Handbook Guide

 

This security officer’s Handbook is intended as guidance to all security personnel in the performance of their duties.  Nothing contained in this guide shall be construed as a contract between United Ranger and/or it companies and any of its employees.  Furthermore, this guide is not to be construed as containing binding terms and conditions of employment.  United Ranger retains the absolute right to terminate any employee at any time with or without cause.  United Ranger also retains the right to change, as it sees fit, the contents of this Handbook Guide.

 

For brevity in preparation only, the masculine gender “he, his and him” are used throughout this publication.  Such references are not gender specific but apply to all security officers regardless of gender.

Our Philosophy

 

United Ranger’s philosophy is to provide its customers with

●     Effective Protection

●     Intelligent Service

●     Rapid response

all in a comfortable and safe environment.  At United Ranger we value and respect each and every one of our customers, as well as our employees.  Our staff is the most important part of our services delivery quotient.  Our staff is competent, friendly, responsible, highly trained and proud to be a part of the United Ranger’s team.

 

This employee handbook contains information regarding the personnel policies and procedures applicable to your employment with United Ranger.  This handbook has been designed as a guide for you to refer to whenever you have questions about you employment with United Ranger.  However, it is not to be construed as a replacement for you daily site operations manual.

 

Just as any employee may resign at any time for any reason or for no reason, United Ranger reserves the right to release an employee, with or without cause and with or without notice, at any time.  This handbook supersedes all prior representation or statements made to you about your employment with United Ranger either written or oral.

 

These rules and regulations, however, are not intended to cover all circumstances that may arise in security and do not alter the fact that the employment relationship is terminable at the will of either party.

 

After completely reading the handbook, you will be asked to sign an acknowledgement form, indicating your acceptance of these policies and procedures.  Please be sure to ask questions or get clarification about any information you do not understand.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

UNITED RANGER

 

 

STATEMENT OF POLICY

 

United Ranger is committed to maintaining a safe environment for all employees and any other person coming into contact with any of our personnel.  This applies to our clients, visitors, and members of the general public.  Employees who are under the influence of alcohol or drugs while on the job may pose serious safety and health risk to themselves and to those that work or come into contact with them.  The distribution, possession or sale of drugs in the workplace creates unacceptable safety and property risks.

 

Consistent with the above commitment, United Ranger has established the following policies with regard to the distribution, use, possession, sale, or being under the influence of alcohol and drugs.  This policy applies to all employees while on company time or on company property.  It is also United Ranger’s intention to seek compliance with this policy from contractors, suppliers and other businesses dealing with United Ranger.  Such parties who refuse to comply will be denied access to United Ranger sites.

 

Employee, while off work and away from United Ranger work sites, who abuse drugs and alcohol, or are involved in a way with illegal drugs, are subject to disciplinary action, up to and including immediate termination.

Code of Ethics for Security Officers

 

I.      To accept the responsibilities and obligations of my role as a security officer that include: protecting life and property: preventing and reducing crimes within the limits of the facility where assigned; upholding the laws and respecting the constitutional rights of all persons.                                                                                                                               

II.    To conduct myself with honesty and integrity and follow the highest moral principles in performing my security duties.                                                                             

                 

III.   To be faithful, diligent, and dependable in discharging my duties, and to uphold the laws, policies and procedures that protect the rights of others.                                                                   

IV.  To observe the percepts of truth, accuracy, and prudence, without allowing personal feelings, prejudice, animosities or friendships to influence my actions.         

                             

V.    To report to my supervisors, without hesitation, any violations of the law or violation of my employer’s or clients regulations.                                                                                                           

VI.  To respect and protect the confidential and privileged information of my employer and client beyond the term of my employment except where their interest are contrary to law or to this code of ethics.                                                                          

                             

VII. To cooperate with all recognized and responsible law enforcement and government agencies in matters within their jurisdiction.                                                                                         

VIII.        To accept no compensation, commission, gratuity or other advantage without the knowledge and consent of my employer.             

                                                                 

IX.  To conduct myself professionally always and perform my duties in a way that reflects credit upon me, my employer and client.                                                                                            

X.    To strive continually to improve my performances by seeking training and educational opportunities that will better prepare me for my security duties.

 

Quality Policy

 

 

We continually strive to improve our service to ensure the highest quality of customer satisfaction.

 

 

 

 

Quality Management Principals

 

●     Principal 1 - Customer Focus

●     Principal 2 - Leadership

●     Principal 3 - Involvement of People

●     Principal 4 - Process Approach

●     Principal 5 - System Approach to Management

●     Principal 6 - Continual Improvement

●     Principal 7 - Factual Approach to Decision Making

●     Principal 8 - Mutually Beneficial Supplier Relationship

 

WE ARE CRIME PREVENTION OFFICERS ENTRUSTED WITH PROTECTING OUR CLIENT’S PEOPLE AND PROPERTY, WE ARE:

 

 

 

PROFESSIONAL!

 

We understand and perform the entire task described in our post orders and assigned by supervisors.

 

 

 

ALERT!

 

We are alert for any suspicious article, person, or activity that might cause harm.

 

 

 

SHARP!

 

We understand that our professional appearance and conduct is in itself an important deterrent to criminal activity.  We wear our uniform proudly and avoid any conduct that would diminish our professional image.

 

WE ARE PROUD TO BE A PART OF:

 

The Best Anti-Crime Professionals In The Business!

 

Representative and Spokesperson

 

            All employees should be aware that they represent United Rangers at all times.  Although, it is our policy that only the President and Vice President are allowed to speak for United Ranger with the press or media on any subject.  If you are questioned by the press or media for any reason, you should respond calmly with a, “No Comment”.

Employment File

 

            United Ranger may conduct a criminal background check on any or all of its employees both before and during employment.  Reference checks will be conducted in compliance with all applicable federal, state, and local laws.

 

            It is essential that your personnel records reflect accurate and complete employee information, so that your benefits may be properly administered and you may be compensated appropriately.  You are responsible for making certain your personnel information is correct at all times.  You must request and fill out appropriate paperwork regarding any changes of your personal information on a timely basis.

 

            In the event of an emergency or some problem at work, it may become necessary to reach you on very short notice.  It is extremely important to keep your home address, cell phone number and telephone number current in our listing.  If you change your address or phone numbers at any time during your employment, it is your responsibility to immediately notify your supervisor.  In addition we may occasionally need to mail information to your home.  To check your address to verify it is current, review your paycheck stub.  The address that appears there is the one in our records.  Also check your social security number.  Turn any changes in to your supervisor.

Social Security Number Privacy

 

United Ranger will not use an employee’s Social Security Numbers as common identifiers or keys in the database, except where required for employment and a limited number of other business transactions.

 

1.    Systems used by, purchased, or developed by United Ranger will not use Social Security Numbers as identifiers unless required by law or business necessity.                                         

2.    Each employee will be assigned a unique identification number that is not the same as, or derived from, the individuals’ Social Security Number.                                                                                 

3.    Systems used by, purchased, or developed by United Ranger will not display Social Security Numbers visually, whether on computer monitors or on printed forms or others systems output, unless required by law or business necessity.                                                         

4.    Name and directory systems used by, purchases, or developed by United Ranger will be referenced to an individuals’ unique identification number not their Social Security Number.                                                                                                                                       

5.    United Ranger will not disclose Social Security Numbers of employees without written consent of that employee.  Unless required by law or business necessity.                                      

6.    Access to United Ranger employee Social Security Number is limited to United Ranger’s human resource personnel, United Ranger’s payroll personnel, and United Ranger’s supervising management.

 

Compensation Policies

 

Personnel Classification

 

All staff is classified in one of the following three (3) major categories:

 

Full time salary - employed in an established job on a full-time basis working at least 40 hours per week, salary.

 

Full time hourly - employee in an established job on a full-time basis working at least 40 hours per week, compensation at an hourly rate.

 

Part time - regularly scheduled to work a total of 12 or more hours but less than 39 hours per week, compensation at an hourly rate.

 

 

Overtime Pay

 

            If you are paid on an hourly basis you will receive overtime pay (time and one-half) for work over 80 hours per pay period generated at one site.  Unless your supervisor specifically authorizes it, you are not permitted to work overtime.  Only your supervisor has the right to schedule overtime, therefore if you switch days with another employee ensure it does not constitute overtime.  You are expected to work overtime when scheduled.

 

 

Pay Period

 

            United Ranger operates on a bi-weekly payroll system.  Therefore, paychecks are distributed every two weeks.  Pay periods run Monday through Sunday of the second week.  As a part of the payroll system, employees are required to submit payroll time sheets on the first day of each new pay period, for the previous pay period.  There is a one week time lag, which will show up in your first paycheck.  This time lag is necessary for payroll processing.

 

            Should you be authorized for an expense please understand expenses are not wages and will not be subject to employees taxes.

 

 

Receipt of Paycheck

 

            If the payday falls on an United Ranger observed holiday, you normally will be paid on the day before the holiday.

 

            Please review your paychecks for errors.  If you find a mistake, report it to your supervisor immediately, so the error can be promptly corrected.

 

 

Wage Payment for Mandatory Meeting

 

            If you are called for a mandatory meeting on a scheduled day off, you will be paid for a minimum of one hour, or the length of the meeting, whichever is longer.  You will be compensated at your regular hourly rate.

 

            Attendance is required for full-time and part-time employees.  These employees will be compensated for their attendance.  No other employees’ attendance is required.  For anyone not required to attend, you will not be paid for meeting, should you choose to attend.

 

 

Submission of Hours and Time Sheet

 

            All employees are responsiblite for recording and submitting their  timesheet for verification with administration records.  If a paycheck discrepancy arises, it must be resolved with the supervisor.  If a paycheck discrepancy is not agreed upon and cannot be resolved between the supervisor and employee, either party shall call the next representative on the chain of command.

