or need assistance, please don’t hesitate to reach out.

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As an association we strive to keep you up-to-date on relevant information for your business.

In case you missed it:

Update from the BSIS

As an association we strive to keep you up-to-date on relevant information for your business. Please review the information below from the BSIS.

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Initial Firearms Permit Application is Now on BreEZe!

The Bureau of Security and Investigative Services (Bureau) is pleased to announce that the Initial Firearms Permit Application is now on BreEZe. Applicants can find the option by logging into their BreEZe account here: Please note that online application processing times are generally faster than that of paper applications.
Applicants are still required to scan and upload, as an attachment, the Certification of Firearms Range Qualification Training provided to them by a BSIS Certified Firearms Instructor. This Certification can be found on Page 3 of the Firearms Permit Initial Application, which can be accessed here:
Further, applicants are still required to submit their fingerprints to the California Department of Justice for a background check. To access the Live Scan Forms relevant to the applicants’ qualifying license, you may visit the links below:

Please be advised that effective July 1, 2018, a BSIS security guard registrant seeking to associate a BSIS Firearms Permit to the guard registration must complete an assessment to demonstrate that they are capable, at the time the assessment is completed, of demonstrating appropriate judgment, restraint and self-control for the purposes of carrying and using a firearm when performing security guard duties. (Business and Professions Code Sections 7583.23 and 7583.47).

More details about the Firearms Assessment Process

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Thank you for your continued support of CALSAGA. If you have any questions or if we can be of assistance to you, don’t hesitate to reach out to us at


As an association we strive to keep you up-to-date on relevant information for your business. Please review the following important communication from CALSAGA Legal Advisor Bradley & Gmelich LLP.

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Last year, new sexual harassment training requirements were adopted for California employers, requiring such training by qualified individuals. Under the new law, employers in California having 5 or more employees must provide sexual harassment training to all non-supervisory employees, and to all supervisors. (Previously the requirement for supervisor training only applied to employers with 50 or more employees.)

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California Governor Gavin Newsom recently signed urgency legislation in late August, 2019 extending the deadline from January 1, 2020 to January 1, 2021 for most employers to complete the training requirements.  However, the legislation imposes different requirements on “temporary services employers” as defined in Section 201.3 of the California Labor Code.  With very limited exceptions, Section 201.3 specifically provides that private patrol operators licensed to employ security guards are considered “temporary services employers.”

Based on our review of both last year’s bill (SB 1343) and this new extension (SB 778), the deadline for private patrol operators to provide training to existing non-supervisory temporary services employees is extended to January 1, 2021.  However, all new hires that are hired after January 1, 2020 must receive their training within 30 days of hire, or within their first 100 hours of service, whichever comes first.  (This is broken down for you below.)

The good news is that for those private patrol operators who have already diligently provided the required training, the new law states that they do not have to provide any refresher training to those employees for two years from the date of that training.

Remember, private patrol operators are considered to be “temporary services employers” under Labor Code section 201.3.  This is true regardless of how long you intend to provide security services at a given client site.  So, unfortunately, the requirement of training all new hires within 30-days of hire applies to PPO’s starting January 1, 2020.

Here is a bullet point summary of our interpretation:

Original Law:  AB 1825 (2004)

  • Employers with 50 or more employees have to train all supervisors regarding sexual harassment prevention within 6 months of the date of hire or promotion into a supervisory position.
  • Provide 2 hours of refresher training every 2 years.
  • Effective  1/1/2006.
#MeToo Bill: SB 1343 (2018)
  • By 1/1/2020, Employers with 5 or more employees must provide training in the prevention of sexual harassment:
    • 2 hours to all Supervisors
    • 1 hour to all other employees
  • Refresher every 2 years
  • TEMPORARY EMPLOYERS:  (LC 201.3) Beginning 1/1/20:  All newly hired PPO employees who are hired after 1/1/2020 must receive the training within 30 days or 100 hours of being hired (whichever occurs first). Supervisors who are promoted into that position must receive supervisory training within 6 months of the promotion.
#MeToo Extension Bill:  SB 778 (2019)
  • By 1/1/2021, All  Employers with 5 or more employees must provide training in the prevention of sexual harassment:
    • 2 hours to all Supervisors
    • 1 hour to all other employees
  • Refresher every 2 years
  • Any employer who has provided the training to existing employees in 2019 shall not be required to provide such employees with refresher training again until 2 years from the date given.
  • [No Change — TEMPORARY EMPLOYERS:  Beginning 1/1/20:  All newly hired PPO employees who are hired after 1/1/2020 must receive the training within 30 days or 100 hours of being hired (whichever occurs first).]


