EMPLOYMENT PACKAGE CHECKLIST

WELCOME TO GUARDIAN EAGLE SECURITY INC.

PLEASE READ AND SIGN THE FOLLOWING FORMS:

Employee Data Form (Including emergency contact information)
EMPLOYMENT AGREEMENT
RULES AND REGULATIONS
CODE OF ETHICS
PROBATION PERIOD POLICY
EMPLOYEE NON‐COMPETE AGREEMENT
EMPLOYEE NON‐DISCLOSURE AGREEMENT
UNIFORM AGREEMENT
UNIFORM CARE POLICY
INJURY AGREEMENT
WORKERS COMPENSATION FRAUD POLICY
EQUAL OPPORTUNITY POLICY
SEXUAL HARASSMENT POLICY
DRUG & ALCOHOL POLICY
GENERAL USE OF FORCE POLICY
VEHICLE SAFETY POLICY
COMPANY VEHICLES EXPENSES REIMBURSEMENT POLICY
MEAL PERIODS AGREEMENT
REST PERIODS AGREEMENT
PAYCHECK DELIVERY OPTIONS
EMPLOYEE PHOTO AND RECORDING RELEASE
COMPANY POLICIES ACKNOWLEDGEMENT
POWER TO ARREST FINAL EXAMINATION

Signature

Date

EMPLOYEE DATA FORM

Name

First Last

MI:

SOCIAL SECURITY #: ( NO DASHES)

DRIVER LICENSE #:

Email

DATE OF BIRTH:

Address

Street Address City State / Province / Region ZIP / Postal Code

HOME PHONE:

CELL PHONE:

MARITAL STATUS:

# OF DEPENDENTS:

HIRE DATE:

CLASSIFICATION:

Office

Field

EMERGENCY CONTACT INFORMATION

EMERGENCY CONTACT NAME:

EMERGENCY CONTACT PHONE:

EMPLOYMENT AGREEMENT

THIS AGREEMENT is made as of the date set forth below, by and between Guardian Eagle Security, Inc. (Hereinafter “Employer”) and the below named employee (hereinafter “Employee”).

WHEREAS, Employer has hired Employee to perform services on behalf of Employer; and

NOW, THEREFORE, IT IS AGREED AS FOLLOWS:

Employee will be an at-will employee of The Employer, which means the employment relationship can be terminated by either of us for any reason at any time; any statements or representations to the contrary should be regarded by you as ineffective. Further, Employee participation in any benefit program is not to be regarded as assuring Employee of continuing employment for any particular period of time.
During the term of their employment, pay-rate will vary from post to another depending on scheduled hours, scheduled shifts, distance, and seasons.
During the term of their employment, Employee shall not, directly or indirectly in any capacity, engage or participate in any business that is in competition in any manner whatsoever with the business of the employer.
Employee acknowledges and agrees that the names, addresses, and other information regarding Employer’s clients constitute trade secrets of Employer and that client or unauthorized use or disclosure of any of Employer’s trade secrets obtained by Employee during their employment with Employer is unfair competition. Employee promises and agrees not to engage in any unfair competition with Employer.
Employee consents and agrees that during the period of two (2) years immediately after the termination of their employment with the Employer, he/she will not, either directly or indirectly, make known or divulge the names or addresses of any of the clients or patrons of Employer at the time he/she entered the employ of Employer or with whom they became acquainted after entering the employ of Employer to any person, firm, or corporation, and that they shall not directly or indirectly, either for themselves or for any other person, firm, company or corporation, call upon, solicit, divert, or take away any of the clients, business, or patrons of the Employer upon whom they called upon or upon whom they solicited or to whom they catered or with whom they became acquainted, or upon whom they called or to whom they catered after their employment with Employer.
Employee consents and agrees that for any violation of any of the provisions of this Agreement, a restraining order and/or injunction may be issued against them in addition to any other rights the Employer may have.
For a period of two (2) years immediately following the termination of their employment with Employer, Employee shall not seek employment or work for any of Employer’s clients.
In the event that the Employer is successful in any suit or proceeding brought or instituted by the Employer to enforce any of the provisions of this Agreement, or on account of any damages sustained by the Employer by reason of the violation by the Employee of any of the terms and/or provisions of this Agreement to be performed by Employee, the Employee agrees to pay the Employer reasonable attorney’s fees to be fixed by the court.

This agreement date:

Employee:

Employees Signature

Employer:

Guardian Eagle Security, Inc

Print Name

First Last

RULES AND REGULATIONS

You must arrive at your scheduled post at least 15 minutes prior to starting your shift.
Please check in and out at (800) 494-8793. This phone number is only to be used for checking in and out only! If you’re calling for any other reason, please call Operations Manager at your local branch office.
You must provide at least 8-hour notice to our local branch office if you are sick and unable to go to work. Upon returning to work, you must provide verification of your illness or a doctor’s note.
Notify the Operations Manager no less than one week in advance if you need an extra day off.
You must provide a valid reason (in some cases proof) for being late to work. If you are late, or call off at the last minute during your 120-day probationary period, this would be a sufficient reason for termination.
Raises will not be given if you do not pass your 120-day probationary period. If you are late, or call off without proper reason or get removed by client request for misconduct or lack of performance, you will not be eligible for a raise.
Uniforms must always be neat, clean (pressed), and tailored. You must always be in full uniform when working. A full uniform includes: company patches, along with badge and ID, white proper neck T-shirt, black security belt (no dress belt), black socks, black uniform shoes or boots (shined). (No tennis shoes or dress shoes). You must also be well-groomed. Hair must be clean-cut, mustaches properly trimmed, and no goatees or earrings allowed.
It is mandatory for all officers to have in their possession at all times a CA driver’s license/CA ID, guard card, and all other permits.
Never leave your post at any time during your shift for any reason unless approved by your immediate supervisor and/or Operations Manager.
No smoking or drinking on duty. No exceptions!!!!!!
No visiting or hanging out at any company accounts while you’re off duty.
Do not use the telephone at your assigned post or any other accounts unless you are calling the police, fire department, or Guardian Eagle Security, Inc. No exceptions!!!!!!
If you have any questions, please call your local branch office between the hours of 0900 and 1700, Monday through Friday.
If you are working your scheduled post, and your relief does not show up on time, contact the Operations Manager immediately and verify the problem. It is mandatory that you continue to cover the post until you are properly relieved. If you leave the post without a relief, this is sufficient reason for immediate termination.
If you decide to quit for any reason, we require that you give us at least 2 weeks' notice for eligibility of rehire.
Three written or verbal warnings of any kind within a one-year period result in termination. No call, no show results in immediate termination.
If you are calling off, you must call for yourself. We will not accept call-offs from any friends or family members, unless it is a life or death situation.
No employee is allowed to have any visitor or friends at their scheduled post at any time. No exceptions!!!!!!
If you quit or are terminated and were issued a company weapon, it must be returned within 24 hours or a police report will be filed against you.
Any type of complaints or problems a client addresses to you must be reported to the Operations Manager.

I have read, and understand the abovementioned rules and regulations of Guardian Eagle Security, Inc. I agree to follow them to the best of my ability.

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First Last

Signature

Date

CODE OF ETHICS

PRIVATE SECURITY EMPLOYEES

IN RECOGNITION OF THE SIGNIFICANT CONTRIBUTION OF PRIVATE SECURITY TO CRIME PREVENTION AND REDUCTION, AS A PRIVATE OFFICER I PLEDGE:

TO ACCEPT THE RESPONSIBILITIES AND FULFILL THE OBLIGATIONS OF MY RULES: PROTECTING LIFE AND PROPERTY; PREVENTING AND REDUCING CRIMES AGAINST MY EMPLOYERS BUSINESS, OR OTHER ORGANIZATIONS INSTITUTION TO WHICH I AM ASSIGNED: UPHOLD THE RIGHTS OF ALL PERSONS.
TO CONDUCT MYSELF WITH HONESTY AND INTEGRITY AND TO ADHERE TO THE HIGHEST MORAL PRINCIPAL IN THE PERFORMANCE OF MY SECURITY DUTIES.
TO BE FAITHFUL, DILIGENT, AND DEPENDABLE IN DISCHARGING MY DUTIES, AND TO UPHOLD THE LAWS, POLICIES, AND PROCEDURES THAT PROTECT THE RIGHTS OF OTHERS.
TO OBSERVE THE PERCEPTIONS OF TRUTH, ACCURACY, AND PRUDENCE WITHOUT ALLOWING PERSONAL FEELINGS OF, PREJUDICES, ANIMOSITIES, OR FRIENDSHIPS TO INFLUENCE MY JUDGEMENT.
TO REPORT TO MY SUPERVISORS WITHOUT HESITATION ANY VIOLATION OF THE LAW OF GUARDIAN EAGLE SECURITY INC OR CLIENTS REGULATIONS.
TO RESPECT AND PROTECT THE CONFIDENTIAL AND PRIVILEGED INFORMATION OF MY EMPLOYER OR CLIENT BEYOND THE TERM OF MY EMPLOYMENT, EXCEPT WHERE THEIR INTERESTS ARE CONTRARY TO LAW OR THIS CODE OF ETHICS.
TO COOPERATE WITH ALL RECOGNIZED AND RESPONSIBLE LAW ENFORCEMENT AND GOVERNMENT AGENCIES IN MATTERS WITHIN THEIR JURISDICTION.
TO ACCEPT NO COMPENSATION, GRATUITY, OR OTHER ADVANTAGE WITHOUT THE KNOWLEDGE AND CONSENT OF MY EMPLOYER.
TO CONDUCT MYSELF PROFESSIONALLY AT ALL TIMES AND TO PERFORM MY DUTIES IN A MANNER THAT REFLECTS CREDIT UPON MYSELF, MY EMPLOYER AND PRIVATE SECURITY.
TO STRIVE CONTINUALLY TO IMPROVE MY PERFORMANCE BY SEEKING TRAINING AND EDUCATIONAL OPPORTUNITIES THAT WILL BETTER PREPARE ME FOR MY PRIVATE SECURITY DUTIES.

I HAVE READ AND UNDERSTAND THESE RULES AND WILL FOLLOW THEM TO THE BEST OF MY ABILITIES.

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First Last

Signature

Date

PROBATION PERIOD

THERE IS A ONE HUNDRED AND TWENTY (120) DAYS PROBATION PERIOD FOR EACH EMPLOYEE ON THIS COMPANY. YOU MUST BE AVAILABLE FOR WORK ON ANY GIVEN TIME OF DAY YOU ARE CALLED. IF YOU CANNOT ACCEPT A POST DURING YOUR PROBATION PERIOD YOU HAVE BROKEN OUR POLICY WHICH IS GROUNDS FOR TERMINATION. YOU MUST COMPLETE YOUR PROBATION PERIOD IN ORDER TO BE CONSIDERED FOR FURTHER EMPLOYMENT.

