APPLICATION
All persons attending interviews are asked to fill out an Application. The application requests information pertaining to current and past addresses, educational background, past work experience to include Law Enforcement, Military, Security experience.

Applicants are required to sign RELIANT SECURITY’S® statement of “Employment Conditions” as a precondition of employment. It is a condition of employment at RELIANT SECURITY® that employees recognize that any employment is “at will” (provided that “at will” employment is in accordance with varying State laws).

PRELIMINARY SCREENING INTERVIEWS
Preliminary Screening Interviews take place when applicants contact our Human Resource Management Staff and Site Supervisors. Typically, our personnel inform the interested person of the current opportunities that are available and answer any questions that the applicant may have. After this conversation, which is usually via telephone, the applicant will be offered an opportunity to come in for a formal interview.

PRE-INTERVIEW QUESTIONNAIRE
A Pre-Interview Information Questionnaire is used to gather information that is not contained on the application or on the applicant's resume. The questionnaire asks the applicant to explain their reasons for applying for the job and when they would be available to work, were the applicant to be offered a position.

INTERVIEW
The Interview is structured in format and asks all applicants the same basic questions. It is far easier to compare applicants, if the same general questions are asked of each individual applicant. Interviews are conducted by a panel of interviewers that may include the entire RELIANT SECURITY® management team. The client has the opportunity and is encouraged to participate in all aspects of the interview process.

PRE-EMPLOYMENT TESTING
RELIANT SECURITY® has the option to use a professionally developed questionnaire called the Reid Psychological System (RPS). This comprehensive questionnaire was designed to help employers systematically identify reliable and productive employees prior to making a hiring decision. The RPS identifies issues related to job performance that may require further exploration during the pre-employment interview. Use of the RPS may help RELIANT SECURITY® management selectively focus interview questions in six areas of behavior related to reliable and productive job performance. These areas include: Disruptive Alcohol/Substance Abuse, Emotional Maturity, Conscientious Job Performance, Honesty, Long-Term Job Commitment, and Safety. This test is just one item we use to identify quality personnel.

PRE-EMPLOYMENT REFERENCE CHECK
When an applicant has successfully completed the initial application process, the management team at RELIANT SECURITY® conducts a phone reference check of past employers. This inquiry consists of verifying information offered on the application form regarding the applicant's previous employment. The mailing addresses of past employers and contact persons may also be requested for the purpose of conducting a formal written reference check after an employment offer has been made.

MINIMUM PHYSICAL STANDARDS
RELIANT SECURITY® selects and recommends appropriate staff for job assignments. All security personnel will be professional in appearance and demeanor. They will follow the practices and procedures requested by the client as well as standards set by RELIANT SECURITY®.

Security officers must meet the following requirements, provided that they do not violate the Americans with Disabilities Act or any other law:

A. An authorized representative of the client may interview any person proposed for assignment.

B. Each security officer must meet the following physical standards:

- Standing or walking for an entire shift.
- Climbing stairs or ladders.
- Lifting or carrying objects weighing up to 50 lbs.
- Running for short distances.
- Self-defense.

CLIENT APPROVAL
The client will have final approval of all security personnel prior to placement. In fact, the client is encouraged to participate in all phases of the selection process. The client also retains the right to waive any of the above requirements, depending upon the required particularities of the job duties at the client’s site.

EMPLOYMENT OFFER
All persons who are hired by RELIANT SECURITY® are required to undergo a second and final interview and fill out a new hire packet. RELIANT SECURITY’S® new hire packet includes all necessary paperwork to conform to federal and state tax laws as well as Department of Immigration and Naturalization mandates. Employment offers for armed security contracts are conditional upon the successful completion of state training and licensing.

FINGERPRINT CHECK/BACKGROUND CHECK/LICENSING
All persons hired for positions of security officer are fingerprinted and the fingerprints are sent to state authorities and the FBI for a complete criminal background investigation. To be employed as a security officer, depending on state regulations, employees must not have been convicted of felonies or serious misdemeanors. All security officers will be licensed in the State of Oregon. Note: Reliant Security® currently has two Executive Managers, as defined by State security officer licensing regulations on staff.

