Security Field Operations Handbook

FORWARD

Security Engineers, Inc. (hereinafter “Company”) is a contract security services provider headquartered in Birmingham, AL that operates in many areas within the United States. The goal of company leadership and management is to employ premium security personnel, to provide premium contract security services, to premium clients.

This manual does not, nor is it intended to, provide detailed guidance on every situation you may face or answer every question you may have during your employment with the Company.

Other Company documents may contain more detailed instructions about your roles and responsibilities while you are working. If you have any questions about your roles and responsibilities, please contact your Supervisor, Operations Manager, or Branch-/Job-Manager. Should you have any questions regarding your employment with the Company after you read this manual, please contact your Supervisor, Operations Manager, Branch- or Job-Manager, or the Company Human Resources Department.

The Company is an ‘at-will’ employer, and you are an ‘at-will’ employee. This means that your employment with the Company can be terminated – with or without cause – at any time by you or the Company. By accepting employment with the Company, you are required to always conform to the policies, procedures, practices, and instructions of the Company while working. The Company reserves the right to make changes to your employment status, your assigned work location, assigned post, assigned work shift, and/or pay rate at the complete discretion of the Company.

This manual does not intend to and does not form, express, or imply a contract regarding the duration, terms, or conditions of employment. Only the company Chief Executive Officer has authority to enter into any contract or agreement for employment with the Company or to make any changes to the ‘at-will’ nature of employment with the Company.

This manual contains summaries of Company policy that are relevant to your work. To view the actual policy documents that the summaries are based upon, please contact your Branch-/Job-Manager.

The Company is the final authority on the proper interpretation and application of the provisions of this manual, and all other Company documents, policies, procedures, practices, and Instructions.

Nothing in this manual prohibits employees from reporting possible violations of federal, state, or local law or regulation to any government agency or entity, any agency inspector general, or making other disclosures that are protected under the ‘whistle-blower’ provisions of federal, state, or local law or regulation. While employees are encouraged to bring any possible violation to the attention of the Company – and through the Company, the client – employees do not need the prior authorization to make such reports or disclosures to those entities.

Nothing in this manual is intended to, nor shall be interpreted as interfering with, constraining, or preventing employee activities protected by the National Labor Relations Act or other applicable local, state, or federal laws, including, but not limited to, communications and protected concerted activities regarding wages, working conditions, and any other terms and conditions of employment.

The contents of the manual may be changed at any time, with or without notice.

Scope:
The provisions of this manual apply to all employees of the Company.

Ownership:
The information contained in this manual, and any other Company Governance Document[1], consists of proprietary information, intellectual property, and trade secrets of Security Engineers, Inc., intended only for use by employees of the Company, any subsidiary of the Company, and any affiliated company that chooses to use this manual. The information cannot be copied or reproduced without the express written permission of a member of the Company’s Chief Executive Officer or General Counsel.

Employees are required to return any/all printed copies of this manual, and permanently delete any electronic copies of this manual or other Company Governance Documents upon termination of employment.

All rights are reserved, and any transfer or disclosure of this material to any person not an employee of the Company, or any other company, is prohibited without prior written consent of Company’s Chief Executive Officer, General Counsel, or as otherwise required by law.

Definitions:
Words and phrases not explicitly defined in this manual have the usual, customary, and reasonable definition as used in common interpersonal and business communication.

[1] A Company Governance Document is any document that defines, explains, or describes any Policy, Procedure, Process, Practice, or Instruction produced by, or on behalf of, Security Engineers, Inc.

NON-NEGOTIABLE WORKPLACE VALUES

Non-Negotiable Workplace Values are the values Company Leadership expects from all employees. From the most recent new hire to the actual members of the Company Leadership Team, all employees are expected to adopt these values in their work. In no order, these values are;

Professionalism:
In this context, professionalism is defined as “the conduct, aims, or qualities that characterize or mark a professional person.” Said another way, the way you perform your work, your attitude, and the way you communicate with others combine to show you are being professional. Your goal should be to always be professional while working.

Dependability:
Company Leadership assures its clients that employees of the Company are dependable. To ensure the success of yourself and the Company, you must be dependable by reporting to work as scheduled for every shift you are scheduled and doing your job when working.

Strong Work Ethic:
Work Ethic is a set of personal values that guide your professional behavior by incorporating integrity, responsibility, quality, discipline, and teamwork as personal values. Having a strong work ethic supports the goals and success of the Company, which means there is more potential for greater rewards and opportunities for professional growth for you.

Ownership of your work, and your mistakes:
The results of your work define the value you bring to your work. Company Leadership encourages you to take ownership of you work by adding as much value as possible to your work. In that effort, it is inevitable that mistakes will be made on occasion. Company Leadership also asks that you take ownership of your mistakes, that you give explanations – not excuses – when asked about your mistakes and ensure that you are part of a solution instead of potentially adding to a problem.

Commitment:
Company Leadership is committed to you by ensuring that you are paid competitive wages for your work, that you are offered competitive benefits as an employee, and that you are provided all necessary training, uniforms and equipment needed for your work. In return, Company Leadership asks for the following commitments from you: A commitment to be professional, A commitment to be dependable, A commitment to a strong work ethic, a commitment to take ownership of your work, so you do the best work you can do.

Excellence:
Company Leadership does not expect perfection from you, nor does Company Leadership promise perfection from the Company. Company Leadership strives for excellence, however. You should strive for the same. One way for you to achieve excellence in you work it so simply be, and do, your best in all situations.

Honesty & Integrity:
Honesty & Integrity are the basis of success for both you and the Company. Company Leadership will always be honest with you and will always ensure the Company is operated lawfully, ethically and with integrity. The same is asked of you. When asked a question, be honest, which includes answering “I don’t know…” if you truly do not know the answer to a question. While working, maintain your integrity by doing what your assignment demands, when it is expected, and you will never be in a position of having to make excuses for poor work performance.

Trainability:
Life is about learning. During your work with the Company, you will be provided opportunities to train and learn. As an example, the Company Safety Program provides regular, relevant safety information about how you can be and work safer. Another is ‘On The Job’ training opportunities, new certification opportunities, and expanding your roles and responsibilities with the Company. Take those opportunities to be trainable to potentially increase your opportunities with the Company.

Loyalty:
In this context, Company Leadership asks for loyalty to the Company by being the best employee you can be, following the training, rules, procedures, and guidance you have received, and doing your best while you work. Company Management also asks you for loyalty to yourself to help ensure that your work is personally rewarding and that your work doesn’t become a burden to you.

Teamwork:
There is only one Team at the Company: All of Us. We all succeed together when none of us fail. We all have a personal interest in the success of everyone else as we strive for one goal: Be the Best. We become the best, together, when we add so much value to our work that we become more valuable to our clients, who then become willing to increase the amount they pay for the services we provide. Never forget, when the Company is paid more for everyone’s work, the Company then can pay you more.

ESSENTIAL INFORMATION FOR YOU

How You Make a Difference:

The Importance of Your Job:
No matter what your role and/or responsibility you have on the job, you are helping to provide a safe, secure, and welcoming environment for the employees, customers, visitors, and guests at the location where you work. Whether you are working a busy main entrance to a facility or watching over a parking lot at the back of the property – your role and responsibility is important to others. Your being there, fulfilling your role and taking care of your responsibilities, helps others at the location, feel safe, secure, and welcome. That is important to everyone.

You are part of a Team:
There is something you should always remember as an employee of the Company:

You may be working by yourself, but you are never working alone.

When you are at work, there is a Company-sized Team working-with and supporting you.

Your fellow employees are working other posts on other sites. Some may be nearby, others may be many miles away, but they are there 24-hours a day, every day of the year.

They are also working as supervisors, managers, and executives of the Company. Some may be on the same job as you, in the Branch Office that supports you, within the Company region where you work, or at the Field Support Center in Birmingham, AL.

All of them – just like you – have a role and responsibility to assist other employees to help keep each other safe and able to perform their work safely.

You are also part of a Team that provides security services for the location(s) where you work. Another Team you are part of is the Team of client and your co-workers who assist each other in keeping the client’s people and property safe, secure, and welcoming.

As you can see, you are part of many Teams and because of that;

You may be working by yourself, but you are never working alone.

Intentions and Goals of Company Leadership:
The intention and goal of Company Leadership is that the Company always operates in a lawful and ethical manner.

It is the intention and goal of Company leadership that all employees are treated with dignity and respect while they work in a welcoming, discrimination-free, and harassment-free workplace.

Company Leadership believes these goals and intentions can be realized through a process of constant improvement of the business operations of the Company.

‘At-Will’ Employment Relationship:

Employment-At-Will:
Your employment with the Company is “at will” and conditionally based on you completing training requirements and, where applicable, achieving and satisfying the requirements of any required qualifications and licensing.

Assignment-At-Will:
Your work assignments (including work location, shifts, schedules, etc.) are at the will of the Company and are based on business needs.

While the Company endeavours to collaborate with employees as much as practicable, The Company reserves the right to change your work location, work shift, workdays, or hours, and pay rate without notice.

Probation or Probationary Periods:
The Company does not have, offer, or authorize any form of “Probation” or “Probationary Period” related-to employment with the Company.

Ownership of Work Output [1]:
Your work output is the property of the Company. You should not have any expectation of privacy in, or ownership of, any of your work output.

Terms and Conditions [2] of Employment:
Some of the rules and policies that make-up the Terms and Conditions of your employment with the Company are in this manual. Others will be communicated to you during training, through Security Post Instructions/Orders, through the Company’s online employee Self-Service Portal, the Company-sponsored, employee Email platform, through written memoranda, or verbally by Supervisors and/or Managers.

It is your responsibility to conform to the rules, policies, and other Terms and Conditions of your employment with the Company. It is also your responsibility to ask your Supervisor or Manager for clarification or explanation of any rules or policies you do not understand, or that you believe conflict with each other.

General Terms and Conditions of Employment:
Recognition of the Rights and Prerogatives of the Company, and your agreement to abide by all Company policies, procedures, processes, practices, and instructions are Terms and Conditions of both your initial and ongoing employment.

Specific Conditions of Employment:
Training: Successfully completing and maintaining all training as required to be licensed to work for the Company is a term and condition of employment.

Individual License/Permit/Certificate/etc.: When required, obtaining, and maintaining a required license, permit, certificate, etc. is a term and condition of employment.

Qualification(s) and/or Certification(s): Successfully obtaining and maintaining all required qualification(s) and/or certification(s) necessary to work for the Company, or as required for a particular work assignment, is a term or condition of employment.

Maintaining Confidentiality:
As a security professional, you are trusted with access to many areas at your work location(s) that may be restricted and/or may contain confidential and/or proprietary business information, data, practices, processes, and/or work of the Company itself or of a client of the Company. It is a term and condition of your employment that you protect the confidentiality of information, data, practices, processes, and/or work of the Company itself or any client of the Company.

All such confidential and/or proprietary information, data, practices, processes, and/or work of the Company itself or any client of the Company must be kept confidential during your employment with the Company, and after!

You may not divulge any information, data, practices, processes, and/or work of the Company itself or any client of the Company to any non-employee, including family and friends, without prior written consent from a Company Regional Manager.

Both the Company and its clients may take whatever legal actions necessary to protect their confidential and/or proprietary information, data, practices, processes, and/or work from disclosure to unauthorized persons, and/or to punish anyone who does.

Licensing & Training Requirements
In many areas where the Company provides security services, as an employee, you may be required to obtain and maintain a license, permit, certificate, etc. issued by a Regulating Authority (a Board, Commission, Agency, etc.) to work for the Company.

It is your responsibility to successfully complete any required training, then obtain and maintain any required license, permit, certificate, etc. for the area(s) where you work. Should you fail to successfully complete all required training and/or fail to obtain and maintain any required license, permit, certificate, etc. in an area where you work, the Company will be required to remove you from any work assignment(s) until you successfully compete the necessary training and obtain any required license, permit, certificate, etc.

The Company has several employee Assistance Programs that may provide any required training at low-to-no cost, and to assist you with paying for any required license, permit, certificate, etc. for the area(s) where you work. Be sure to ask your Branch- or Job-Management Staff what employee Assistance Program is available to you.

If your work assignment requires operating any Company- or client-owned motor vehicle/motorized transportation (examples: golf cart, UTV, ATV, etc.) you must become an Authorized Driver through the Company Authorized Driver Certification Program.

Employee Communications & Engagement
The Company utilizes many different forms-of and forums-for employee communications and engagement.

Company-Provided Employee Email Account:
The primary method used by the Company for employee communications and engagement is the company-provided employee email system. The @SEITeam.com email domain is used by the Company to provide every active employee with a no-cost, personal email account and the Company sends all work-related communications to you on this system.

From a periodic ‘Company News’ bulletin potentially of interest to all employees, to policy additions and updates, to reminders and information about important work-related subjects (e.g., the annual employee insurance benefit open enrollment period), to exclusive current employee-only job and promotion opportunities…all are shared with you through your personal @SEITeam.com. Instructions for accessing the system are included in the Appendix of this Manual.

Company email messages sent to your @SEITeam.com email account are important work communications. It is your responsibility to read the messages while you are at work and abide by them. You are not required to read company email messages when you are not at work. Should you choose to do so however, any time reading or responding to Company emails will not be counted as ‘hours-worked’ for pay purposes.

Accessing your company-provided employee @seiteam.com email account at least weekly is a term and condition of employment with the Company.

NOTE: Instructions for how to access your @seiteam.com email account are in the Appendix of this manual.

Texting:
The Company may also utilize texting to your cell phone as a quick means of communication about job openings, work opportunities, and other important work-related information and/or safety warnings. Company text messages will be brief, concise, and to-the-point. Given the brief nature of text messages, any time spent reading them when not working will not be considered ‘hours-worked’ for pay purposes.

NOTE: The Company will never text offers to sell any product or service to you.

Other Official Communication Methods:
Messages on Pay Stubs: On occasion the Company will send messages/reminders as text on your pay stub. These will be brief and will commonly be reminders of upcoming important work events.

Direct Mailings: You may receive postal mailings from the Company. These mailings will commonly be either printed documents/material you have requested, or other printed documents/material related to an upcoming important work event (such as reminder cards related to, or Insurance Benefit Guides for, employee insurance benefit open enrollment).

EMPLOYMENT BASICS

Company Pay Practices:

Pay Method Determinations:
The Company complies with the provisions of the federal Fair Labor Standards Act and all relevant wage and hour provisions of state and/or local law(s).

Work Periods Defined:
Workday: the 24-hour period between 12:00 Midnight -to- 12:00 Midnight on the same calendar day.

Work Week: From 12:00 Midnight on Sunday morning-to- 12:00 Midnight on Saturday night of the same week.

Pay Period: From 12:00 Midnight on Sunday morning-to- 12:00 Midnight on Saturday night two (2) weeks later.

NOTE: Every Pay Day, you are paid for all hours worked during the Pay Period that ended at Midnight on the Saturday night prior to the day you were paid.

Method of Payment:
As a term and condition of your employment, you will receive your pay by Direct Deposit.

It is your responsibility to keep your Direct Deposit banking information current. Failing to keep your Direct Deposit banking information current may result in your pay being delayed.

Pay Rate:
Your pay rate is determined by your work assignment. Your pay rate may change as your work assignment changes.

Overtime Pay:
On occasion, it may be necessary for you to work overtime. Your agreement to work overtime when required is a term and condition of your employment. You will be paid at time and a half for all overtime hours worked (or as otherwise required by law).

Should you have been paid different pay rates during a Work Week, your overtime pay rate will be determined using the weighted average of all rates paid to calculate the overtime premium due for hours worked over 40 in the work week (or as otherwise required by law).

Pay Day:
Pay day is every two (2) weeks on Friday.