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First Last

Signature

Date

EMPLOYEE NON-COMPETE AGREEMENT

For good consideration and as an inducement for Guardian Eagle Security, Inc. to employ the undersigned Employee, the undersigned Employee hereby agrees not to directly or indirectly compete with the business of the Company and its successors and assigns during the period of employment and for a period of two years following termination of employment and notwithstanding the cause or reason for termination.

The term “not compete” as used herein shall mean the Employee shall not own, manage, operate, consult to or be employed in a business substantially similar to the business the Company may substantially engage in during the term of employment.

The employee acknowledges that the Company shall or may in reliance of this agreement provide Employee access to trade secrets, customers, and other confidential data, and that the provisions of this agreement are reasonably necessary to protect the Company and its goodwill. Employee agrees to retain said information as confidential and not to use said information on his or her own behalf or disclose it to any third party.

This agreement shall be binding upon and ensure to the benefit of the parties, their successors, assigns, and personal representatives.

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First Last

Signature

Date

Company Witness

EMPLOYEE NON-DISCLOSURE AGREEMENT

FOR GOOD CONSIDERATION, and in consideration of being employed by Guardian Eagle Security, Inc., the undersigned employee hereby agrees and acknowledges:

That during the course of my employment, certain trade secrets of the Company will be disclosed to me; said trade secrets consisting but not necessarily limited to:
- A. Technical information: Methods, processes, formulas, compositions, systems, techniques, inventions, machines, computer programs, and research projects.
- B. Business information: Customer lists, pricing data, sources of supply, financial data, and marketing, production, merchandising systems or plans.
I agree that I shall not during, or at any time after the termination of my employment with the Company, use for myself or others, or disclose or divulge to others, including future employers, any trade secrets, confidential information, or any other proprietary data of the Company in violation of this agreement.
That upon the termination of my employment from the Company:
- A. I shall return to the Company all documents and property of the Company, including but not necessarily limited to: drawings, reports, manuals, correspondence, customer lists, computer programs, and all other materials and all copies thereof relating in any way to the Company’s business, or in any way obtained by me during the course of employment. I further agree that I shall not retain any copies, notes, or abstracts of the foregoing.
- B. The Company may notify any future or prospective employer or third party of the existence of this agreement and shall be entitled to full injunctive relief for any breach.
- C. This agreement shall be binding upon me and my personal representatives and successors in interest, and shall inure to the benefit of the Company, its successors, and assigns.

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First Last

Employee Signature

Date

Company Witness

UNIFORM AGREEMENT

THIS AGREEMENT is made as of the date set forth below, by and between Guardian Eagle Security, Inc. (Hereinafter “Employer”) and the below-named employee (hereinafter “Employee”).

WHEREAS, Employer has hired Employee to perform services on behalf of Employer; and

WHEREAS, a uniform is an important part of our security guard service program. Since the guards who are keeping our clients’ sites safe are also representing our company, it is important that they dress appropriately.

NOW, THEREFORE, IT IS AGREED AS FOLLOWS:

Employee understands that every time he/she receives a uniform item(s), Employee will be asked to fill out and sign a “Receipt of Uniform Items & Security Deposit Acknowledgement” form, which will document every item received and the total uniform security deposit amount should be collected from him/her at that time. All such duly executed “Receipt of Uniform Items & Security Deposit Acknowledgement” form hereinafter received by Employer shall be deemed incorporated herein and by this reference made a part hereof. Employer is providing such uniform and equipment subject to all of the terms and conditions hereof.
Employee agrees that a security deposit in an amount equal to the fair market value of the received uniform items is required every time a uniform item is received by him/her. This security deposit is fully refundable at the end of Employee's employment when all uniform items received by him/her are returned in acceptable condition. Employee further acknowledges that Employer has the right to not refund and use all or part of this security deposit to cover the cost of any unreturned or damaged uniform items.
Employee further understands that if the security deposit required for uniform items may create a potential financial hardship, Employee can choose to take advantage of the payroll deduction option to pay this security deposit by deducting an affordable amount every pay period until the total security deposit is paid in full.
Employee acknowledges that all received uniform items are the property of Employer. It is understood that these uniform items will be returned to Employer within 24 hours from the end of his/her employment, being notified to return the uniform by a representative of Employer, or upon voluntarily leaving Employer for any reason.
Employee agrees that in the event any or all of the uniform items are lost, stolen, damaged beyond repair, or upon failure to return any or all of the uniform items within 24 hours as outlined above, Employer will execute its right to use all or part of my security deposit to cover the cost of the unreturned or damaged uniform items, and Employee may lose all or part of his/her security deposit.
In case the security deposit amount collected in full or in portion is not enough to cover the cost of the unreturned or damaged uniform items, Employee agrees to reimburse Employer for the uncovered cost, or Employee will be held liable for the uncovered balance of the unreturned or damaged uniform items, and agrees that Employer will pursue all legal options open to collect this uncovered cost up to and including small claims actions against Employee.
Employee acknowledges that the cost of any uniform item not returned, or returned in an unusable or significantly diminished condition, will be determined by the current fair market value of the uniform item at the time of its return, less 10% for each year the uniform was used by Employee.
Employee understands that he/she must take appropriate care of the received uniform items, wearing them only for sanctioned posts, laundering them in accordance with the company “Uniform Care Policy” and then returning them at the end of his/her employment with Employer in the same condition they were received in.