 

            Bi-weekly time sheets are provide for those employees who work for United Ranger.  It is each employee’s responsibility to carefully and accurately record all hours worked on their time sheet.  Pay periods begin on a Monday and run through Sunday of the second week.  It is the supervisor responsibility to submit all time sheets to the proper representative no later than 12 noon on each Monday beginning a new pay period in order to receive a paycheck.

 

 

Performance Reviews

 

            All full time and part time employees may receive a performance review.  Seasonal employees will be evaluated at the discretion of the supervisor.  A standard evaluation suitable for security will be used.  The evaluation is used to gauge your performance and to assist you in improving your performance.

 

 

 

Pay Increases

 

            Pay increases for hourly employees are at your supervisor discretion.  Your supervisor’s choice is based upon numerous factors.  They include but not limited to performance at a high level in your position, your attitude towards clients and employees, and your attendance record.  Wages are not automatically increased.  If you have any questions regarding increases, ask your supervisor.

 

 

Breaks

 

Employees are eligible for breaks as follow:

 

Hours worked             Paid Break

 

4 or Less         -           none

 

4 - 6.5              -           15 minutes (Taken at desk)

 

Over 6.5          -           30 minutes (Taken at desk)

 

Please note you are not allowed to leave your site for breaks or lunch unless authorized by your supervisor and you have relief.  Breaks do not constitute a right to neglect your job and its requirements.

Food

 

            Employees are permitted to bring food and drinks with them to work.  However, we will not allow these items to sit on desktop surfaces.  If you have beverages with you please keep them on the floor next to your station.  If an area is not available to store food or drinks please store them in your vehicle at safe temperatures.  Some sites do not have work stations (Patrol sites, churches, etc.) therefore you will have to eat in your vehicle.  These rules are applied simply to help prevent and protect all electronics and documents that may be on the desktop.  Should a client or one of its customers enter or need assistance, you must immediately stop eating, place your food out of sight, and assist them.

 

Training/Orientation

 

            The initial 90 days of your employment with United Ranger is considered probationary - you will receive training and become more familiar with United Ranger’s expectations of you.  This is for the purpose of determining whether or not we meet each other’s needs and expectations regarding duties and responsibilities to each other.  This time period also allows us to get to know each other.

 

            During this period your performance will be monitored by the site Captain and/or your direct supervisor.  Therefore, please read this employee manual and familiarize yourself with our practices and procedures.  If you have questions, please do not hesitate to ask them of your supervisor.

 

            United Ranger also requires all employees to attend additional training seminars. These seminars are required and paid time is rendered, 1 hour minimum or the length of the training: whichever is greater.

 

Absenteeism

 

            When an employee does not report to work, or when an employee is late, an extra burden is placed on all other employees and the company.

 

If you are unable to come in at your scheduled time, or if you will be late:

 

1.    Call your supervisor as soon as possible before the beginning of your scheduled work time to explain the reason for your absence or tardiness, who you have contacted as a substitute, and when you expect to return to work.  It is your responsibility to arrange for a proper substitute.

2.    If you are unable to talk to your supervisor, leave a message on your supervisor’s voicemail, and make certain to speak with your supervisor well before you are scheduled to work (A minimum of 4 hours is required).  If you are unable to contact your supervisor and/or supervisor does not return your message, you must contact the next in command well before you are scheduled at your site. Remember that we must be on time to avoid potential problems.

3.    Chronic absenteeism or tardiness, regardless of the reason, makes it difficult for the day-to-day operations to run smoothly. If you have a record of either, you could be dismissed.

4.    Once you are at work, you may not leave the site for any purpose other than an approved emergency. Leaving the site for any reason without permission may result in disciplinary action, including dismissal from employment.

 

Computers and Documents

 

            All information contained in the computer systems and all documents generated there from are the exclusive use of United Ranger in connection with conducting business and are the sole property of the company and/or its clients.

           

            Only authorized employees are allowed to access the information in the computer systems. Any information in the computer systems relating to the company business is, and shall remain, strictly confidential. Our customers and our client's customers are for business use only. If you are caught using our computers, and/or our client’s computers for personal use, you may be disciplined or terminated.

 

 

Keys, Identification Cards, Access Cards, etc.

 

            If you are issued keys, identification cards, access cards, etc. remember that it is United Ranger’s property or property of our clients and is not to be duplicated, copied, or tampered with unless approved. Duplication or improper distribution of United Ranger’s and its client’s keys, access cards, identification cards, etc. will result in immediate disciplinary action, up to and including termination of employment.

 

 

Cellular Phones and Work Phones

 

            If you need to use a phone for personal calls, please use your own cell phone and do so during a break, and only when clients are not present. If a client or their customer becomes present while you are on the phone, you must immediately terminate the call. Please do not use United Ranger’s or its client’s phones for personal use or for long distance use unless required by work. Please tell your friends, family, and business contacts not to call you at work unless it is an emergency.

 

            Do not text message while working. You will be given one warning should you violate these rules. Continued violations may result in disciplinary action, up to and including dismissal.

 

POLICY REGARDING USE OF SOCIAL MEDIA BY EMPLOYEES

 

The following is excerpted from NLRB memo OM 12-59 (May 30, 2012, online at http://mynlrb.nlrb.gov/link/document.aspx/09031d4580a375cd) and is a social media policy that was found by the NLRB to be lawful. It is reproduced here in its entirety. It is important to keep in mind that the NLRB's position on social media policies is still evolving and can be very tricky. Thus, it would be advisable to have your company's policy reviewed by an experienced labor law attorney before putting it into place.

 

Social Media Policy

 At United Ranger, LLC, we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media.

This policy applies to all associates who work for United Ranger, LLC, or one of its subsidiary companies in the United States.

Managers and supervisors should use the supplemental Social Media Management Guidelines for additional guidance in administering the policy.

GUIDELINES (Social Media, Etc.)

 In the rapidly-expanding world of electronic communication, social media can mean many things. The term "social media" includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else's web log or blog, journal, or diary, personal web site, social networking or affinity web site, web bulletin board, or a chat room, whether or not associated or affiliated with United Ranger, LLC , as well as any other form of electronic communication.

 

The same principles and guidelines found in United Ranger, LLC policies and three basic beliefs apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow associates or otherwise adversely affects members, customers, suppliers, people who work on behalf of United Ranger, LLC or United Ranger, LLC legitimate business interests may result in disciplinary action up to and including termination.

 

Know and follow the rules (Social Media)

Carefully read these guidelines, the United Ranger, LLC Statement of Ethics Policy, the United Ranger, LLC Information Policy, and the Discrimination & Harassment Prevention Policy, and ensure your postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.

 

Be respectful (Social Media)

Always be fair and courteous to fellow associates, customers, members, suppliers, or people who work on behalf of United Ranger, LLC. Also, keep in mind that you are more likely to resolved work-related complaints by speaking directly with your co-workers or by utilizing our Open Door Policy than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video, or audio that reasonably could be viewed as malicious, obscene, threatening, or intimidating, that disparage customers, members, associates, or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone's reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion, or any other status protected by law or company policy.

 

Be honest and accurate (Social Media)

Make sure you are always honest and accurate when posting information or news, and if you make a mistake, correct it quickly. Be open about any previous posts you have altered. Remember that the Internet archives almost everything; therefore, even deleted postings can be searched. Never post any information or rumors that you know to be false about United Ranger, LLC, fellow associates, members, customers, suppliers, people working on behalf of United Ranger, LLC, or competitors.

 

Post only appropriate and respectful content (Social Media)

Maintain the confidentiality of United Ranger, LLC’s trade secrets and private or confidential information. Trade secrets may include information regarding the development of systems, processes, products, know-how, and technology. Do not post internal reports, policies, procedures, or other internal business-related confidential communications.
Respect financial disclosure laws. It is illegal to communicate or give a "tip" on inside information to others so that they may buy or sell stocks or securities. Such online conduct may also violate the Insider Trading Policy.
Do not create a link from your blog, website, or other social networking site to a United Ranger, LLC website without identifying yourself as a United Ranger, LLC associate.
Express only your personal opinions. Never represent yourself as a spokesperson for United Ranger, LLC. If United Ranger, LLC is a subject of the content you are creating, be clear and open about the fact that you are an associate and make it clear that your views do not represent those of United Ranger, LLC, fellow associates, members, customers, suppliers, or people working on behalf of United Ranger, LLC. If you do publish a blog or post online related to the work you do or subjects associated with United Ranger, LLC, make it clear that you are not speaking on behalf of United Ranger, LLC. It is best to include a disclaimer such as "The postings on this site are my own and do not necessarily reflect the views of United Ranger, LLC."
Using social media at work (Social Media)

Refrain from using social media while on work time or on equipment we provide, unless it is work-related as authorized by your manager or consistent with the Company Equipment Policy. Do not use United Ranger, LLC’s e-mail addresses to register on social networks, blogs, or other online tools utilized for personal use.

Retaliation is prohibited (Social Media)

United Ranger, LLC prohibits taking negative action against any associate for reporting a possible deviation from this policy or for cooperating in an investigation. Any associate who retaliates against another associate for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.

 Media contacts (Social Media)

Associates should not speak to the media on [Employer's] behalf without contacting the Corporate Affairs Department. All media inquiries should be directed to them. 

1.    Please familiarize yourselves with the employment agreement and policies included in the employee handbook.

2.    The policy applies to multi-media, social networking websites, blogs and wikis for both professional and personal use.

3.    Internet postings should not disclose any information that is confidential or proprietary to the company or to any third party that has disclosed information to the company.

4.    Internet postings should not include company logos, uniforms, equipment,  or trademarks unless permission is asked for and granted.