Clocking-in and Clocking-out from work:
The Company utilizes an electronic timekeeping system to assure accurate pay for employees. See “TeamTime Basics: Clocking-in/-out using TeamTime on eHub”” in the Appendix.

All non-exempt/hourly employees are expected to make use of the Company Electronic Timekeeping System to Clock-in and Clock-out from work when required.

For your convenience, you can use eHub app on your smartphone/-device to clock-in/-out, check your schedule, view, and download your pay stub, and many other useful purposes as an employee. (See “eHub Basics” in the Appendix).

Pay Discrepancies:
The Company takes pay discrepancies very seriously and works hard to avoid them. However, pay discrepancies can occasionally occur despite best efforts to avoid them.

A pay discrepancy is typically the result of one of two issues:

• Underpayment or Overpayment of wages due to incorrect hours or pay rates being entered into the work schedule.
• Incorrect deductions or compensations due to incorrect deduction or compensation entries in your pay record(s).

Should you believe you have been paid incorrectly, tell your Supervisor immediately. Once you have notified your Supervisor of a possible pay discrepancy, it will be investigated in a timely manner.

If it is determined that you have been paid incorrectly, your pay will be corrected as follows;

Underpayment of Wages:
Corrections for underpayment of less than $50.00 (fifty dollars) may be made on your next regular paycheck at the Company’s discretion.

Corrections for underpayments of $50.00 (fifty dollars) or more, will be paid no later than the Monday following a pay day with proper notification.

Overpayment of Wages:
Repayment of overpayment of wages are due immediately. You may be asked to repay the overpayment by personal check or cash.

NOTE: The Company may initiate a ‘Reverse Direct Deposit Transaction’ at any time to recover overpayment of wages without notice to the affected employee. In instances where overpayment of wages has been recovered by the company by means of a reverse direct deposit transaction, the Company shall not be responsible for any financial institution fines or fees incurred by the employee.

Pay Advances/Early-Pay:
The Company does not offer ‘pay advances’ or any other form of early payment of earned wages at this time.

Recognized Holidays and Holiday Pay:
The Company recognizes the following Holidays;

Holiday Premium Pay is only paid for Hours Worked on the actual Holiday.

NOTE: Certain work assignments recognize different holidays than the Company does. If you are assigned to one of those locations, you will receive time and a half pay only for those hours worked on the holidays recognized at the work assignment.

Pay Withholding Orders:
On occasion, the Company receives Pay Withholding Orders from a Court. When received, the Company will comply with a Pay Withholding Order as directed until the Court notifies the Company differently.

If the Company receives a Pay Withholding Order to withhold your pay and you believe the withholding order is incorrect, it is your responsibility to communicate with the Court to get the error corrected.

The Company is not a party to the action that lead to the Pay Withholding Order and the Company will not contact the Court to discuss the Order on your behalf.

Time Off and Leave Options:
The Company provides the following employee Time-Off and Leave options:

Paid Time Off (PTO):
To be eligible for PTO each year, you must work a minimum average of 32-hours per week in the prior year.

PTO is awarded as explained below:

• From your 1^st Employment Anniversary through your 4^th Employment Anniversary:
  • You will be awarded between 32-and-40 hours of PTO based upon your average of hours worked per week in the prior year.
• From your 5^th Employment Anniversary through your 9^th Employment Anniversary:
  • You will be awarded 80-hours of PTO.
• From your 10^th Employment Anniversary through your 19^th Employment Anniversary:
  • You will be awarded 120-hours of PTO.
• From your 20^th Employment Anniversary and beyond:
  • You will be awarded 160-hours of PTO.

PTO is calculated based-upon your most recent hire-date.

Unused PTO does not ‘roll over’ into the next year. Any PTO not used during a given benefit year is lost.

Requests to take PTO must be submitted in writing two weeks prior to the date that the PTO will begin.

• Requests to take PTO on an emergency basis with less-than 2-weeks’ notice will be evaluated on a case-by-case basis.
  • The Company may request proof of the basis for an emergency request for PTO.
• PTO may or may not be approved based on business needs and staffing requirements of the Company.

Unpaid Time Off (UTO):
Unpaid Time Off (UTO) may be granted on a case-by-case basis.

Requests for UTO must be submitted in writing two weeks prior to the date that the unpaid time off will begin.

UTO may or may not be approved based on business needs and staffing requirements of the Company.

NOTE: You will be responsible for paying any amounts due for any employee insurance benefit coverages you have during UTO. Should you take more than 90-days UTO, you will be considered as a “New Hire” employee when you return.

Sick Leave:
The Company does not offer paid Sick Leave except where required by state/local laws or client contract.

You may be permitted either Paid Time Off or Unpaid Time Off on emergency short notice when you are sick. To be permitted PTO/UTO, you must properly call-off from work as provided in the Work Attendance Policy section of this manual.

Bereavement Leave:
You may be granted up to 3-days of Unpaid Time Off following the loss of an immediate family member [3]. You may also take any available Paid Time Off with short notice.

Longer periods of Unpaid Time Off Bereavement Leave, or Bereavement Leave for someone who is not an immediate family member, may be granted on a case-by-case basis. Contact your Branch- or Job-Manager to obtain approval.

NOTE: The Company reserves the right to require proof of the need for Bereavement Leave.

SPECIAL NOTICE RELATED TO COMPANY PROVIDED LEAVE:
The Company reserves the right to limit the number of employees who can take Company Provided Leave (PTO, UTO, Sick Leave, Bereavement Leave) during any given time. During periods when Company Provided Leave is restricted, Leave will be granted on a First-Requested/First-Approved basis.

In some circumstances, the Company may designate ‘Blackout Periods’ for Company Provided Leave when no Leave will be approved.

Whether the Company will be restricting the number of employees who may be on Leave, or designating a Leave ‘Blackout Period’, the Company will publish information about the restrictions/blackout via your company-provided @seiteam.com email account, at least 2-weeks in advance.

Jury Service: (also commonly called ‘Jury Duty’)

The Company recognizes your civic responsibility to serve on a jury when summoned by a court of competent jurisdiction.

To be excused for jury service you must do the following:

• When you receive a summons to report for jury service, contact your Supervisor or Manager immediately.
  • Have your summons available because they may need to make a copy of it to send to the Company HR Department.
• You must return to work on your next scheduled shift on the day after you are released from jury service.
  • When you are released from jury service, contact your Supervisor/Manager as soon as practical to notify them that your jury service is complete and to determine the date and time you are to report to work.
  • Be sure to keep all documents you were given when your jury service is complete and plan to allow your Supervisor or Manager to make copies of them.
• Pay for Jury Service:
  • You will be paid for jury service time as required by the relevant laws in the jurisdiction where your jury service was performed.

Time-Off to Vote:
While the Company encourages you to fully participate in the civic process of voting, the Company does not provide time-off to vote (unless required by law).

Military Leave:
The Company grants Unpaid Leave of Absence to employees obligated to serve in the U.S. Military for active duty or as a member of the reserve components in accordance with the Military Selective Service Act and/or the Uniformed Services Employment Re-Employment Rights Act. Contact your Job- or Branch-Manager, or the Company HR Team for additional information.

NOTE: Please provide a copy of any orders you have received with any request for Military Leave.

Family and Medical Leave Act (FMLA) Leave:
FMLA Eligibility Requirements: Employees who have completed twelve (12) months of continuous service with the Company and have performed a minimum of 1,250 hours of service (see note below) during that period, and at least 50 employees are employed by the Company with 75-miles of your regular work assignment, are eligible to receive an unpaid family/medical leave in accordance with the Family and Medical Leave Act of 1993 (“FMLA”).

NOTE: The Company calculates unpaid Family/Medical Leave on a rolling twelve (12) month period.

You must provide 30-days advance notice of your intent to take Family Medical Leave when the need is foreseeable. When 30-days advance notice is not possible, you must provide notice as soon as practical, and you must follow the Company Call-Off procedure.

To take unpaid Family Medical Leave:

1. You must contact the Company Human Resources Department to determine your eligibility for FMLA Leave.
2. If you are eligible for FMLA Leave, the Human Resources Department will provide the necessary form(s) to formally request FMLA Leave.
3. You must complete the FMLA Leave Request form, to include have any attending physician attestations documentation.
   1. The Company reserves the right to request additional information and employees must provide additional information to substantiate that the requested leave meets the requirements of FMLA.

Expectation of Privacy while working:
In general, you should not have any Expectation of Privacy while working.

The Company reserves the right to conduct searches on Company or client property at any time, for any reason. Searches of Company or client facilities, vehicles, other property (such as desks, cabinets, files, lockers, etc…), or electronic devices (such as; computers, tablets, cell phones, etc…) may be conducted at any time, with or without notice.

Searches or your person, vehicle, electronic devices, or other property may be conducted only under the following conditions;

• As required for all visitors/guests by client rules, or…
• With reasonable suspicion that a crime has been committed and evidence of the crime may be located on the employee’s person, vehicle, electronic devices, or other property in your possession.
  • Keep in mind that a request to search your person or your property doesn’t always mean that you are a person of interest in an investigation. Many times, such searches are performed to protect you from suspicion!

NOTE: Employees are required to fully cooperate in any search performed under the conditions outlined above. Consent to search under the conditions outlined above is a Term and Condition of Employment. Refusal to permit a search under the conditions outlined above may result in disciplinary action, up to and including Involuntary Termination for Cause.

Employees are encouraged to keep in mind that even the most casual search of a container, pack, or bag they bring to the workplace may reveal sensitive personal information contained therein. Employees are encouraged to assure that they are not bringing sensitive personal information to the workplace to help assure it is not disclosed to the Company, a client, or others.

Privacy of Company Vehicles and Other Equipment:
You have no right to privacy when using Company or client vehicles and other equipment. Company or client vehicles and other equipment are subject to use by others at any time. The contents of Company or client vehicles and other property – including personal items, containers, bags, packs, etc. inside – are subject to search and disclosure to the Company, the client, and others at any time.

Privacy of Your Personal Vehicle on Company- or Client-Property:
Anytime your personal vehicle is on Company- or client-property, it is subject to search based upon the rules in-effect on the property.

Privacy of Electronic Devices:
You have no right to privacy when using Company- or client-provided electronic devices such as computers, tablets, cell phones, etc. Company- or client-provided electronic devices are subject to use by others at any time. The contents of Company- or client-provided electronic devices are subject to search and disclosure to the Company, the client, and others at any time.

There is no promise, assurance, or guarantee that the contents of any Company- or client-provided electronic device cannot or will not be recovered and disclosed, even if deleted.

Privacy of Email and Voice Mail:
You have no right to privacy when using Company- or client-provided email or voice mail. Company- or client-provided email or voice mail is subject to access, search, and disclosure to the Company, the client, or others at any time.

There is no promise, assurance, or guarantee that the contents of any Company- or client-provided email or voice mail cannot or will not be recovered and disclosed, even if deleted.

GENERAL WORKPLACE RULES

This section contains workplace rules that are important for you to know.

Unauthorized Use of Company or Client Property
Company and client property – such as motor vehicles, telephones/cell phones, computers, internet/email systems, fax machines, office supplies, other office equipment, or other supplies – are to be used for the business-purposes of the Company or the client or for emergency use (such as calling 911).

No Company or client property may be used for personal or monetary gain at any time or for any reason.

The Company reserves the right to inspect and review the contents of all Company- or client-provided computers and other electronic devices – to include opening any electronic files, opening e-mails, reading texts or other messages, listening to voicemails, etc. at any time for any reason.

Company or Client Vehicles
Company and client vehicles are to be used only for Company or client business by authorized employees. Employees required to drive Company or client vehicles must be an Authorized Driver under the rules of the Company Authorized Driver Program. If you are not and Authorized Driver, you may not operate a company or client vehicle at any time, for any reason.

NOTE: Employees who use their personal vehicle for any work-related reason must have authorization to do so from a Company Manager. Reimbursement for personal vehicle mileage only be made in accordance with the Company Personal Vehicle Mileage Reimbursement policy and practices.

Motor Vehicle Safety:
Any time an employee is operating a Company or client vehicle, or a personal vehicle for work-related reasons, all relevant state and local laws and ordinances, as well as Company and client rules, must be followed.

Seatbelt Use: Regardless of any other law, ordinance, or rule, all occupants of a Company or client vehicle, or a personal vehicle used for work-related reasons, must always wear a seatbelt when the vehicle is in motion, whether on the public roadway or private property.

Vehicle Inspection: It is the responsibility of the employee who will be driving a Company or client vehicle to inspect the vehicle prior to driving it to assure the vehicle is safe for use. If any component, assembly, or part of the vehicle is believed to be unsafe, the vehicle is not to be driven and the unsafe condition of the vehicle is to be immediately reported to a Supervisor or Manager.

Traffic Violations: The employee driving a Company or client vehicle is responsible for paying all fines and/or fees for all traffic violations and/or parking infractions while they are using the vehicle. Drivers shall report any traffic violation or parking infraction received to a Supervisor or Manager no later than the end of their work shift when the violation/infraction occurred. “Camera Tickets” – traffic violations documented by camera where the violation ticket is mailed to the vehicle owner later– are the responsibility of the employee driving the vehicle at the time of the violation.

Traffic Accidents: The employee driving a Company or client vehicle is responsible for immediately and properly reporting any traffic accident they are involved in, regardless of fault or level of damage, whether on public roadways or private property. Failure to immediately and properly report a traffic accident may result in disciplinary action, up to and including Involuntary Termination for Cause.

NOTE: Traffic Accidents should be reported to the Supervisor or Manager of the job where the employee is assigned, the local Branch Management Team if the Job Supervisor/Manager is unavailable, or the Company Dispatch and Scheduling Center if the Branch Manager is unavailable.

Dispatch & Scheduling Center Direct Line: 205. 251.3050
Any employee determined to be at-fault in a traffic accident involving a Company or client vehicle may be required to pay for the damages to the involved vehicle(s) and/or the medical care of any involved person(s).

Damages Due to Carelessness, Recklessness, and/or Negligence
Accidents happen, and property, equipment, and vehicles get damaged. If you are working and property, equipment, or vehicles are damaged through no fault of your own, you will not be expected to reimburse the costs of the damage.

However, if it is determined that damage to property, equipment, or vehicles is due to your carelessness, recklessness, and/or negligence, you may be required to pay for the damages.

Reporting Work-Related Accidents, Injuries, or Illnesses
NOTE: IN CASES OF MEDICAL EMERGENCY, CALL 911 IMMEDIATELY!

• Medical Emergency is defined as any potentially life-threatening medical condition, or injury/illness more severe than can be properly treated with a common workplace first-aid kit.

Reporting work-related accidents, injuries and/or illnesses – no matter how seemingly minor or insignificant – is an important part of the Company Safety Program and Worker’s Compensation Insurance benefits for yourself or your beneficiaries.

You should report any work-related accidents, injuries and/or illnesses to your Supervisor or Manager by the end of your work shift when the injury or illness occurred.

You must report any work-related accidents, injuries and/or illnesses to your Supervisor or Manager within 24-hours of being injured/becoming ill.

NOTE: Report work-related accidents, injuries and/or illnesses to the Supervisor or Manager of the job where you are assigned, the local Branch Management Team if the Job Supervisor/Manager is unavailable, or the Company Dispatch and Scheduling Center if the Branch Manager is unavailable.

Dispatch & Scheduling Center Direct Line: 205.251.3050

Your Rights:
Under federal law, you have a right to report work-related injuries and illnesses. Those same laws and Company policy prevent the Company from retaliating against you in any way for reporting a work-related injury or illness.

Worker’s Compensation Insurance:
The Company carries legally mandated Worker’s Compensation insurance to cover any work-related injuries or illnesses of employees. You are covered by Worker’s Compensation Insurance any time you are working. The Company pays the full cost of Worker’s Compensation Insurance.