This agreement date:

Employee:

Employees Signature

Employer:

Guardian Eagle Security, Inc.

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First Last

UNIFORM CARE POLICY

Uniform pants, shirts, and jackets can be machine washed, but hand washing is preferred.
Uniform shirts and jackets must be “hang dried”.
DO NOT DRY UNIFORM SHIRTS AND JACKETS in an electric heating dryer. This will cause the company shoulder emblems on the uniform shirts and jackets to fade or crack and peel over time.
Following these simple rules for cleaning and caring for your uniform will result in longer life and a new-looking uniform for months to come!

I have read and understand the UNIFORM CARE POLICY and agree to follow all requirements of the policy.

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First Last

Date

INJURY AGREEMENT

If you are injured on duty, you must notify the office immediately during your scheduled assignment. You need to see a doctor, the dispatcher on duty will notify a supervisor to drive you to our company doctor. If it is not life or death, you must see our doctor for treatment. If you do not notify us of your injury on your shift, you will not be covered under any circumstances. We will not be liable for any injuries that you are claiming. A written report must be submitted to the office within 24 hours after filing claim.

I have read the above statement and acknowledge my responsibility to report it to office immediately.

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First Last

Employer Signature

Date

WORKERS COMPENSATION FRAUD POLICY

WORKERS COMPENSATION CLAIMS

TELL A LIE AND GO TO JAIL

Guardian Eagle Security, Inc. is advising you of some serious changes in the Workers Compensation laws, which took effect on January 1, 1992:

“Any person who makes or causes to be made any knowingly false or fraudulent material statement or material representation for the purpose of obtaining or denying Workers Compensation benefits or payment is guilty of a felony.” (SB1218)

Further:

“Every person who violates any provision of this section shall be punished by imprisonment in county jail for one year, or in the state prison, for two, three or by fine not exceeding fifty thousand dollars ($50,000.00) or double the value of the fraud, whichever is greater, or by imprisonment and fine.”

In other words, if you tell a lie or misrepresent something in order to obtain Workers Compensation benefits, you can be sent to jail for up to five years and be fined up to fifty thousand dollars ($50,000.00).

Moreover, a new provision has been added to the criminal laws which states that if you refer someone to an attorney for the purpose of filing a Workers Compensation claim either knowing or recklessly disregarding that the person intends to file a fraudulent claim, you can be sent to jail for one to three years and fined up to ten thousand dollars ($10,000.00).

Guardian Eagle Security, Inc. takes abuse of the Workers Compensation system very seriously. By this policy, we are letting you know that we intend to follow up vigorously any suspected violation of the new law.

Therefore, since this policy is a condition of employment, I strongly urge each and every employee to read, sign, and support this policy.

I have read and understand the WORKERS COMPENSATION FRAUD POLICY and agree to follow all requirements of the policy.

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First Last

Date

Employer Signature

EQUAL OPPORTUNITY POLICY

Guardian Eagle Security, Inc. does not discriminate, harass, or allow discrimination or harassment in the hiring, retention, promotion, or discharge of employees; or in determining their rank, or the compensation of fringe benefits paid to them because of:

SEX
RACE
COLOR
ANCESTRY
RELIGIOUS CREED
NATIONAL ORIGIN
PHYSICAL DISABILITY (including HIV & AIDS)
MENTAL DISABILITY
MEDICAL CONDITION (Cancer)
AGE
MARITAL STATUS
DENTAL OR FAMILY CARE LEAVE

It is the policy of Guardian Eagle Security, Inc. to maintain a workplace free of discrimination or segregation. Further, Guardian Eagle Security, Inc. and its employees practice Equal Treatment of Clients in providing services or accommodations offered or provided to our employees, clients, guests, or clients' employees or their guests. All allegations of discrimination will be fully reviewed.

Disciplinary action will be taken against any employee found to have discriminated or harassed another employee, client, or the public. Likewise, supervisors or managers who allow subordinates to discriminate or harass other employees, clients, or the public will be disciplined.

PROCEDURE FOR COMPLAINTS

Individuals desiring to submit a discrimination or harassment complaint are requested to follow the procedure below. If the employee feels for any reason they do not want to make contact with the person listed next, or that person is not available to register the complaint with, the employee should feel free to contact the person listed next on the list. Informal discrimination complaints may be submitted verbally or in writing.

STEP 1

Contact your immediate supervisor. If you do not get satisfactory results at this level within a period of two (2) working days or desire to take the complaint further, then go to Step 2.

STEP 2

Contact the company EEO officer. If you do not get satisfactory results within a period of three (3) working days or desire to take the complaint further, then go to Step 3.

STEP 3

Contact the following Agencies:

Equal Employment Opportunity Commission (EEOC) (213) 251-7278
California Fair Employment Practice Commission (213) 620-5130

I have read and understand the EQUAL OPPORTUNITY POLICY and agree to follow all requirements of the policy.

Print Name

First Last

Employee Signature

Date

SEXUAL HARASSMENT POLICY

It is the policy of Guardian Eagle Security, Inc. to maintain a workplace free of sexual harassment, intimidation, and coercion. All allegations of sexual harassment will be fully reviewed. Disciplinary action will be taken against any employee found to have sexually harassed another employee. Likewise, supervisors or managers who allow subordinates to sexually harass other employees will be disciplined.

