ALANTE SCURITY GROUP INC. will be particing the CDC guidlines at this Hiring Event.

1. Everyone's Temprature will be taken.
2. We will be particing Social Distancing of being 6 feet Apart.
3. You will ned to wear a MASK to be interviewed.

(List Below Last Four Employers, Starting With Last One First)

(Give Below Name Of Three Persons Not Related To You,Whom You Have Known At Least One Year)

I certify that the facts contained in this application are true and complete to the best of my knowledge and understand that, if employed, falsified statements on this application shall be grounds for dismissal. I autrhorize investigatins of all statements contained herein and the references and employes listed above to give you any and all information concering my previous employment and any pertinent information they may have, personal or otherwise, and release the compony from all liability for any damage thnat may result from utilization of such information.

i also under stand and agree that no representative of the compony has any authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the foregoing, unless it is writing and signed by authorized company representativce. This wavier does not permit the release or use of disability-related or medical information in a manner prohibited by the Americans with Disabilities Act (ADA) other relevant federal and state laws, I understand that a consumer credit report or criminal records check may be neccessary prior to my employment. If such reports are required,

I understand that, in compliance with federal law, the company will provide me with a written notice regarding the use of these reports and will also obtain a separate witten authorization from me to consent to these reports, I also understand that a poor credit history or conviction will not automatically result in disqualification from employment, In compliance with federal law, all persons hired will be required to verify identify and eligibility to work in the United States and to complete the required employment eligibility verification document from upon hire.

This section is for official use please skip and proceed to next section.

This sections is for official purpose and ends here. Please click "Next" to continue with your application.

Employee Statement and Security Guard Application

Click this link to download or print the DOS-1206 form

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Online

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Fill up the form and download a completed form with the data entered.

Offline

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Click this link to download or print the W4 form

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Department of Homeland Security
U.S. Citizenship and Immigration Services

Click this link to download or print the USCIS I9 form

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Online

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Fill up the form and download a completed form with the data entered.

Offline

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Authorization Agreement

I hereby authorize Alante Security Group to initiate automatic deposits to my account at the financial institution named below. In the event that Alante Security Group deposits funds erroneously to me account, I authorize Alante Security Group to debit my account for an amount not to exceed the original amount of the erroneous credit. Direct deposit will go into effect on the second payroll following submission of the completed form.

Further, I agree not to hold Alante Security Group responsible for any delay or loss of funds due to incorrect or incomplete information supplied by me or by my financial institution or due to an error on the part of my financial institution in depositing funds to my account.

This agreement will remain in effect until Alante Security Group receives a written notice of cancellation from me or my financial institution, or until I submit a new direct deposit form to the Payroll Department.

Please share a voided check with any ONE of the following methods.

1) Upload an image of a voided check below

2) Fax a voided check to

 Fax 🙁 516 ) 997-8855

3) Email it to

  info@alantesecurity.com

4) Mail it to our address.

  522 Grand Blvd. Westbury, NY 11590

The illegal use of drugs is a National problem that seriously affects every American. Drug abuse not only affects individual users and their families, but it also presents new dangers for the workplace.

The President of the United States has urged business and labor to take a leadership role in the nationwide effort to reduce the illegal use of drugs.

As you are aware, Alante Security Group Inc. has always been committed to providing a safe work environment and fostering the well-being and health of our employees. Illegal drug use jeopardizes this commitment and undermines the capability of Alante Security Group Inc. to produce quality products and services.

To address this problem, Alante Security Group Inc. has developed a policy regarding the illegal use of drugs that we believe best serves the interests of all employees. Our policy was designed with two basic objectives in mind: (1) employees deserve a work environment that is free from the effects of drugs and the problems associated with their use, and (2) this company has a responsibility to maintain a healthy and safe workplace.

I believe it is important that we all work together to make Alante Security Group Inc. a drug free workplace and a safe, rewarding place to work.



LUIS A. LOPEZ
President

The following information concerns Alante Security's policy on sick leave, vacation, personal leave, holidays and hours. Depending on which department you work in, more benefits may be available to you through CBA's or Government Wage Determinations.