DRIVERS LICENSE CHECK
Employees who drive vehicles in the conduct of their duties are required to provide RELIANT SECURITY® with proof of a valid driver’s license. RELIANT SECURITY® requires the employee to provide a driving record check on a yearly basis. This is performed to ensure that any security officer who drives on the job has a valid driver’s license and a good driving record

TURNOVER
The Security Officer turnover rate, nationally and in Oregon, is over 300%. A relatively high turnover rate is a phenomenon of the security industry. Our company has an average turnover significantly less than that of the industry, a reflection of the excellent benefits provide by Reliant Security® not only is terms of overall compensation by also of career development. Building on a Reliant Security® reference, a number of Officers leave to join police departments and other law enforcement agencies.

CODE OF CONDUCT & HANDBOOK FOR SECURITY OFFICERS
The RELIANT SECURITY® Handbook for Security Officers is a contractual agreement between the employee and RELIANT SECURITY® and informs each employee of company rules and regulations. The Handbook for Security Officers explains how to respond to many sensitive situations and also outlines prohibited actions and behaviors for RELIANT SECURITY® employees. The Handbook for Security Officers must be read and signed by each employee at time of hiring. As explained in the Handbook, RELIANT SECURITY® is an equal opportunity employer and will not discriminate against employees based on the individual's race, religion, color, sex, sexual orientation, age, martial status, national origin, or physical ability.

The Handbook for Security Officers clearly defines and forbids any form of harassment. Any employee who feels that they have been harassed is encouraged to inform his supervisor and report the incident directly to the Director of Human Resources.

The Handbook also informs employees of our “employment at will” policy and the possibility that RELIANT SECURITY® may test for the presence of illegal drugs and alcohol in any of our employees at any time while employed by RELIANT, if that employee is suspected of or reported to be using illegal drugs or alcohol. The Code of Conduct is included in the RELIANT SECURITY® Handbook for Security Officers. A copy of the Handbook is available for your review.

MODULARIZED TRAINING
The first step in every officer’s training is the required viewing of a series of security training videotapes. Copies of these tapes may be requested for your review. The following topics can be covered in our modularized security officer training program. This training is included in addition to site-specific training.

Module #1 Introduction to Security

Module #2 Importance of the Security Officer
Module #3 Legal Issues Part I

Module #4 Legal Issues Part II
Module #5 Human and Public Relations Module #6 Communications
Module #7 Patrol

Module #8 General Duties
Module #9 Report Writing

Module #10 Fire Prevention and Control
Module #11 Emergency Situations

Module #12 Safety
Module #13 Blood Borne Pathogens Module #14 Customer Interaction
Module #15 State Certification Part 1 Module #16 State Certification Part

SITE-SPECIFIC CUSTOMIZED TRAINING
RELIANT SECURITY® recognizes that each client and each site have their own specific requirements. Our suggested minimum training program (40 hours) is flexible and can be customized to meet those needs. This training is geared specifically toward each client’s security staff, and security officers will be required to follow any site-specific policies and procedures. In addition to the site-specific training, RELIANT SECURITY® may provide additional training in Verbal Judo, as well as in customer service and public relations. Each officer is tested after each module of training has been completed

FIRST AID/CPR TRAINING
In addition to the site-specific training, many of our clients choose to have their RELIANT SECURITY® employees certified in First Aid/CPR. The certification is granted after the employees have taken and successfully completed courses with a local Red Cross Chapter. The certification is then updated as required by the American Red Cross.

30/60/90 DAY EMPLOYEE EVALUATIONS
RELIANT SECURITY® management believes that employee evaluations are an excellent way to help our employees reach their potential and advance. We use a Periodic Evaluation. These evaluations are administered by our Human Resources Department at specified intervals.  Periodic evaluations provide each employee with feedback and counsel during his or her introductory period with RELIANT SECURITY®.

"PSTN" TRAINING VIDEOS/WRITTEN EXAMS
Periodically, RELIANT SECURITY® personnel may berequired to view training video(s) and take a written test on current security topics. RELIANT SECURITY® subscribes to a service known as Professional Security Training Network (PSTN). PSTN provides RELIANT SECURITY® with videos that are circulated on a monthly basis to all our training sites. The video series provides our employees with information concerning current trends in the security field and solutions for how to respond to various emergency situations should they be encountered.

After viewing the training videos, a written exam is administered to each officer. The testing materials and results are maintained in the officer’s personnel file for reference to the topics covered or to verify training effectiveness.