If you fail to report a work-related injury or illness as required, the Worker’s Compensation Insurance benefits for yourself or your beneficiaries may be delayed or denied.

“Work-Related” vs “Not Work-Related”:
Not all injuries or illnesses that may occur at work are “work-related”.

For an injury or illness to be “work-related”, there must be a clear link between your injury/illness and the work you are assigned to do (commonly called a “scope of employment”). If you are performing any work or task that is later determined to not be within your scope of employment, your injury/illness may be deemed to not be work-related and Worker’s Compensation coverage may be denied.

Also, if you are not wearing required Personal Protective Equipment (PPE) and/or are not following Company Safety Rules should you be injured or become ill and it is determined that wearing the required PPE or following the Safety Rules would have prevented or lessened the injury/illness, your injury/illness may be deemed to not be work-related and Worker’s Compensation coverage may be denied.

NOTE: Nothing in this section should be interpreted to mean that you should not report any/all injuries/illnesses that may occur while you are at work. REPORT ALL INJURIES AND ILLNESSES THAT OCCUR WHILE YOU ARE AT WORK!

Company Directed Medical Care:
In cases of work-related injury, the Company reserves the right to direct and/or manage medical care where and when allowed by applicable law.

Such direction or management may be performed by the Company, by the Company’s Worker’s Compensation Insurance Provider, or by a 3^rd-party retained for the purpose, to ensure prompt and effective treatment to return the employee to work as soon as possible.

Drug and/or Alcohol Testing Following Work-Related Accident or Injury:
The Company reserves the right to require an employee to be drug/alcohol tested following any accident or injury. Refusal to submit to such testing is considered insubordination and may result of Involuntary Termination for Cause.

Investigations of Work-Related Accidents and Injuries:
It is Company policy to investigate all work-related accidents, injuries, and/or illnesses as part of the Company Safety Program regardless of whether a Worker’s Compensation Claim is filed or not.

The purpose of the investigations is to determine a cause so preventive measures can be researched, identified, and put into place where appropriate. The investigation may be performed by Company personnel, the Company’s Worker’s Compensation Insurance Carrier, or 3^rd parties retained for the purpose (to include government investigators and/or law enforcement where appropriate). All employees are expected to openly and honestly comply with any investigation that may be conducted and assist as requested.

Filing a false or fraudulent Worker’s Compensation Claim, or knowingly providing false or misleading information related to a work-related accident, injury or illness is a violation of Company Policy and may be a crime. Suspected Worker’s Compensation fraud will be reported to the appropriate authorities.

Temporary ‘Light Duty’ Assignments:
The Company engages in a pro-active process to assist workers in returning to work following a work-related injury and/or illness. The Company will work with the Company’s Worker’s Compensation Insurance Carrier and your medical care providers to try to identify work opportunities, as permitted by any medical restrictions that may be in-place, that will allow you to be actively employed during any recovery period.

Smoking/Vaping/Tobacco Use

In General:

Smoking, vaping, and other tobacco product use is prohibited while working, except:

• During scheduled work breaks…
• In designated smoking areas on the property, or…
• On public property where smoking/vaping/other tobacco product use is permitted.

All employees are required to follow local and state laws regarding smoking, vaping and/or the use of tobacco products inside or near the entrances to buildings.

Client Property, Buildings, Vehicles:
You are required to comply with the client’s smoking/vaping/tobacco produce use policies when working on client property or in a client building/vehicle.

Company Property, Buildings, Vehicles:
Smoking, vaping, and other tobacco product use is prohibited in all Company buildings and vehicles.

Smoking, vaping, and other tobacco product use is prohibited on Company property except during scheduled work breaks in designated smoking areas on the property – OR – on public property where smoking/vaping/other tobacco produce use is permitted.

Practical Jokes, Pranks, Tricks, Gags, etc., in the Workplace
The Company is generally tolerant of harmless workplace pranks, practical jokes, gags, etc. – generally called ‘good humour’ conduct – in the workplace. However, such conduct must be in good taste, not mock immutable personal characteristics of any person, and not fall under the Company definition of harassment.

All employees should be aware that even the most well-intentioned good-humoured conduct may be interpreted as harmful, hurtful, and/or harassing by someone. Complaints about harassment due to good-humoured conduct in the workplace will be taken seriously regardless of intent and/or the intended target of the good-humoured conduct.

All complaints about potential harassment are investigated, and if it is determined harassment did take place, that the harassing conduct was intended as workplace good-humour conduct is not a valid excuse, explanation, or defence.

Acceptable Workplace Conversations
The Company generally supports individual free expression in the workplace. However, the Company’s experience strongly suggests that certain subjects, when discussed at work, can distract from good order and discipline.

In the Company’s experience, the potentially problematic subjects are, but are not limited to;

• Politics/Politicians: local, state, or national.
• Race
• Gender/Gender Identity
• Religion
• Sex/Sexuality
• National Origin

Workplace conversations that are personally welcomed by all participants, cordial, thoughtful, non-argumentative, and mutually respectful on these (and any other subject) in the workplace are acceptable.

However, should anyone involved in, and/or in a position to overhear, a workplace conversation on any subject objects or requests that the conversation end – for whatever reason – all participants in the conversation must respect the request and immediately end the conversation. Failure to do so may result in disciplinary action up to and including Involuntary Termination for Cause.

EMPLOYMENT POLICIES

This section contains specific policies that are important that you know and always follow.

Work Attendance Policy:

In General:
You are employed by the Company and your work schedule is determined by the Company. Your work assignment, work schedule, and pay rates are determined by the needs of the Company and can be changed at the Company’s discretion at any time, with or without notice.

You are expected to know your work schedule and you are expected to work the days, times, and posts assigned to you as part of your employment.

Reporting to Work:
You are expected to report for work as scheduled, on-time, rested, in good health, not drug or alcohol impaired, in proper uniform, with the proper equipment, and ready to satisfactorily perform the roles and responsibilities of your assigned Post.

You are not considered to not be “at work” until you are physically on your assigned Post.

You shall not report to work more than 15-minutes prior to the start of your scheduled work shift or remain at work more than 15-minutes after the end of your scheduled work shift.

If you are not able to work your assigned schedule, you must follow the procedures outlined below.

NOTE: For purposes of this policy, an “emergency” means: an unexpected circumstance where the health, safety, or physical well-being of a person is at risk.

NOTE: Under no circumstances are you to contact a Client to Call-off/Call-In Late!

Calling-Off/Calling-In Late:
To be excused from working your assigned shift, you must Call-Off from work four (4) hours or more prior to the beginning of your scheduled work time in a non-emergency situation. In an emergency, you must Call-Off as soon as possible.

To be excused from being late for work, you must Call-In Late for work at least 1-hour prior to the beginning of your scheduled work time In a non-emergency situation. In an emergency, you must Call-In Late for work as soon as possible.

When Calling-Off/Calling-In Late, you must personally call by telephone as follows;

1. Call the Site Manager/Supervisor
   1. DO NOT call non-Management/non-Supervisory Personnel on-site.
2. If a Site Manager/Supervisor is not available, call your local Branch Office
3. If no one is available at your Branch Office, call the Company Dispatch and Scheduling Center @ (205) 251-3050

NOTE: You cannot “Call-Off/Call-In Late” through email, text message, social media post, or any other means of communication.

NOTE: If you Call-In Late for work and do not come in when you advised you would, any excused late-for-work will become an Unexcused Absence subject to disciplinary action up to and including Termination For Cause.

NOTE: The Company has the right to require proof of any “emergency” Call-off/Call-In Late before allowing you to return to work.

Limits to Calling-off/Calling-In Late:
While the Company understands that unexpected emergencies happen where you need to Call-Off/Call-In Late, it is believed that such situations are sporadic and uncommon. To prevent abuse of the Company Call-Off/Call-In late policy, you will only be excused for one (1) Call-Off or Call-In Late per rolling three-month period.

Example: You are excused for a Call-Off or Call-In Late on January 15^th. Should you Call-Off/Call-In Late again before three months have passed (April 15^th of the same year), your Call-Off or Call-In Late will not be excused. If you do not report to work as scheduled, you will be subject to disciplinary action for an Unexcused Absence up to and including Termination For Cause.

Requirement to Hold Over/Stay Late/Remain at Work:
The Company service culture is that ‘No Post Goes Uncovered’ meaning all work positions are filled at all times.

When an Employee unexpectedly calls out of work or calls-in late, it is preferred that another Employee will volunteer to stay at work to cover the open position. There may be times, however, when you may be required to Hold Over/Stay Late/Remain at Work to fill an open position when no one else can or will. Whenever you Hold Over/Stay Late/Remain at Work, whether voluntarily or as ordered, you will be paid for all time worked and will be paid overtime as required.

If you are directed/ordered to Hold Over/Stay Late/Remian at Work, and you refuse and/or leave without proper relief, you may be subject to disciplinary action up to and including Termination For Cause.

Leaving Work Early:
You may not leave work early unless you have prior authorization (24 hours prior in a non-emergency situation). In an emergency, contact your Supervisor or Manager to explain the circumstances so they can arrange your relief.

NOTE: The Company reserves the right to require proof of any ‘emergency’ circumstance you claim exists when you Call-Off/Call-In Late or need to leave work early for an “emergency”.

No Call/No Show:
No Call/No Show means that you did not call off from work and you did not show up for work. A No Call/No Show violation may result in disciplinary action up to and including Involuntary Termination for Cause.

Unexcused Absences:
Failing to Call-off/Call-in Late as required by this policy, or Leaving Work Early without relief, is an Unexcused Absence from Work. Any Unexcused Absence from Work may result in disciplinary action up to and including Involuntary Termination for Cause.

Accepting Relief:
You may not accept relief from another employee who has not had sufficient rest, who is ill, who is drug or alcohol impaired, who is not properly uniformed, not properly equipped, not properly trained, or who is otherwise not ready to satisfactorily perform the Roles and Responsibilities of the Post.

You should contact a Manager/Supervisor immediately if you believe that your relief is not ready to work. If you accept relief from an employee who is not prepared to satisfactorily perform the Roles and Responsibilities of the Post, you may be subject to disciplinary action.

Sickness/Illness:
Absenteeism or Leaving-Work-Early due to sickness, illness, or injury may be excused only if proper notification is given prior to the absence. A physician’s excuse may be required before you are allowed to return to work.

Equal Employment Opportunity and Non-Discrimination Policy:

The Company is an Equal Opportunity Employer that provides equal employment opportunities to all employees and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Retaliation against any employee who lodges a complaint based on their protected status is prohibited.

Harassment-Free Workplace Policy
The Company intends to provide a work environment that is pleasant, professional, and free from intimidation, hostility or other offenses that might interfere with work performance and good order and discipline. Any kind or type of harassment of any person, by any employee, is specifically prohibited.

Additionally, any form of harassment directed at any employee, by any other person (e.g., not employees) will not be tolerated.

Definitions related to this section:
Harassment: Harassment can take many forms. It may be, but is not limited to, words, signs, offensive jokes, cartoons, pictures, posters, e-mail, Internet postings, pranks, intimidation, unwanted physical contact, or threatened/actual violence. Harassment is not limited to harassment of a sexual nature but instead includes harassment based on race, gender, age, national origin, religion, disability, pregnancy, and statements of a non-sexual nature.

Workplace Bullying, defined as: conduct that a reasonable person would find hostile or offensive, and that is not related to the business operations of the Company, or a client is a form of Workplace Harassment for the purposes of this section.

Sexual Harassment: Sexual harassment may include unwelcome sexual advances, requests for sexual favours, or other verbal or physical contact of a sexual nature, when such conduct creates an offensive, humiliating, hostile or intimidating working environment and prevents an individual from effectively performing the duties of their position. It also encompasses such conduct when it is made a term or condition of employment or compensation, either implicitly or explicitly, and when an employment decision is based on an individual’s acceptance or rejection of such conduct.

NOTE: Sexual harassment cannot be stereotyped. Both the victim and harasser can be any gender/gender role and it can involve those of the same gender/gender role.

Reporting Incidents of Suspected Discrimination and/or Harassment in the Workplace:

Responsibility & Reporting:
All employees have a responsibility for keeping the Company work environment discrimination and harassment free.

While the Company encourages an employee who feels discriminated against or harassed to communicate directly with the person they believe is discriminating or harassing them to make it clear that the discrimination or harassing behavior is unwanted, unacceptable, and/or inappropriate, it is not required that the employee experiencing discrimination or harassment do so.

Employees experiencing workplace discrimination or harassment should notify Company HR Team [4] in writing as soon as practical but not later than two business days after the harassment occurs. Additionally, any employee who becomes aware of an incident of discrimination or harassment, whether by witnessing the incident or being told of it, must report the incident to the Company HR Department within two business days.

Essentially, If you believe you are the victim of harassment in the workplace, or if you witness conduct that you believe is harassment in the workplace, report it!

NOTE: A report of suspected harassment in the workplace must be made in good faith [5] A report made in good faith must be materially true and contain only minor discrepancies of fact. Opinions of the reporting person are acceptable, but they must be identifiable as an opinion, not as a fact.

Submitting a report of suspected harassment in the workplace that is proven to be materially false and/or intending to mislead may result in disciplinary action against the reporting employee up to and including Involuntary Termination for Cause.

To assure proper reporting and documentation of possible discrimination or harassment, it is required that discrimination/harassment reports must be filed in writing or by email.

When reporting alleged discrimination or harassment:

• Prepare a written report or email containing all known critical information about the incident;
  • Who: Who experienced discrimination/harassment? Who was discriminated against/harassed the individual? Who were any witnesses to the discrimination/harassment?
    • Include Names, Employee Numbers (if known), and contact information (if known)
  • What: What was the discriminating/harassing behavior.
    • Described in detail, to include any profanity or other inappropriate words used verbatim.
  • When: When did the discrimination/harassment occur, to the best of recollection and belief.
  • Where: Where did the discrimination/harassment occur.
  • Why: Why did the discrimination/harassment occur (if known)

Delivering your Report:

• E-Mail: Send your report to [email protected]
  • Enter “Discrimination Complaint” or “Harassment Complaint” in the Subject Line of your message.
    • If your report is a separate written document, it is acceptable to scan the document and attach it to your email.
  • Postal Mail: Send your report to this address:

Security Engineers, Inc.

ATTN: HR Department

1. P.O. Box 10231

Birmingham, AL 35202

• Deliver In-Person: in a sealed envelope to a member of the Company HR Team at:

Security Engineers, Inc.

1617 3^rd Avenue North

Birmingham, AL 35203

-OR-

• Deliver in-person, in a sealed envelope, to your local Branch Office and request that they send it to the Company HR Team.
  • If you request your local Branch Office, send your report on your behalf, either email or call the Company HR Team to let them know your report is on-the-way.

Investigating Harassment:
NOTE: All reports of harassment will be investigated with due regard for the privacy of those involved. However, confidentiality cannot be guaranteed.

Reports of harassment will be investigated following the Company’s Serious Incident Investigations Guidelines.

Should the investigation into the harassment determine that the allegation of harassment is true beyond a reasonable doubt, the Company will take appropriate action under the Company Disciplinary Action Policy, up to and including Involuntary Termination for Cause.

Retaliation is Prohibited: Retaliation, of any kind, against an employee making a good-faith report of harassment of any person, or for participating in an investigation of harassment (e.g., as a witness) is prohibited.

Any employee found to have retaliated against another employee for a good faith reporting of harassment or for participating in an investigation will be subject to disciplinary action under the Company Disciplinary Action Policy, up to and including Involuntary Termination for Cause.

Should a report of harassment be determined to not have been submitted in good faith during the investigation of the harassment, the investigation team shall end their investigation into the allegation and report their determination to the Director, Administrative Support Group for appropriate follow-up.