The first day you begin work for the company is your anniversary date. This date may be used to schedule performance appraisals, salary reviews, and determine your eligibility for vacation and other benefits. GSA varies with contract

Wherever the term "part-time employee" is used, it means an employee who is regularly scheduled to work less than 40 hour per week in a recognized ongoing position.

Whenever the term "full-time employee" is used, it means an employee who is regularly scheduled to work 40 hours or more per week in a recognized ongoing position

This term means an employee, on Alante Security Group Inc. payroll, hired to work for a predetermined period of time, or for a specific assignment (s) and/or during a peak period. These employees are not eligible for benefits, except as mandated by law and subject to eligibility and enrollment requirements.

NYS is an "At-Will" employment state- all hiring and employment at Alante Security Group, Inc. is at-will. Employment by ASG has no specific term and may be terminated by the employee or ASG with or w/o notice. Nothing in this manual should be construed to be a contract between you and Alante Security Group, Inc.

Paychecks are issued every week. The work week begins at 0000 hours on Sunday and ends at Midnight on Saturday. Time sheets signed and dated by the employee are to be submitted to supervisors as required by the department or location.

The scheduling of work assignments is the responsibility of each supervisor. When the total output of a department or location would benefit by changing work assignments, number of hours, organization, structure or schedule, the changes will be made at the discretion of the supervisor. Alante Security is a twenty-four-hour, seven-day business. Hours of work are generally shifts of 8:00, 10:00 or 12:00 depending on the needs of the client.

While Alante Security Group Inc. tries to keep overtime to a minimum, there are times when overtime will be required. Your supervisor must schedule all overtime hours.

Calculations for overtime pay are based on actual hours worked. Overtime is paid for hours worked after 40:00 within the above workweek excluding vacation and other non-worked hours - such as holiday pay

Vacation is earned upon reaching your anniversary date. One-week paid vacation after one continuous year of service. One-week vacation will be accrued annually for completed years two through four. Two weeks paid vacation will be accrued annually for completed years five through fifteen. Three weeks paid vacation will be accrued annually for over sixteen years of service.

You are not entitled to any portion of earned vacation ifyou do not work up to your anniversary date. Should you leave at any time prior to your anniversary date, no portion of your vacation benefit will be paid. This is true in any year of employment with the company.

Sick leave will be paid according to NYC sick time.

Alante Security provides employees with up to 8-hours pay, at time and 1/2, for a minimum of eight designated holidays, if you worked the holiday.

Upon your termination or resignation, you must come into the Alante office for an exit interview. At this time, you will return your uniform and pick up your final paycheck.

Click this link to download or print the 8850 form

You can do this online or offline.

Online

Open this link on a website browser [Google Chrome recommended]

Fill up the form and download a completed form with the data entered.

Offline

Open this link and print the opened form

Fill up the form using a pen

Take a picture or scan the filled up form and upload those files below.

As an employee of the Alante Security Group Inc. you will see the following REMINDER included on a number of forms and messages. It is the policy_ of this companv that vou are resnonsible to know when and where vou are to appear for work. It is a simple matter of calling your supervisor as described below and acknowledging your schedule for the next week.

REMINDER:

It is your responsibility to call your supervisor by Thursday to obtain your schedule for the next week. If you do not confirm your hours for the next week they will be reassigned to another person by Friday.

Alante Security Group Inc. 516-997-8118

CALL-OFF - NO-SHOW

It is expected that after receiving your schedule, emergencies might arise that would make it impossible to appear at work. It is important that you inform your supervisor as soon as you are aware that you can't work, so a replacement can be found.

I UNDERSTAND THAT FAILURE TO CALL AS DESCRIBED MORE THAN ONCE CAN LEAD TO TERMINATION SINCE IT CAN IMPLY EITHER AN INABILITY OR UNWILLINGNESS ON MY PART TO WORK.

ALL OF THE FOLLOWING QUESTIONS ARE TO BE ANSWERED BY THE APPLICANT.

