IMPERATIVE SECURITY GUARD SERVICES
EMPLOYEE HANDBOOK
Effective Date: 12/12/2023
Applies To: Employees working in California, Oregon, Washington, and Virginia
1. EMPLOYMENT RELATIONSHIP
Employment with Imperative Security Guard Services (“ISGS”) is at-will. This means employment may be terminated at any time, with or without cause or notice, by either the employee or the Company, subject to applicable law.
Nothing in this handbook creates a contract of employment.
2. EQUAL EMPLOYMENT OPPORTUNITY
ISGS is an Equal Opportunity Employer. The Company prohibits discrimination, harassment, and retaliation in compliance with all applicable federal and state laws in California, Oregon, Washington, and Virginia.
3. WORK HOURS & OVERTIME
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Work Schedules
Schedules are assigned based on client and operational needs. Employees must report on time and remain at their assigned post for the full shift unless properly relieved.
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Overtime Policy
For employees working in California, Oregon, Washington, and Virginia:
Overtime is paid at 1.5 times the employee’s regular rate of pay for all hours worked over 40 hours in a workweek.
The Company will comply with any state or federal law requiring greater compensation.
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Overtime Approval
All overtime must be preapproved in writing by a manager.
Unauthorized overtime may result in disciplinary action. However, all hours worked will be paid in accordance with applicable law.
4. ATTENDANCE & RELIABILITY
Security services require strict staffing compliance.
24-Hour Notice Requirement (Non-Emergency)
Employees must provide at least 24 hours’ notice if they are unable to report to work for a non-emergency reason.
Failure to provide proper notice may result in disciplinary action.
Emergency Absences
In emergencies, employees must notify their supervisor as soon as reasonably possible.
No Call / No Show
Failure to report to work and failure to notify management is considered No Call / No Show and may result in immediate termination.
5. RESIGNATION POLICY
Employees must provide a minimum of two (2) weeks’ written notice prior to resignation.
Failure to provide two weeks’ notice may result in classification as ineligible for rehire.
This policy does not alter the at-will employment relationship.
6. POST CONDUCT & PERFORMANCE STANDARDS
Professional conduct is always mandatory.
Immediate Termination Offenses
The following may result in immediate termination:
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Leaving post without authorization
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Sleeping while on post
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Abandoning assigned duties
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No Call / No Show
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Falsifying reports or time records
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Serious safety violations
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Gross misconduct or insubordination
7. SICK LEAVE & MEDICAL DOCUMENTATION
ISGS complies with all applicable state sick leave laws.
Medical Documentation
Where permitted by law, employees absent due to illness for more than three (3) consecutive scheduled workdays in a month may be required to provide a doctor’s note.
The Company will comply with all state-specific restrictions on documentation requirements.
8. MEAL & REST BREAKS
Meal and rest periods will be provided in accordance with applicable state law.
Employees may not leave their assigned post unless properly relieved.
9. PAYROLL & TIMEKEEPING
Employees must accurately record all hours worked.
ISGS will:
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Pay wages in compliance with federal and state law
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Pay overtime for hours worked over 40 in a workweek
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Provide final pay in accordance with state law
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Maintain payroll records as required
Falsification of time records is grounds for termination.
10. LICENSING & CERTIFICATION
Employees must maintain all required state security guard licenses and certifications.
Failure to maintain required credentials may result in removal from schedule or termination.
11. SAFETY & COMPLIANCE
Employees must:
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Follow OSHA standards
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Report unsafe conditions
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Follow lawful use-of-force standards
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Comply with client safety requirements
12. PROGRESSIVE DISCIPLINE
The Company may utilize progressive discipline:
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Verbal Warning
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Written Warning
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Suspension
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Termination
Certain serious violations may result in immediate termination.
Nothing in this policy alters at will employment.
13. POLICY CHANGES
ISGS reserves the right to modify or revise this handbook at any time, consistent with applicable law.
EMPLOYEE ACKNOWLEDGMENT
I acknowledge that I have received and reviewed the Imperative Security Guard Services Employee Handbook. I understand that my employment is at will and that I am responsible for complying with all Company policies.