Employee Name, Gender Identity, and Pronouns Policy

Employee Name and Personal Gender Identity in Everyday Interactions and Usage:
For everyday interactions and usage, Managers, Supervisors, and co-workers are encouraged to use the name and pronouns appropriate to the gender identity of an employee as expressed by the employee. Further, Managers, Supervisors, and co-workers should take care to use the employee-requested name and pronouns in communications with others regarding the employee.

The requested name and pronouns to be used in the workplace are established by the employee with no additional documentation (such as legal name change or medical information) required.

An acceptable alternative to gender-specific pronouns is to use non-binary gender pronouns in the workplace to refer to other persons regardless of gender and/or gender identity. Acceptable gender-neutral pronouns are They/Them/Their. It is also acceptable to use phrases that do not imply a gender, such as “The person…”/“That person…”/”This person…”.

Potentially insulting and/or derogatory terms – examples: “It, “That”, “Those”, etc. – or even acceptable terms when used in an insulting and/or derogatory manner, potentially interferes with good order and discipline in the workplace and will not be tolerated.

Repeated, intentional refusal to use the employee’s requested name and pronouns – or the previously identified acceptable-alternatives – and/or repeated reference to the employee’s former gender by Managers, Supervisors, or co-workers is contrary to the goal of treating all employees with dignity and respect and potentially interferes with good order and discipline in the workplace. Such intentional conduct also may be inconsistent with the employee’s decision to keep certain aspects of the employee’s gender identity private. It should be noted that in some circumstances, such intentional conduct could be viewed as creating an unwelcoming and/or hostile work environment.

Employee Name and Personal Gender Identity in Company Employment Records:
Contract Security companies, and employees of those companies, are uniquely regulated in many jurisdictions where Company employees work. As such, Company employment-related records mustreflect the name and gender identity of individual employees of the company that is consistent with the individual employee’s Primary Identification Document(s) [6].

Should you obtain Primary Identification Documents that indicate a change in your Name and/or Gender Identity during your period of employment with the Company, you must provide the documents reflecting your new Name and/or Gender Identity to the Company HR Dept. to assure your Name and Gender Identity is properly entered in your employment-related records.

• Submit any updated documents to the HR Dept. by;
  • Scan the Document and email to: [email protected], or…
  • Present the Document to your local Branch Office to be scanned and emailed.

When the HR Department receives your updated Document(s), your Company Employment Record/Data will be changed to reflect the Name and/or Gender Identity reflected on your new Primary Identification Document.

While current records/data will be changed, historical employment records/data will not be changed.

Fraternization and Nepotism Policy
It is not the Company’s intent to interfere in the personal lives of employees. The Company does have a clear and significant interest in promoting good order and discipline in the workplace when it comes to certain relationships between employees.

The basis of the Company’s interest in these matters is that certain workplace relationships may create an actual or potential conflict of interest, discord, or distractions, may interfere with productivity or work activities, or – in extreme cases – may lead to claims of unlawful sexual harassment or hostile work environment.

Fraternization and Nepotism in General:
Employees of the Company are encouraged to develop and maintain professional relationships in the workplace so long as these relationships do not interfere with the effective functioning of the workplace and goals of the Company. This policy does not prevent the development of friendships or even romantic relationships between employees and any other person, but it does establish boundaries as to how relationships are conducted during working hours and within the workplace.

This policy applies to all employees without regard to the gender or sexual orientation of the individuals involved.

Fraternization:
Employees are prohibited from having a romantic, sexual, or other physically intimate contact with any other person(s) while working.

Employees who are engaged in consensual romantic, sexual, or other physically intimate relationships with another person(s) must conduct themselves in an appropriate professional manner in the workplace and not engage in any professionally inappropriate behavior that may cause others to feel embarrassed, awkward, or uncomfortable.

Romantic, sexual, or other physically intimate relationships between Executives, Managers and/or Supervisors and any subordinate employee is prohibited. Should an Executive, Manager and/or Supervisor intend to enter a consensual romantic, sexual, or other physically intimate relationship with a subordinate, the Executive, Manager and/or Supervisor must contact the Company HR Department to arrange an acceptable reassignment for themselves or the subordinate.

Nepotism:
For this Policy, “Relative” means a member of an employee’s immediate family, as established by blood, marriage, or legal action. This term includes, but is not limited to;

• An immediate family member of an employee, defined as a spouse, child, parent, sibling, grandparent, grandchild, aunt or uncle, cousin, niece, or nephew, or an equivalent ‘step-’ or ‘in-law’ family member, or…
• A Domestic Partner/Cohabitant [7]/Codependent [8] or equivalent family member of the domestic partner/cohabitant/codependent.

Due to potential for perceived or actual conflicts, such as favouritism or personal conflicts from outside the work environment which can be carried into the daily working relationship, no Executive, Manager, or Supervisor may;

• Directly supervise a relative, or…
• Permit a relative to be assigned in the same line of authority in which the Executive, Manager, or Supervisor can initiate or participate in decisions involving a direct benefit to the relative (e.g., decisions include hiring, retention, transfer, promotion, termination, wages and leave requests, etc.).

Reporting:
Employees may report violations of this policy by contacting the Company HR Team by telephone or email to: [email protected]

NOTE: You will not be penalized for reporting inappropriate behavior.

Drug-Free Workplace Policy (summary)
The Company is a certified Drug-Free Workplace. To enjoy the benefits of that certification, the Company must follow requirements of the certification program.

The objective of the Company’s Drug-Free Workplace certification is, but not limited to;

• To create and maintain a safe, drug-free working environment for all employees.
• To encourage any employee with dependence on or addiction to alcohol or other drug to seek help in overcoming the problem.
• To reduce problems of absenteeism, tardiness, carelessness and/or unsatisfactory job performance.
• To reduce the likelihood accidental personal injury and/or damage to property.

Substance abuse can be a serious threat to employees and others, and a serious liability risk for the Company. Though the percentage of substance abusing employees may be relatively small, practical experience and research indicate that appropriate precautions by the Company are necessary.

It is the belief of the Company that the benefits derived from these policy objectives will outweigh the potential inconvenience to employees. The Company sincerely asks for the understanding and cooperation of all employees in the implementation and enforcement of this policy.

Prohibited Conduct:
Employees are prohibited from possessing, distributing, manufacturing, or having a detectable presence of any illegal drug substance, abused prescription drugs or any other mind altering or intoxicating substances in their system while at work.

Employees are prohibited from possessing, drinking, or having a detectable presence of alcohol in their body while at work.

Use of drugs, alcohol or any other prohibited substances when not working, which results in impaired work performance, including absenteeism, tardiness, poor work performance, damage to the employer’s reputation, or inferior quality of work, is prohibited.

The proper use of medication that is legally prescribed by a physician is not prohibited. Employees performing duties in safety sensitive functions are required to notify their supervisor or manager whenever they are taking a prescription medication that may impair physical or cognitive functioning.

• Safety Sensitive Functions include, but are not limited to, the following;
  • Working as an Armed Security Officer or otherwise being armed while working.
  • Operating a motorized vehicle or conveyance while working
  • Being near dangerous machinery or fast-moving motorized vehicles
  • Climbing ladders, standing-/walking-near water hazards, standing-/walking-near fall hazards, standing-/walking-near electrical hazards, standing-/walking-near inhalation hazards, etc.

NOTE: Failure to notify your supervisor or manager whenever you are taking a prescription medication that may impair physical or cognitive functioning when performing a Safety Sensitive Function can result in disciplinary action up to, and including, Involuntary Termination for Cause.

Drug-/Substance-Abuse Testing Program:
As a certified Drug-Free Workplace, the Company is required to drug-test employees as required by the certification program, which is;

• Pre-Employment Testing: All candidates for employment with the Company will be drug-tested prior to employment.
• ’Reasonable Suspicion’ Testing: Drug and/or alcohol testing is required whenever there is a cause to believe that an employee is using or has used drugs or alcohol while working. Such facts or inferences may be based upon, but not limited to, the following;
• Post Accident Testing: Conducted when an employee causes or contributes-to;
  • Any accident resulting in any injury to any person, or…
  • Causes damage to company property, or…
  • Causes damage to client property, or the property of any employee, customer, visitor, or guest of a client.
• Random Drug Testing: The Company will conduct Quarterly drug testing of 2% of active employees.

Specimen collection and analysis will be conducted in accordance with the Company Drug Testing Procedure Policy. 

Uniforms, Grooming, and Appearance Standards Policy:

Uniformed Security Officers:
Your assignment determines the uniform that you must wear. Only issued/authorized Uniforms may be worn. It is your responsibility to wear the proper uniform in compliance with this policy whenever you are working.

NOTE: Company uniforms may only be worn while working or traveling to or from work.

Uniform items and non-uniform items (i.e., civilian clothes) as well as Uniform styles may not be interchanged.

The Company issues three distinctive Uniform styles which must be worn in full compliance with the following rules:

Low Profile (Blazer) Uniform (as issued):

• Black Blazer w/current Crest or Logo
• Short-sleeve White ‘dress’ shirt
  • w/only the top button unbuttoned.
• Grey trousers
• Smooth leather belt (Black)
• Officer Supplied Uniform Items:
  • Black smooth-toe shoes covering the whole foot, shined.
  • Black socks
  • Undershirt is optional but recommended.
    • If worn, undershirts must be plain white.
  • Rank Insignia:
    • If Rank Insignia is worn on the Low-Profile Uniform, the Insignia shall be worn centered on the collar of the Blazer, ½” up from the collar notch.

Standard Uniform (as issued):

• Short-sleeve Tan Uniform shirt w/issued black shoulder boards.
  • Only the top button may be unbuttoned.
• Black trousers w/tan stripe
• Smooth leather belt (Black)
• Black baseball-style, w/current Logo
• Officer Supplied Uniform Items:
  • Black smooth-toe shoes covering the whole foot, shined.
  • Black socks
  • Undershirt is optional but recommended.
    • If worn and visible the undershirt must be plain black.
    • If worn and not visible the undershirt must be plain black or plain white.
  • Optional Outwear:
    • Jackets/Coats:
      • Black Coaches Jacket/Windbreaker w/current SE Logo, or…
      • Black Bomber-style jacket w/current SE Logo, or…
      • Black Parka-style coat w/current SE Logo
    • Headgear:
      • Knitted Beanie-style hat w/current SE Logo
        • Cold Weather Option Only
      • Raingear:
        • Black full-length raincoat
      • Rank Insignia:
        • Rank Insignia worn on the Standard Uniform shall be on the epaulets of the Uniform Shirt.

Polo Uniform:

• Short-sleeve Black Polo Shirt w/current Company Logo (tucked)
• Khaki trousers (BDU/Cargo Trousers are NOT authorized)
• Black belt, either smooth leather or nylon
• Black baseball-style cap, w/current Company Logo
• Officer Supplied Uniform Items:
  • Black smooth-toe shoes covering the whole foot, shined.
  • Black socks
  • An undershirt is optional but recommended.
    • If worn and visible in the collar- or sleeve-area the undershirt must be plain black.
    • If worn and not visible in the collar- or sleeve-area the undershirt must be plain black or plain white.
  • Optional Outwear:
    • Jackets/Coats:
      • Black Coaches Jacket/Windbreaker w/current Logo, or…
      • Black Bomber-style jacket w/current Logo, or…
      • Black Parka-style coat w/current Logo
    • Cold Weather Optional Headgear:
      • Knitted Beanie-style hat w/current SE Logo
    • Raingear:
      • Black full-length raincoat

• Rank Insignia:
  • Rank Insignia worn on the Polo Uniform shall be worn centered on both collars with the centerline of the insignia bisecting the points of the collar.

Special Uniforms/Uniform Items:
Uniform styles and accessories may vary from site-to-site depending on contract requirements of the client.

Uncommon/Unique uniform styles may be used only as required by contract with the client.

Maternity Uniforms:
The Company does not supply specific “Maternity Uniforms”.

Local Managers may make individual adjustments to Uniform requirements to accommodate maternity.

Decorative Pins:
USA Flag Pins no larger than 1” in either width or height may be worn as follows:

• On the left lapel of the Low Profile (Blazer) Uniform, or…
• On the left pocket flap of the Standard Uniform shirt, or…
• 1” below the Left Chest Logo on the shirt of the Polo Uniform.

Company-Issued Anniversary Pins may be worn as follows:

• On the left lapel of the Low Profile (Blazer) Uniform, or…
• On the left pocket flap of the Standard Uniform shirt, or…
• 1” below the left chest Logo on the shirt of the Polo Uniform.

When both a USA Flag Pin and Anniversary Pin are worn at the same time, the Pins are to be worn 1” apart, edge-to-edge, with the USA Flag Pin placed to the RIGHT of the Anniversary Pin(from your/the-wearer’s perspective)

No other Decorative Pins may be worn on the Company Uniform.

Logoed Uniform Attire:
The only approved logo for uniform clothing and/or hats worn while working is an authorized Company Logo.

Non-Uniformed/Administrative Employees Dress Code:
Business Casual:

Business Casual:

Non-uniformed/Administrative Employees are allowed to wear Business Casual attire while working.

Business Casual attire, while more lenient than Business Formal attire, still requires a proper and professional appearance within the workplace.

Examples of Business Casual Attire generally include;

• Collared shirt/blouse, Button-down shirt/blouse, or Polo shirt, all with a neckline opening that is no lower than the armpits.
• Slacks, Khaki pants, Dress Jeans, Skirts/Professional Dresses with the hemline just above the top of the knee or longer.
• Close-toed shoes, Flats, Pumps, Loafers, Boots, Sandals.
• Leather or canvas dress sneakers.
• Jackets, Coats, or Sweaters.

Attire to avoid include, but are not limited to;

• Cargo pants, Shorts, Leggings, skirts/dresses with hemline higher than just above the knee.
• T-shirts, Tank tops, Strapless tops such as tube tops, Backless tops, Low-cut blouses, Crop tops or other tops that show the midriff Off-the-shoulder tops, Shirts/Tops with an open neckline below the armpits.
• Sundresses, Off-the-shoulder dresses, backless dresses, low-cut dresses
• Frayed clothing or clothes with holes (example: ‘distressed’ jeans).
• Sportswear, Hooded sweatshirts.
• Any type of ‘camouflage’ attire
• Tight/Form-Fitting clothing or clothing so loose that the clothes create a trip and/or snag hazard.
• Overly casual sandals, Flip-flops, heels that create a trip hazard.

Business Formal:

Non-uniformed/Administrative Employees may have to wear Business Formal attire on occasion.

Examples of Business Formal attire generally include;

• Suits, Pantsuit/Skirt-Suit with Dress Shirts
• Tie (when proper for the attire)
• Dress shoes proper for wear with Business Formal attire
  

Exceptions:

Non-uniformed/Administrative Employees assigned to the Integrated Security business unit or are/will be performing temporary manual labor while at work may wear attire suitable for the work to be performed.

Logos, Emblems, Symbols, Acronyms, Words, etc. on Attire:

The only approved logo, emblem, symbol, acronym, word, etc. permitted on or attached to clothing and/or hats worn while working is an authorized Company Logo, Company Name, or Company Acronym.

NOTE: A small, discreet garment makers name or logo on attire is permissible.

NOTE: Managers may make occasional exceptions for attire with a sport team logo, emblem, or name on the day before and/or day of a game or sporting event when non-uniformed/administrative staff may wear clothing or a hat displaying a logo, emblem, or name of their preferred team.

Grooming Standards (All Employees):

Personal grooming standards apply to all employees and are intended to ensure employees present a neat and professional image.

Hairstyles:

Many hairstyles are acceptable if they are neat and meet the requirements of this Policy. It is the responsibility of Managers and Supervisors at all levels to exercise good judgment when enforcing this policy.

Hairstyles will be judged by the appropriateness of a particular hairstyle given the guidance in this Policy and by the ability to wear all types of approved headgear and any required Personal Protective Equipment properly.