General orders for Alante Security Group Inc. Security Guards. These basic orders apply to every Alante Security Guard on every assignment:

1. To "take charge" of my guard post and all client's property in my view and care.
⦁ To perform my duties in an efficient, businesslike manner.
⦁ To follow all lawful orders and instructions given to me orally or in writing by the client or by Alante Security Supervisor
⦁ To use to my best judgment in any case not covered by instructions, when guidance and help is not immediately available.
⦁ To sound alarm (fire, police or ambulance) in case of emergency.
⦁ To protect the client's property against criminal acts such as arson, illegal entry, sabotage and theft.
⦁ To report all unusual incidents to your Alante Security Supervisor, Main Office and to the client as prescribed in the orders for my post.
⦁ To leave my post only when properly relieved.

⦁ All Alante Security Guards and Supervisors are investigated to determine suitability for assignment to security duties.
⦁ All Alante Security personnel are required to maintain the highest standards of conduct, both on and off the job. They cannot patronize drinking establishments or places of ill repute while wearing an identifiable Alante Security uniform.

⦁ Guards will report for duty before they are scheduled to go on post, to receive any special instructions from the guards they are relieving or, the client, or Alante Security Supervision
⦁ Guards will check to insure that all necessary equipment is on hand and in good working order. Exceptions will be reported, without delay, to Alante Security Supervision.
⦁ Guards will perform their prescribed duties in a professional manner.
⦁ General and special orders will be followed, as prescribed, without exceptions.
⦁ As an employee of Alante Security Group Inc., guards represent the client's management. Guards will not fraternize with or become overly friendly with the client's employees. Instead, they will maintain cordial and a correct relation with the client's employees at all times.
⦁ Under no circumstances will a guard leave a designated post before he/she is relieved. Proper relief is a s follows:
⦁ When relieved by another guard at the end of his/her tour of duty.
⦁ At the end of his/her scheduled tour of duty when no guard is assigned.
⦁ In the event a relieving guard does not arrive on time, the guard on duty will stay on post and wait for relief. If after 15 minutes, the relieving guard fails to arrive, the guard on duty will telephone Alante Security Supervision for instructions.
⦁ Guards will not permit anyone to loiter at or near his/her post.
⦁ Guards will maintain a list of emergency telephone numbers near the telephone prescribed for their official use. These will include the phone number of Police, Fire Department and Ambulance, plus the client's call numbers and Alante Security's Main Office.
⦁ The client's telephones are to be sued FOR OFFICIAL BUSINESS ONLY. GUARDS WILL NOT USE THE CLIENT'S TELEPHONE FOR PERSONAL CALLS.
⦁ Guards will locate all emergency alarms (police, fire, etc.) for use when needed.
⦁ Guards will locate all emergency equipment (fire extinguisher, etc. for use when needed.

⦁ Insubordination
⦁ Refusal to work overtime when a reasonable request is made.
⦁ Falsifying application for employment.
⦁ Falsifying Log Book.
⦁ Falsifying a time sheet or any other means of attendance
⦁ Immoral conduct of any kind.
⦁ Fighting or horseplay.
⦁ Malicious damage to company property.
⦁ Unauthorized telephone calls.
⦁ Possession or use of alcohol or narcotics.
1. Reporting to work under the influence of liquor or narcotics.
⦁ Willful failure to properly perform duties as a Security Guard.
⦁ No show-No call.
⦁ Call offs on holidays or weekends.
⦁ Sleeping on duty.
⦁ Sexual harassment.
⦁ Ignoring written warnings by supervision.
⦁ Fraternization

⦁ Use of obscene, abusive or threatening language.
⦁ Permitting anyone to loiter at or near guard post.
⦁ Refusal to accept a proper job assignment.
⦁ Failure to notify Alante Security Supervision within 4 hours of start time to find a replacement when unable to report to work.
⦁ Lateness (repeated after appropriate warnings).
⦁ Not in proper uniform.
⦁ Excessive absenteeism or tardiness.
Security Guards at Alante Security Group Inc. enjoy job security as long as they perform their duties as prescribed and conduct themselves as responsible individuals. A guard may be dismissed for any of the above offenses.

