[{"data":1,"prerenderedAt":508},["ShallowReactive",2],{"document-security-guard-job-description-D11710":3},{"document":4,"label":23,"preview":11,"thumb":24,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":25,"breadcrumb":29,"related":33,"customDescModule":174,"customdescription":6,"mdFm":175,"mdProseHtml":507},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"JOB DESCRIPTION SECURITY GUARD Brief description The position of security guard consists of protecting property, assets or people. Duties and responsibilities include guarding, patrolling, and monitoring premises to prevent theft, violence, or infractions of rules. Tasks",null,"Security Guard Job Description","2",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/security-guard-job-description-D11710.png","https://templates.business-in-a-box.com/imgs/250px/11710.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#11710.xml",{"title":15,"description":6},"security guard job description",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Job Descriptions","/templates/job-descriptions/","Security Guard Job Description Template","https://templates.business-in-a-box.com/imgs/400px/11710.png",[26,17,20],{"label":27,"url":28},"Templates","/templates/",[30,31,32],{"label":27,"url":28},{"label":18,"url":19},{"label":21,"url":22},[34,38,42,46,50,54,58,62,66,70,74,78,82,101,116,131,144,160],{"label":35,"url":36,"thumb":37,"extension":10},"Barista Job Description","/template/barista-job-description-D13535","https://templates.business-in-a-box.com/imgs/250px/13535.png",{"label":39,"url":40,"thumb":41,"extension":10},"CEO Job Description","/template/ceo-job-description-D13536","https://templates.business-in-a-box.com/imgs/250px/13536.png",{"label":43,"url":44,"thumb":45,"extension":10},"Housekeeper Job Description","/template/housekeeper-job-description-D13548","https://templates.business-in-a-box.com/imgs/250px/13548.png",{"label":47,"url":48,"thumb":49,"extension":10},"Recruiter Job Description","/template/recruiter-job-description-D13572","https://templates.business-in-a-box.com/imgs/250px/13572.png",{"label":51,"url":52,"thumb":53,"extension":10},"Paralegal Job Description","/template/paralegal-job-description-D13562","https://templates.business-in-a-box.com/imgs/250px/13562.png",{"label":55,"url":56,"thumb":57,"extension":10},"Server Job Description","/template/server-job-description-D13574","https://templates.business-in-a-box.com/imgs/250px/13574.png",{"label":59,"url":60,"thumb":61,"extension":10},"Underwriter Job Description","/template/underwriter-job-description-D13578","https://templates.business-in-a-box.com/imgs/250px/13578.png",{"label":63,"url":64,"thumb":65,"extension":10},"Videographer Job Description","/template/videographer-job-description-D13579","https://templates.business-in-a-box.com/imgs/250px/13579.png",{"label":67,"url":68,"thumb":69,"extension":10},"Webmaster Job Description","/template/webmaster-job-description-D13582","https://templates.business-in-a-box.com/imgs/250px/13582.png",{"label":71,"url":72,"thumb":73,"extension":10},"Account Manager Job Description","/template/account-manager-job-description-D13506","https://templates.business-in-a-box.com/imgs/250px/13506.png",{"label":75,"url":76,"thumb":77,"extension":10},"Business Analyst Job Description","/template/business-analyst-job-description-D13508","https://templates.business-in-a-box.com/imgs/250px/13508.png",{"label":79,"url":80,"thumb":81,"extension":10},"Chief Of Staff Job Description","/template/chief-of-staff-job-description-D13483","https://templates.business-in-a-box.com/imgs/250px/13483.png",{"description":83,"descriptionCustom":6,"label":84,"pages":85,"size":9,"extension":10,"preview":86,"thumb":87,"svgFrame":88,"seoMetadata":89,"parents":91,"keywords":90,"url":100},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":90,"description":6},"employment agreement_at will employee",[92,94,97],{"label":18,"url":93},"human-resources",{"label":95,"url":96},"Hire an Employee","hire-employee",{"label":98,"url":99},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":102,"descriptionCustom":6,"label":103,"pages":104,"size":105,"extension":10,"preview":106,"thumb":107,"svgFrame":108,"seoMetadata":109,"parents":110,"keywords":114,"url":115},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[111],{"label":112,"url":113},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":117,"descriptionCustom":6,"label":118,"pages":119,"size":9,"extension":10,"preview":120,"thumb":121,"svgFrame":122,"seoMetadata":123,"parents":125,"keywords":124,"url":130},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":124,"description":6},"non disclosure agreement nda",[126,127],{"label":98,"url":99},{"label":128,"url":129},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":132,"descriptionCustom":6,"label":133,"pages":134,"size":9,"extension":10,"preview":135,"thumb":136,"svgFrame":137,"seoMetadata":138,"parents":140,"keywords":139,"url":143},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","1","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":139,"description":6},"job offer letter