5.    Internet postings must respect copyright, privacy, fair use, financial disclosure, and other applicable laws.

6.    Employees should neither claim nor imply that they are speaking on the company's behalf.

8.    Corporate blogs, Facebook pages, Twitter accounts, etc., could require approval when the employee is posting about the company and the industry.

9. Employees are not allowed to “check in” or tag their locations if it is a client of United Ranger and/or affiliated with United Ranger.

10. The company reserves the right to request that certain subjects are avoided, withdraw certain posts, and remove inappropriate comments.

 

For more information

If you have questions or need further guidance, please contact your HR representative.

Confidentiality

 

            All information learned from United Ranger’s and its clients during the course of your employment is deemed confidential. This includes policies, procedures, financial matters, and any other matter. Disclosure of any information will result in disciplinary action, including immediate dismissal.

Safety

 

            We want United Ranger’s employees and our clients to have a safe and healthy place to work. Accidents may be serious, causing pain, lost work time, and the possible loss of your ability to perform your normal work. Report unsafe conditions to your supervisor immediately. Although, keep in mind you are a certified security officer and unsafe conditions may arise that you are responsible to mediate and control.

 

            Should you witness any accidents where someone is injured, you must write up an incident report describing the incident, identifying who was involved, the injuries suffered and the identity of the persons injured along with any authorities called. This must also be noted on your daily activity sheet. You are responsible for turning the incident report in to your supervisor.

 

Prohibited Conduct

 

You cannot engage in the following behavior:

 

1.    Misuse of force.

2.    Using profane language.

3.    Falsification of any documents or records, such as medical forms, time cards, payroll              records, employment applications, daily activity logs, incident reports, etc.

4.    Personally using, being in the possession of, or being under the influence of any controlled substance, intoxicants, drugs, hallucinatory agents, etc. on United Rangers’ property, its client’s property, or while in a company uniform.

5.    Violation of a company/sites operating procedures, which could result in bodily injury to a client, a client’s customer, employee, or damage any property.

6.    Gambling while on duty or on property belonging to United Ranger or its clients.

7.    Sleeping while on duty.

8.    Under no circumstance is an employee permitted to distribute aspiring, or any medication to clients, employees, or their customers.

9.    The removal of any item owned by United Ranger and its clients is prohibited, whether the item is used, partially used, stained or damaged. This includes but not limited to: toilet paper, tissues, cleaning tools and agents, towels, food, software, paper, etc.

10.  Carrying or possessing firearms, explosives, or other lethal weapons on company premises, including the parking lot, unless carried legally and necessary for work.

11.  At any time, dishonesty and misconduct detrimental to United Ranger’s Service.

12.  Extensive absenteeism, even if a substitute is arranged for, leaving the site early, arriving late, may result in dismissal.

13.  Use of sites that are pornographic, violent, or otherwise offensive is prohibited, and may result in termination. The use of your personal computer while on united Ranger’s and its client’s property for prohibited purposes may also result in termination.

14.  Watching movies, DVDs, and playing games while on duty is prohibited.

15.  Text messaging while on duty is prohibited.

 

Golft Cart Safety & Use

Employees in use of a golf cart should complete a golf cart inspection sheet at the beginning of each shift; if the employee is relieveing an officer they should also sign off on the previous offficer's inspection sheet to ensure properly reported damages. Employees will be held financially responsible for damages so it is important to sign off on the prior officer's inspection form before using the golf cart.

 

Failure to complete the golf cart inspection sheet will result in the following:

First inraction: Written Warning

Second Infraction: Termination

 

1.       Golf carts are for business use only.
2.       Customers, employees and automobiles ALWAYS have the right-of-way.
3.       Reckless driving or HORSEPLAY will result in disciplinary action up to and including termination.
4.       Before starting vehicle, make sure the shifting lever is set for the proper direction of travel.
5.       Before starting vehicle, make sure no one is in front or behind you.
6.       Never speed around ends of speed bumps.  This puts the cart too close to pedestrians, buildings, and autos.
7.       Golf carts are not allowed on public roads.
8.       Carts should be driven by United Ranger Personnel ONLY.
9.       Operate carts from drivers side only.
10.   Do not operate vehicle until all passengers are seated.
11.   Remain seated while vehicle is moving.
12.   Keep arms, legs and body inside of vehicle.
13.   Stop vehicle before shifting from forward to reverse.
14.   Drive slowly when turning.
15.   Drive slowly straight up and down slopes.
16.   After stopping, depress parking brake until it locks then turn the key to the OFF position.
17.   REPORT ALL ACCIDENTS TO YOUR MANAGER IMMEDIATELY!
18.   GOLF CART SAFETY ENFORCEMENT:

SAFETY VIOLATIONS WILL SUBJECT EMPLOYEES TO DISCIPLINARY ACTION UP TO AND INCLUDING TERMINATION.

Dating

 

            While it is our policy to avoid unnecessary intrusion into the private lives of our employees, some matters may have significant job-related consequences. We intend to maintain a work environment free from interpersonal situations between employees with supervisor/subordinate relationship which can adversely impact morale, productivity, or which may result in or give the perception of harassment, discrimination, or favoritism.

 

1.    Managers and supervisors may not date or enter into a similar relationship with any employee who reports directly to them: of for whom they have direct responsibility or authority.

2.    United Ranger may prohibit hiring, transfers or promotion of any individual involved in a personal relationship where such personnel action would create a direct supervisor/subordinate relationship.

3.    If United Ranger determines that a supervisor and a subordinate are involved in a relationship in violation of this policy, it may elect to transfer one of the employees to another department, site, etc. Where possible, United Ranger will permit the individuals the opportunity to determine or recommend which employee will be transferred.

4.    Any violation of this policy including discrimination, harassment, favoritism, or other unfair treatment may lead to disciplinary action, including the possible termination of either or both employees.

 

On Call Policy

 

            United Ranger has implemented an on-call policy to ensure adequate coverage when an employee is unable to attend work.

 

            Employees will be scheduled weekly for an on call day or days. United Ranger will make every effort to ensure this schedule remains fair and evenly distributed as to allow employees their personal time.

 

            United Ranger requires any employee on call to respond to work in the event an employee is unable to attend work. Any employee not responding on their scheduled on call day will promptly be disciplined.

 

            United Ranger’s policy states that an employee on call will answer the request of a supervisor; should the employee miss the call; the employee has exactly one hour to return the missed call.  An employee failing to return the call within one hour or arrive for work will be subject to disciplinary action, up and including termination.

 

 

United Ranger

Protection Agency

 

Policies

 

Federal law prohibits discrimination against any employee or applicant for employment because of the individual’s sex, race, color, religion, national origin, age or disability with respect to compensation, hiring, or other terms, conditions or privileges of employment.

 

It is the policy of United Ranger and/or its affiliates to seek and employ the best qualified personnel to all of its facilities and at all of its locations. An integral part of this policy is to provide equal employment opportunities to all persons for employment and to recruit and administer hiring, working conditions, benefits, and privileges of employment, compensation, training, opportunities for advancement including upgrading and promotions, transfers, and terminations of employment including layoff and recalls for all employees, without discrimination because of race, color, religions, national origin, sex, age, veteran status, or disability.

 

The director of administration, who reports directly to the president, is responsible for coordinating and implementing the equal employment opportunity programs. Complaints of discrimination shall be made either to the local branch manager or your direct supervisor.

 

 

1.1 Policy on Non-Harassment

 

1.1.1    United Ranger is committed to providing a work environment that is free of unlawful discrimination and harassment. united Ranger will not tolerate harassment based on sex (with or without sexual content), race, color, religion, national origin, age, disability, and protected activity (i.e., opposition to prohibited discrimination or participation in the statutory complaint process), regardless of who the harasser is. Actions, words, jokes, or comments based on an individual’s sex, race, color, religion, national origin, age, disability, or any other legally-protected characteristic will not be tolerated.

 

1.1.2    While it is not easy to define what exactly constitutes harassment in the workplace, it                   does include but not limited to slurs, epithets, threats, derogatory comments and                                   unwelcome jokes regarding status in any of the classifications, sexual advances, request        for sexual favors and other verbal or physical conduct such as uninvited touching or                 sexually related comments.

 

Some examples of harassment are:

 

○     Unwelcome or unsolicited sexual advances, demands, or request for sexual favors or other physical conduct of sexual nature.

○     Hitting, pushing, or other aggressive physical conduct or threats to take such action.

○     Epithets, slurs, negative stereotyping, or threatening, intimidating, or hostile acts or words that relate to sex, race, color, religion, national origin, age, disability, or any other legally protected category.

○     Written or graphic material that denigrates or shows hostility or aversion toward and individual or group because of sex, race, color, religion, national origin, age, disability, or any other legally protected category.

 

1.1.3    Anyone engaging in any form of unlawful harassment will be subject to disciplinary action,           up to and including discharge.

 

1.1.4    United Ranger will not tolerate adverse treatment of any employee because that                           employee complains of harassment or provides information related to a complaint of                    harassment. Retaliation in any manner against an employee who complains of or                                     cooperates in an investigation of unlawful harassment is absolutely prohibited.

 

1.1.5    Harassment incident reporting procedures:

 

            Employees who believe they have been unlawfully harassed should, if possible advise the alleged harasser that his behavior is offensive and unwelcome, that his behavior should stop immediately and that his behavior will be reported if continued.

           

            If the harassing behavior does not stop, or if the employee is uncomfortable confronting the alleged harasser, the employee shall report the alleged harasser to the following:

○     Employees immediate supervisor

 

Complaints of harassment will be promptly, thoroughly, and impartially investigated and United Ranger will determine whether unlawful harassment has occurred. United Ranger will immediately take corrective action, including discipline of the harasser, designed to stop the unlawful harassment and prevent its recurrence. Such remedial measures will not adversely affect the complaining the employee.