You are expected to be clean and properly groomed at all times. Your fingernails should be free of dirt and trimmed so they do not extend beyond the fingertips. Your hair must be clean, neat and not interfere with the proper wearing of official headgear. Hair must not fall below the sweatband of headgear. A female guard's hair cannot extend below the bottom edge of her blouse collar. A male guard's hair cannot cover the top of his ears, or the shirt collar when he's standing. Men's sideburns and mustaches are to be neatly trimmed. Guards in uniform may not wear jewelry such as earrings, necklaces, chains or religious insignia around their neck. They may wear rings, but only on the third finger or either hand.

All employees are on probation during their first 6 months of employment. During this trial period, new employees will be evaluated by supervisors and counseled on job performance. During this time, if your job performance does not measure up to the standards set for security officers, your employment may be terminated at the discretion of company management.

You will be issued a complete uniform set, consisting of the following items:

⦁ Pants
⦁ Shirts with the patches
⦁ Badge and collar brass
⦁ Identification card
⦁ Jacket/coat
⦁ Ties
⦁ Hat/cap

You will not be issued shoes; this item is your responsibility and must be black in color— not brown. Any new uniform items you receive are to be returned at the end of your employment with Alante. Proper maintenance of uniforms is your responsibility. They will be replaced only for damage caused by normal wear, not neglect. You will be held financially responsible for items damaged or lost. The same is true for any/all assigned equipment.

Instructions: It is your responsibility and obligation to read, to know and to perform the duties and job responsibilities of the following general practices of a security guard. Failure to comply with these directions will lead to you being relieved from your job position.

l. You are responsible for the safeguarding of the physical facilities, personnel, equipment, material and all the property under your jurisdiction and observation.
2. You must report to your job site on time and you are not to leave your site until you have been properly relieved by the security person on the following shift or if your shift has ended.
3. You must report all emergencies, incidents or any unusual nature, attempted crime, vandalism, property damage, and unusual behavior to your immediate Supervisor/police/fire department or other responsible party, before you leave your job site.
4. If for any reason you are unable to report for your scheduled tour you are required to provide Alante with a minimum four hours of notice. You must call your supervisor immediately upon determining your inability to report for work. Failure on your part to properly notify your supervisor that you are unable to work will mean immediate suspension and possible termination depending on circumstances.
5. You are to be properly dressed when reporting for work. Your uniform should be neat, clean and complete along with all appropriate equipment.
6. Normally you eat your lunch and/or dinner at your job site. You are not to leave your job station for lunch and/or dinner. Check with your supervisor for special eating arrangement.
7. I authorize Alante Security to deduct from my salary any unauthorized telephone calls made by me during my tour of duty on ASG phones or client phones.
8. You are expected to sign in and out at the beginning of each tour. You are to affix your signature to the daily time sheet and you are to notify your supervisor (if not seen) that you were on duty on that day. The supervisors approval of your work day is final. If you do not document your hours properly, you will not be paid .
9. There will be no drinking of alcoholic beverages or the taking of any drugs during your tour of duty. If you are observed under the influence of any drugs while you are working, it will lead to your immediate dismissal.
10. You are to keep your work area clean at all times.
11. You will be paid every week. Direct deposit of your check to your bank account can be arranged. Our payroll department will provide you with the appropriate forms.
12. When you are working, it is forbidden to have friends, relatives or children at the site with you during your tour of duty.
13. It is Alante Security Group Inc.'s policy to place all security officers on shift and on assignment that fits their preferences as well as the needs of our client. Due to the nature of our business, however it is understood that Alante Security Group Inc. cannot guarantee anyone a particular shift, but must make changes and/or transfer personnel from time to time to best suit the overall needs of our clients. Personnel pay rates and fringe benefits are determined by the specific contract the security officer is working on.
14. You are to maintain a day to day (night to night) record/blotter of the activities which occur during your tour of duty. Submit this report to your immediate supervisor at the end of your tour, or pass it on to the guard relieving you or until it is picked up by our supervisor at an agreed to or specified time.
15. In accordance with the Security Guard Act of 1992 (NY Gen. Bus Law "GBL") 89 et seq (McKinney) all applicants for the position of a security guard will require prior training and must be registered. All costs of training, registration and fingerprints will be deducted from your paychecks.
16 All guards assigned to a DETEX site MUST complete the rounds as instructed. If this is not done correctly the contractor will not pay ASG and therefore you will not be paid for those times.