long",[141,142],{"label":18,"url":93},{"label":95,"url":96},"/template/job-offer-letter-long-D12769",{"description":145,"descriptionCustom":6,"label":146,"pages":147,"size":148,"extension":10,"preview":149,"thumb":150,"svgFrame":151,"seoMetadata":152,"parents":153,"keywords":158,"url":159},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[154,155],{"label":18,"url":93},{"label":156,"url":157},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",{"description":161,"descriptionCustom":6,"label":162,"pages":8,"size":9,"extension":10,"preview":163,"thumb":164,"svgFrame":165,"seoMetadata":166,"parents":168,"keywords":167,"url":173},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":167,"description":6},"employee dismissal letter",[169,170],{"label":18,"url":93},{"label":171,"url":172},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",false,{"seo":176,"reviewer":188,"quick_facts":192,"at_a_glance":195,"personas":199,"variants":224,"glossary":252,"clauses":286,"how_to_fill":332,"common_mistakes":368,"faqs":393,"industries":421,"comparisons":438,"diy_vs_lawyer":451,"jurisdictions":464,"related_template_ids_curated":485,"schema":495,"classification":496},{"meta_title":177,"meta_description":178,"primary_keyword":15,"secondary_keywords":179},"Security Guard Job Description Template | BIB","Free security guard job description template covering duties, qualifications, physical requirements, and licensing.",[180,181,182,183,184,185,186,187],"security guard job description template","security officer job description","security guard duties and responsibilities","security guard job description word","security guard job description free","security officer job description template","security guard position description","armed security guard job description",{"name":189,"credential":190,"reviewed_date":191},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":193,"legal_review_recommended":194,"signature_required":194},"medium",true,{"what_it_is":196,"when_you_need_it":197,"whats_inside":198},"A Security Guard Job Description is a formal binding document that defines the scope of duties, licensing requirements, physical standards, reporting structure, and performance expectations for a security guard role. This free Word download gives employers, security firms, and HR teams a structured, legally defensible starting point they can edit online and export as PDF for use in hiring, onboarding, and performance management.\n","Use it when posting a security guard vacancy, onboarding a new officer, or standardizing role expectations across a security team. It is also required documentation when defending a termination decision or responding to a workplace incident claim tied to scope-of-duty questions.\n","Position summary, core duties and patrol responsibilities, licensing and certification requirements, physical and fitness standards, reporting structure, equipment and uniform requirements, performance expectations, and acknowledgment signature block for the hired officer.\n",[200,204,208,212,216,220],{"title":201,"use_case":202,"icon_asset_id":203},"Security firm operators","Standardizing role descriptions across multiple client-site deployments","persona-small-business-owner",{"title":205,"use_case":206,"icon_asset_id":207},"HR managers","Creating compliant job postings and defensible performance records","persona-hr-manager",{"title":209,"use_case":210,"icon_asset_id":211},"Facilities and property managers","Defining on-site security guard duties for a building or campus","persona-operations-director",{"title":213,"use_case":214,"icon_asset_id":215},"Retail loss prevention directors","Setting expectations for floor security and incident response procedures","persona-retail-manager",{"title":217,"use_case":218,"icon_asset_id":219},"Hospital and healthcare administrators","Specifying de-escalation and patient safety duties for in-house security","persona-healthcare-admin",{"title":221,"use_case":222,"icon_asset_id":223},"Event and venue operators","Documenting crowd control and access-control duties for event security staff","persona-event-manager",[225,229,233,236,240,244,248],{"situation":226,"recommended_template":227,"slug":228},"Hiring an armed security officer with firearm authorization","Armed Security Guard Job Description","security-guard-job-description-D11710",{"situation":230,"recommended_template":231,"slug":232},"Staffing a front-desk or lobby security post","Receptionist Security Officer Job Description","receptionist-job-description-D11701",{"situation":234,"recommended_template":235,"slug":228},"Deploying a mobile patrol officer across multiple sites","Mobile Patrol Security Guard Job Description",{"situation":237,"recommended_template":238,"slug":239},"Contracting an external security firm rather than hiring directly","Security Services Agreement","security-agreement-D915",{"situation":241,"recommended_template":242,"slug":243},"Hiring a loss prevention specialist for a retail environment","Loss Prevention Officer Job Description","data-loss-prevention-policy-D13651",{"situation":245,"recommended_template":246,"slug":247},"Setting expectations for a supervisory or senior guard role","Security Supervisor Job Description","production-supervisor-job-description-D11690",{"situation":249,"recommended_template":250,"slug":251},"Onboarding a