  1. All non-supervisory employees hired any time prior to 12/31/2019 must receive their training by 1/1/2021. (Extends time for existing employees.)
  2. All supervisors hired or promoted to a supervisory position prior to 12/31/19 must receive training within 6 months of their hire or promotion.(No change from prior law regarding supervisors.)
  3. All supervisory and non-supervisory employees hired after 1/1/2020 must receive their respective training within 30 days of hire or within their first 100 hours, whichever comes first. (No change from prior law.)
  4. Any employer who has provided the training to existing employees in 2019 shall not be required to provide such employees with refresher training again until 2 years from the date given. (Exempts employers who diligently gave training in 2019 from providing any additional training for 2 years to those employees and supervisors.)
While your own legal advisors may interpret the training requirements codified in Government Code 12950.1 and the definition of whether PPOs are “temporary services employers” differently, we take a conservative positon based upon the plain language of the statute.  Of course, this is not meant to be legal advice and we recommend you consult with your attorneys if you need further clarification.

Finally, remember that the sexual harassment training required by these laws is now the minimum standard.  We encourage you to provide regular and ongoing training on sexual harassment and discrimination issues.

2019 Annual Conference Recap

Last week CALSAGA hosted its 2019 Annual Conference & Exhibits in Rancho Mirage. The CALSAGA team has heard from multiple attendees that this was the best conference yet and is inclined to agree!

The association appreciates our strong working relationship with the Bureau of Security and Investigative Services. Bureau Chief Lynne Jensen Andres and Deputy Chief Samuel Stodolski presented attendees with a status update of the bureau. In addition, the pair took attendee questions from the stage as well as from individuals following the session.

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Kicking off the General Sessions, veteran presenters Barry Bradley and Jaimee Wellerstein of CALSAGA Legal Advisor Bradley & Gmelich delivered a Legal Update. This annual  presentation helps attendees prepare for new laws that will affect their businesses and the industry as a whole. On Thursday Gary Bradley and Anne Laguzza alerted attendees to potential Human Resources pitfalls. Staples of the program, these two sessions complement each other to help attendees protect their businesses and ensure that they are compliant with staffing and hiring laws, changing regulations and more.

Jesus M. Villahermosa, Jr. of Crisis Reality Training, Inc. presented the training Surviving the Active Lethal Threat Event. Jesus educated attendees on the tactics proven to increase survival in the event of an active shooter event. This powerful training is so important and, unfortunately, extremely relevant for the time.

Our program also included sessions on cannabis, BSIS compliance and an address from CALSAGA’s lobbyist Kelly Jensen of Sloan, Higgins, Jensen. In addition, Michael Hogsten General Counsel for G4S Secure Solutions shared the story of their Dignity and Respect campaign.

Thank you to our sponsors:

      • Tolman and Wiker Insurance Services LLC, Presenting Sponsor & President’s Reception Sponsor
      • Silvertrac Software, Gold Sponsor
      • TSIB, Gold Sponsor
      • UniPro International, Gold Sponsor and Awards Dinner Cocktail Hour Sponsor
      • El Dorado Insurance Agency, Silver Sponsor
      • CSA360 Software, Bronze Sponsor
      • TrackTik, Bronze Sponsor & Awards Sponsor
      • ProtaTECH, Credential Sponsor & Happy Hour Sponsor
      • Destiny Software, Credential Sponsor
      • TEAM Software, Wednesday Refreshment Sponsorship
      • Corporate Security Service, Inc., Awards Dinner Wine on Table Sponsor

PARTICIPATING SPONSORS: A.G. Spanos, Allied Universal Security Services, Bradley & Gmelich, First Security, The Works Consulting 

The Annual Awards Dinner was held on the Wednesday evening of the conference. An afternoon Happy Hour was hosted by
ProtaTECH and the Awards Dinner Cocktail Hour was hosted by UniPro. During the event Lifesaving Awards were presented to several brave security professionals.