The above list of Standard Operating Procedures are to be complied with while you are employed as a security guard with Alante Security Group Inc. Keep these procedures with you on your job site and ensure that a copy is posted at your respective sites.


LUIS A. LOPEZ President

I have read and fully understand Alante Security Group Inc. 's Directives and Standard Operating Procedures and I know what is expected of me.

I hereby agree to abide by all terms, conditions and rules specified in these Company Directives and Procedures.

The following is an addendum to the Guard Manual which you signed at the start of your employment with Alante Security Group, Inc.
Please read, sign and return to your supervisor as soon as possible.
Unacceptable Conduct:
Unless specifically authorized in your post orders you are NOT permitted to engage in the following activities while in uniform and on post:
1. use of any type of radio, cassette player, CD player, walkman, music device, DVD or laptop.
2. Use of a personal cellular telephone w/or w/o an earpiece.
3. While on duty you cannot fraternize with the building occupants or visitors. You may engage in conversation with them if necessary in conducting official business. Because you are in uniform and are easily identified by building occupants as well as the general public, your actions could easily be misinterpreted.

Despite increased attention to the problem of sexual harassment in all workplaces over the past decade, it still occurs in various working contexts. While most types of sexual harassment are verbal, such conduct is happening in the broad business setting against all sorts of victims. Unwelcome sexual harassment in the working place is unlawful, and is generally analyzed as one of the following types:

Hostile Environment:
situations where the unwelcome sexual conduct of workers or supervisors interferes with an individual's ability to work or creates an intimidating, hostile or offensive atmosphere.

Ouid Pro Ouo:
situations where a workplace superior or co-worker demands some degree of sexual favor and threatens to or actually does retaliate in a way that has a tangible effect on the working conditions of the harassment victim if he or she refuses to acquiesce.

Both types of workplace harassment leads to decline in productivity, absenteeism, loss of valuable employees, and significant liability of the offenders.

The Equal Employment Opportunity Commission, which carries the responsibility for enforcing Federal discrimination laws provides guidelines as a starting point for understanding sexual harassment claims. In addition, the courts have been increasingly eager to provide the fullest guidance in applying these general rules to concrete situations. The courts emphasize the importance of raising awareness of the working force as to the consequences and legal remedies available for adequate punishment of the offenders. The recent trend in this area is to expand liability imposed for the violations of sexual harassment laws. the past. the victims had to rely on the Title V Il's prohibition of sex discrimination, which provided no monetary remedy for the hostile environment cases. The passage of the Civil Rights Act of ) 991 added to the existing civil rights laws such features as the right to a jury trial and the right to monetary damages (intended to compensate) and, in some cases, punitive damages (intended to deter similar conduct in the future through imposition of higher penalties) for job discrimination.

For the first time, sexual harassment plaintiffs under Federal law are able to pursue damages for Title V Il violations of up to $300,000 exclusive of traditional remedies.

Presently. the victirns do not need to prove a tangible psychological in)urv to support their claim of an abusive work environment claim. This encourages affected employees to come forward with complaints of sexual harassment, and facilitates •the employer's prompt and effective response to such incidents. Due to (he devastating effect of sexual harassment on the workplace and the resulting significant hidden costs. the employers are likely to reply to all the allegations of sexual harassment with serious investigations of the claims and to hold the offending employee fully responsible for the discriminating conduct.

Since the law now provides relief in many cases of sexual harassment, it is vital to recognize the existence of sexual harassing behavior and to make a conscious effort to elilninate it. Both employers and employees must pause and evaluate their working environment. It is their mutual responsibility to design and establish a business atmosphere that is conducive to establishing proper professional relationship.