Sexual harassment is defined as, but not limited to: Any repeated or unwarranted verbal, visual, or physical action, sexually explicit derogatory statement or remark of a sexual nature made by someone in the workplace which can be reasonably determined by the recipient and the person(s) reviewing the complaint to be offensive or objectionable, or which may cause the recipient or anyone in the immediate area discomfort or humiliation.

To minimize the occurrence of sexual harassment in the workplace and to ensure that all employees understand that such actions will not be tolerated, managers and supervisors shall distribute the policy to every employee and periodically reinforce the importance of compliance.

Listed below in:

Section I, are descriptions of the types of conduct perpetrated by supervisors, con-workers and even non-employees that could be found to constitute sexual harassment.
Section II, is a description of some of the areas of employer responsibility and liability.
Section III, is a description of the procedure for complaints.

SECTION I

EXAMPLES OF PROHIBITED CONDUCT

Examples of conduct that could be considered sexual harassment are:

A) Displaying sexually suggestive pictures, objects, cartoons, or posters after being told that they are offensive.
B) Verbal harassment or abuse. Referring to or calling a person an endearing, demeaning, or sexualized term when that person has verbally indicated he/she does not wish to be addressed or referred to in that manner.
C) Leering at a person’s body.
D) Refusing to enforce disciplinary measures against a person who has been sexually harassing another staff member or otherwise condoning that type of behavior.
E) Touching a person on a traditionally nonsexual part of the body (e.g., shoulder), after that person has verbally indicated no desire for such physical contact.
F) Touching any traditionally sexual part of a co-worker's body. Unnecessary touching, patting, or pinching.
G) Engaging in reprisal (making negative statements about the victim’s personal or work conduct, assigning undesirable shifts, etc.) after an individual has refused to engage in social/sexual behavior.
H) Telling sexual jokes or using sexually vulgar language in the presence of a person who has verbally indicated dislike of such language or conversation.
I) Subtle pressure for sexual activities. Continuing to write suggestive notes/letters after being informed they are unwelcome.
J) Sexual harassment of men, as well as women, is prohibited.

Employee initial

SECTION II:
EMPLOYER RESPONSIBILITY/LIABILITY

A) The employer is responsible for acts of sexual harassment by a non-supervisor employee against another, if the employer knew or should have known of the conduct and made no corrective efforts.
B) The employer is responsible for sexual harassment by a non-employee if the employer knew or should have known of the conduct and took no action.
C) Where employment opportunities or benefits are granted because of an individual’s submission to the employer’s sexual advances or requests for sexual favors, the employer may be held liable for unlawful sex discrimination against other persons who were qualified but denied that opportunity or benefit.

A successful determination of unlawful sex discrimination can either or both the perpetrator personally and/or Guardian Eagle Security, Inc. to significant financial penalties. In the case of employer liability and the issue of sexual harassment, the best defense is preventive action.

SECTION III:
PROCEDURE FOR COMPLAINTS

Individuals desiring to submit a discrimination or harassment complaint are requested to follow the procedure below. If the employee feels for any reason they do not want to make contact with the person next listed or if that person is not available to register the complaint with, the employee should then feel free to contact the person listed next on the list.

Informal discrimination complaints may be submitted verbally or in writing.

STEP 1:

Contact your immediate supervisor. If you do not get satisfactory results at this level within a period of two (2) working days or desire to take the complaint further, then go to Step 2.

STEP 2:

Contact the company EEO officer. If you do not get satisfactory results at this level within a period of three (3) working days or desire to take the complaint further, then go to Step 3.

STEP 3:

Contact the following agencies:

Equal Employment Opportunity Commission (EEOC): (213) 251-7278
California Fair Employment Practice Commission: (213) 620-5130

I have read and understand the SEXUAL HARASSMENT POLICY and agree to follow all requirements of the policy.

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First Last

Employee Signature

Date

Employee initial

DRUG/ALCOHOL FREE WORK PLACE POLICY

It is the policy of Guardian Eagle Security, Inc., to maintain a work place free of drugs and alcohol. All allegations of drug/alcohol use, influence, possession or distribution will be fully reviewed. Disciplinary action, up to termination, will be taken against any employee found to use, possess, be under the influence, or distribute drugs/alcohol while on duty. Likewise, supervisors or managers who allow subordinates to use, possess, be under the influence, or distribute drugs/alcohol while on duty will be disciplined or terminated.

This policy is being made a condition of employment and is being submitted to you because drugs and alcohol can be a big problem with the type of work we do. Those of us who manage the company feel committed, as well as having an obligation, to keep as safe a place to work as possible. Therefore, alcohol and illegal possession and/or use of drugs will not be permitted.

This policy will be enforced by unannounced searches or drug screening, which may occur at any time or any place where Guardian Eagle Security, Inc. employees are working. These searches will mostly be conducted by management or supervisors. Screening for drugs and alcohol will mostly be by urine or saliva tests. Guardian Eagle Security, Inc. reserves the right to use any other means to conduct searches and/or screen testing it deems necessary.

I know that the majority of the employees employed at Guardian Eagle Security, Inc. want to make their workplace as safe as possible and will give their support and recognize the seriousness of not taking action to deter the use of alcohol and the illegal use, possession, or distribution of drugs.

An employee’s consent to a search is required as a condition of employment, and the employee’s refusal to consent may result in disciplinary action, including termination, even for the first refusal.

Therefore, since this policy is a condition of employment, I strongly urge each employee to read, sign, and support this policy.

I have read and understand the DRUG/ALCOHOL FREE WORK PLACE POLICY and agree to follow all requirements of the policy.