 

United Ranger will protect the confidentiality of unlawful harassment allegations to the extent possible. Complete confidentiality cannot be guaranteed, since effective investigations cannot be conducted without revealing certain information to the alleged harasser and potential witnesses. However, information about the allegation of unlawful harassment will be shared only with those who need to know about it. Also, records relating to unlawful harassment complaints will be kept confidential on the same basis.

 

If you believe that you have been subject to harassment, you must immediately report it to your supervisor. If you do not wish to discuss or disclose the matter with your supervisor, you may contact internal affairs at internalaffairs@unitedranger.com. Management will conduct an immediate investigation as discreetly as possible regarding your concern/matter. This should be done within fourteen (14) days after the report of harassment to the supervisor or internal affairs. At the completion of the investigation, the results will be reviewed with the employee and appropriate action will be taken, up to and including termination of the offending person(s).

 

It is imperative that you immediately report potentially offending behavior to your supervisor or internal affairs. We are unable to properly regulate improper activity if we are not informed.

 

1.1.6    Management-level employees having knowledge of a complaint of unlawful discrimination or harassment have an affirmative duty to respond appropriately to all such complaints, as set forth above in section 1.1.5. Further, any management-level employees are required to immediately report any unlawful or discrimination or harassment complaint. Failure of any management-level employee to follow this policy will result in disciplinary action, up to and including termination.

 

1.1.7    Although we expect all of our employees to be of high moral character, we are not attempting to regulate your behavior except as it relates to your relationship with our employees and clients. We intend to ensure that in the workplace, each employee is able to accomplish his job without being subject to harassment.

 

 

Policy on Alcohol, Illegal Substance and Substance Use/Abuse

 

The policy has the following purpose and objectives:

 

1.    To provide notice and guidance to United Ranger’s employees, visitors and members of the general public regarding the approach toward safety that United Ranger has adopted.

2.    To prevent injuries to any person and to protect the property of United Ranger and its employees and the general public.

3.    To protect the reputation of United Ranger and its employees within the community and among our clients.

4.    To maximize efficiency and ensure quality of service to clients and minimize absenteeism and tardiness by improving mental and physical abilities.

5.    Compliance with any an all regulations regarding our industry, and specifically, any regulations of the Texas State Commission on Private Security and the Drug-Free Workplace Act of 1988.

 

 

Definitions

 

Alcohol means ethyl alcohol (ethanol) and includes all beverages, mixtures, or preparations that contain ethyl alcohol.

 

Drug is any substance that has known mind or body function altering effects upon the human body, or that impairs one’s ability to safely perform his/her work.  This specifically includes, but is not limited to, all prescriptions and over the counter medications, all psychoactive substances, all controlled substances, all substances classified as illegal under Federal or State Law, all “synthetic or designer” drugs, all “look-alike” or counterfeit drugs and all drug paraphernalia.

 

Negative means that a detectable amount of prohibited substance was not present in the sample.

 

Positive means that detectable amount of prohibited substance was present in the sample.

 

Possession means to have on one’s person, in one’s personal effects, in one’s vehicle or under one’s control.

 

Sale or Distribution means any exchange, transfer, conveyance, or sharing of alcohol of drugs whether for money or otherwise.

 

Under the Influence means that condition wherein any of the body’s sensory, thinking, or motor functions or capabilities are altered, impaired, diminished or affected due to alcohol of drugs.  “Under the Influence” also means any delectable presence of alcohol or drugs within the body.

 

Use means consuming, ingesting, drinking, injecting, inhaling, smoking, or otherwise using any drug or alcohol.

 

PRE-EMPLOYMENT SCREENING

 

United Ranger will require pre-employment substance abuse screening of all potential employees in an effort to prevent the hiring of individuals who use drugs illegally or whose use of legal drugs or alcohol indicates a potential for unsafe job performance.

 

All new hires will be sent to a qualified testing laboratory for a new hire drug screening.  The status of employment will depend on the results of the testing.

 

 

PROHIBITIONS

 

No employees shall report to work or remain on duty while under the influence of any substance defined by this policy.

 

The use, possession, distribution, or sale of any substance prohibited by this policy by any employee, contractor or other business visitor during working hours or while on United Ranger controlled property is prohibited.

 

Provided, however, it shall not be a violation of this policy for any employee or other covered individual, with a current and valid prescription for a drug to use, to possess or be under the influence of such drug in the manner and for the purpose prescribed.  It is a requirement that such use does not affect the employee’s performance or become a risk to the safety of the employee or to others.  Employees are responsible for learning of the possible effects of prescription and non-prescription drugs they intend to use while working.  All prescriptions must be in the employee’s name.  United Ranger may, at its discretion, require any employee to refrain from working while under the influence of any drug or medication upon the advice of the United Ranger medical consultant or the employee’s physician.

 

Therefore, use of prescription drugs will be allowed under the following conditions:

 

●     Supervisors must be informed that the employee is taking medication and must be advised of the side effects of such medication.

●     The prescription medication must not hinder the employee’s ability to fully perform their duties safely.

●     The medication must be prescribed by a licensed physician and must be in the employee’s name.

 

SUBSTANCE ABUSE SCREENING

 

United Ranger reserves the right to require substance abuse screening of employees at any time and specifically will screen under any of the following conditions.

 

●     Where reasonable suspicion exists that the employee is using or is under the influence of a drug or alcohol

●     After any incident that result in an injury to the employee or anyone else, or damage to property.

 

All employees are required to consent to such testing as condition of continued employment and any employee’s refusal to consent to such testing could result in disciplinary action, including immediate termination.

 

Any employee whose test results indicate a blood alcohol concentration that equals or exceeds .04 percent (i.e. .04 grams of alcohol in 100 milliliters of blood) shall be conclusively presumed to have been under the influence of alcohol at the time the sample was taken.  The existence of this standard shall not preclude United Ranger from determining that an employee with a lower or undetermined blood alcohol concentration is under the influence of alcohol, nor shall it limit United Ranger the right to discipline or discharge an employee for using or possessing alcohol, regardless of the amount.

 

Any employee whose urinalysis results are positive for the presence of any drug or its metabolites shall be conclusively presumed to have been under the influence of such drug at the time the sample was taken.

 

Urine specimens may be collected, sealed, and witnessed by United Ranger designated collection center or contractor to be analyzed by a qualified laboratory for testing.  All first-test positives will be confirmed by a second test on the same sample using the GC/MS test.  Only the designated United Ranger representative or designee shall receive the testing results.

 

All searches, inspections and urine sampling will be performed with the concern for each employee’s or person’s personal privacy, dignity and confidentiality.  The results of any testing will be considered a medical record, disseminated strictly on a need-to-know basis or as legally required.  The State Commission on Private Security shall have access to the testing results as required.  Illegal substances, drugs, and other contraband discovered through searches and inspections will be catalogued and surrendered to the proper law enforcement authorities.

 

Searches

 

United Ranger may from time to time and without further notice, conduct searches for drugs and alcohol on company premises and property under our control, including but not limited to, personal effects, desks, briefcases, lockers, purses, baggage and vehicles.  All employees are required to cooperate in the conducting of such searches.  Any employee’s refusal to consent will result in disciplinary action, up to and including immediate termination.

 

United Ranger also reserves the right to use professional investigators and trained search dogs to conduct the searches.

 

 

1.2.1    Any employee found to be unlawfully in possession of, selling, using, or under the influence of drugs or illegal substances or in the possession of, selling, using, or under the influence of alcohol on United Ranger client’s property or during work hours will be disciplined, up to and including discharge.  Illegal substance of any nature will be confiscated and turned over to the appropriate law enforcement agency.

 

1.2.2    Any employee found to be unlawfully involved with drugs or controlled substances on his own time will be subject to disciplinary action up to and including discharge.

 

1.2.3    United Ranger will take action against employee arrested for off the job activity up to and including termination.

 

1.2.4    Any employee undergoing prescribed medical treatment with a drug or controlled substance which may later his physical or mental abilities must report this fact to United Ranger or have his physician report this fact to United Ranger.

 

1.2.5    Any employee who is deemed by United Ranger’s management to be unfit for work who is reasonably suspected of alcohol or drug use, or who is found by drug screen test, blood alcohol test, or alcohol breath test to have alcohol or drugs in his system, shall not be permitted to remain on the job or on United Ranger’s or its clients property.

 

1.2.6    If reliable information comes to the attention of United Ranger’s management staff that an employee may be a drug user or alcohol/substance abuser, he shall be directed to submit immediately to a drug test, blood alcohol test or alcohol breath analysis test.  Pending the results of said test, United Ranger may, in the interim, reassign the employee to other work or suspend the employee without pay, depending on the circumstances.

 

1.2.7    If the results to the testing are negative and thus it is determined that the employee is “clean” he shall be restored to regular job duties and made for any loss in pay, unless the behavior itself be prompted the test warrants discipline.

 

1.2.8    From time to time, employees may be directed to submit to unannounced drug screen testing, blood alcohol testing, or alcohol breath analysis testing.

 

1.2.9    All employees involved in on-the-job accidents or injuries will be directed to submit to drug screening and alcohol screening.

 

1.2.10  Employees directed to submit to the above referenced testing who refuses to cooperate will be considered insubordinate and will be terminated.

 

1.2.11  If an employee receives a First Offense D.U.I., irrespective of a withheld judgment, and if he is not discharged, the employee shall enroll in an alcohol or drug abuse counseling program and be placed by United Ranger on nine (9) months’ probation.  If during the probation period, a second offense D.U.I. is received by the employee, he will be subject to immediate discharge.

 

1.2.12  If an employee receives a D.U.I. while operating an United Ranger or a client’s vehicle, irrespective of a withheld judgment, he shall immediately be subject to termination.

 

2.00

GENERAL REQUIREMENTS

 

2.1       ATTENTION TO DUTY: Security officers demonstrate interest in their work by being alert and paying attention to duty.