SITE SPECIFIC WRITTEN EXAMS
Each security officer may be required to complete a Site-Specific Written Exam to verify training effectiveness and officer knowledge of the site. Exams will be created and administered by each Site Supervisor to ensure our clients receive quality, professional, service oriented specifically to their site.

SUPERVISOR TRAINING
Supervisors receive the same training that all security officers receive. Supervisors also undergo much additional training. When possible, supervisors are promoted from within the company. RELIANT SECURITY® is committed to providing current and future supervisors with access to advanced training in the area of security management. RELIANT SECURITY® utilizes a training program professionally developed by PSTN, in conjunction with frequent mentoring from our more experienced supervisors. After viewing the video modules and materials, supervisors are required to complete a written final examination based on the training series. Supervisors can receive training in the following areas:

Module #1 Principles of Leadership I
Module #2 Principles of Leadership II
Module #3 Effective Communications
Module #4 Employee Performance Evaluations
Module #5 Time Management
Module #6 Behavior and Motivation
Module #7 Sexual Harassment
Module #8 Substance Abuse
Module #9 Discrimination and Affirmative Action
Module #10 Career Development Opportunities
Module #11 Mastering Memos
Module #12 Power Writing
Module #13 Better Business Grammar
Module #14 Be Prepared to Lead

Additional training may include the following:

• Appearance, attitude and conduct in accordance with RELIANT SECURITY® general
  requirements.
  
• The laws of search and seizure, as they apply to the security field.
  
• Arrests and defensive tactics.
  
• Elements of offenses directly relating to the protection of persons and property.
  
• Fire protection, fire equipment, and fire safety relating to the client.
  
• Human relations and public relations.
  
• Training that insures all supervisors are aware that their primary purpose is to maintain order, protect the interests of the client, staff, visitors, and property from harassment, injury, damage, or theft and to contact appropriate law enforcement agencies when necessary.

All supervisors will possess a demonstrated ability to:

• Understand and carry out oral and written instructions.
  
• Instruct others on necessary rules, duties, and functions.
  
• Recognize dangerous substances and conditions on various sites.
  
• Meet and deal courteously and effectively with the public.
  
• Understand how to take appropriate safety precautions.
  
• Prepare clear, concise, and complete written reports.

LIABILITY INSURANCE
RELIANT SECURITY’S® insurance coverage includes commercial general liability and automobile liability and physical damage with limits of $1,000,000/$2,000,000. RELIANT SECURITY® will also provide all workers’ compensation coverage for all personnel placed on any assignment in any State (see Insurance Certificate).

EMPLOYEE REMOVAL/TERMINATION
RELIANT SECURITY® understands that the protection service provided by us shall be performed by qualified, careful, and efficient employees, in strict conformity with best practices and in accordance with such standards as may be required from time to time. We further understand that, upon request, with or without cause, RELIANT SECURITY® will remove from service any employee(s) who, in the client's opinion, may have engaged in improper conduct or is not demonstrably qualified to perform the work assigned. RELIANT SECURITY® shall immediately replace any of its employees so removed, if directed to do so.

SCHEDULING
RELIANT SECURITY® prepares and submits security officer work schedules to the client authorized representative. Changes or substitutions in the work shift schedule will not be made without prior notification to the client, except in instances of a bona fide emergency. The schedule shall indicate coverage by grade, post and hours for each day and each shift.

SECURITY PROCEDURES
RELIANT SECURITY® will maintain and routinely update the Security Procedures Manual, commonly known as individual site "Post Orders". RELIANT SECURITY® management and an authorized representative(s) of the client will cooperatively develop each site’s Security Procedures Manual. The Manual will be reviewed and updated as needed.

IMAGE
RELIANT SECURITY® is aware that our Security Officers are often the first company representative seen by business associates and visitors entering your facility. Image, therefore, is of paramount importance. If the public is treated courteously and professionally, they will associate that with the client, Image begins with a smile, pleasant attitude, neat appearing uniform, good self projection and a professional manner. We feel the image projected plays a major part in security function of not only your complex but any area where security is present.