security guard with a full employment contract","Employment Contract","employment-agreement_at-will-employee-D541",[253,256,259,262,265,268,271,274,277,280,283],{"term":254,"definition":255},"Post Orders","Written site-specific instructions that tell a security officer exactly what to do, when, and how at a particular assignment location.",{"term":257,"definition":258},"Use-of-Force Policy","A documented framework defining the circumstances under which a security officer may apply physical force and the escalation steps required before doing so.",{"term":260,"definition":261},"Scope of Duty","The defined boundaries of a security officer's authority and responsibilities — determining what actions they are authorized and expected to take.",{"term":263,"definition":264},"BSIS (Bureau of Security and Investigative Services)","The California state agency that licenses and regulates security guards and private patrol operators in California.",{"term":266,"definition":267},"Unarmed vs. Armed Guard","An unarmed guard monitors and reports without a weapon; an armed guard carries a licensed firearm and requires additional state-specific permits and training.",{"term":269,"definition":270},"Incident Report","A contemporaneous written record documenting a security event — including time, location, parties involved, actions taken, and outcome.",{"term":272,"definition":273},"Access Control","Procedures and systems used to manage who is permitted to enter or exit a specific area, including badge checks, visitor logs, and surveillance monitoring.",{"term":275,"definition":276},"De-escalation","Techniques used by a security officer to reduce tension or conflict verbally and non-physically before the situation requires force or police intervention.",{"term":278,"definition":279},"Respondeat Superior","A legal doctrine holding an employer liable for the negligent acts of an employee performed within the scope of their employment — making accurate job descriptions critical to defining that scope.",{"term":281,"definition":282},"Guard Card","A state-issued license — required in most US states — that certifies a security guard has completed minimum training hours and passed a background check.",{"term":284,"definition":285},"CCTV Monitoring","The ongoing review of closed-circuit television feeds to detect, record, and respond to suspicious activity or security breaches.",[287,292,297,302,307,312,317,322,327],{"name":288,"plain_english":289,"sample_language":290,"common_mistake":291},"Position summary and classification","States the job title, employment classification (full-time, part-time, contract), pay grade, and the primary purpose of the role in one to three sentences.","The Security Guard is a [FULL-TIME / PART-TIME] non-exempt position reporting to the [SECURITY SUPERVISOR / FACILITIES MANAGER] at [LOCATION NAME]. The primary purpose of this role is to protect [EMPLOYER NAME]'s personnel, property, and assets by maintaining a safe and secure environment.","Omitting the FLSA classification (exempt vs. non-exempt). Misclassifying a security guard as exempt from overtime — when the role is hourly with no supervisory authority — creates wage-and-hour liability.",{"name":293,"plain_english":294,"sample_language":295,"common_mistake":296},"Core duties and patrol responsibilities","Lists the specific recurring tasks the officer is expected to perform — patrols, access checks, alarm response, incident reporting, and visitor management.","Conduct foot and vehicle patrols of [PROPERTY DESCRIPTION] on a schedule determined by [SUPERVISOR TITLE]; monitor all entry and exit points; verify credentials of all visitors against the approved access list; respond to alarms within [X] minutes; prepare written incident reports for all security events within [X] hours of occurrence.","Using vague language like 'maintain security.' Specific, enumerated duties define the scope of employment and are cited in negligent-hiring and respondeat superior claims — vague descriptions undermine both your defense and your ability to manage performance.",{"name":298,"plain_english":299,"sample_language":300,"common_mistake":301},"Licensing, certification, and training requirements","States the mandatory pre-employment licenses (guard card, firearms permit, first-aid certification) and any employer-provided training requirements.","Candidate must hold a valid [STATE] Security Guard License / Guard Card at the time of hire. [ARMED POSITIONS: Candidate must also hold a valid [STATE] Exposed Firearms Permit.] CPR and First Aid certification required within [30] days of hire. [EMPLOYER NAME] will provide [X] hours of site-specific post-order training prior to solo deployment.","Failing to specify which licenses are required before hire versus which the employer will sponsor post-hire. This ambiguity delays onboarding and creates compliance gaps when a guard is deployed without the required credentials.",{"name":303,"plain_english":304,"sample_language":305,"common_mistake":306},"Physical requirements and fitness standards","Defines the physical demands of the role — standing hours, lifting capacity, vision and hearing standards — which are legally relevant for ADA accommodation analysis.","This