 

2.2       OBEY LAWS:

 

2.2.1    The Security Officer sets an example by obeying all United Ranger rules and policies as well as the laws of the United States, State, County, City, or Municipality.

 

2.2.2    In case of a serious unlawful incident (i.e. assault, breaking and entering, larceny, etc.), it may be necessary for an arrest warrant to be obtained from the appropriate local jurisdiction against the individual or individuals involved.  No United Ranger employee will obtain or sign such an arrest warrant unless they are the personal victim of the unlawful incident.  It is the Security Officer’s responsibility to immediately notify the client or the police authorities as well as his immediate supervisor of such incident.  It is the responsibility of the CLIENT’S MANAGEMENT STAFF to obtain an arrest warrant.  United Ranger’s officers will provide the client with all information they possess related to the incident.  This information must be factual and detailed in order for the client to make the proper decision concerning an arrest warrant.

 

2.3       APPEARANCE:

 

2.3.1    When in uniform, Security Officers shall be neat and clean in appearance and wear the complete uniform as prescribed for the facility where assigned.

 

2.3.2    All leather and brass equipment will be polished.

 

2.3.3    Shoes will be shined.

 

2.3.4    Hair will be neatly cut and groomed.

 

2.3.5    Hair will be cut short enough or styled sufficiently to prevent it from standing out when the cap or hat is worn, or extending below the top of shirt or jacket collar.

 

2.3.6    Hair must be natural color; i.e., natural shades of black, brown, blond, red, or grey only.

 

2.3.7    Neck hair and sideburns will be neatly trimmed and tapered.

 

2.3.8    Sideburns will not extend below the bottom of the ear.

 

2.3.9    Faces will be clean shaved except that neatly trimmed mustaches may be worn unless there is a client requirement prohibiting them (such as interfering with the wearing of special safety masks, etc).  Reasonable accommodations on the basis of religious beliefs or for substantiated medical reasons will be considered on a case-by-case basis.  Exceptions on the basis of medically approved dermatological reasons require a statement from a company-approved physician.  Management may periodically request certification that the medical condition continues to exist.

 

2.3.10  Earrings, necklaces or jewelry worn in the nose, eyebrows, lips, tongues, or other extremities, by men or women on duty are not acceptable.

 

2.3.11  Uniforms will be pressed.  Uniforms may be cleaned by washing or dry cleaning.

 

2.3.12  Only headgear which is part of the approved United Ranger uniform will be worn.  Reasonable accommodations on the basis of religious beliefs or in accordance with the state or federal law will be addressed on a case-by-case basis.

 

2.3.13  When required, the uniform hat or cap will be worn squarely on the head with the brim to the front.

 

2.3.14  The belt, with or without holster and firearm, will be worn through all belt loops of the uniform trousers unless approved keepers are being worn.

 

2.3.15  All visible tattoos must be covered while on duty.

 

2.3.16  No insignia, emblems, buttons, or items other than that issued or authorized by United Ranger will be worn on the uniform.

 

 

2.4       THE UNIFORM

 

2.4.1    The uniform is the basis item of distinction for security officers.  It should be worn with dignity and pride.  The uniform identifies the security officer as a figure of authority.

 

●     Officers are required to report to duty in complete uniform and remain in complete uniform while on the client’s property.

●     The uniform, complete or in part, will not be worn while off duty except as necessary to commute to and from the assigned place of duty.

 

2.4.2    The normal security officer’s class “A” (Military Style) uniform consists of:

 

●     Shirt (long or short sleeve) - Class A shirts have an identifying patch/badge over the left breast pocket and/or patch on the left sleeve (or both sleeves).

●     Trousers (black) - Normally trousers will match the color of epaulettes on the shirt and may have an alternate color stripe down the outside trouser leg.

●     Jacket - The jacket has a shoulder patch on the left shoulder and a patch on the back.  The jacket may be styled in many different ways.  When worn, the jacket will be buttoned or zipped-up half way to the top or zipped-up completely.

●     Hat - The hat is normally of the same color as the jacket or trousers.  It will be worn when required by the client.  When wearing the hat is to be position on the head with the brim positioned square to the front.

●     Tie - The tie is normally the color of the trousers and must be worn when required by the client.

●     Belt - The belt should be 1-1/2” wide and black.  It will be worn through all belt loops of the uniform trousers unless approved keepers are being worn.

●     Socks - Only black solid color socks will be worn with the uniform.  If a person, because of a foot problem, must wear white socks, they are to wear those socks that have white feet and black tops.

●     Shoes - All security officers must wear black shoes for uniformity.

 

2.4.4    United Ranger has other types of uniforms available for special occasions.

 

2.4.5    Cleaning and upkeep of uniforms and equipment is the sole responsibility of the officer.  Shirts and trousers are made of wash and wear material and can be cleaned in a washer and dryer using medium or “permanent press” settings.  When items become worn or damaged, it is the Security Officer’s responsibility to inform his supervisor that repair or replacement is necessary.

 

2.4.6    Security officers will be required to sign a US Form 803 (employee Uniform/Equipment record) upon receipt of each separate issue of clothing or equipment.

 

2.4.7    Either the branch office staff or the appropriate supervisor will maintain appropriate records concerning all clothing and equipment transactions.

 

2.4.8    Special equipment items may be issued as required.  Security officers will use only equipment items approved by United Ranger or issued by United Ranger’s or its clients.

 

2.4.9    Uniform items will be issued either new or after being cleaned and laundered.  Upon termination of a security officer’s employment, all uniforms items must be returned cleaned or the cost of such cleaning may be deducted from the security officer’s final paycheck in those states where allowed.

 

2.5       COURTESY:

 

2.5.1    The security officer is usually the first contact that a visitor has with our client’s employee and quest.  As such, the manner in which the security officer greets people as they arrive, answers questions and provides necessary direction or guidance, creates a very important first impression of how our client conduct business.

 

2.5.2    Security officers must act courteously to all people encountered and foster favorable impressions and opinions of our clients, United Ranger and them.

 

2.6       Employment Requirements: As part of the employment process, all United Ranger security officers employed were/are required to read and agree to the employment requirement listed.  These conditions are listed for reference only and nothing contained in them shall be constructed as a contract between United Ranger it companies, and any of its employees.

 

2.6.1    United Ranger security officers will accept job assignments based on company needs and job requirement within a thirty (30) mile radius of the hiring facility.  Such needs and requirements may include working nights, weekends, and holidays.  Officers may be required to change shifts and work locations from time to time to meet specific client needs.

 

2.6.2    If a state license or registration is required, the cost will be paid for by the security officer (unless prohibited by state law or otherwise informed by management) by means of payroll deduction.  If for any reason the employee is denied a licenses or registration by the governing agency, the employee will be immediately terminated.

 

2.6.3    While employed by United Ranger, security officers will not work for nor assist any competitor in any manner without prior approval from upper management.

 

2.6.4 While employed by United Ranger no employee is allowed to work for any of United Ranger’s clients without prior authorization from management of United Ranger.

 

 

3.00     

RULES AND REGULATIONS

 

3.1       GENERAL RULES:

 

3.1.1    Each United Ranger officer is responsible for and subject to these rules.  Willingness to obey them is an accepted condition of employment and any breach of established rules will result in disciplinary action up to and including discharge.

 

3.1.2    PROBLEM RESOLUTION: Any security officer or employee who is dissatisfied with his treatment as a security officer may file a complaint.  The officer must first follow the chain of command by reporting the matter to his (in the order indicated):

 

●     Immediate supervisor (Shift Leader, site/project manager, field patrol, Captain)

●     Operations Manager (At operating Branch Level) & Human Resources

 

3.1.2.1 If the above management representative fail to provide satisfactory resolution, THEN the security officer may file a complaint in WRITING  to the operations manager/district supervisor.

 

3.1.2.2 In those extreme circumstances where the operations manager should be made aware of problems impacting United Ranger’s services to our clients, or where the supervisor has refused to take action, the security officer may contact the operations manager/district manager directly.

 

3.1.2.3 If the complaint is about the operations manager/district manager, or if the employees problem has not been resolved a the operating level, the employee may contact the business unit head (Senior Regional Company Representative, not the company president) responsible for the region that employed the security officer.

 

3.1.2.4 Any security officer or employee who is concerned about the propriety of legality of any act or policy of the company and who wishes to call this to the attention of management in confidence may do so.

 

3.1.3    Under no circumstances will any security officer discuss any personnel matter relating to the relationship between the employee of United Ranger and United Ranger with a representative of the client where he is assigned.

 

3.1.4    If an United Ranger employee has a concern with regard to an United Ranger environmental/safety/health issue of fraud/waste/abuse, the employee may direct his concern directly to appropriate company manger and to the appropriate governmental agency responsible for resolution of such issues and/or problems but not to the client.

 

3.1.5    A Security Officer on duty cannot leave post for any reason until property relived unless there is no scheduled relief shift.

 

3.1.6    A Security Officer cannot leave the site without permission from the Site Supervisor, Operations Manager or Branch Manager during lunch or other break periods.

 

3.1.7    A Security Officer on duty will not accept relief by another Security Officer who is unfit to assume the post by reasons of intoxication, breath of liquor, illness or other condition which might prevent him from performing the required duties.

 

3.1.7.1 If a Security Officer is on duty and his relief arrives in what appears to be an intoxicated condition, the Security Officer on duty must contact his supervisor and explain the situation.  The supervisor is to then contact the intoxicated employee’s family and request that someone come and take the employee home.  The family member should be assured that there is no emergency and told only that employee is unable to work.  The family member is not to be told the employee appears to be intoxicated, etc.

 

3.1.7.2 If there is no family to contact, the supervisor should, if there in the same locale, personally take the intoxicated employee home and be certain the employee actually enters his house.