Signature

Date

Print Name

First Last

AUTHORIZED WITNESS

GENERAL USE OF FORCE POLICY

PREAMBLE TO THE POLICY ON THE USE OF FORCE

A respect for human rights shall guide all officers in considering their use of force. Officers shall handle all situations politely and effectively to secure themselves and their posts. While it is within the officers’ duty to use reasonable force to protect themselves and others, the unnecessary use of force is not justified under any circumstances.

EXPLANATION OF FORCE

Use of force shall be divided into two categories: lethal (or deadly force) and non-lethal force. Use of deadly force is covered in the Guardian Eagle Security, Inc., Policy on the Use of Firearms. All further references to the use of force shall deal with non-lethal force, except where specifically noted.

CRITERIA FOR THE USE OF FORCE

Criteria for the use of force shall be according to what level of force is reasonable to protect the officer or deter the risk of bodily injury to the officer or others within Guardian Eagle Security, Inc.'s area of contractual responsibility.

REASONABLE FORCE DEFINED

Reasonable force is the minimum level of force necessary to protect the officer or deter the risk of bodily injury to the officer or others within Guardian Eagle Security, Inc.'s contractual responsibility.

LEVELS OF FORCE DEFINED

Guardian Eagle Security, Inc. recognizes four levels of force to be used by the officer:

1) VERBAL NEGOTIATION AND CONFLICT MANAGEMENT: The first level of force shall be the one most often utilized by the officer. It is in the best interest of the officer and Guardian Eagle Security, Inc. that officers perfect their skills in conflict management, crisis intervention, and applied psychology. It must be understood that once the situation escalates beyond the first level of force, it is difficult to reach a simple resolution. All efforts must be made to resolve the problem at the first level.
2) UNARMED DEFENSIVE TACTICS AND TECHNIQUES: Use of unarmed techniques is to be applied only when officers must act to defend themselves. Officers are only authorized to make physical contact with a subject when they or others within the parameters of Guardian Eagle Security, Inc.'s contractual responsibilities and boundaries are faced with obvious and immediate threat of injury and the application of force is necessary to stop the action.
3) CHEMICAL AGENT, HANDCUFF, RESTRAINT AND DEFENSIVE TOOLS (i.e., PR-24, HANDLER-12, BATON):
CHEMICAL AGENT: No officer will carry or use mace, tear gas, oleoresin capsicum, or any other chemical agent unless required by contract and authorized in writing by Guardian Eagle Security, Inc. Furthermore, officers must carry current training certification for the use of chemical agents. Chemical agents shall only be used in extreme circumstances to subdue a suspect or to defuse a hostile crowd. Application of a chemical agent shall not be aimed directly into the eyes, but shall be aimed just below the nose. Officers must be aware that the use of a chemical agent will not always stop the action and can aggravate the situation, causing it to escalate to greater proportions. Therefore, officers must always use caution and good judgment when using chemical agents. Furthermore, officers should keep in mind that bystanders, officers themselves, and possibly the client will be subject to the effects of the chemical agent. This is especially true if it is used inside a building.

HANDCUFFS

No officer will carry or use handcuffs unless it is required by contract and authorized in writing by Guardian Eagle Security, Inc. Further, officers must carry current training certification for the use of handcuffs from the Guardian Eagle Security, Inc. Training Academy or a Guardian Eagle Security, Inc. recognized training academy. Exceptions will apply to patrol officers while performing their patrol shifts, who are trained and certified in the use of protective restraints by Guardian Eagle Security, Inc.

RESTRAINT AND DEFENSIVE TOOLS WITH IMPACT CAPABILITY

Defensive equipment with impact capability such as baton, Handler-12, PR-24, etc., shall only be carried by officers certified through the Guardian Eagle Security, Inc. Training Academy or a Guardian-recognized academy, and when approved by the client. The use of impact tools shall be limited to the area below the head. At all times, the use of defense equipment shall be applied in approved techniques and under the guidelines of reasonable force, and only when officers must act to defend themselves or others within the boundaries of Guardian Eagle Security, Inc.'s contractual responsibilities.

4. USE OF FIREARMS

The use of firearms shall be limited to those circumstances which place the officer or another in immediate jeopardy of death or great bodily injury. Firearms shall only be carried by officers trained and licensed to carry a firearm and when contractually required by the client. The use of firearms shall be governed by the Guardian Eagle Security, Inc. Policy on the Use of Firearms and the applicable State and Federal laws.

PURSUIT

To minimize the risk of injury to the officer, no officer will chase after or engage in pursuit of any subject, either by foot or by vehicle.

BRUTALITY

No officer shall go beyond the limitations of what is reasonable in the application of force in the line of duty. No officer shall brutalize or abuse a suspect once the suspect has been subdued or handcuffed. Tolerance and good judgment, combined with skill and training, shall be the guidelines for the use of force. It must be kept in mind that brutality only creates resentment and can have far-reaching consequences for the officer, the public, and the organization.

UNNECESSARY DRAWING OF EQUIPMENT

Unnecessarily or prematurely drawing defensive and restraint equipment, or exhibiting the equipment in a threatening manner when not justified, creates anxiety on the part of citizens and may result in an unnecessary escalation of violence. Officers shall not draw or exhibit their equipment unless the circumstances surrounding the incident create a reasonable belief that it may be necessary to use the equipment in conformance with this policy.

I have read and understand the GENERAL USE OF FORCE POLICY and agree to follow all requirements of the policy.