role requires the ability to stand and walk for up to [8] consecutive hours; lift and carry objects weighing up to [50] lbs; have correctable vision to at least 20/40 in each eye; and hear verbal instructions clearly in a noisy environment. Reasonable accommodations will be considered in accordance with applicable law.","Listing physical requirements that exceed what the role genuinely demands, or omitting the ADA reasonable accommodation statement. Overstated requirements expose the employer to disability discrimination claims; omitting the accommodation language signals non-compliance.",{"name":308,"plain_english":309,"sample_language":310,"common_mistake":311},"Reporting structure and communication protocols","Identifies who the officer reports to, how shift handovers are conducted, and how and when incidents must be escalated to supervisors or law enforcement.","The Security Guard reports directly to [SECURITY SUPERVISOR / SHIFT LEAD]. All incidents classified as [LEVEL 2 OR ABOVE per the Post Orders] must be verbally reported to the on-duty supervisor within [15] minutes and documented in writing within [2] hours. Emergencies requiring police, fire, or medical response must be escalated to 911 before notifying internal supervision.","No defined escalation threshold. Without a clear classification of what triggers supervisor notification versus direct emergency response, officers hesitate during incidents — increasing liability and response time.",{"name":313,"plain_english":314,"sample_language":315,"common_mistake":316},"Equipment, uniform, and appearance standards","Specifies what equipment the officer is issued or required to maintain, and the uniform and personal appearance standards for the post.","[EMPLOYER NAME] will issue: [UNIFORM ITEMS], [RADIO / COMMUNICATIONS DEVICE], [FLASHLIGHT], and [BATON / EQUIPMENT LIST IF APPLICABLE]. The officer is responsible for maintaining issued equipment in serviceable condition. The uniform must be worn at all times during the shift; [EMPLOYER NAME]'s personal appearance policy applies.","Not specifying who bears the cost of uniform replacement. If the contract is silent and uniforms are required, courts in several jurisdictions have found that employer-mandated uniform costs reducing pay below minimum wage constitute a wage violation.",{"name":318,"plain_english":319,"sample_language":320,"common_mistake":321},"Behavioral and conduct standards","Sets expectations for professionalism, prohibited conduct (sleeping on post, use of personal devices, unauthorized disclosure), and zero-tolerance offenses.","Officers must remain alert and professional throughout the shift. Prohibited conduct includes: sleeping on post; use of personal mobile devices except during authorized breaks; disclosure of post orders, client information, or security protocols to unauthorized persons; and use of force beyond that authorized by [EMPLOYER NAME]'s Use-of-Force Policy.","Omitting a reference to the employer's Use-of-Force Policy. Without this link, the job description creates a duty to act but provides no standard — leaving the employer exposed if an officer uses excessive or insufficient force.",{"name":323,"plain_english":324,"sample_language":325,"common_mistake":326},"Performance evaluation and documentation standards","Describes how performance will be measured, the frequency of formal reviews, and the documentation the officer is expected to maintain.","Performance will be evaluated [QUARTERLY / SEMI-ANNUALLY] against the criteria set out in [EMPLOYER NAME]'s Security Officer Performance Standards. Officers are expected to maintain complete, accurate, and contemporaneous log entries and incident reports throughout each shift. Incomplete or falsified documentation is grounds for immediate termination.","No mention of documentation standards. Incident reports written hours or days after the fact are routinely challenged in litigation — specifying contemporaneous documentation requirements establishes both a performance standard and an evidentiary foundation.",{"name":328,"plain_english":329,"sample_language":330,"common_mistake":331},"At-will statement and acknowledgment","Confirms the nature of the employment relationship (at-will or otherwise), states that the job description does not constitute a contract, and provides a signature block for the officer to acknowledge receipt.","This job description is provided for informational purposes and does not constitute a contract of employment. Employment with [EMPLOYER NAME] is [at-will and] subject to the terms of the applicable offer letter and employment agreement. By signing below, the employee confirms they have received, read, and understood this job description. Employee Signature: _______________ Date: _______________","Using the job description as a standalone employment contract without a separate offer letter or employment agreement. A signed job description that includes salary and start date can inadvertently create contractual obligations the employer did not intend.",[333,338,343,348,353,358,363],{"step":334,"title":335,"description":336,"tip":337},1,"Complete the position summary block","Enter the official job title, employment type (full-time, part-time, contract), FLSA classification, pay grade or range, work location, and the primary reporting relationship.","Confirm the FLSA overtime classification with your HR advisor before publishing — security guards are almost always non-exempt hourly workers, not salaried-exempt.",{"step":339,"title":340,"description":341,"tip":342},2,"List core duties with specific, measurable language","Replace every generic phrase like 'maintain security' with a concrete task: patrol frequency, documentation turnaround time, and response thresholds. Each duty should be specific enough to support a performance improvement plan if needed.","Aim for 8–12 enumerated duties. Fewer than 6 is too vague for legal defensibility; more than 15 makes the document unwieldy and reduces enforceability of each individual standard.",{"step":344,"title":345,"description":346,"tip":347},3,"Specify all required licenses and certifications","Enter the exact license name, issuing authority, and whether it is required before hire or within a defined period post-hire. Include both unarmed guard credentials and any armed or specialized certifications relevant to the post.","Cross-reference your state's security guard licensing authority website to confirm current minimum training-hour requirements before finalizing this section — requirements change with legislation.",{"step":349,"title":350,"description":351,"tip":352},4,"Define physical requirements accurately","List only the physical demands the role genuinely imposes — sustained standing and walking, lifting, vision, and hearing. Include the ADA reasonable accommodation statement verbatim from the template.","Have your facilities or operations team walk the post and time the patrol route before writing this section — guessing at physical demands creates both legal risk and unrealistic hiring expectations.",{"step":354,"title":355,"description":356,"tip":357},5,"Set the reporting structure and escalation thresholds","Name the direct supervisor title (not a personal name), define the incident classification tiers that trigger escalation, and specify the time limits for verbal and written reporting.","Use the same incident classification terminology here as in your Post Orders and Use-of-Force Policy — inconsistent language between documents creates gaps that opposing counsel will exploit.",{"step":359,"title":360,"description":361,"tip":362},6,"Add uniform, equipment, and conduct standards","List every item the employer issues and every item the guard must supply. State clearly who is responsible for replacement costs and what uniform deductions — if any — will be made from pay.","If your jurisdiction requires employee authorization for payroll deductions, include a separate written authorization form — a reference in the job description alone is insufficient in several states and provinces.",{"step":364,"title":365,"description":366,"tip":367},7,"Insert the at-will statement and signature block","Confirm whether employment is at-will or notice-based (based on jurisdiction), state that the document does not constitute a contract, and include printed name, signature, and date lines for both the employee and a company representative.","Collect the signed acknowledgment before the guard's first day on post — a signature obtained after deployment lacks the consideration required to make it enforceable in common-law jurisdictions.",[369,373,377,381,385,389],{"mistake":370,"why_it_matters":371,"fix":372},"Vague duty descriptions that cannot support performance management","A description that says 'monitor premises' provides no measurable standard — making it legally difficult to discipline or terminate an officer who fails to perform, and creating scope ambiguity in negligent-supervision claims.","Replace every abstract duty with a specific, observable task: 'Conduct a perimeter foot patrol every 2 hours, recording the check-in time at each checkpoint in the shift log.'",{"mistake":374,"why_it_matters":375,"fix":376},"Omitting required licensing details","Deploying a guard without confirming the required state license is a regulatory violation in most US states and Canadian provinces — exposing the employer to fines, license suspension, and civil liability if an incident occurs.","List every required credential by official name and verify it against the current licensing authority requirements before each hire.",{"mistake":378,"why_it_matters":379,"fix":380},"No reference to the Use-of-Force Policy","A job description that authorizes a guard to 'respond to threats' without defining force limits creates an open-ended duty to act with no upper boundary — the employer bears full liability for any excessive-force incident.","Cross-reference your Use-of-Force Policy by name and attach it as a supplement, requiring the guard to sign acknowledgment of both documents simultaneously.",{"mistake":382,"why_it_matters":383,"fix":384},"Missing the ADA accommodation statement in physical requirements","Physical requirements without a reasonable-accommodation clause signal non-compliance with the ADA (US) and equivalent legislation in Canada, the UK, and the EU — attracting regulatory complaints from rejected applicants.","Add the standard