 

3.1.7.3 If neither a family member nor the supervisor is able to assist with the situation, local law enforcement should be contacted and requested to escort the intoxicated employee home.

 

3.1.7.4 The Security Officer on duty must make the necessary notifications and request assistance to insure that after the intoxicated employee is denied access to the post, he does not endanger himself or the general public.

 

3.1.7.5 Once the intoxicated employee is safely removed from the post, it is the supervisor’s responsibility to find a replacement to relieve the security officer on duty.  The security officer on duty must remain on post until properly relieved.

 

3.1.8    A Security Officer who is absent due to illness or injury is required to present a doctor’s release with no restrictions before returning to work.  Being tardy three times or have two unexcused absences within any 120 day period is unacceptable conduct.  When returning to work after an illness/injury, Security Officers must first contact their immediate supervisor for clearance to work.

 

3.1.9    Whenever Security Officers are unable to report to duty, they are required to notify their immediate supervisor at least four (4) hours prior to the time they are scheduled to work.   This time is necessary for the supervisor to contact a qualified substitute and have them report for work.

 

3.1.9.1 When calling off, the Security Officer must personally talk to his immediate supervisor or the supervisor’s designee.  If the Security Officer does not personally talk to his immediate supervisor or the supervisor’s designee, his absence will be considered a “no-call, no show” which will result in disciplinary action up to and including termination.

 

3.1.9.2 Where possible, supervisor will attempt to allow S/O’s missing work the opportunity to make up the time on one of the S/O’s regularly scheduled days off if it is within the same pay week as the absence.  Overtime is not allowed to make up this lost time.

 

3.1.10  Security Officers must request scheduled vacation time off in writing 30 days prior to the date desired.  Vacation approvals are subject to manpower requirements and availability of management to fill the post for the vacationing employee.

 

3.1.11 Security Officers must report any on-the-job injury immediately to a supervisor.  If the immediate supervisor is not available officers must contact a management representative in the supporting branch/district office.

 

3.1.12  If a Security Officer has been off work due to an “on-the-job” injury or illness, he must contact his supervisor prior to returning to work.  Normally, for workers compensation injuries/illnesses, a medical release to return to work with no or light duty restrictions must be obtained from the treating physician and provided to the supervisor prior to returning to work.  When possible, Security Officers should advise their supervisor at least five (5) working days prior to their anticipated return date.

 

3.1.13  If a Security Officer is injured while on an “off-duty” status, he will personally reports such injury to his supervisor as soon as possible.  If he is unable to do so, the officer should ask someone else to contact his supervisor.

 

3.1.14  Security Officers returning to work after an off-duty accident/illness must obtain a medical release to return to duty from their treating physician and present it to their supervisor before resuming their normal duties.  If the treating physician has placed restrictions on the Security Officer’s duties, the employee will bring these restrictions to the attention of Branch Manager who will determine whether or not a reasonable accommodation can be made to return the employee to work.  The supervisor will schedule the returning employee for work as soon as operationally possible.

 

3.1.15  In case of worker compensation injuries only, United Ranger may, as its discretion, provide temporary light duty to the Security Officers who obtain medical releases with restrictions that interfere with the Security Officer’s ability to perform the essential functions of his or her job.

 

3.1.16  Shift changes for the convenience of Security Officers that would result in anyone working overtime hours during the week are not permitted.  All requests to change shifts must be submitted to the supervisor in writing at Internalaffair@unitedranger.com.  Security officers cannot switch or change their schedule work hours or day without permission of an United Ranger supervisor.

 

3.1.17  When a Security Officer is terminated, the Security Officer’s Guide is to be turned in along with all uniforms and equipment.  In the event of loss or damage to the Guide due to negligence, a deduction of $2.00 will be made from his final paycheck.

 

3.1.18  Should the Security Officer’s Guide be lost while in the performance of assigned duites and under circumstances beyond the control of the Security Officer, the Guide will be replaced at company expense.  This must be supported in writing by the officer’s immediate supervisor.

 

3.1.19  Security Officers will be held financially responsible for uniforms and equipment which are lost or damaged as a result of the Security Officer’s negligence, misuse or misappropriation, whether such equipment belong to United Ranger, the client, or a third party.

 

3.1.20  Security Officers will not discuss wages, benefits or contract information with clients.

 

 

3.2       FACILITY AND POST ORDERS:

 

3.2.1    Security Officers are expected to be at their post ready to commence their duties at the scheduled start time of their shift.  They are not required to arrive earlier, and should not arrive later, but should arrive at the scheduled time.

 

3.2.2    All Security Officers are required to report on duty and off duty by using Post Positive and signing in or out on the sign-in/sign-out register located at each post.

 

3.2.3    If a Security Officer voluntarily arrives at the work place early, he will not relieve the officer on duty or perform any duties until his scheduled assignment begins.  For example, if his shift is scheduled to start at 8:00AM and he arrives at 7:50AM, the Security Officer should not sign in, start work, or perform any other work until 8:00AM.

 

3.2.3.2 Security Officers are expected to stay on their shifts until properly relieved or excused and should sign at the end of their shifts, putting down the exact time they stopped working.  Security officers will not remain at their place of work once relieved unless requested by their supervisor or client representative.  If requested to stay late, the Security Officer must record on his Daily Activity  Log the name and title of the person making the request as well as the reason for the request.

 

 

3.2.3.3 If the Security Officers are ordered or required to report to work early or to remain on the job after their scheduled departing time, they should write the time they actually started or stopped work on the sign-in/sign-out register.  Remember, the Security Officer’s signature on the sign-in/sign-out register affirms that the information entered on the sheet is true.  Unless the Security Officers fills out the sheets accurately, he cannot be correctly paid.

 

3.2.3.4 If the Security Officer is required to report early or stay late for any reason, such as the tardiness or absence of another officer, he may be directed to take a corresponding amount of time off an another day during the same work week by reporting late or leaving early on a particular day, as per instructions from his supervisor.

 

3.2.3.5 Security Officers are entitled to be paid time and one half (1 ½) their regular hourly wage rate for all hours in excess of forty hours worked during the payroll week.  However, overtime work is not permitted except where ordered by a supervisor or where necessary because of emergency of failure of another employee to report to work on time.

 

3.2.4    Post Orders are written orders applicable to specific client duty assignments.  They are the client’s definitive requirements of what must be accomplished and how.  Post Orders will utilize the following format.

 

3.2.4.1 Post Location and Hours of Coverage

 

3.2.4.2 Primary Mission

 

3.2.4.3 Secondary Assignments

 

3.2.4.4 Emergency Procedures

 

3.2.5    All assigned Security Officer must read and learn all the requirements of the post and follow through to the best of their ability.

 

3.2.6    Changes or additional requirements received form the client’s representative are to be written into applicable post order by the assigned supervisor.

 

3.2.7    “On Duty” Security Officers will:

 

3.2.7.1 Be courteous, tactful, civil, firm and polite in all dealings with all persons encountered during their duty shift.

 

3.2.7.2 Execute and enforce all post order, rules and regulations.

 

3.2.7.3 Know the location and operations of fire alarms and fire fighting equipment; the location of emergency exists; telephone; first aid stations; information booths; key stations; and the names and telephone numbers of the police, fire department, hospital and ambulance services.

 

3.2.7.4 When assigned to retail store work or ticket collection, know and understand the authorization types and colors of passes, tickets, and receipts.

 

3.2.7.5 Report all security violations and safety hazards observed on the Daily Shift Report and on any other designated United Ranger and/or client report forms.

 

3.2.8    “On Duty” Security Officers will not:

 

3.2.8.2 Smoke in any company or client vehicle or in the branch office.

 

3.2.8.3 Use profane, indecent or abusive language or gestures.

 

3.2.8.4 Act in a rude or boisterous manner.

 

3.2.8.5 Sleep while on duty.

 

3.2.8.6 Ask for, or accept any reward, tips or other gratuities.

 

3.2.8.7 Discuss information of any kind concerning his duty assignment with anyone except his supervisor or recognized client representative.

 

3.2.8.8 Bring to or use on post, newspaper, magazines, radio, tape recorder or a television set.

 

3.2.8.9 Loiter, lean on an object or lie down while on duty.

 

3.2.8.10 Eat on duty, except at the designated time an place.

 

3.2.8.11 Prepare, initiate, or submit false reports.

 

3.2.8.12 Fail to complete necessary paperwork, including daily logs and/or incident reports during assigned shift.

 

3.2.8.13 Leave his post except when properly relieved by the designated relief or his supervisor or in case of an emergence by the client or his authorized representative.  Each such occurrence will be documented on an United Ranger Incident Report, and provided to the Facility/Site Supervisor.

 

3.2.8.14 Change work schedule or trade shifts without permission from his supervisor/HR.

 

3.2.8.15 Fail to make appropriate entry in or sign records, forms and reports required by the client and/or United Ranger.

 

3.2.8.16 Use any client-owned equipment without having obtained prior approval form client and United Ranger management.  Officers will also deny use of this equipment to other unauthorized persons.  Equipment not to be used includes, but is not limited to, copiers, fax machines and computers.  When computer use is allowed by clients for official use only, officers will not access the Internet for any personal use.

 

3.2.8.17 Use client or company telephones for personal business.

 

3.2.8.18 Use or carry personal cell telephones while on duty unless authorized in writing by United Ranger’s management and provided for official use only.

 

3.2.8.19 Loan facility keys, which are entrusted to his care, to any person not authorized by the client to possess them.

 

3.2.8.20 Permit visits by friends, acquaintances, or relatives while on duty.

 

3.2.8.21 Congregate with other Security Officers while on duty, unless so directed by a supervisor for training or official purposes.

 

3.2.8.22 Fraternize with and/or date client employees, client vendors, client visitors or truck drivers as well as fellow Security Officers assigned to the same client site.