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Date

Vehicle Safety Policy

All Guardian Eagle Security Inc personnel who operate a motor vehicle for Guardian Eagle Security Inc, including golf carts, will comply with the following:

Valid Driver’s License: All personnel must have a valid driver’s license and must not be under the age of 21. All personnel are subject to verification of licensing and driving records. Those with questionable records will be subject to reassignment or dismissal.
Radio and Mobile Phone Use: All vehicle operations will pull to the curb to use the radio or mobile phone, whenever it is possible to do so safely.
Vehicle Safety Checks: All drivers will perform a safety check of their vehicles at the beginning of each shift and will note it on their patrol logs. This safety check includes body damage, windshield cracks and cleanliness, tire pressure (including spare), all fluids, horn, lights, flashers, turn signals, and brake lights. Whenever a vehicle is fueled, the oil is to be checked and noted on the log. At least once per shift, the driver will make a supplementary inspection and note it on the log.
Speed Limits and Traffic Regulations: All drivers will observe speed limits and traffic regulations. Regardless of the posted speed limit, no driver will exceed a speed that is safe for the conditions. All patrol inspections will be made at a reduced speed.
Accident Reporting: All vehicle accidents, whether there is obvious damage or not, are to be reported immediately to the Guardian Eagle office. All accidents will be investigated, and if negligence or lack of compliance with policy is determined, the driver may be reassigned to a stationary post or dismissed.
Repairs and Maintenance: All vehicle repairs and maintenance will be scheduled and authorized by the Guardian Eagle office. No personnel other than the Guardian Eagle office have the authority to schedule or approve work on any vehicle. No personnel are to attempt any repair work on any Guardian Eagle or rental vehicle (operators may change a flat tire if able to do so safely).
Cleanliness: Remove all trash, cups, etc., from the vehicle at the end of each shift. Remove all debris from the bed of pickup trucks. Keep the vehicle clean. Check with Guardian Eagle office regarding the washing of vehicles.
Carelessness: Carelessness with a vehicle will not be tolerated and is grounds for reassignment or termination.

I have read and understand the Vehicle Safety Policy and agree to follow all requirements of the policy.

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Employee Signature

Date

Company Vehicles Expenses Reimbursement Policy

It is essential that any of Guardian Eagle Security Inc. personnel who drive company vehicles in connection with company business maintain a thorough record of any expenses incurred. It is Guardian Eagle Security Inc.'s desire to be certain that you are reimbursed for any expenditure that you make in this regard, and your good record keeping will make this possible.

Receipts: Receipts must be submitted for gasoline purchases, parking expenses, and repairs.
Mileage and Odometer Record: We will require your daily record of the number of miles driven, the odometer reading before and after, and the amount of time spent driving.
Reporting: This information should be contained in your bi-weekly report to your Operations Manager.

I have read and understand the Company Vehicles Expenses Reimbursement Policy and agree to follow all requirements of the policy.

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Employee Signature

Date

Meal Periods Agreement

THIS AGREEMENT is made as of the date set forth below, by and between Guardian Eagle Security, Inc. (Hereinafter "Employer") and he/she below named employee (hereinafter "Employee").

WHEREAS, Employer has hired Employee to perform services on behalf of Employer; and

WHEREAS, Employer will not employ any person for a work period of more than five (5) hours without a meal period of not less than 30 minutes.

NOW, THEREFORE, IT IS AGREED AS FOLLOWS:

On Duty Meal Periods: Due to the critical nature of the security work, Employee will not be relieved of duty to take meal periods. This is considered an "on duty" meal period. Employee must not leave their post to go buy a meal, but instead must bring a meal with them and eat it while on duty.
Compensation: Employer will compensate Employee for all "on duty" meal periods at the Employee’s regular rate of compensation.
Revocation: Employee may, in writing, revoke this agreement at any time.

This agreement date:

Employee:

Employees Signature

Employer:

Guardian Eagle Security, Inc.

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Rest Periods Agreement

THIS AGREEMENT is made as of the date set forth below, by and between Guardian Eagle Security, Inc. (Hereinafter "Employer") and the below-named employee (hereinafter "Employee").

WHEREAS, Employer has hired Employee to perform services on behalf of Employer; and

WHEREAS, Employer authorizes and permits all employees to take rest periods, which insofar as practicable shall be in the middle of each work period.

NOW, THEREFORE, IT IS AGREED AS FOLLOWS:

Rest Period Time: The authorized rest period time shall be based on the total hours worked daily at the rate of ten (10) minutes net rest time per four (4) hours or major fraction thereof. However, a rest period need not be authorized for employees whose total daily work time is less than three and one-half (3½) hours.
Compensation for Rest Periods: Authorized rest period time shall be counted as hours worked for which there shall be no deduction from wages.

This agreement date:

Employee:

Employees Signature

Employer:

Guardian Eagle Security, Inc.

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Paycheck Delivery Options

You have the choice of picking up your paycheck or having it mailed.

Check this box :

If you choose to pick up your pay check and you want to send someone to pick it up for you they must have a signed note from you and ID SHOWING THEY ARE THE PERSON YOU HAVE REQUESTED FOR US TO HAND OVER YOUR CHECK TO.