reasonable-accommodation statement immediately after the physical requirements list: 'Reasonable accommodations will be considered in accordance with applicable law.'",{"mistake":386,"why_it_matters":387,"fix":388},"Using a personal name instead of a title in the reporting structure","When the named supervisor leaves or is promoted, the job description becomes inaccurate — requiring amendment or creating confusion about who the guard actually reports to during incidents.","Always use job titles (e.g., 'Security Shift Supervisor') rather than personal names in the reporting and escalation sections.",{"mistake":390,"why_it_matters":391,"fix":392},"Treating the signed job description as the employment contract","A job description that includes salary, start date, and a signature block can be construed as a binding employment contract — limiting the employer's ability to modify terms or terminate at will.","Include an explicit disclaimer: 'This job description does not constitute a contract of employment and is subject to change.' Issue a separate offer letter or employment agreement for contractual terms.",[394,397,400,403,406,409,412,415,418],{"question":395,"answer":396},"What is a security guard job description?","A security guard job description is a formal document that defines the duties, qualifications, physical standards, licensing requirements, and behavioral expectations for a security officer role. It serves as the authoritative reference for hiring decisions, performance management, and — critically — establishing the scope of the officer's employment for legal and liability purposes. A well-drafted description protects the employer in negligent-hiring and respondeat superior claims.\n",{"question":398,"answer":399},"What duties should be listed in a security guard job description?","Core duties typically include: conducting scheduled foot or vehicle patrols, monitoring CCTV and access-control systems, verifying visitor credentials, responding to alarms, preparing contemporaneous incident reports, enforcing trespassing and access policies, and escalating emergencies to law enforcement. Specific duties vary by site type — a healthcare facility emphasizes de-escalation and patient safety, while a retail post focuses on loss prevention and floor surveillance.\n",{"question":401,"answer":402},"Does a security guard job description need to be signed?","A signed acknowledgment is strongly recommended and, in many contexts, functionally required. A signature confirms the guard has received, read, and understood the duties, conduct standards, and policies referenced in the document. In disciplinary or termination proceedings, a signed job description is evidence that the officer was on notice of the standard they failed to meet. Collect the signature before the first day on post — post-start signatures raise enforceability questions in common-law jurisdictions.\n",{"question":404,"answer":405},"What licenses does a security guard need?","Licensing requirements vary by jurisdiction. In most US states, security guards must hold a state-issued guard card, requiring a background check and a minimum number of training hours — typically 8 to 40 hours depending on the state. Armed guards require an additional firearms permit. California mandates BSIS registration; Texas requires a commissioned or non-commissioned officer license. In Canada, provinces such as Ontario require a Security Guard License under the Private Security and Investigative Services Act. The UK requires an SIA Door Supervisor or Security Guard licence. Confirm current requirements with the applicable regulatory authority before hiring.\n",{"question":407,"answer":408},"What is the difference between a security guard job description and a security services agreement?","A job description defines the duties, qualifications, and expectations for an employee or contracted individual filling a security guard role. A security services agreement is a commercial contract between a business and an external security firm that governs scope of services, liability, insurance, payment, and termination at the organizational level. The job description operates at the individual level; the services agreement operates at the vendor relationship level. Both documents are needed when engaging a security firm — the agreement governs the contract, and the job description governs the individual post.\n",{"question":410,"answer":411},"Can I use one job description for armed and unarmed security guards?","No. Armed and unarmed guard roles carry fundamentally different legal obligations, training requirements, licensing, and use-of-force standards. Using a single description for both roles creates ambiguity about the officer's authority and the employer's liability exposure. Maintain separate job descriptions for each classification, with the armed version explicitly referencing the applicable firearms permit requirements and a jurisdiction-specific use-of-force policy.