In an effort to improve. employees need to learn about the affective policy against sexual harassment and effectuate the punishment mechanism. how to file complaints against an alleged offender. and request fòrmal hearings. All employees need to be aware of their rights. Since the legal issues surrounding sexual harassment are very complex, the employees would be wise to consider and enhance their understanding of a broad range of gender-related issues.

It is important to keep in mind that the employer will not tolerate harassing conduct in the workplace and will actively strive to elilninate it.

The sexual harassment policy at Alante Security Group Inc. fully consistent with the information stated above. In order to effectively implement this policy, the following procedures are now in effect:

I. every single claim of an alleged sexual harassment incident will be actively investigated.
2. An in-house hearing will be conducted promptly on this issue.
3. In the event the allegations prove to be true, the employee guilty of sexual harassment will be discharged.

For your information.



LUIS A. LOPEZ
President

Please fill out, sign and return this confirmation that you have read and fully understand the contents in the Equal Employment Opportunity Policy and the documentation explaining what is sexual harassment.

1. The term "Sexual Harassment"
2. Its consequences.
3. Recommendations to employees.
4. Procedures

Please sign, date and return to Linda Crozier by fax 516-997-8855 or by email @ lindacrozier@alantesecurity.com.

If you have any questions or concerns regarding this information please contact Linda Crozier or Nathan Roman

The policy of Alante Security Group Inc-is to fully comply with applicable federal, state and local laws, rules and regulations in the area of non-discrimination in employment. Discrimination against employees and applicants due to race, color, religion, sex (including sexual harassment), national origin, disability, age, military and veteran status is prohibited. Violations of this policy wilt be subject to discipline, up to and including termination.

It is the policy of Alante Security Group Inc. to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, age, disability, maritaf status, citizenship or any other characteristic or activity protected by law. Alante Security Group Inc, prohibits any such discrimination or harassment.

Alante Security Group Inc. is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices. Therefore, Alante Security Group Inc, expects that all relationships among persons in the company will be business-like and free of bias, prejudice and harassment.

Alante Security Group Inc. is proud of its professional and congenial work environment, and Witt take all necessary steps to ensure that the work environment remains pleasant for atl who work here. The policy of Alante Security Group tnc.is to fully comply with applicable federal, state and local laws, rules and regulations in the area of non-discrimination in employment.

Alante Security Group Inc. will not tolerate harassment of any employee by any other employee or supervisor for any reason. In addition, harassment for any discriminatory reason, such as race, sex, national origin, disability, sexual orientation, age, or religion, is prohibited by state and federal laws, which may subject Alante Security Group Inc. and/or the individual harasser to liability for any unlawful conduct, With this policy Afante Security Group Inc. prohibits not only unlawful harassment, but also other unprofessional and discourteous actions. Accordingly, derogatory racial, ethnic, religious, age, sexuaf or other inappropriate remarks, slurs, or jokes will not be tolerated. Any employee who believes he or she has been discriminated against must immediately report any incident to the company's designated EEO Officer. The company will not tolerate retaliation against any employee who reports acts of discrimination or provides information in connection with any such complaint.

If vou have anv questions regarding this policy, please contact our EEO Officer, Linda Crozier at (516) 997 8118 Ext.14. Or via email at LindaCrozier@AlanteSecurity.com.

Sexual harassment. is a form of sex discrimination that violates Title VIl of the Civil Rights Act. Title VII applies Lo employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations. as well as to the federal government.

Sexual harassment is generally defined as unwelcome behavior of a sexual nature. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute. sexual harassment when this conduct:

1. Affects an individual's employment.

2. Unreasonably interferes with an individual's work performance, or

3. Creates an intimidating, hostile, or offensive work

Sexual harassment is not limiting — it covers a wide variety of circumstances. The victim as well as the harasser may be woman or a man, and the harasser does not have to be of the opposite sex.

1. The harasser may be a:
2. Supervisor,
3, Agent of the employee,
4. Supervisor in another area,
5. Coworker, or
6. Non-employee (customer, independent contractor).

Unlawful sexual harassment may occur without economic injury t.o or discharge of the victim.

Prevention is the best tool to eliminate sexual harassment in the workplace. rnust be clearly communicated to employees that sexual harassment will not be. tolerated.