 

3.2.8.23 Gossip about fellow United Ranger employees, United Ranger practices or the client’s employees or practices.

 

3.2.8.24 Fail to report any actual or potential problem or rumor of an actual or potential problem to your supervisor.

 

3.2.8.25 Borrow money from any client, client’s employee, client vendor, client visitor or fellow United Ranger employee.

3.3       DISCIPLINARY PROGRAM:

 

3.3.1    The Disciplinary Program described below is designed to insure that discipline is administered fairly to all personnel and to ensure to the quality of service United Ranger provides its clients.

 

3.3.2    Violations which may result in immediate termination.

 

●     Insubordination, willful disobedience of orders

●     Leaving/abandoning post

●     Theft/pilferage

●     Destruction or loss of company/client property (Note: Security Officers will be held financially responsible for United Ranger’s, client’s, or a third party’s equipment lost or damaged due to negligence including company/client owned vehicles and/or vehicles parked on client property).

●     Gambling on United Ranger or client property

●     Reporting to work under the influence of alcohol/drugs

●     Possession or use of alcohol/drugs while on duty

●     Sleeping on duty

●     Failing to clock in or out using Post Positive and sign in or out as directed

●     Falsifying time records

●     Knowing submitting false reports/ falsehoods

●     Dishonesty

●     Immoral or indecent behavior

●     Smoking in “no smoking” areas, client or company vehicles

●     Improper use or unauthorized possession of weapons

●     Unnecessary use of force

●     Carrying an unauthorized weapons while on duty

●     Conduct unbecoming a Security Officer

●     Unauthorized use of client facilities or equipment, including copiers, fax machines, computer, the Internet, forklifts and vehicles

●     Violation of United Ranger’s Non-Harassment Policy

●     Discrimination

●     Sexual Harassment

●     Personal use of client telephones while on duty

●     Use or carrying of personal cell phones while on duty

 

3.3.3    Violations which may result in suspension with subsequent violation resulting in termination:

 

●     Abusive, threatening, profane, obscene language

●     Misuse of badge, uniform or ID

●     Accepting relief by an officer unfit to assume duty

●     Violation of post/client orders

●     Absence/no call - no show

●     Soliciting or accepting gratuities

●     Discussing United Ranger’s employee relation matters with a client or client representative.

●     Arguing/fighting with fellow Security Officers, supervisors or client employee or visitors

●     Failing to attend scheduled mandatory meetings/training classes

 

3.3.4    Violations which may result in written warning (1st offense); suspension (2nd offense); and termination (3rd offense):

 

●     Failure to perform duties as required

●     Absenteeism

●     Lateness/Tardiness

 

3.3.5    Violations which may result to verbal writing (1st offense), written warning (2nd offense), suspension (3rd offense), and termination (4th offense):

 

●     Reporting for duty without proper uniform

●     Fraternizing with or dating client’s employees

●     Congregating and/or gossiping with other Security Officers while on duty

●     Watching television, listening to radios or reading unauthorized material while on duty

 

3.3.6    The offenses listed above are by no means the only which will result in disciplinary action.  This progressive Discipline Program is intended as a guide.  More sever disciplinary action may be taken for an offense depending on the circumstances and the security officer’s past record of disciplinary action.

 

3.3.7    Only Captain, and higher ranks along with regional supervisors, site supervisors has the termination authority.  Sergeants, Account Managers, etc have the authority to transfer the employee back to the appropriate authority for disciplinary action regarding termination.

 

3.3.8    Definitions:

Warning - Written record of disciplinary action

Suspension - Written record of disciplinary action.  Employee is given time off without pay.  The number of days off is determined by the severity of the offense.

Termination - Immediate Termination.  All equipment issued by United Ranger is due.

5.00 REPORTS

 

4.1       GENERAL

 

4.1.1    Written reports are permanent records of incidents, circumstance and conditions which the Security Officer has witnessed, has been brought to his attention, overheard or in which he was involved.  They provide facts, dates, and data serve as the basis for further reports and investigations.  These reports may play an important part in civil suits, claims or complaints which may develop at some future time.

 

4.1.2    It is extremely important that the Security Officer be aware of and fulfills this requirement.  Reports are used to record circumstances surrounding accidents, fires, injuries, safety hazards and any other incident or condition which the Security Officer believes requires further action or correction by supervisory personnel or management.

 

4.1.3    A recommended practice for all Security Officers is to have a small note book and a pen or pencil with them at all times when on duty to make notes in for use in preparing a more comprehensive report later.  The Security Officer’s Note Pad is available for this purpose.

 

4.1.4    The Incident Report will be used for written reports described above.

 

 

4.2       BASIC ELEMENTS OF THE REPORT:

 

4.2.1    When preparing a written report, the originator must always consider the following basic elements:

 

4.2.1.1 Who? - What people were involved (names, ages, residences, telephone numbers, occupations and any other identifying date).

 

4.2.1.2 What? - Describe exactly what took place from start to finish.

 

4.2.1.3 When? - Give the exact time, day, month and year of the incident.

 

4.2.1.4 Where? - Give the exact location of the incident, the location of persons involved and any other specifics to help identify the area.

 

4.2.1.5 How? - Any information that will help to show how an incident occurred.

 

4.2.1.6 Why? - Explain why the incident occurred. There will be some overlap with “how”.

 

4.3       Requirements

 

4.3.1    The four basic requirements of a good report are:

 

4.3.1.1 Accuracy - State the facts as you know them.

 

4.3.1.2 Detail - Give the date, correct time, location and action taken.

 

4.3.1.3 Spelling - It is necessary that correct spelling be used to avoid a misunderstanding and possible mis-identification of persons.

 

4.3.1.4 Completeness - The report should provide a complete word picture of the incident. If the security officer does not have the information to complete a section of the report, enter “N/A” (not applicable) or UNK (unknown) so that the person reading the report knows that sections has not been overlooked.

 

4.4       Personal Comments:

Personal opinions, rumors, hearsay, may be included in a report as unsupported data, but this type of information must clearly be identified as such and written on a separate piece of paper from the official report.

 

4.5      Reporting Injuries:

 

4.5.1    If a security officer or employee is injured on the job, he is to immediately contact his supervisor or the branch office and report the injury. The security officer or employee is to complete the necessary forms immediately after obtaining medical attention, if needed, and provided all necessary information regarding the injury so that proper reporting and documentation can be completed.

 

4.5.2    In most cases, the operating unit manager will coordinate any medical attention that is required. Failure to follow the direction of the operating manager  could result in a loss of benefits or refusal to pay non-authorized medical expense.

 

4.5.3    Filing a false on-the-job injury report is considered a fraudulent act and will result in criminal prosecution and termination of the employment.

 

 

5.00 Procedures

5.1       Patrolling

 

5.1.1    Be alert and careful, always be alert for anything unusual or out of place.

 

5.1.2    The security officer should use his sense - hearing, sight, smell and feel.

 

5.1.3    Where authority has been granted to do so, the security officer should vary the time and route of patrols. This will prevent a potential intruder from having the ability to predetermine the next scheduled appearance at any given point or the time of completion.

 

5.1.4    Carefully observe everything during the patrol.

 

5.1.5    Have a good, reliable flashlight at all time, both day and night.

 

5.1.6    Physically verify that doors which should be locked are locked and remain locked. For example; turn door knobs, shake chains, pull down on locks, etc.

 

5.1.7    Check emergency exits to insure that they are properly closed (but not locked unless with a panic bar or approved locking system) and free of obstructions.

 

5.1.8    Know employees and the shifts they work. Check any person who is not known to you or who does not seem to have a reason to be in the area.

 

5.1.9    Check on drivers and passengers who look out of place.

 

5.1.10  Know regularly parked cars.

 

5.1.11  Look up above as well as around when on patrol.

 

5.1.12  When patrolling for a particular problem, be prepared to handle the situation.

 

5.1.13  Look for signs that would indicate that a burglary has been attempted or committed, such as:

○     Forced door or window.

○     Open door or window which was closed and locked on the last patrol.

○     Evidence of stored items or supplies having been moved since the last patrol.

○     Broken windows, holes in fences, boxes piled against fences and doors, etc.

 

5.1.14  Ensure your patrol round is recorded on the appropriate daily shift or patrol reports.

 

5.4.2    Normally, for client employees to remove property from a client's premises the employee must have a properly completed, authorized and sign property pass that will specifically identify the property being allowed off site.

 

5.4.3    A listing (kept current) of the names and signatures of personnel authorized to approve property passes must be provided by the client for use by the security officer in comparing names and signatures.

 

5.6       Emergencies

 

5.6.1    An emergency is defined as a sudden, generally unexpected occurrence or set of circumstances demanding immediate action. This, however, does not mean that such occurrences of circumstances cannot be anticipated and a planned course of action predetermined for implementation at the appropriate time.

 

5.6.2    Supervisors, working with our clients, are responsible for formulating procedures to cover potential client specific emergencies.

 

5.6.3    Assigned security officers are responsible to insure they are thoroughly knowledgeable of these procedures and ready to implements them on notification or upon occurrence of such emergency.

 

5.7       Arrest:

 

5.7.1    Security officers are not police officers and do not have any police powers of arrest.

 

5.7.2    Only those security officers who have been commissioned or deputized by a law enforcement agency are authorized to make arrest, and then only with specific authorization and instructions from the clients and United Ranger.

 

5.7.3    Unless commissioned or deputized as stated above, a security officer has only the power of an ordinary citizen to make a citizen’s arrest. In most situations, a citizen’s arrest may be made only if:

○     The security officers personally observed a felony being committed.

○     There is an absolute reason to believe that the person being arrested was the person who committed the felony; or

○     If the incident is a misdemeanor breach of the peace, it was personally observed by the security officer.