Among the winners are the First Security Services officers who first responded during the active shooter event at the Gilroy Garlic Festival in July 2019. These brave individuals ushered civilians to safety, began performing first aid before medical personnel could arrive and safely evacuated disabled and handicapped individuals. Security professionals also helped by putting injured members of the public into their patrol cars and driving them to the hospital to save valuable time.

Additional award recipients from Allied Universal Security Security Services and CIS Security include:

      • Officers who, after shots were fired at a medical center, established a barricade and worked to keep patients and visitors calm
      •  An officer who administered first aid during a mall shooting as well as assisted local law enforcement in their search for the shooters
      •  An officer who assisted with patient transport and hospital evacuation during the Paradise Fire in November 2018

Award winners were each presented with a check provided by Awards sponsor TrackTik.

Click here to view the Palm Springs New Channel 3 posted regarding the Lifesaving Award winners from Gilroy.

The Agua Caliente Resort & Spa continues to be a wonderful host with excellent food and service plus surprisingly inexpensive lavish rooms. We look forward to returning again next fall for the 2020 CALSAGA Annual Conference & Exhibits October 20 – 22, 2020.

Thank you to our vendors:
American Bike Patrol, B Line Security Training, Certifix Live Scan, CSA360 Software, Destiny Software, El Dorado Insurance Agency, Defencify Training, Flexible StaffCARE, HUB International, Kwantek,Robotic Assistance Devices, Philadelphia Insurance Companies, ProtaTECH, Round Table Financial, Sargeant Insurance Agency, Silvertrac Software, Symbol Arts, LLC, TEAM Software, Telepath Corporation, Tolman and Wiker Insurance Services LLC, TrackForce, TrackTik, UniPro International

View the photos from the Annual Conference

View the photos from the Awards Dinner

False Hope – SB 778 Does Not Apply

 False Hope – SB 778 Does Not Apply

You may have heard that SB 778, which Governor Gavin Newsom recently signed, would provide some relief on the deadline for sexual harassment training compliance as required by SB 1343. Unfortunately, SB 778 does not apply to the private security industry. Classified as temporary service employers, private patrol operators must be in compliance with SB 1343 by providing sexual harassment training to all employees by January 1, 2020.

SB1343 requires employers with 5 or more employees to provide sexual harassment prevention training to all employees. Supervisory employees must be provided with 2 hours of training every 2 years and nonsupervisory employees must be provided with 1 hour of training every 2 years. The law requires that the training be interactive and provided by facilitators who have knowledge of and expertise in harassment, discrimination and retaliation. CALSAGA offers online training that satisfies all of the requirements of SB 1343.

Please remember that training is specific to the company. Even if you hire an individual who has received sexual harassment training from a previous employer, the individual must be trained at your company within 30 days of hire or within 100 hours worked, whichever occurs first.


Purchase Sexual Harassment Training 

Are you prepared for new laws that will affect your business?

If you haven’t planned to attend the 2019 CALSAGA Annual Conference & Exhibits, make plans now! The program is full of valuable information that you need to run your business!

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Don’t miss your opportunity to hear from new BSIS Chief Lynn Jensen Andres and Assistant Chief Samuel Stodolski.

Are you prepared for new laws that will affect your business? CALSAGA Legal Advisor Barry Bradley has got you covered with his Legal Update.

Make plans to attend the entire event. You won’t want to miss the last session which is Surviving an Active Lethal Threat Event!

Other session topics include: BSIS Compliance, Cannabis in California, BSIS Update, Human Resource Challenges – Real World Problems, Real World Solutions, Dignity and Respect in the Workplace, Legislative Report from Sacramento

View The Full Schedule

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Register Now!