Quid pro quo involves submission to sexually harassing conduct as a condition of employment. It also may involve submission to or rejection of harassing conduct when it is used as the basis for an employment decision. This type of harassment often results in some form (or threat) of economic loss where, for example, a female employee is passed up for promotion because she rejected her male supervisor's advances.

This behavior does not have to be explicit — it is enough if it is implied through the words or conduct of the aggressor.

A sexual harassment claim may proceed even if the victim submitted to the advances, as long as the advance were unwanted and the submission not voluntary.

A hostile environment is defined as behavior that creates an intimidating, hostile, or offensive working environment. A hostile environment is one that may contain discriminatory intimidation, ridicule, or insults an environment created or condoned by the employer.

Among court cases, only those work environments that reasonable individuals find seriously hostile or abusive are considered environments." The actions must be severe or pervesive enough to alter the workplace for the employee.

Of course, it can be verv difficult to draw a line between offensive sexual conduct and unlawful sexual harassment. This is why employers must address harassing conduct immediately.

One of the key elements in sexual harassment is unwelcome behavior. When men and women work together, attraction may play a role in daily work and Social exchanges. While some may not be offended by another's flirtations, if an individual's actions are repeatedly rejected they are considered unwelcome.

In cases where an alleged victim of sexual harassment succumbed to the harasser, the courts may still rule that the victim did not voluntarily consent.

The extent to which an employer is liable for acts of sexual harassment by supervisors was decided in two Supreme Court cases, Faragherv. City of Boca Raton 524 U.S. 775 (1998) and Burlington Industries v. Ellerth, 524 .S. 742 (1998). These cases decided that an employer is vicariously liable for the acts of its supervisors.

The Court held that where the harassment results in a "tangible employment action," such as termination, demotion, or undesirable reassignment, the employer would be held liable for the actions of its supervisor, even if the employer was unaware of the conduct (because supervisors are representatives of the company).

If no tangible employment action occurs an employer may raise an affirmative defense if it satisfies two requirements:

1. It must show it exercised reasonable care to prevent and promptly correct any sexually harassing behavior once it became aware of it, and

2. It must show that the employee unreasonably failed to take advantage of any preventative or corrective opportunities provided by the employer (such as following a stated sexual harassment complaint reporting policy).

In light of these decisions, it is more important than ever for an employer to be on guard against sexual harassment. Employers should:

1. Have a written sexual harassment policy.
2. Communicate the policy to all employees.
3. Train all employees and sunenrisors on the policy, what constitutes sexual harassment, and what the complaint procedures are.
4. Have all employees sign a statement that thev have received a copy of the policy and have received training.
5. Ensure the policy clearly states the complaint procedures and that there are procedures in place for reporting incidents to more than one person in xnanagement, not just the supervisor (in case the supervisor is the harasser).
6. Take all claims of sexual harassment seriously and initiate investigations promptly.

An employee comes to you with a claim that he or she was sexually harassed. The you respond may have a direct impact on the outcome of the situation. Do not ignore the claim take all complaints seriouslv.

Your company should designate at least one official outside an employee's chain of command to take harassment complaints. For example, someone in your HR department could be authorized to handle complaints.

Allowing an employee to bypass his or her chain of command provides additional assurance that the complaint will be handled in an impartial manner. employee who reports harassment by a supervisor may feel that officials within the chain of command will more rcadily believe the. supervisor's version of events.

One of the first steps in an investigation is a meeting between the person responsible for the investigation and the complainant. In this meeting, which should take place where the conversation cannot. be overheard, the complainant should explain what happened.

Interview any witnesses to the events, includincr other employees and supervisors. They Inay already be aware of problem situations. If you observe harassing conduct, stop it immediately. Then take time to record the date, time. name of the harasser, the harassing cond uct, and any possible victims.