General Rules:

• Eccentric, exaggerated, or faddish haircuts or hairstyles are prohibited.
• Hairstyles that do not allow the headgear to be properly worn are prohibited.
• Hairstyles that interfere with the wearing on any required Personal Protective Equipment are prohibited.
• Hairstyles that potentially create unsafe working conditions are prohibited;
  • Examples:
    • any hairstyle that blocks the employee’s peripheral vison to either side or downward.
    • any hairstyle that may become trapped/ensnared in any moving component of any machine/object an employee may be required to use or be near.

Hair Color:

• Employee hair color(s) must be a natural human hair

Authorized Hairstyles:

• Hairstyle Definitions:
  • Braids/plaits: Three or more portions/bunches of interwoven hair. Braids are worn free hanging (loose) or against the scalp.
  • Cornrows: Cornrows are defined as hair temporarily rolled, twisted, or braided closely to the scalp producing a continuous, raised row of hair. Cornrows are worn against the scalp.
  • Dreadlocks/Locks: Dreadlocks/Locks are defined as sections of hair that twist from or near the root to the end of the hair, which create a uniform ringlet or cordlike appearance.
  • Twists: Temporarily twisting two distinct strands of hair around one another to create a twisted rope-like appearance. Twists are worn free hanging (loose) or against the scalp.

• • • Hairstyles Specifically Authorized:

For this Policy, hairstyles are organized into four basic categories: bald, short length, medium length, and long length hair.

• Bald is defined as a total lack of hair on the head or hair stubble up to 1/4-inch in length.
• Short length hair is defined as hair length that extends 1 inch or less from the scalp (excluding bangs).
• Medium-length hair is defined as hair length that does not extend beyond the lower edge of the collar and extends more than 1 inch from the scalp.
  • Medium hair may fall naturally and is not required to be secured.
• Long-length hair is defined as hair length that extends beyond the lower edge of the collar.
  • No portion of the bulk of the hair, as measured from the scalp as styled, will exceed 2 inches, except for;
    • A single braid or ‘ponytail’ that is centered on the rear of the head, that falls naturally down the center of the back, and does not interfere with the wearing of any issued headgear or any required Personal Protective Equipment.
    • A bun, which is worn on the back of the head and may extend a maximum of 3 1/2 inches from the scalp and be no wider than the width of the head).
    • Long hair may be neatly and inconspicuously fastened or pinned above the lower edge of the collar.

NOTE: Non-Uniformed/Administrative Staff are not required to secure their long hair in a ponytail or bun and may allow their long hair to fall naturally

• • • Additional Hairstyle Guidelines:

• Hair Holding Devices are authorized only for the purpose of securing the hair.
  • Employees shall not place hair holding devices in the hair for decorative purposes.
  • All hair holding devices must be plain and of a color as close to the employee’s hair as is possible or clear.
  • Authorized devices include, but are not limited to, small plain scrunchies (elastic hair bands covered with material), barrettes, combs, pins, clips, rubber bands, and hair or head bands.
  • Devices that are conspicuous, excessive, or decorative are prohibited.
  • Foreign material (for example, beads and decorative items) shall not be used in the hair.
  • Employees may not wear hairnets unless they are required for health or safety reasons, or in the performance of duties (such as those in a dining facility).
• Braids, cornrows, twists, and locks.
  • Only medium and long hair may be styled with braids, cornrows, twists, or locks (see “Hairstyle Definitions” in this section).
  • Each braid, cornrow, twist, or lock shall be of uniform dimension, have a diameter no greater than a 1/2 inch, and present a neat, professional, and well-groomed appearance.
  • Each must have the same approximate size of spacing between the braids, cornrows, twists, or locks.
  • Each hairstyle may be worn against the scalp or loose (free hanging).
    • When worn loose, such hairstyles must be worn per medium hair length guidelines or secured to the head in the same manner as described for medium or long length hair styles.
  • Ends must be secured inconspicuously.
  • When multiple loose braids, twists, or locks are worn, they must encompass the whole head.
    • When braids, cornrows, twists, or locks are not worn loosely and instead worn close to the scalp, they must stop at one consistent location of the head and must follow the natural direction of the hair when worn back, which is either in general straight lines following the shape of the head or flowing with the natural direction of the hair when worn back with one primary part in the hair.
  • Hairstyles may not be styled with designs, sharply curved lines, or zigzag lines.
  • Only one distinctive style (braided, rolled, twisted, or locked) may be worn at one time.
    • Braids, cornrows, twists, or locks that distinctly protrude (up or out) from the head are prohibited.
  • Hair extensions are permitted.
  • Wigs are permitted.

Employee Facial Hair:

Employees may keep their face clean-shaven or may have facial hair in compliance with the following guidelines;

NOTE: The option of having facial hair as an employee is a privilege, not a right.

Clean Shaven:

While not required, it should be noted that Security Officers maintaining a clean-shaven look is perhaps the most widely accepted standard for professional appearance.

Facial Hair:

Security Officers may have facial hair on any part of their face indicated by the GREEN (grey if printed in black-and-white) shaded area in the following image, subject to the guidelines in this section;

• General Guidance on Facial Hair;

• Facial Hair in the area under the chin is authorized from the point of the chin to the juncture of the face and the neck.
  • Hair on the front or either side of the neck is not authorized.
  • Beards must be worn in a neat manner that presents a professional appearance.
• Beards must be trimmed around the top and around neckline and must not protrude more than one inch away from the face as worn.
• Employees may use styling products to groom or hold the beard in place.
  • Sideburns are hair grown in front of the ear and below the point where the top portion of the ear attaches to the head.
• Sideburns hair may not be longer than 1/2 inch when the hair is fully extended.
• Sideburns not part of a beard may be any style that does not extend below the lowest part of the ear lobe.
  • Moustache must not protrude more than one inch away from the face as worn.
• Moustaches must be trimmed or groomed to not cover the lips.
  • Additional Notes on Facial Hair for Security Officers:
• Regardless of any other section of this policy, Facial Hair may not interfere with the proper wearing of any required Personal Protective Equipment.
• Facial Hair color must follow the “Hair Color” section of this policy.
• Stylized Facial Hair is prohibited;
  • ‘Stylized Facial Hair’ includes, but is not limited to, facial hair styles that are braided/plated, or are in cornrows, dreadlocks/locks, or twists.
• Stylized Grooming of Facial Hair is prohibited;
  • ‘Stylized Grooming of Facial Hair’ includes, but is not limited to, abrupt/segmented designs, recognizable symbols, words, letter, numbers groomed into facial hair, etc.
• Facial Hair Adornments are prohibited;
  • ‘Facial Hair Adornments’ includes, but are not limited to, jewellery, beads, ribbons, bands, wraps, straps, etc.

Fingernails:

All employees shall keep fingernails clean and neatly trimmed.

• Fingernail Length shall not exceed a nail length of 1/4 inch as measured from the tip of the finger.
• An employee may be required to trim nails shorter if it is determined the permitted length presents a safety concern or interferes with the performance of duties.
• Fingernail Polish must be a single shade that does not contrast with the Company Uniform.

• • • Male employees may only wear clear polish when working.

• ‘Artificial’ Fingernails are permitted, provided they have a natural appearance and conform to this section.

Grooming Standards (All Employees):
Personal grooming standards apply to all employees and are intended to ensure employees present a neat and professional image.

Hairstyles:
Many hairstyles are acceptable if they are neat and meet the requirements of this Policy. It is the responsibility of Managers and Supervisors at all levels to exercise good judgment when enforcing this policy.

Hairstyles will be judged by the appropriateness of a particular hairstyle given the guidance in this Policy and by the ability to wear all types of approved headgear and any required Personal Protective Equipment properly.

General Rules:

• Eccentric, exaggerated, or faddish haircuts or hairstyles are prohibited.
• Hairstyles that do not allow the headgear to be properly worn are prohibited.
• Hairstyles that interfere with the wearing on any required Personal Protective Equipment are prohibited.
• Hairstyles that potentially create unsafe working conditions are prohibited;
  • Examples:
    • any hairstyle that blocks the employee’s peripheral vison to either side or downward.
    • any hairstyle that may become trapped/ensnared in any moving component of any machine/object an employee may be required to use or be near.

Attire to avoid include, but are not limited to;

• Cargo pants, Shorts, Leggings, skirts/dresses with hemline higher than just above the knee.
• T-shirts, Tank tops, Strapless tops such as tube tops, Backless tops, Low-cut blouses, Crop tops or other tops that show the midriff Off-the-shoulder tops, Shirts/Tops with an open neckline below the armpits.
• Sundresses, Off-the-shoulder dresses, backless dresses, low-cut dresses
• Frayed clothing or clothes with holes (example: ‘distressed’ jeans).
• Sportswear, Hooded sweatshirts.
• Any type of ‘camouflage’ attire
• Tight/Form-Fitting clothing or clothing so loose that the clothes create a trip and/or snag hazard.
• Overly casual sandals, Flip-flops, heels that create a trip hazard.

Business Formal:
Non-uniformed/Administrative Employees may have to wear Business Formal attire on occasion.

Examples of Business Formal attire generally include;

• Suits, Pantsuit/Skirt-Suit with Dress Shirts
• Tie (when proper for the attire)
• Dress shoes proper for wear with Business Formal attire
  

Exceptions:
Non-uniformed/Administrative Employees assigned to the Integrated Security business unit or are/will be performing temporary manual labor while at work may wear attire suitable for the work to be performed.

Logos, Emblems, Acronyms, Words, etc. on Attire:
The only approved logo, emblem, acronym, words, etc. permitted on or attached to clothing and/or hats worn while working is an authorized Company Logo, Company Name, or Company Acronym.

NOTE: Managers may make occasional exceptions for attire with a sport team logo, emblem, or name on the day before and/or day of a game or sporting event when non-uniformed/administrative staff may wear clothing or a hat displaying a logo, emblem, or name of their preferred team.

Grooming Standards (All Employees):
Personal grooming standards apply to all employees and are intended to ensure employees present a neat and professional image.

Hairstyles:
Many hairstyles are acceptable if they are neat and meet the requirements of this Policy. It is the responsibility of Managers and Supervisors at all levels to exercise good judgment when enforcing this policy.

Hairstyles will be judged by the appropriateness of a particular hairstyle given the guidance in this Policy and by the ability to wear all types of approved headgear and any required Personal Protective Equipment properly.

General Rules:

• Eccentric, exaggerated, or faddish haircuts or hairstyles are prohibited.
• Hairstyles that do not allow the headgear to be properly worn are prohibited.
• Hairstyles that interfere with the wearing on any required Personal Protective Equipment are prohibited.
• Hairstyles that potentially create unsafe working conditions are prohibited;
  • Examples:
    • any hairstyle that blocks the employee’s peripheral vison to either side or downward.
    • any hairstyle that may become trapped/ensnared in any moving component of an equipment/machine/object an employee may be required to utilize and/or be near during their work.

Hair Color:

• Employee hair color(s) must be a natural human hair

Authorized Hairstyles:

• Hairstyle Definitions:
  • Braids/plaits: Three or more portions/bunches of interwoven hair. Braids are worn free hanging (loose) or against the scalp.
  • Cornrows: Cornrows are defined as hair temporarily rolled, twisted, or braided closely to the scalp producing a continuous, raised row of hair. Cornrows are worn against the scalp.
  • Dreadlocks/Locks: Dreadlocks/Locks are defined as sections of hair that twist from or near the root to the end of the hair, which create a uniform ringlet or cordlike appearance.
  • Twists: Temporarily twisting two distinct strands of hair around one another to create a twisted rope-like appearance. Twists are worn free hanging (loose) or against the scalp.

• • • Hairstyles Specifically Authorized:

For this Policy, hairstyles are organized into four basic categories: bald, short length, medium length, and long length hair.

• Bald is defined as a total lack of hair on the head or hair stubble up to 1/4-inch in length.
• Short length hair is defined as hair length that extends 1 inch or less from the scalp (excluding bangs).
• Medium-length hair is defined as hair length that does not extend beyond the lower edge of the collar and extends more than 1 inch from the scalp.
  • Medium hair may fall naturally and is not required to be secured.
• Long-length hair is defined as hair length that extends beyond the lower edge of the collar.
  • No portion of the bulk of the hair, as measured from the scalp as styled, will exceed 2 inches, except for;
    • A single braid or ‘ponytail’ that is centered on the rear of the head, that falls naturally down the center of the back, and does not interfere with the wearing of any issued headgear or any required Personal Protective Equipment.
    • A bun, which is worn on the back of the head and may extend a maximum of 3 1/2 inches from the scalp and be no wider than the width of the head).
    • Long hair may be neatly and inconspicuously fastened or pinned above the lower edge of the collar.

NOTE: Non-Uniformed/Administrative Staff are not required to secure their long hair in a ponytail or bun and may allow their long hair to fall naturally

• • • Additional Hairstyle Guidelines:

• Hair Holding Devices are authorized only for the purpose of securing the hair.
  • Employees shall not place hair holding devices in the hair for decorative purposes.
  • All hair holding devices must be plain and of a color as close to the employee’s hair as is possible or clear.
  • Authorized devices include, but are not limited to, small plain scrunchies (elastic hair bands covered with material), barrettes, combs, pins, clips, rubber bands, and hair or head bands.
  • Devices that are conspicuous, excessive, or decorative are prohibited.
  • Foreign material (for example, beads and decorative items) shall not be used in the hair.
  • Employees may not wear hairnets unless they are required for health or safety reasons, or in the performance of duties (such as those in a dining facility).
• Braids, cornrows, twists, and locks.
  • Only medium and long hair may be styled with braids, cornrows, twists, or locks (see “Hairstyle Definitions” in this section).
  • Each braid, cornrow, twist, or lock shall be of uniform dimension, have a diameter no greater than a 1/2 inch, and present a neat, professional, and well-groomed appearance.
  • Each must have the same approximate size of spacing between the braids, cornrows, twists, or locks.
  • Each hairstyle may be worn against the scalp or loose (free hanging).
    • When worn loose, such hairstyles must be worn per medium hair length guidelines or secured to the head in the same manner as described for medium or long length hair styles.
  • Ends must be secured inconspicuously.
  • When multiple loose braids, twists, or locks are worn, they must encompass the whole head.
    • When braids, cornrows, twists, or locks are not worn loosely and instead worn close to the scalp, they must stop at one consistent location of the head and must follow the natural direction of the hair when worn back, which is either in general straight lines following the shape of the head or flowing with the natural direction of the hair when worn back with one primary part in the hair.
  • Hairstyles may not be styled with designs, sharply curved lines, or zigzag lines.
  • Only one distinctive style (braided, rolled, twisted, or locked) may be worn at one time.
    • Braids, cornrows, twists, or locks that distinctly protrude (up or out) from the head are prohibited.
  • Hair extensions are permitted.
  • Wigs are permitted.

Employee Facial Hair:
Employees may keep their face clean-shaven or may have facial hair in compliance with the following guidelines;

NOTE: The option of having facial hair as an employee is a privilege, not a right.

Clean Shaven:
While not required, it should be noted that Security Officers maintaining a clean-shaven look is perhaps the most widely accepted standard for professional appearance.