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If you still haven’t booked your room for the 2019 CALSAGA Annual Conference & Exhibits there is good news!
Agua Caliente Resort and Spa has extended the discount for one more week!

Contact the hotel directly for room reservations: 866-923-7244 (Discount Code: CALSAGA) or book online Agua Caliente Room Reservation (Discount Code: CALSAGA19)

View Travel Info and FAQ

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Interested in being a Conference Sponsor? The Exhibit Hall is now sold out but there are a few sponsorship opportunities remaining. For more information contact Association Manager Kris Smidt at

Are your lactation accommodations compliant?

As an association we strive to keep you up-to-date on relevant information for your business. Please review the following important information below from CALSAGA Network Partner Bradley & Gmelich.

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By Annette M. Barber, Esq.

California Labor Code Section 1030 requires every employer to provide a reasonable amount of break time to accommodate an employee desiring to express breast milk for the employee’s infant child and establishes the type of location required.  But how does an employer comply with these requirements when the employee requesting the accommodation does not work on the employer’s premises?

1. Establish a policy and procedure for requesting an accommodation.
Communicate to your employees the Company’s policy supporting the need for lactation accommodation and the procedure required to request an accommodation.  Do not leave it up to your supervisors alone to handle this issue, or if you do, make sure they are trained on how to handle the request and how to make an accommodation.  You may not require a doctor’s note or any other medical documentation.

2. Ensure proper break time.
The break time to express breast milk should run concurrently with any break time already provided to the employeeRest breaks must be provided for a “net” ten minutes twice in an 8 hour shift, which should occur before and after a meal period.  An employer must provide additional time if the employee requests it, but that break time will be unpaid. Please note that an employer is not required to provide an employee break time for purposes of lactating if to do so would seriously disrupt the operations of the employer.  It is recommended that an employer be very cautious about denying this accommodation.

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3.  Designate a location for lactation at the employee’s assigned site.*
You will need to review the work site and you may need to have a discussion with the client to determine how best to comply with the legal requirements.  If the site does not have a permanent, designated lactation area, you will need to establish a temporary location.  You will need a room or other location, other than a bathroom, in close proximity to the employee’s work area, for the employee to express milk in private, which means free from intrusion. It may include the place where the employee normally works if it can meet the privacy requirement. Although the law does not require a lock on the door, it is recommended because a sign could be ignored.  A private office or a conference room may be used as long as it is private and the employee is not interrupted.  Individual stand-alone lactation pods are now on the market and may provide another option if it is difficult to establish a private place in the workplace.

A car is not considered an appropriate location for privacy reasons, even if it is the employee’s car. The windows would allow others to look in and it would not have an electrical outlet required for pumping.  Also, you cannot ask the employee to go home, even if the employee lives close to the work site, as it would not satisfy the requirement of close proximity to the employee’s work area, which is considered generally to be on the same floor, in the same building, etc.

As a last resort, if due to the size, nature and structure of your business, it is an undue hardship to have another location (which you will need to prove), a bathroom can be used, as long as it is not a bathroom stall, and there is a private sitting area.  Alternatively, and again as a very last resort, you can offer the employee the opportunity to transfer to another site that has the ability to accommodate lactation, but at no loss of any kind to the employee.

Be reasonable and conservative in your approach with dealing with lactation accommodation.  The California Labor Commissioner may issue a citation and impose a $100 civil penalty for each violation, but more importantly, an employee can bring a claim of discrimination if an accommodation is not provided.  For further guidance on this or any other employment issue, contact the attorneys at Bradley & Gmelich, LLP.

*Please note the City of San Francisco has a Lactation in the Workplace Ordinance that has additional requirements.

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Want to hear more from Bradley & Gmelich?
Register for the CALSAGA Annual Conference and Exhibits!
Bradley & Gmelich Partners Barry Bradley and Jaimee Wellerstein will be presenting a Legal Update to help you prepare for new laws that will concern your business! In addition, Associate Steven Hyun will tackle the complicated topic of Cannabis in California. You won’t want to miss either session!