\n",{"question":413,"answer":414},"How often should a security guard job description be updated?","Review and update the job description whenever the role's duties change materially — such as when a new CCTV system is installed, a site expands, or post-order protocols are revised. A full review should also occur annually and after any significant security incident to confirm that the documented duties reflect actual practice. Outdated job descriptions can be used against employers in litigation to argue that formal duties and actual conduct diverged.\n",{"question":416,"answer":417},"What physical requirements can legally be included?","Physical requirements must reflect the genuine demands of the specific post — sustained walking and standing, lifting capacity for specific tasks, and any sensory requirements tied to surveillance duties. Requirements that exceed the actual demands of the role, or that disproportionately screen out candidates with disabilities without justification, can constitute unlawful discrimination under the ADA (US), the Canadian Human Rights Act, the UK Equality Act 2010, and equivalent EU legislation. Always pair physical requirements with a reasonable-accommodation statement.\n",{"question":419,"answer":420},"Does a security guard job description protect the employer from liability?","A well-drafted job description is a meaningful — but not absolute — liability tool. It establishes the scope of the officer's authorized duties (relevant to respondeat superior claims), provides notice of conduct and use-of-force standards (relevant to negligent-supervision claims), and creates a documented basis for termination decisions. However, a job description alone does not replace a Use-of-Force Policy, Post Orders, or a signed Employment Contract. All four documents work together to build a defensible employer record.\n",[422,426,430,434],{"industry":423,"icon_asset_id":424,"specifics":425},"Retail and loss prevention","industry-retail","Emphasis on floor surveillance, shoplifting deterrence protocols, POS area monitoring, and coordination with law enforcement on apprehension procedures.",{"industry":427,"icon_asset_id":428,"specifics":429},"Healthcare and hospitals","industry-healthtech","De-escalation of agitated patients or visitors, HIPAA-compliant incident documentation, code-of-conduct enforcement in clinical areas, and coordination with nursing staff.",{"industry":431,"icon_asset_id":432,"specifics":433},"Construction and industrial sites","industry-manufacturing","Perimeter access control, vehicle and materials logging, after-hours patrol of high-value equipment, and enforcement of site-specific health and safety protocols.",{"industry":435,"icon_asset_id":436,"specifics":437},"Events and venues","industry-event-management","Crowd management, prohibited-items screening, alcohol incident response, emergency evacuation procedures, and coordination with local law enforcement at large gatherings.",[439,442,444,448],{"vs":238,"vs_template_id":440,"summary":441},"D{SECURITY_SERVICES_AGREEMENT_ID}","A security services agreement is a commercial contract between a client organization and a security firm governing scope, pricing, insurance, and liability at the vendor level. A security guard job description defines the individual officer's duties, qualifications, and conduct standards. Both documents are needed when engaging a third-party security firm — the services agreement governs the commercial relationship; the job description governs each deployed officer.",{"vs":250,"vs_template_id":251,"summary":443},"An employment contract governs the legal terms of the working relationship — compensation, benefits, IP, non-compete, and termination. A job description defines role-specific duties and expectations. Job descriptions are incorporated by reference into employment contracts but do not replace them. Relying solely on a job description leaves the employer without enforceable restrictive covenants or termination provisions.",{"vs":445,"vs_template_id":446,"summary":447},"Non-Disclosure Agreement","non-disclosure-agreement-nda-D12692","An NDA specifically protects confidential information — client identities, security protocols, site layouts, and access codes — from unauthorized disclosure by the officer during and after employment. A job description references confidentiality obligations but cannot enforce them on its own. Security roles with access to sensitive site information should pair the job description with a standalone NDA for enforceable post-employment protection.",{"vs":103,"vs_template_id":449,"summary":450},"independent-contractor-agreement-D160","An independent contractor agreement engages a self-employed security professional for a defined scope of work without employment entitlements. A job description is an employment document — using a job-description format with a contractor creates misclassification risk, as courts look at behavioral control and integration to determine worker status. Security firms that direct daily conduct, set schedules, and provide equipment face significant contractor-reclassification exposure.",{"use_template":452,"template_plus_review":456,"custom_drafted":460},{"best_for":453,"cost":454,"time":455},"Small businesses, property managers, and security firms hiring unarmed guards for standard commercial posts","Free","30–60 minutes",{"best_for":457,"cost":458,"time":459},"Armed security roles, healthcare