Facial Hair:
Security Officers may have facial hair on any part of their face indicated by the GREEN (grey if printed in black-and-white) shaded area in the following image, subject to the guidelines in this section;

• General Guidance on Facial Hair;

• Facial Hair in the area under the chin is authorized from the point of the chin to the juncture of the face and the neck.
  • Hair on the front or either side of the neck is not authorized.
  • Beards must be worn in a neat manner that presents a professional appearance.
• Beards must be trimmed around the top and around neckline and must not protrude more than one inch away from the face as worn.
• Employees may use styling products to groom or hold the beard in place.
  • Sideburns are hair grown in front of the ear and below the point where the top portion of the ear attaches to the head.
• Sideburns hair may not be longer than 1/2 inch when the hair is fully extended.
• Sideburns not part of a beard may be any style that does not extend below the lowest part of the ear lobe.
  • Moustache must not protrude more than one inch away from the face as worn.
• Moustaches must be trimmed or groomed to not cover the lips.
  • Additional Notes on Facial Hair for Security Officers:
• Regardless of any other section of this policy, Facial Hair may not interfere with the proper wearing of any required Personal Protective Equipment.
• Facial Hair color must follow the “Hair Color” section of this policy.
• Stylized Facial Hair is prohibited;
  • ‘Stylized Facial Hair’ includes, but is not limited to, facial hair styles that are braided/plated, or are in cornrows, dreadlocks/locks, or twists.
• Stylized Grooming of Facial Hair is prohibited;
  • ‘Stylized Grooming of Facial Hair’ includes, but is not limited to, abrupt/segmented designs, recognizable symbols, words, letter, numbers groomed into facial hair, etc.
• Facial Hair Adornments are prohibited;
  • ‘Facial Hair Adornments’ includes, but are not limited to, jewellery, beads, ribbons, bands, wraps, straps, etc.

Fingernails:
All employees shall keep fingernails clean and neatly trimmed.

• Fingernail Length shall not exceed a nail length of 1/4 inch as measured from the tip of the finger.
• An employee may be required to trim nails shorter if it is determined the permitted length presents a safety concern or interferes with the performance of duties.
• Fingernail Polish must be a single shade that does not contrast with the Company Uniform.

• • • Male employees may only wear clear polish when working.

• ‘Artificial’ Fingernails are permitted, provided they have a natural appearance and conform to this section.

Appearance (All Employees):

Cosmetics:
Standards regarding cosmetics are necessary to maintain uniformity and to avoid an extreme or unprofessional appearance.

• Cosmetics should be applied modestly and conservatively.
• Lipstick that distinctly contrasts with the natural color of their lips, which detract from the SE uniform (when worn), or that are faddish, eccentric, or exaggerated are prohibited.

Jewelry:
Unless prohibited for safety reasons, employees may wear the following jewellery:

• One (1) necklace of a design and/or construction that will readily break or separate without constricting or choking should it be pulled or become hooked on a protrusion.
  • Necklaces must be worn underneath the clothing.
• Wristwatch
• One wrist religious or identification bracelet
• One ring per hand

• A ‘wedding set’ is one ring for the purposes of this policy.
  • Employees may only wear EAR “studs” and no more than one (1) “stud”, no larger than ¼” in diameter, per ear may be worn.
    • Ear jewelry may only be worn in the earlobe.
    • No earrings or ear jewelry that extends below the ear lobe may be worn.
  • Other permitted items: (only as prescribed or medically recommended)
    • Medical alert bracelet
    • Activity tracker, pedometer, or heart rate monitor
  • Teeth Jewelry/Ornamentation:
    • The use of gold caps, platinum caps, or caps of any unnatural color or texture (permanent or removable) for purposes of dental ornamentation is discouraged.
    • Teeth, whether natural, capped, or veneered, may not be decorated with designs, jewels, initials, or similar ornamentation.
    • Unnaturally shaped teeth for nonmedical reasons are prohibited.

Tattoos and Branding:
Tattoos and brands are permanent markings that are difficult to reverse (in terms of financial cost, discomfort, and effectiveness of removal techniques).

The words tattoo and brand are interchangeable regarding this policy.

• The following types of tattoos or brands are prejudicial to good order and discipline and are, therefore, prohibited whether pre-existing or new:

• Extremist: Extremist tattoos or brands are those affiliated with, depicting, or symbolizing extremist philosophies, organizations, or activities.
  • Extremist philosophies, organizations, and activities are those which advocate racial, gender, or ethnic hatred or intolerance; Advocate, create, or engage in illegal discrimination based on race, color, gender, ethnicity, religion, or national origin; or Advocate violence or other unlawful means of depriving individual rights under the U.S. Constitution, and Federal or State law.
  • Indecent: Indecent tattoos or brands are those that are grossly offensive to modesty, decency, propriety, or professionalism.
  • Sexist: Sexist tattoos or brands are those that advocate a philosophy that degrades or demeans any person based on sex/gender.
  • Racist: Racist tattoos or brands are those that advocate a philosophy that degrades or demeans any person based on race, ethnicity, or national origin.

Visible tattoos or brands on the head or face, to include on or inside the eyelids, mouth, and ears (except for permanent makeup) are prohibited, regardless of subject matter.

Body Modifications:
Body Modification is any non-medical alteration of the body through implants or other trans-dermal insertions into any body part.

The following Body Modifications are prohibited:

• Any unnatural/abnormal shaping of the ears, eyes, or nose
• Tongue splitting or bifurcation
• Any trans-dermal implantation other than hair replacement
• Gauging or otherwise increasing the size of an induced opening in fleshy areas such as ear lobes, lips, or cheeks.

Eyeglasses, sunglasses, and contact lenses:

• Eyeglasses and sunglasses:
  • Prescription eyeglasses are authorized for wear.
  • Prescription and nonprescription sunglasses are authorized for wear except while indoors.
• Restrictions on contact lenses:
  • Tinted or colored contact lenses are prohibited for wear at work.
  • Wearing contact lenses may be restricted for safety reasons.
    

Religious Accommodations:
Employees desiring a Religious Accommodation other than provided for in this section must contact the HR Department via email at [email protected] for assistance.

Transgendered and Transitioning Employees:
As a non-discriminatory, inclusive employer, SE welcomes transgendered and transitioning employees. Once an employee informs SE that they are transitioning/have transitioned, the employee shall be permitted to comply with the Dress and Appearance policy provisions for their declared gender.

Should a transgendered/transitioning employee declare a gender other than male or female or declare more than one gender change in a 6-month period, the employee must contact the Company HR Department via email at [email protected] for assistance.

NOTE: The intent of the last provision of this section is not to restrict an employee’s desire to be and express their true self. This provision is simply to assure that a transgendered or transitioning employee’s preferences are understood and respected.

When the Uniforms, Grooming, and Appearance Policy Standards Conflict with Workplace Safety Mandates:
Should any provision of the Uniforms, Grooming, and Appearance Standards Policy conflict with any Workplace Safety Mandate(s), the Workplace Safety Mandate(s) shall take priority and must be always followed.

Failure to follow Workplace Safety Mandates that conflict with this Policy may result in disciplinary action up to and including Involuntary Termination for Cause.

Compliance Determinations:
Questions about compliance with this policy should be submitted to the HR Department at: [email protected]

The email should include a written description of the clothing, appearance, or grooming in question. If possible, including pictures is typically helpful as well.

Determinations made by the HR Department are final.

Social Media Policy
Company Leadership recognizes that social media has become an integral part of modern life for many. social media keeps us in touch with friends and family, it informs us about our world, and it gives us a platform allowing all of us to be heard.

The Company actively uses social media to establish a Company presence on social media to build its brand by;

• Sharing information about and on behalf of the Company and its employees.
• Communicating with clients and prospective clients.
• Communicating with employees and prospective employees.
• Sharing Company and industry stories, news, trends, press releases, and other information that may have a broad appeal.
• Communicating other important information as Company Leadership deems fit.

Official Business Use Only:
The Company’s social media accounts and presence are for official business use only.

Only members of Company Leadership, or persons operating under their supervision have the authority to communicate by way of the Company’s social media accounts.

The Company reserves the right to monitor and track the use of the Company name(s) and logo(s) on social media sites to assure that the Company brand and business reputation is protected.

Social Media Use While Working:
Social media sites may be accessible from both Company and client computers and networks. Access to social media sites by employees while at work may be monitored by the Company, a client, or both. Employees may only access social media sites for business reasons while working.

Social Media Use While Not Working:
The Company does not desire or intend to regulate your social media activity when you are not working. The Company has a clear interest in its brand and business reputation however, and the Company will take all lawful actions necessary to protect its brand and business reputation from compromise or harm.

Social Media Use Rules and Guidelines:

• Rules you must follow:
  • Never disclose[9] any Company or client confidential or propriety information on social media.
    • You typically have broad access to non-public/restricted areas on Company and client property and facilities.
    • Commentary, pictures, video/audio recordings, or replies to the comments of others about the activities within those non-public/restricted areas is prohibited.
  • Do not disclose information about security personnel, security practices, security activities, and/or security technologies used at or for any client of the Company on social media.
    • Security personnel, security practices, security activities, and/or security technologies used at or for any client location are always confidential and proprietary.
  • Do not share information about any Company or client employee, customer, visitor, or guest on social media.
    • Due to the nature of your work, you may have access to personal and potentially sensitive information about others. The true nature of what you learn may or may-not be obvious. As such, disclosing information about others you learn during your work is always inappropriate and it is prohibited.
  • Do not share information about any incident or accident that may occur on Company or client facility, property, or vehicle, or involves any Company or client employee, customer, visitor, or guest on social media.
    • Due to the nature of your work, you will potentially learn about incidents and/or accidents that can affect others in personally significant ways. Most of the time, the information you may learn is incomplete, unverified, and incorrect. As such, disclosing information about incidents and/or accidents that you learn through your work is prohibited.

• Guidelines you should follow:
  • Be honest about your employment relationship with the Company.
    • In proper context, it is never inappropriate to tell others that you are an employee of the Company and what your experience as an employee have been.
    • Do not exaggerate your position, role, or responsibilities with the company.
    • Remember to not disclose personal, sensitive, confidential, or proprietary information about your work.
  • Be fair with the Company and others at your work.
    • No relationship is perfect, and mistakes, misunderstandings and miscommunications can occur even with the best efforts of all parties involved.
    • If the Company or others at your work may have made a mistake, if there is a possible misunderstanding, or there has been a miscommunication, give the Company or others at your work an opportunity to correct/better explain/properly communicate prior to making a potentially hurtful or derogatory comment on social media.
  • Make referrals to others at the Company who may be helpful.
    • If you come across someone looking for a Security Services Provider online, recommend they contact the Sales Team of the Company. Provide a link to the Company website or an email address for a Sales Team member.
    • If you learn someone is looking for employment, provide a link to the Company Careers page, or connect them with the Recruiting Team (don’t forget to tell the person to be sure to mention that you helped recruit them to make you eligible for a Recruiting Bonus!).
    • If someone is complaining about the Company, recommend they contact the appropriate Branch Management Team to help resolve their complaint.
  • Don’t forget: We all work for the same Company, are all part of the same team, live in the same society on the same planet.
    • Always strive to be part of the bigger solution, not the source of another problem.

NOTE: Violations of these Guidelines are not necessarily violations of Company rules and/or policy. However, violations of these Guidelines could result in corrective actions being taken to limit and/or prevent posting of inappropriate work-related social media content.

Cybersecurity Policy

What is cybersecurity?

Cybersecurity is the art of protecting networks, devices, and data from unauthorized access or criminal use and the practice of ensuring confidentiality, integrity, and availability of information.

Why is cybersecurity important?

It seems that everything relies on computers and the internet now—communication (e.g., email, smartphones, tablets), entertainment (e.g., interactive video games, social media, apps), transportation (e.g., navigation systems), shopping (e.g., online shopping, credit cards), medicine (e.g., medical equipment, medical records), and the list goes on. How much of your daily life relies on technology? How much of your personal information is stored either on your own computer, smartphone, tablet or on someone else’s system?

What are the risks to having poor cybersecurity?

There are many risks, some more serious than others. Among these dangers are malware erasing an entire system, an attacker breaking into a system and altering files, an attacker using a computer to attack others, or an attacker stealing credit card information and making unauthorized purchases. There is no guarantee that even with the best precautions some of these things won’t happen, but there are steps you can take to minimize the chances.

Your role in improving cybersecurity:

• Always be suspicious of unexpected emails:
  • Phishing emails are currently one of the most prevalent risks to the average user. The goal of a phishing email is to gain information about you, steal money from you, or install malware on your device. Be suspicious of all unexpected emails.
    • If you receive an email that is unexpected, that requests you do something unexpected/unusual, makes demands that you spend corporate or personal funds, or even “…just doesn’t seem right.”
      • DO NOT:
        • Open any attached files, or…
        • Click any links in the message, or…
        • Click “Reply…” or “Reply All…” from within the message itself.

• DO:
  • Verify the message by sending a separate message to the sender of the original email, or…
  • Call the original sender of the message, or…
  • Simply ignore the email and delete it.

• Always LOCK any Company or Client Computer when you are not able to control who has access the computer:
  • For a “Windows^®” computer use one of the following methods to quickly lock the system before you walk away:
    • Press the Windows + L keys simultaneously to lock the computer.
    • Click the Start button (the Windows icon), select your account name, and then click “Lock.”
    • Press Ctrl+Alt+Delete keys, then click “Lock” in the menu that appears.

• Do not connect personal devices to any Company or Client computer:
  • Do not connect your personal cell phone, music player, or any other electronic device to a Company or client computer for any reason. Even if you connect your personal device “…just to charge it…” your personal device can still send – or receive – potentially harmful software to the Company or client computer and/or network.

• Do not connect any personal or unknown memory device, portable drive, or disk to any Company or Client computer:
  • Personal and unknown memory devices, portable drives, or disks are a significant source of malware on Company or client computers and networks.
  • No personal – and especially, no unknown – memory device, portable drive, or disk should be connected to, or put in any drive on any Company or client computer for any reason.

NOTE: “Memory Devices, Portable Drives, or Disks”, include, but are not limited to;

• Memory cards of any type (commonly used in cameras)
• ‘Thumb’ Drives and other portable drives
• CD-, DVD-, BluRay-Disks, and legacy media such as “floppy disks”

Outside Employment Policy.

The Company recognizes that employees may want or need to work other jobs outside of their employment with the Company. Employees are allowed to engage in Outside Employment subject to restrictions based on reasonable business concerns of the Company.

This policy will be applied in compliance with all applicable employment and labor laws and regulations[10].

General Rules related to Outside Employment:

• Your work-related activities and conduct away from the Company must not compete with, conflict with, or compromise the company’s interests or adversely affect job performance and the ability to fulfil all work responsibilities to the Company.
• You are prohibited from performing any services for customers of the Company that are normally performed by the Company.
• You are prohibited from using any Company uniforms, supplies, or equipment when working any outside employment.
• You must not share any Company confidential information[11].
• You may not solicit or conduct any outside business during your work time for the Company.
• You may not use Paid Time Off from the Company to perform work for another employer.

NOTE: Fraudulent use of Company Paid Time Off may result in immediate Termination for Cause.

• If your outside employment presents a conflict of interest with the Company, as determined by Company Leadership, or if such outside employment has any potential for negative impact on the Company, you will be asked to either end your outside employment or resign from the Company.

Other Considerations:

• You should carefully consider the demands that Outside Employment work may create before engaging in outside employment. Outside employment will not be considered an excuse for poor job performance, absenteeism, tardiness, leaving early, or refusal to work required overtime or different hours at the Company.
• If outside work activity causes or contributes to job-related problems at the Company, you will be subject to the normal disciplinary procedures related to work-related problem(s) and/or you may have to end your employment with either the Company or your Outside Employer.

Restrictions:

• Working for a client at the same work location where you work for the Company.

Should you work/intended-to-work for a client at the same work location where you work for the Company, you must notify both your Company Manager and the client manager you would work for to ensure that both are aware of your employment with the other.

It is recommended that your notification to both managers be in writing to allow both managers to independently assess if such an arrangement is allowed by relevant policy, and there is no actual or potential conflict of interest.

NOTE: Should the client’s policy prohibit such a work arrangement, or if it is decided that there is an irreconcilable conflict of interest by either the Company or the client, you may have to end your employment with either the Company or your Outside Employer.