Please specify here under which office you want to start picking-up your paychecks from:

Los Angeles County Office 11500 W Olympic Blvd Ste 400, Los Angeles, CA, 90064

Riverside County Office 3638 University Ave. Suite 230. Riverside, California 92

Orange County Office 2040 W. Chapman Ave. Suite 261. Orange, California 9

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Please sign below

Employee Signature

Date

Check this

If you choose to have your paycheck mailed, you must remember once it goes into the mail it is now out of our hands and in the postal services hands. The check will be placed into the mail the day of pa

In-case the mailed paycheck will get lost for any reason, another paycheck will be issued and a $25.00 stop payment fee per paycheck will be deducted from your replacement paycheck. Furthermore, the second time you loose another paycheck in the mail, we will stop mailing your paychecks and you have to start picking-up your paychecks from any of our offices every payday to avoid any kind of argument

Please specify here under the Mailing Address you want us to use to mail your paycheck

Street Address Address Line 2 City State / Province / Region ZIP / Postal Code

Please sign below :

Date

Employee Photo and Recording Release

In consideration of my employment with Guardian Eagle Security Inc., ("Company") and as part of the services being furnished by me to said Company, I hereby give my consent to the photographing of myself and to the recording of my voice.

The Company is hereby authorized to use or cause to be used said still photographs or motion picture footage, recordings of my voice and my name for advertising, publicity, commercial or other business purposes. Said photographs and/or recordings may be used singularly or in conjunction with other photographs and/or recordings.

The Company has my authorization to reproduce, or cause to be reproduced and used such photographs and voice recordings. The same may be exhibited in all domestic and foreign markets. I understand that others may use and/or reproduce said photographs and/or recordings with or without the Company's consent.

I hereby release the Company, any of its associated or affiliated companies, their directors, officers, agents, employees, clients and the Company's appointed advertising agencies, officers, directors, agents and employees, from all claims of any kind on account of such use.

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Employee Signature

Date

Keys Loss Liability Agreement

I acknowledge that if I am issued property keys as part of my job duties at any of Guardian Eagle Security, Inc. posts and I lose or misplace them, I will be held liable for the full cost associated with re-keying the entire property, including but not limited to, new locks, new keys, and labor costs. I understand that failure to return issued keys upon termination of employment or reassignment may also result in the same liability. Return of Keys Upon termination of employment or reassignment, I agree to return all issued and assigned keys in good working condition. Failure to do so may result in financial liability for the cost of replacement or repair. Acknowledgment & Signature: I have read, understand, and agree to the terms outlined in this Keys Loss Liability Agreement.

Signature

Field Recruiter Contract Agreement

1.Position & Duties: The Recruiter shall source, screen, and assist in onboarding qualified candidates for unarmed and armed security roles. Duties include attending job fairs, coordinating interviews, maintaining applicant records, and ensuring candidates meet compliance standards.

2.Compensation •Rate: $17.50 per hour •Bonus: Eligible based on monthly recruitment goals •Reimbursement: Pre-approved mileage and recruiting expenses

3.Term: This agreement is an at-will contract that begins on the date this agreement is signed and may be terminated by either party with written notice. The notice period for termination shall be 7 days, unless otherwise agreed upon by both parties

4. Status: The Recruiter shall be classified as a 1099 Independent Contractor. As an independent contractor, the Recruiter is responsible for their own taxes, insurance, and benefits. The Recruiter shall not be entitled to any employee benefits provided by the Company, including but not limited to health insurance, retirement plans, or paid time off1. This means that as a 1099 Independent Contractor, the Recruiter is responsible for managing and paying their own taxes, including income tax, self-employment tax, and any other applicable taxes. The Company will not withhold any taxes from the Recruiter's compensation, and the Recruiter will need to handle their own tax filings and payments.

5. Confidentiality & Non-Compete: Recruiter agrees to keep all proprietary and candidate information confidential. During the term and for 6 months after, Recruiter shall not solicit or recruit for competing security firms.

6. Expectations •Meet hiring targets as set by management •Comply with all applicable licensing and screening requirements •Submit weekly updates on recruiting progress

7. Data Protection: The Recruiter agrees to comply with all applicable data protection laws and regulations. The Recruiter shall ensure that all candidate data is stored securely and used only for the purposes of recruitment. Any breach of data protection laws will result in immediate termination of the contract and may lead to legal action.

Signatures: By signing below, both parties agree to the terms outlined above.

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Signature

ACKNOWLEDGEMENT

I have been given a set of written company policies and employee handbook, which I have read and have asked questions about during my pre-employment processing. This copy is mine to keep and study. At the end of my employment I will return the employee handbook.

Employee Initial

I have been given a set of company post orders and map for

I have read these post orders and understand that I must comply with them. I am familiar with the post location

Employee Initial

I understand that at no time will I carry any deadly weapon, before firearm, stun gun, mace, pepper gas or any other chemical substance without the proper Guardian Eagle Security, Inc. authorization and/or having the proper State of California permits to carry the same.

Employee Initial

I understand that during the first 90 days of employment I am an “Introductory Employee”. That a condition to my continued employment is the successful completion of my background check and the passing of the Guardian Eagle Security, Inc. Training Program during the 90 day period. I will demonstrate my abilities to achieve a satisfactory level of performance and to determine whether the new position meets our expectations, I also understand that Guardian Eagle Security, Inc. will be evaluating my capabilities, work habits, and overall performance and that violation of any company procedure can be cause for termination. Either Guardian Eagle Security Inc or myself may end the employment relationship at will at any time during or after the introductory period, with or without cause or advance notice.

Employee Initial

I understand that failure to comply with these or any other company polices, rules regulations or post orders may result in a written probation and or an immediate termination.

Employee Name (print)

Signature

Date

employment packet