or government facilities, multi-site deployments, or jurisdictions with complex licensing requirements","$300–$600 (employment lawyer review)","2–5 business days",{"best_for":461,"cost":462,"time":463},"Large security firms managing dozens of posts, highly regulated environments (airports, nuclear facilities, financial institutions), or cross-border deployments","$1,000–$3,500+","1–3 weeks",[465,470,475,480],{"code":466,"name":467,"flag_asset_id":468,"note":469},"us","United States","flag-us","Licensing requirements vary significantly by state — California (BSIS), Texas (DPS), and New York (DCJS) each operate distinct licensing regimes with different training-hour minimums. Armed guard permits require separate state firearms authorizations. The FLSA classifies most security guards as non-exempt hourly workers entitled to overtime. Physical requirements must comply with the ADA, and pre-employment background check procedures are subject to FCRA and applicable state ban-the-box laws.",{"code":471,"name":472,"flag_asset_id":473,"note":474},"ca","Canada","flag-ca","Security guards must hold a provincial license — Ontario requires registration under the Private Security and Investigative Services Act (PSISA), with mandatory training and background checks. Quebec employers must comply with the Act respecting private security and provide French-language documentation for provincially regulated roles. Physical demands must accommodate workers under the Canadian Human Rights Act. Armed guard provisions are governed by federal firearms legislation with strict PAL requirements.",{"code":476,"name":477,"flag_asset_id":478,"note":479},"uk","United Kingdom","flag-uk","Security guards providing manned guarding services must hold a valid Security Industry Authority (SIA) licence — either a Door Supervisor or Security Guard licence depending on the role. Employers must verify SIA licence status before deployment under the Private Security Industry Act 2001. Physical requirements must comply with the Equality Act 2010. Employers must provide a written statement of employment particulars on or before the first day, incorporating key job description terms.",{"code":481,"name":482,"flag_asset_id":483,"note":484},"eu","European Union","flag-eu","Security regulation varies by member state — Germany, France, and Spain each have national licensing regimes with different training and registration requirements. The EU Transparent and Predictable Working Conditions Directive requires written terms within 7 days of hire. GDPR applies to incident reports and CCTV monitoring logs, requiring appropriate data retention and access policies. Physical requirements must comply with the Employment Equality Directive's disability protections.",[251,449,446,486,487,488,489,490,491,492,493,494],"job-offer-letter-long-D12769","employee-handbook-D712","employee-dismissal-letter-D508","fixed-term-contract-D13225","remote-work-agreement-D13282","employment-agreement-executive-D543","temporary-employment-contract-D12734","purchase-order-D1411","service-agreement-D12711",{"emit_how_to":194,"emit_defined_term":194},{"primary_folder":93,"secondary_folder":497,"document_type":498,"industry":499,"business_stage":500,"tags":501,"confidence":506},"job-descriptions","form","general","all-stages",[502,503,504,505],"hiring","employment","job-description","security",0.95,"\u003Ch2>What is a Security Guard Job Description?\u003C/h2>\n\u003Cp>A \u003Cstrong>Security Guard Job Description\u003C/strong> is a formal document that defines the specific duties, licensing requirements, physical standards, conduct expectations, and reporting obligations of a security officer position. It establishes the scope of the role — determining what the officer is authorized and expected to do — and serves as the governing reference for hiring, onboarding, performance management, and, when needed, disciplinary action. Beyond HR functions, a well-drafted job description is a legal instrument: under the doctrine of respondeat superior, an employer is liable for the acts of an employee performed within the scope of their employment, making a precisely defined scope both a management tool and a liability boundary.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written security guard job description, you have no documented standard against which to measure performance, no defined scope to limit employer liability during an incident, and no licensing checklist to confirm a guard is legally authorized to work their post. Deploying a security guard without confirmed credentials is a regulatory violation in most US states and Canadian provinces — resulting in fines, license suspension, and civil exposure if an incident occurs. Vague or absent duty descriptions make disciplinary decisions legally indefensible and give opposing counsel an open field in negligent-hiring and inadequate-supervision claims. This template closes those gaps in under an hour, giving you a signed, site-specific document that protects your organization, sets clear expectations for your security staff, and satisfies the documentation requirements that regulators and insurers increasingly demand before coverage applies.\u003C/p>\n",1778696245430]