• Working for a Competitor[12] of the Company: Non-Exempt/Hourly Employees without access to WinTeam;
  • If you work/intend-to-work for a competitor of the Company, you must notify your Manager and schedule an appointment to speak with your Manager in-person.
  • Failure to notify your Manager that you work for a competitor, refusal to meet with your Manager, refusal to accept the current Company rules related to employment with a competitor, or violating those rules may result in Termination for Cause.
• Working for a Competitor of the Company: Exempt/Salaried Employees and Employees with Access to WinTeam;
  • Exempt/salaried employees or non-exempt/hourly employees who have access to WinTeam cannot work for a competitor without permission from the CEO.
  • To obtain permission to work for a competitor from the Company CEO, submit a request to the CEO in writing, naming the competitor and explaining your roles and responsibilities while working for the competitor. The CEO will respond in writing either permitting or denying permission to work for a competitor.

Conflict Management & Dispute Resolution Policy

Problems, misunderstandings, and frustrations may arise in the workplace. It is the Company’s intent to be responsive to employees and their concerns to minimize those issues in the workplace.

The purpose of this policy is to provide a quick, effective, and consistently applied method for you to explain your potential or actual workplace conflicts and/or disputes to Management and have those issues resolved or explained in a way that is clarifies the issue for you.

Should you find yourself involved in a conflict or dispute in the workplace, you may use the procedure described below to resolve or clarify your concerns.

• Step 1: Discuss your issue(s) with your Supervisor or Manager

Initially, you should bring your conflicts and/or disputes to your immediate Supervisor/Manager. If your complaint involves your Supervisor/Manager, schedule an appointment with that Supervisor/Manager to discuss the problem in a more formal setting within five working days of the date the incident occurred.

Your immediate Supervisor/Manager should respond to you in writing[13] within five days after the meeting.

• Step 2: Submit a Written[14] Complaint

If the discussion with your immediate Supervisor/Manager does not resolve the issue to the mutual satisfaction of your Supervisor/Manager and yourself, or if your Supervisor/Manager does not meet with you or respond to the complaint after your meeting, you may submit a written complaint to your local Branch- or Job-Manager.

NOTE: If needed, you may request assistance with writing your complaint from the Company Human Resources (HR) Department.

Your written complaint must be submitted to your local Branch-/Job-Manager within five working days after you requested a meeting with your Supervisor/Manager that did not happen, or five days after the day you received/should-have-received a written response from your Supervisor/Manager of the response from the supervisor. The complaint should include:

• The problem and the date when the incident occurred.
• Suggestions on ways to resolve the problem.
• A copy of the immediate supervisor’s written response or a summary of his or her verbal response and the date when the employee met with the immediate supervisor. If the supervisor provided no response, the complaint should state this.

Upon receipt of the complaint, your Branch-/Job-Manager must schedule a meeting with you within five working days to discuss your complaint. Within approximately five working days after the discussion, your Branch-/Job-Manager should issue a decision both in writing and orally with you.

Once your local Branch-/Job-Manager completes their follow-up with you, they The employee’s director/department head should forward a copy of the complaint to the HR department.

• Step 3: Appeal of decision

If you are dissatisfied with the decision of your Branch-/Job-Manager, you may, within five working days, appeal this decision in writing to the Company HR Department.

The HR Department will review your complaint and any other relevant documents and information that may be available, then take whatever action the Department deems necessary facilitate a resolution. The HR department may refer complaints to other Managers to review committee if it believes that the complaint raises serious questions of fact or interpretation of policy. The HR department may gather further information from involved parties.

PERFORMANCE MONITORING PROGRAM

The Company’s Performance Monitoring Program is designed to ensure a high standard of professional performance by employees. The foundation of the program are the two components of the Company Performance Monitoring Program. These components are:

1. Positive Performance Recognition
2. Disciplinary Action

Positive Performance Recognition:

The Company believes in recognizing work activities that exceed expectations.

Remarkable “Customer Service” for client visitors, guests, and employees; Extraordinary diligence during walking and/or mobile patrols; Doing more than expected to provide extraordinary Security Services for clients, are encouraged, and should be recognized by the Company.

The Company has several exceptional performance recognition programs. Your Manager/Supervisor can share those details with you if you ask.

Disciplinary Action:

The Disciplinary Action Program is a counterpart from the Positive Performance Recognition Program.

Disciplinary Action is reserved for those employees who violate the Company Standards of Conduct.

Standards of Conduct:

“Standards of Conduct” generally describe a set of values, rules, standards, and principles outlining the Company’s expectations of you while you are at work.

Failure to meet a Standard of Conduct is grounds for disciplinary action, up to and including Involuntary Termination for Cause.

General Standard of Conduct for all Employees:

Employees are required to act in the manner of a rational, reasonable adult  and ensure their personal conduct is always appropriate for a business environment while at work.

Specific Standard of Conduct Violations:

Examples of failures to meet specific Standards of Conduct are, but are not limited to;

Common Standards of Conduct:

1. Failure to meet the Terms and Conditions of Employment

See page 5 of this manual.

1. Failure to comply with the Company Safety Program.

See the Company Safety Manual

1. Failure to obtain and/or maintain a required License, Permit, or Certification;

See page 6 of this manual.

1. Unauthorized use of Client- or Company-owned property, defined as;

Use of any client-or Company-owned equipment, device, vehicle, or other property not authorized by the written instructions, guidance, or training related to your work assignment.

See page 15 of this manual.

1. Damage to Client- or Company-owned property, equipment, or vehicles due to carelessness, recklessness, or negligence.

See page 17 of this manual.

NOTE: You may be held financially responsible for any damage caused carelessness, recklessness, or negligence.

1. Failure to report Work-related Accidents, Injuries, or Illnesses.

See page 18 of this manual.

1. Failure to meet Company Work Attendance Standards.

See page 22 of this manual.

1. Violation of the Company Harassment-Free Workplace Policy.

See page 24 of this manual.

1. Failure to report violations of the Company Harassment-Free Workplace Policy.

See page 27 of this manual.

1. Violation of the Company Fraternization and Nepotism Policy.

See page 29 of this manual.

1. Violation of the Company Drug-Free Workplace Policy.

See page 31 of this manual.

1. Failure to comply with the Company Uniforms, Grooming, and Appearance Standards Policy.

See page 33 of this manual.

1. Violation of the Company Social Media Policy.

See page 46 of this manual.

1. Violation of the Company Cyber Security Policy.

See page 49 of this manual.

1. Insubordination, defined as;

Failure to comply with any direct order and/or instruction of a Manager or Supervisor related to your work; Disrespect and/or inappropriate comments or language directed at a Manager to Supervisors; Confrontational and or challenging behavior directed at a Manager or Supervisor, Non-verbal behavior that is detrimental to good order and discipline that is directed toward a Manager or Supervisor, etc.

1. Discourtesy, Incivility, Disrespect, defined as;

Spoken or written words, conduct, or activity that can be considered rude, uncivil, impolite, or disrespectful of others.

1. Accepting gifts or gratuities, defined as;

Accepting any item, gift, or gratuity of any value from a client, client employee, or a customer, guest, visitor, tenant, Vendor, or any other person associated with a client, in exchange for favour, or as payment for carrying out you expected duties and responsibilities.

NOTE: Occasional rewards for exceptional job performance or nominal gifts during recognized holidays are permitted but must be reported to a Supervisor or Manager when received.

1. Refusing to sign Company documents as required.

Including, but not limited to, Daily Activity Reports, Incident Reports, Safety Reports, Performance Monitoring Reports, etc.

NOTE: Signing a Company document when required is not an admission of wrongdoing or guilt. Signing a Company document is simply a verification that the document was prepared by you -or- that you have received notice of the information provided on the document, nothing more.

1. Improper/Inappropriate conduct while working, defined as;

Any conduct that is prohibited by Company or client rules, regulations, policies, or procedures, and/or that is not reasonable workplace conduct.

Such conduct includes, but is not limited to: fighting, having loud arguments, ‘horseplay’, soliciting gifts or donations, selling goods, gambling, bribery, borrowing of money from other persons, and any other conduct that distracts from good order and discipline in the workplace.

1. Improper conduct while identifiable as an employee of the Company, defined as;

Engaging in any conduct or activity while representing the Company in any capacity, or while in Company Uniform traveling to/from work, that may bring damage or harm to the reputation of yourself, the Company, or a client.

1. Failure to report violations or Incidents.

Willful or negligent failure to report a suspected violation of Company or client rules, policies, procedures, or practices, or any known incident occurring on Company or client property.

1. Consuming or possessing alcohol/drugs while at work:

Consuming or possessing any alcoholic beverage or taking any controlled substance while working. This includes using over the counter medication that may impair work performance.

EXCEPTION: Medication prescribed by a physician may be taken as prescribed while at work.

1. Criminal activity, defined as;

Engaging in any activity or conduct that would constitute a violation of any criminal law whether criminal charges are filed or not.

1. Making False Statements, defined as;

Making any statement of fact to the Company or a client, in any report (whether written or verbal), form, or document that is known, or should be known, to not be true.

1. Releasing Sensitive Company or Client information without Authorization, defined as;

Knowing/Willful disclosure of any contract and/or security-related information about a client or the Company.

1. Contacting a Client without authorization, defined as;

Contacting a client or client employee to discuss any aspect of your Employee/Employer relationship with the Company is prohibited.

Work Performance Standards of Conduct:

1. Failure to meet minimum Job Performance standards, defined as;

Failure to comply with any policy, procedure or instruction of the Company or a client related to performing your assigned work.

1. Failing to follow orders/Failure to follow rules related to Client or Company property.

Examples: Use of tobacco products in areas not authorized for such use; Relieving oneself in other than a designated restroom, Changing clothes in a non-private space, etc.

1. Unauthorized visitors while working, defined as;

Allowing non-SEI or unauthorized client employees on post, or visiting with such persons, while on duty.

1. Visiting post while not working, defined as;

Being on client property at any time other than as assigned.

1. Abandoning Post, defined as

Leaving a work assignment without permission without being relieved.

1. Accepting relief from an Officer unfit to work, defined as;

Accepting relief from someone is either not prepared or not capable of assuming the duties of the assignment.

Whether the person is not in the proper uniform, or impaired in some way (alcohol, drugs, lack of sleep, etc.), contact your Supervisor, Manager, or Dispatch for instructions on what to do.

1. Sleeping while at work.
2. Failure to enforce client rules, practices, and procedures, defined as;

Whether wilfully or by neglect, failing to enforce all Company or client written or verbal instructions, policies, procedures, or practices related to your assignment.

1. Failure to properly call-in late and/or call-off from work

See page 22 of this manual.

1. Unexcused absence: defined as

Absence from a work assignment that occurs when an employee does not provide sufficient notice or reason for the absence. 

1. Possessing unauthorized weapons, restraints, or other equipment while at work, defined as;

Any firearm, knives (other than a single pocketknife w/a folding blade 3” or less in length), baton, night stick, any form of restraint (handcuffs, leg irons, etc.), body-worn camera, etc, not specifically authorized for work.

1. Theft of Time & Pay, defined as;

Leaving post without authorization during a scheduled work shift for 10-minutes or longer without clocking-out then clocking-back-in on a non-working, unpaid break.

NOTE: The Standards of Conduct violations listed are not exhaustive or all-inclusive.

Standards of Conduct Violation Categories:

Standards of Conduct Violations can be divided into three general categories;

• General Violations: infractions that typically have a relatively minimal effect on the day-to-day security services provided at a client site and/or for the Company, and/or cause minimal work performance or attendance issues.
• Major Violations: infractions that risk-causing/cause a meaningful/material increase in security risk for a client and/or the Company, and/or cause significant attendance or work performance issues.
• Intolerable Violations: infractions that risk-causing/cause a substantial increase in security risk(s) and/or loss for a client, or are illegal, are in violation of the Service Contract between the Company and a client, and/or that jeopardize the relationship the Company has with a client, and/or attendance or work performance issues that cause a disruption in the Security Services provided to a client.

NOTE: For examples of each category of Violation, please ask your Manager/Supervisor.

Penalties:

• General Violation Penalties:
  • On-the-Spot Correction (OSC): Is an immediate corrective action taken by a Manager or Supervisor when a General Violation is discovered.
    • There are no penalties for receiving one OSC for a given General Violation in a 90-day period.
      • An OSC is intended to make you aware of a violation of the Company Standards of Conduct to allow you the opportunity to self-correct in the future to avoid a more severe penalty.
    • For multiple General Violations of the same rule or policy in a 90-day period, or multiple General Violations at the same time and/or during the same course of conduct a Performance Monitoring Report (PMR) for Unacceptable Performance[15] will be justified:
      • Penalty:
        • One PMR for Unacceptable Performance: up to 1-day of Unpaid Disciplinary Leave[16].
        • Two PMRs for Unacceptable Performance in a 90-day period will be treated as a Major Violation
        • Three PMRs for Unacceptable Performance in a 90-day period will be treated as an Intolerable Violation
      • Major Violation Penalties:
        • Performance Monitoring Report (PMR) for Unacceptable Performance classified as a Major Violation:
          • Penalty:
            • One PMR for Unacceptable Performance: two (2) -to- five (5) days of Unpaid Disciplinary Leave.
            • Two PMRs for Unacceptable Performance involving a Major Violation in a 90-day period will be treat as an Intolerable Violation
          • Intolerable Violation Penalties:
            • Performance Monitoring Report (PMR) for Unacceptable Performance classified as an Intolerable Violation:
              • Penalty:
                • Involuntary Termination for Cause
                  • You may also not be eligible to be rehired by the Company.

Standards of Conduct, Reporting Violations

You are encouraged to report any Major Violation of Company Standards of Performance that you witness to your Supervisor or Manager. You are required to report Intolerable Violation of Company Standards of Performance that you witness, or otherwise become aware of, to their Supervisor or Manager.

Written Rebuttal to a Disciplinary Action:

SPECIAL NOTICE: If you refuse to sign any Disciplinary Action PMR, your rebuttal and/or appeal of the Disciplinary Action outlined in the PMR will be rejected! By signing a PMR, you are not agreeing to the Disciplinary Action! You are simply acknowledging that you have received a copy of the PMR, nothing more.

You may file a Written[17] Rebuttal for any Disciplinary Action taken against you under the Performance Monitoring Program as follows;

• Within five days of receiving a Disciplinary Action, submit a Written Rebuttal to your Disciplinary Action to the Supervisor/Manager who issued the Disciplinary Action.
• In your Written Rebuttal;
  • Include an objective and honest explanation of your involvement in the conduct that resulted in the Disciplinary Action, and…
  • The reason(s) why you believe you should not have been disciplined, or your reason(s) why you believe the Disciplinary Action you received was excessive.
• The Supervisor/Manager issuing your Disciplinary Action may review your Rebuttal and may have additional questions for you.
• When a Performance Monitoring Report documenting a Disciplinary Action is received by the Company HR Department, both the Report and your Rebuttal will be reviewed.
• Following review by the Company HR Department, your Rebuttal may be considered as an Appeal of your Disciplinary Action under the Conflict Management & Dispute Resolution Policyof this manual and the process defined by that Policy will be followed.
  • You will be notified should this occur.
• If the Company HR Department does not believe your Rebuttal is sufficient to be considered as an Appeal, your Rebuttal will be field with the Performance Monitoring document it was included with.

Appealing Disciplinary Actions

You may directly appeal any Disciplinary Action taken against you by following the Conflict Management & Dispute Resolution Policy (see Page 51 of this manual)

TERMINATION OF EMPLOYMENT

Voluntary Termination – Resignation:

As an at-will employee, you may Voluntarily Terminate your employment with the Company (e.g., resign) at any time.

The Company requests that you submit written notice of Voluntary Termination of employment/resignation and that you provide the usual, customary, and reasonable 2-week notice of your Resignation.

Once submitted, the Company reserves the right to accept your Resignation as effective at any time.