 

5.7.4    The penalties for false arrest may be severe and involved both criminal and civil litigation. Under any circumstance, a security officer who detains someone illegally is subject to a civil suit for false arrest or imprisonment.

 

5.7.5    A security officer is not authorized to conduct a search of a person’s body or belongings unless specifically authorized to do so by United Ranger.

 

5.7.6    Security officers will not sign any complaint against a person who is alleged to have committed an offense against the client’s employees or property. All such complaints must be signed by a client representative since the clients, not the security officer, is the wronged party.

 

5.8       Use of Force

 

Force will not be used against any person except self-defense or in the defense of an innocent victim. When used, only that force as may be necessary will be used. Local law enforcement personnel will be contacted immediately to arrest the violator. A detailed verbal report will be immediately presented to the first available United Ranger representative. An incident report will be prepared as soon as possible following the incident.

 

5.9       Pass Down book

 

The most important responsibility of the security officer is to read the previous shift’s shift report and the pass down book. The purpose of the pass down book is to inform officers of recent changes in post orders, policies, special instructions, as well as anything else which may have occurred and is pertinent to the site. It is the responsibility of the officer on duty to add to the pass down book; any and all relevant information which should be communicated to other officers.

 

5.10     Radio Communications

 

Should you be provided a radio to communicate with other officers, supervisors, and/or dispatch it is your responsibility to charge and maintain the equipment. No unnecessary communicating should occur of the radio airwaves as emergency information may need to be transmitted. Each officer issued a radio will be responsible for learning the proper terminology for communication.

 

5.10.1  Ten Code:

 

●     10-0     Caution

●     10-1     Unable to copy -- change location

●     10-2     Signal good

●     10-3     Stop transmitting

●     10-4     Acknowledgement (OK)

●     10-5     Relay

●     10-6     Busy -- stand by unless urgent

●     10-7     Out of service

●     10-8     In service

●     10-9     Repeat

●     10-10   Fight in progress

●     10-11   Dog case

●     10-12   Stand by (stop)

●     10-13   Weather -- road report

●     10-15   Civil disturbance

●     10-16   Domestic disturbance

●     10-17   Meet complainant

●     10-18   Quickly

●     10-19   Return to ...

●     10-20   Location

●     10-21   Call ... by telephone

●     10-22   Disregard

●     10-23   Arrived at scene

●     10-24   Assignment completed

●     10-25   Report in person (meet) ...

●     10-26   Detaining subject, expedite

●     10-27   Drivers license information

●     10-28   Vehicle registration information

●     10-29   Check for wanted

●     10-30   Unnecessary use of radio

●     10-31   Crime in progress

●     10-32   Man with gun

●     10-33   Emergency

●     10-34   Riot

●     10-35   Major crime alert

●     10-36   Correct time

●     10-37   (Investigate) suspicious vehicle

●     10-38   Stopping suspicious vehicle

●     10-41   Beginning tour of duty

●     10-42   Ending tour of duty

●     10-43   Information

●     10-44   Permission to leave ... for ...

●     10-50   Accident (fatal, personal injury, property damage)

●     10-51   Wrecker needed

●     10-52   Ambulance needed

●     10-55   Suspected DUI

●     10-56   Intoxicated pedestrian

●     10-58   Direct traffic

●     10-59   Convoy or escort

●     10-60   Squad in vicinity

●     10-61   Isolate self for message

●     10-63   Prepare to make written copy

●     10-68   Dispatch information

●     10-70   Fire

●     10-72   Report progress on fire

●     10-73   Smoke report

●     10-74   Negative

●     10-75   In contact with ...

●     10-76   En route ...

●     10-77   ETA (estimated time of arrival)

●     10-78   Need assistance

●     10-84   If meeting ... advise ETA

●     10-85   Delayed due to ...

●     10-86   Officer/operator on duty

●     10-88   Present telephone number of ...

●     10-89   Bomb threat

●     10-90   Bank alarm at ...

●     10-91   Pick up prisoner/subject

●     10-92   Improperly parked vehicle

●     10-93   Blockade

●     10-95   Prisoner/subject in custody

●     10-96   Mental subject

●     10-97   Check (test) signal

●     10-99   Wanted/stolen indicated

 

6.10.2  When communicating on the radio clearly identify yourself and to whom your communication with. Ex. 782 to dispatch, or 345 to 586. Wait for the receiving party to respond with a signal authorizing you to transmit you communication to them.

 

 

 

7.00 Weapons

 

7.1.      It is the policy of United Ranger to require a commissioned officer to provide their own firearm for use while in the course of duty.

 

7.1.2    The authority to carry a firearm only givers the right to use it under conditions of extreme necessity when all lesser means of control have failed or cannot reasonably be employed.

 

7.1.3    Security officers may only use firearms when one or more of the following circumstances exist:

 

○     Self Defense - Where a security officer believes he is in imminent danger of death or serious bodily harm.

○     Protection of others - To protect others from imminent danger, death or serious bodily harm.

 

No firearm will be drawn, un-holstered, pointed or aimed except in defense of the security officer’s life or the lives of others whom the security officer is under duty to protect.

 

7.1.4    At no time will warning shoots be fired. Officers will never fire their weapon at a suspect fleeing on foot or vehicle.

 

7.1.5    If feasible, the security officer will give a verbal warning prior to shooting.

 

7.1.6    At no time will any United Ranger officer carry a secondary or “back-up” firearm, unless approved by the Chief.

 

7.2       Control of Firearms and Ammunition

 

7.2.1    Firearms not in use will be stored in a protective storage ( duty belt holster) while on the clients property and on duty.

 

7.2.2    Only ammunition issued or approved by United Ranger will be loaded into the firearm while on duty.

 

7.3       Handling Handguns

 

7.3.1    Before a weapon is handled for any reason, it will be inspected to insure that it is unloaded and in a safe condition.

 

7.3.2    A revolver is considered in a safe condition when the cylinder is unlatched and free of the frame, and no ammunition is loaded in any cylinder chambers. an automatic pistol is considered in a safe position when the ammunition clip is completely removed from the weapon; the slide is locked open in the reward most position and no round is in the barrel chamber.

 

7.3.3    Weapons will be loaded and unloaded only at designated loading areas. If no loading area is available, the weapon will be loaded and unloaded out of the view of the public and client’s employees, and with the weapon pointed in a safe direction. However, it is encourage the weapon be loaded and unloaded at home.

 

7.3.4    Unloading the revolver involves four steps:

○     Unlatch the cylinder and gently swing it free of the frame.

○     Eject the cartridges into the hand.

○     Check all chambers in the cylinder to be sure they are empty.

○     Count the number of rounds in the hand to be sure they are all there.

 

7.3.5    Loading the revolver involves five steps:

○     With the cylinders open, inspect the barrel and chamber for obstructions.

○     Insure that the hammer is in the down position and fingers are free of the trigger guard.

○     Load six rounds in the chambers of the revolver.

○     with all chambers loaded, gently close the cylinder.

○     Place the loaded revolver immediately in the holder.

 

7.3.6    Unloading the automatic pistol involves seven steps:

○     Place the safety latch on.

○     Press the clip eject button.

○     With the weapon pointed in the unloading barrel (or down at the ground), pull the receiver slide to the rear and locked position.

○     Glance into the barrel chamber to ensure no round is in the chamber.

○     Grasping the receiver slide with the hand, release the slide top button and close the receiver.

○     With the weapon still pointed into the unloading barrel (or at the ground), ease the hammer to the uncocked position.

○     Store, holster the weapon.

 

 

7.3.7    Loading the automatic pistol involves six steps:

○     With the weapon pointed in the unloading barrel (or down at the ground), pull the receiver slide to the rear and locked position.

○     Verify the ammunition clip is properly loaded.

○     Slide the clip into the weapon until it locks.

○     With your hand holding the receiver slide, release the receiver lock button and all the receiver to slide forward to the fully closed position. Caution: This chambers the first round.

○     With the weapon still pointed into the loading barrel or ground, ease the hammer (if equipped) closed to the uncocked position.

○     Immediately place the slide safety on and holster the weapon.

 

7.4       Safety Precautions

 

7.4.1    Treat every firearm as if it is loaded.

 

7.4.2    Never point a firearm at anyone or anything you do not intend to shoot or destroy.

 

7.4.3    Whenever a firearm is being handled for any reason, ensure that the receiver action or cylinder is open, and that it is unloaded.

 

7.4.4    Never place your finger on the trigger unless you intend to shoot.

 

7.4.5    Do not pull the hammer of the weapon back to the cocked position unless you intend to shoot.

 

7.4.6    Be aware of the backstop of your target.

 

7.4.7    Dry firing of any weapon is permitted on at an authorized firing range and under the supervision of the certified instructor for the range.

 

7.4.8    Always be conscious of your firearm. Know where it is, what condition it is in, and do not leave it lying around unattended where someone else might pick it up or steal it.

 

7.4.9    Before and after performing strenuous physical acts, such as running, climbing, or lifitng ensure that the weapon is secure in the holster.

 

7.5       Weapon care and cleaning

 

7.5.1    Weapons are precision instruments that require care and cleaning to ensure they are always serviceable and ready for use when needed.

 

7.5.2    To ensure that weapons do no be unserviceable due to rust or dirt, it is recommended that they are wiped clean at the end of each shift.

 

7.5.3    It is recommended that weapons are thoroughly cleaned weekly.

 

7.5.4    After cleaning the barrel, chamber and/or receiver, the weapon will be left dry and free of any solvents. A very light coat of oil will be applied to the exterior of the weapon. All exterior screws should be checked to ensure they are secure.

 

 

7.6       Use Of Weapons other than firearms

 

7.6.1    The use of blackjacks or similar weapons is prohibited.

 

7.6.2    Security officers will carry mace, tactical batons, or handcuff only when directed by United Ranger’s management staff, and only after having received training in their use.