RELIANT SECURITY’S® security officers assigned to a client’s property will have personal contact with customers, employees, visitors, and vendors of the property and, though independent contractors, may be deemed by some customers, employees, visitors, and vendors as direct representatives of the client. Accordingly, it is agreed that RELIANT SECURITY’S® employees shall meet high standards of appearance and demeanor, and shall at all times treat customers, employees, visitors, and vendors of the property with the utmost courtesy and respect, all as is appropriate to the environment and business of the Client. Special attention is paid to this section during the initial training as well as the on-going training programs.

LAW ENFORCEMENT LIAISON
RELIANT SECURITY® has a number of current relationships with local law enforcement personnel. These relationships will assist RELAINT SECURITY® as well as our clients if law enforcement assistance is need.

EMERGENCY SITUATION
In the event of an unforeseen emergencies or disaster, prompt notification of appropriated personnel is essential. Also when such an event occurs it is important that you additional security needs are staffed with well trained Security Officer who has been trained at your site. Reliant Security always cross trains additional staff to handle any type of emergency or disaster.

QUALITY CONTROL
RELIANT SECURITY® has established a quality control program that consists of 24-hour field supervision, spot inspections and testing, as well as 24-hour access to management. We also meet with our clients frequently to ensure we are meeting their expectations. This system has been extremely effective in maintaining the highest quality service to all of our clients.

RELIANT SECURITY® utilizes a comprehensive Quality Control Plan in order to offer its clients the following: qualified security officers to work at all client posts with the proper required equipment and training, timely response to client questions and concerns and proper care of client equipment. RELIANT SECURITY’S® description of work procedures and processes will encompass the execution and quality control of the processes involved in hiring, training, licensing, scheduling and accurate compensation of security officers. It will also address the job performance of security officers, the maintenance and use of employee files, client equipment, and the disciplinary and incentive programs RELIANT SECURITY® uses to manage security officers, site supervisors, and field supervisors. The following outlines the procedures that will be employed by RELIANT SECURITY® to assure that the needs and requirements set forth by the client are met.

QC: OPERATIONS MANAGER
The Operations Manager will visit each site a minimum of once per quarter at random days and times to perform a quality control check.

During the quality control check the Operations Manager will complete the Site Quality Control Check for that site. Each Site will have a minimum of four Site Quality Control Checks completed each year.

During the quarterly Quality Control Check the Operations Manager will perform a Security Officer Quality Control Inspection Check on a minimum of one officer.

The Operations Manager will be available to meet regularly with an authorized representative of the client to respond to any questions and concerns regarding supervision or to follow up on procedures administered by the Field Supervisors

The Operations Manager will review a number of Supervisor Incident Reports each quarter to ensure that proper follow up measures were taken and that the problems and concerns were appropriately addressed.

The Operations Manager will review of Client Contact Reports as needed each to ensure that appropriate follow up was made. This will include contacting complainants and interviewing them to determine if they were satisfied with the follow-up service that they received.

QC: Human Resource Manager
The Human Resource Manager shall be responsible for hiring all security officers and field supervisors.

This includes, but is not limited to: advertising for qualified candidates, taking applications, interviewing and testing applicants to determine their suitability for the position, as well as making all final hiring decisions based on the applicants’ skills, experience and abilities.

The Human Resource Manager will be responsible for applying RELIANT SECURITY’S® affirmative action program to his/her recruiting and hiring procedure.

The Human Resource Manager will be responsible for hiring and certifying a number of part time and/or on-call (utility) security officers who can cover additional shifts for special assignments, call offs and holiday coverage.

The Human Resource Manager will be responsible for tracking and verifying each security officers’ armed and unarmed security licenses as required by the state the security officer is working in. This includes, but is not limited to:

• Tracking the expiration dates of the security officers’ licenses.
  Scheduling security officers for appropriate training, if needed for license renewal.
  
• Verifying that security officers attended and passed prerequisite training.
  
• Ensuring that security officers’ paper work is properly filled out and sent to the appropriate authorities in time for all licenses to be kept current and active.

The Human Resource Manager shall be responsible for tracking and verification of the security officers’ training as required by the client and site.
This includes, but is not limited to:

• Scheduling security officers for all CPR, first aid, and other site specific training as needed.
  
• Tracking the expiration dates of the security officers’ training.
  
• Verifying that security officers attended and passed prerequisite training.

The Human Resource Manager will ensure that each officer meets all the qualifications and has filled out and signed all required paperwork before he/she reports to their first day of work.

The Human Resource Manager will keep a copy of all training and licensing documents in each employee’s personnel file.