Voluntary Termination – Constructive:

You will be considered to have constructively Voluntarily Terminated your employment if you:

• Fail to Call-Off/Call-in-Late for a scheduled work shift, or…
• Abandoning your post prior to your scheduled end-of-shift without relief.
• Have unexcused absences on two or more consecutively scheduled workdays, or…
• Fail to return from an approved leave of absence on the date specified to/by the Company.

Involuntary Termination – At-Will:

As an At-Will Employer, the Company can terminate your employment, with or without advance notice, at any time, for any reason.

Examples of circumstances where the Company may Involuntarily Terminate your employment at-will are, but are not limited to, the following;

• Reduction-in-Force
• Elimination of Position(s)

Involuntary Termination for-Cause:

Your employment with the Company will be Involuntarily Terminated for Cause, for Intolerable Violations of the Company Disciplinary Performance Monitoring Program.

Payment of Wages-Due Following Termination of Employment:

Following termination of your employment with the Company, for any reason, your final payment of wages-due will be made in accordance with local, state, and federal law.

Unless mandated differently by relevant laws, you can expect that your final wages-due will be paid on the regular pay date for the pay period when your final wages were earned.

Payment of Accrued Paid Leave (Paid Time Off, etc.) Following Termination of Employment:

Unless mandated by law, all outstanding Accrued Paid Leave is forfeited and will not be paid upon the termination of your employment for any reason.

Return of Company Property Following Termination of Employment:

It is your responsibility to return all Company-issued/-owned property following termination of your employment with the Company, for any reason. The Company will take all lawful actions necessary to recover any unreturned Company property (e.g., equipment and uniforms) that you fail to return.

CONCLUSION

SUPREMACY & SEVERANCE

This manual supersedes all previous handbooks or manuals of like kind or similar nature.

If any provision of this manual conflicts with federal-, state-, local-law, or relevant promulgated rule, the relevant law or promulgated rule applies in all instances.

If any provision of this manual is determined to be void by the official action of any court of competent jurisdiction, any regulatory authority, or Company Leadership, only that provision is void. All other provisions of this manual remain in effect.

ERRORS AND OMISSIONS

Minor typographical, spelling, or grammatical errors that do not alter the reasonably inferred plain meaning of this manual do not alter the plain meaning.

Omissions that can be reasonably inferred from the plain meaning of this manual are adopted as part of this manual.

RECOMMENDATIONS FOR ADDITIONS, DELETIONS, OR CHANGES

Recommendations for additions, deletions, and/or changes to this manual from employees are encouraged and always welcome.

Submit any recommendations to [email protected].

Clearly reference the section of the manual your recommendation is related to, then describe your recommended change in sufficient detail that the editor can understand it.

Recommendations that are accepted will be submitted to Company Leadership for recognition and will be included in the next quarterly update of the manual.

CLOSING

The Security Engineers Executive and Senior Management Teams hope that this manual will provide useful guidelines and guidance for you when you are working with the Company. Should you have any question(s) about any section of this manual, do not hesitate to contact you Supervisor, Manager, or local Branch Office.

APPENDIX

Employee Insurance Benefits: (summary)

The Company provides a broad range of employee insurance benefits.

Full-Time Employees:

Full-time Employees – those regularly working 30-hours per week or more – are eligible for, and may select from the following employee insurance benefits:

• Major Medical/Prescription Drug Health Insurance:
  • Eligible employees will be offered at least one Employee Health insurance benefit that is fully compliant with the federal Patient Protection and Affordable Care Act and any relevant state or local mandates.
• Other Medical Insurance:
  • Limited Medical Plans
  • Telemedicine Plans
• Other Insurance:
  • Dental Insurance
  • Vision Insurance
• Supplemental Insurance:
  • Life Insurance
  • Disability Insurance
  • Accident Insurance

NOTE: Voluntary Insurances Coverage offered by the Company may change year-to-year. Be sure to check the annual Benefit Guide that is available during Open Enrollment each year to learn of any changes in Voluntary Offerings.

Part-Time Employees:

The Company is proud to offer insurance benefits to eligible Part-Time Employees – those regularly working 20-30-hours per week. Eligible Part-Time Employees may select from the following employee insurance benefits:

• Medical Insurance:
  • Limited Medical Plans
  • Telemedicine Plans
• Supplemental Insurance:
  • Life Insurance
  • Disability Insurance

Newly Hired employees should have received an employee insurance benefits brochure during on-boarding. If you did not. Contact the HR Team Benefits Manager at [email protected].

On-going employees have an opportunity to add, drop, or change their employee insurance benefits every year during insurance Open Enrollment. The annual insurance Open Enrollment period and process will be announced via company-wide email on the company-provided employee Email System.

NOTE: Refer to the appropriate employee insurance Benefit Guide to learn more about the employee insurance benefits offered to you by the Company.

eHub Basics: Employee Self-Service Portal

eHub is your Employee Self-Service Portal. You can access your pay stubs, tax documents, and other important information on the eHub Employee Self-Service-Portal.

Registering in eHub on the Web:

1. Open any compatible web browser.
2. In the address bar, enter: teamehub.com.
3. When the portal opens;
   1. You can LOGIN (left side of the dialog), or…
   2. Register (your User ID is your Employee Number)

NOTES:

• You can also register for eHub on the web (your User ID is your employee number)
• You can receive a reminder of what your User ID is or reset your password.
  • Just click the proper “Forgot…” link.
• The same information available in the eHub App is available with eHub on the web.

NOTE: You cannot clock-in/-out in eHub on the web.

Installing eHub on your mobile device:

In the Apple’s App Store or Android’s Google Play Store:

1. Go to the search bar.
2. Search “eHub TEAM Software”.
3. Select “Install” to download the app to your mobile device.

Registering your account on eHub:

As a first-time user, you will have to register their account using your unique username and the Company’s URL.

1. eHub will display the following screen when you first register:
2. Here, type in: teamehub.com

3. Clicking “Next” will take you to the following page:
4. Here you will enter your Employee ID number in the Username box (top box), the URL (sei.teamehub.com), your DOB, and your SSN.
5. Then, Click “Go”

6. You will be directed to create a password using the criteria listed.
   1. Be sure to create a password that is easy to remember, but strong!

7. Click “Go”
8. You will then be directed to create a 4-digit PIN number and/or setup “Face ID” (Again create a PIN that is easy to remember).
9. Click “Go”

Congratulations you have officially registered in eHub!

Logging in to eHub after initial registration:

After registering your account, you will be directed to the home page to login.

1. Enter your Employee ID Number and your newly created password in the designated boxes.
2. Click “Go”.

3. Successfully logging in will bring you to your eHub “Dashboard”.

• The Dashboard displays your personal information (blocked out for privacy), your pay checks, your schedule, and downloadable tax forms.
• You should confirm that all information listed in the blue column is correct. This info is directly from the WinTeam payroll system and is important that it is correct.

4. The Blue Arrow pointing to “More” button is where users can view other important documents, bulletins, links, and logout.

Any issues or questions, please contact your immediate supervisor or site supervisor for assistance. 

Messaging Basics: How to receive important messages

How to Enable/Opt-in to Receive SMS Text Messages:

When you were hired, or should you change your person cell phone number, you will receive a SMS Text Message Opt-in/Enable request. That request is automatically sent when you are onboarding and any time you change your personal cell phone number. While Opting-in/Enabling SMS Text Messaging it is not required for employment with the Company, SMS Messaging is one of the key communication methods the Company utilizes to ensure you are aware of important notifications and opportunities.

Should you not opt-in/enable SMS Text Messaging initially, you can Opt-in/Enable it at any time by following the instructions below;

Enable/Opt-in to Receive SMS Text Messages using eHub Mobile:

1. Login to the eHub App
2. Click your user name in the top right of the screen and select Preferences.
3. On the Preferences screen click Enable for the appropriate phone number and then click Enable again in the confirmation window.

• A Pending indicator displays for the record until the Opt-in process is complete.

4. You will receive a text message to the phone number enabled.

• You must reply “yes” to the message to subscribe to the text notifications.
• After you confirm, you will receive a confirmation message letting you know you have successfully subscribed to the notifications.

Enable/Opt-in to Receive SMS Text Messages using eHub Web:

Through eHub web, employees can turn on access to receive SMS text messages.

1. Login to eHub on the web at: teamehub.com
2. Click your user name in the top right of the screen and select “Preferences”.
3. On the Preferences screen click “Enable” for the appropriate phone number and then click Enable again in the confirmation window.

• A Pending indicator displays for the record until the Opt-in process is complete.

5. You will receive a text message to the phone number enabled.

• You must reply “yes” to the message to subscribe to the text notifications.
• After you confirm, you will receive a confirmation message letting you know you have successfully subscribed to the notifications.

SMS Text Message Examples:

NOTE: The Company only uses SMS Text Messaging for important information and/or notification purposes.

Examples:

• Notification about Internal Job/Promotion opportunities.
• Information about the annual Employee Insurance Benefits Open Enrollment
• Notification of when your bi-weekly Pay Stub is available
• Notification when your W2 and 1095C are available

The Company does not and will not provide your personal information to 3rd party marketing firms, and the Company will never attempt to sell you anything..

Receiving Push Notifications in the eHub app:

Through eHub mobile, employees can allow push notifications.

1. Open the phone settings application on your mobile device.

1. Enable notifications for eHub.

Push Notifications Examples:

How to View Messages using iOS and Android:

Android:

A message center icon displays on the main landing page. If you have new messages, a number displays on this icon to indicate the number of new messages.

1. To view the message, tap the message center icon on the top right section of the main landing page. Unread messages appear in bold text.
2. To view the message body text, click the arrow to the right of the message.

iOS:

A message center icon displays on the main landing page. If you have new messages, a number displays on this icon to indicate the number of new messages.

3. To view the message, tap the message center icon on bottom of the main landing page. Unread messages appear in bold text.
4. To view the message body text, click the arrow to the right of the message.

SEITeam.com Company Sponsored Employee Email Basics

The Company provides you with an @seiteam.com email account as its official means of communication with you about important opportunities and announcements.

It is a term and condition of your employment that you check your @seiteam.com email account at least once per week. Failure to check your @seiteam.com email account at least once per week may result in missed opportunities or missed important announcements related to your employment.

To Logon to Your @seiteam.com Email Account:

• Open a web browser on a web-enabled computer, smartphone, or tablet.
• Enter http://webmail.seiteam.com into the browser address bar.
• Enter your full email address on the “Email Address” line.
  • Your email address is: <your Employee Number>@seiteam.com.
    • Example:
      • Employee Number is: 91234
        • Full email address is: [email protected]
      • Enter your complete password on the “Password” line.
        • Your password is: Your First Name (as you entered it when you on-boarded with the Company) with the first letter capitalized and the last 6-numbers of your Social Security number.
          • Example:
            • First Name: Donna
            • Social Security Number: 123-45-6789
              • Password: Donna456789
            • Press the blue login button at the lower right of the logon box.

Congratulations! You have logged-into your personal @SEITeam email account and should see your email inbox.

If you have any issues logging in to your @seiteam.com email, contact your Supervisor/Manager.

Feel free to forward your @selteam.com email to your personal email account.

Instructions for attaching your @seiteam.com email account to your cell phone email app or personal computer email program are available in the Documents section of eHub. 

TeamTime Basics: Clocking-in/-out using TeamTime in the eHub app:

1. The GREEN ARROW pointing to the “TeamTime” button is where you will clock in/out.

• Clocking in and clocking out are done by clicking “Shift Start” or “Shift End”.
  • You have a 7min window before and after your scheduled shift times to clock in and out.
  • You must be at the site you are assigned to, to clock-in/-out.
  • You must have your phones GPS permission set to “Always Allow” or it will not work.
    • Please note – the Company is not tracking you during your off-time!
  • Error messages should be reported to your immediate supervisor.
• It is your responsibility to record your time.

TeamTime Basics: Clocking-in/-out by Telephone

TEAMTIME TELEPHONE NUMBER: (855) 893-0274

RECOMMENDED: The first few times you clock-in/-out by telephone, listen to all the prompts so you become familiar with them.

(SYSTEM MESSAGES ARE IN BOLD ITALICS)

ALL CALLS BEGIN WITH:

The time is _____.

Please enter your Employee Number followed by the # sign.

NOTE: If there is a message for everyone, it will begin after you enter your Employee #

To check in, press 1.

NOTE: If there is a message for you, your post, or your job, you will hear: “Press any key to listen to your message.” Follow the instructions in the message.

• The time is _____
• Thank you! Goodbye!

To check out, press 2.

NOTE: If there is a message for you, your post, or your job, you will hear: “Press any key to listen to your message.” Follow the instructions in the message.

• The time is _____
• Thank you! Goodbye!

To leave for lunch, press 5.

NOTE: If there is a message for you, your post, or your job, you will hear: “Press any key to listen to your message.” Follow the instructions in the message.

• The time is _____
• Thank you! Goodbye!

To return from lunch, press 6.

NOTE: If there is a message for you, your post, or your job, you will hear: “Press any key to listen to your message.” Follow the instructions in the message.

• The time is _____
• Thank you! Goodbye!

For Periodic Check-In, press 7.

To end this call, press 9.

• Thank you! Goodbye!

Revision History

[1] “Work Output” is any result(s) of your work activity, not the work itself.

[2] “Terms and Conditions of Employment” are provided to help ensure you understand your obligations/responsibilities when employed by the Company. Failure to meet the Terms and Conditions of your employment may result in disciplinary action, up to and including Termination of Employment for Cause. No contract of employment is intended or should be inferred or implied from the Terms and Conditions of employment.

[3] For the purposes of Bereavement Leave, an immediate family member of an employee is defined as a spouse, child, parent, sibling, grandparent, grandchild, aunt or uncle, cousin, niece, or nephew, or an equivalent ‘step-’ or ‘in-law’ family member -or – a domestic partner or equivalent family member of the domestic partner.

[4] If the (alleged) Harasser is a member of the Company HR Department, any (alleged) harassment should be reported to the Director, Administration Support Group. If the (alleged) Harasser is a member of the Company Leadership Team, any (alleged) harassment should be reported to the Company CEO or CFO.

[5] “In Good Faith” means a sincere belief or motive, without malice or the desire to mislead.

[6]  “Primary Identification Document”: Driver’s License or Non-Driver Identification Card issued by a State or possession of the United States provided it contains a photograph or information such as Name, Date of Birth, Gender, Height, Eye Color, or Residential Address

[7] “Cohabitant”: persons residing in the same household with which there is an on-going intimate relationship between them.

[8] “Codependent”: unmarried persons who are financially dependent-upon and/or indebted-to each other to a degree that is material to either person’s living conditions, transportation options, or personal finances.

[9] “Disclose”, in this context, means posting written/typed words, pictures, video/audio recordings, data, data files, etc. on any Social Media platform/application.

[10] Nothing in this policy is intended to, nor should be construed to limit or interfere with employee rights as set forth under all applicable provisions of the National Labor Relations Act or any other relevant law, ordinance, or promulgated rule.

[11] CONFIDENTIAL INFORMATION means; Compensation of employees other than yourself and/or customer pricing information; Any other information about employees, customers, or prospective customers of the Company; Information related to Company business strategy, techniques, or methodology; Company training content or methodology or content; Company files, software, reports or documents related to any of the previous information.

[12]  A ‘Competitor’ means any company that provides contract- or integrated-security services or products.

[13] “Writing” includes responding to you by email.

[14] “Written” includes sending your complaint by email.

[15] A “Performance Monitoring Report (PMR) for Unacceptable Performance” is a disciplinary document used to formally notify you of a violation of the Company Standards of Conduct.

[16] “Unpaid Disciplinary Leave” is unpaid time off resulting from a violation of Company Standards of Conduct as communicated to you in this manual.

[17] “Written” includes submitting by email.