If the investigation determines that sexual harassment occurred, remedial or disciplinary sures should be taken. Your company should have a policy and procedure established for dealing with this type of situation. Thc measures do not have to bc those that the employee requests or prefers, as long as they are eftctive. Remedial measures are designed to:

1. Stop the harassment.
2. Correct. its effect on the employee.
3. Ensure that the harassment does not recur.

Remedial measures should not adverselv affect the complainant. If it is necessary to separate the employees involved. the harasser should be transfèrred or suspended. Do not transfer the complainant: unless he or she requests a transfer.

Examples of remedial measures include:

1. Oral or written warning or reprimand.
2. fraining or counseling the harasser to ensure that it is clear why his or her conduct violated the law and/or your anti-harassment policy,
3. Monitoring the harasser to ensure that the harassment stops.
4. Transfer or reassignment,
5. Demotion,
6. Reduction of wages,
7. Suspension.
8. Discharge.

DeDe Engle complained of sexual harassment from a male coworker. Upon inves-' tigation, the school district concluded that harassment had taken place. The male worker was suspended without pay and ordered Lo go to counseling. He was told he would be fired if it happened again. Upon his return, Engle complained that the harassment continued. Contrary to the previous statements, the male employee was not firedt and only received a disciplinary letter that no longer mentioned the requirement that he attend counseling.

Engle sued. The Eighth Circuit found that the school district failed to live up to its obligations when it imposcd lesser discipline rather than harsher discipline when the harassment didn't stop. Engle v. Rapid City School District, Eighth Circuit, No. 06-3.936, Novem ber 9, 2007 The Eighth Circuit includes the states ofArizona, Iowa, Minnesota, *'Missouri, North Dakota, Nebraska, and South Dakota.

After the guilty party has been appropriately reprimanded, consider the victim's needs. Make an effort to find F.r avs to restore the sense of a safe and secure workplace. Some Ineasures you should consider taking include:

1. Restoring leave taken because of the harassment.
2. Removing negative evaluation(s) in employee's personnel file that. arose from the harassment.
3. Reinstating the employee.
4. Having the harasser apologize.
5. Monitoring employee's treatment to ensure he or she is not subjected to retaliation by the harasser or others because of the complaint.
6. Correcting any other harm caused, such as compensation for losses.

Whatever corrective actions you choose to make, they should reflect the severity of the conduct. Under EEOC rules, management is required to correct the harassment situation, regardless of whether an employee files an internal complaint— as long as the conduct is clearly unwelcome.

Your company mav alreadv have procedures in place for handling sexual harassment. cases. If so, maintain a goal to uphold those procedures, help maintain the anonymity of the complainant, and trv to avert anv future incidences.

Prevention is the most effective and cost efficient method of dealing with sexual needs to have a sound preventive program to let all employees know what constitutes harassment, that it is illegal, and that this behavior will not be tolerated.

Develop a written policy and distribute it. to all employees. Some states require that a sexual harassment notice be posted informing employees of their rights. You may choose Lo request. that. employees sign a copy of the sexual harassnlellt policv, státing that they have read and understood it. The sexual harassment policy is not something that employers should keep hidden. If all employees are aware that there is zero tolerance of sexually harassing conduct, such conduct is less likely to occur.

An effective sexual harassment policy may include the following items:

1. A statement that sexual harassment is not allowed.
2. A definition of sexual harassment.
3. non-retaliation policy that protects complainants and witnesses from any retaliation as a result of initiating a harassment claim.
4. Procedures for filing a claim of sexual harassment.
5. Repercussions for sexual harassing conduct, including affirming the possibility of terminating an employee who takes part in offensive conduct.
6. A procedure for filing a sexual harassrnent claim such as a hotline, email address, and several different persons to whom complaints may be addressed.
7. A statement asking employees to report sexual harassment that they experience or witness

A good training program can go a long way in proving that your company took adequate measures to prevent sexual harassment. Whether a video is used, a pamphlet is distributed, a classroom session is held, training is important. Effective training may mean the difference between sexual harassment occurring or not, or if a case goes 10 court, the difference may be measured a large amount of dollars.

Courts sometimes require evidence of not only employee handbooks and written policies. but. proof that employers have conducted face-to-face training on the employer's rules. in order to avoid punitive damage claims. training should be (lone for all new employees and periodically for all employee's.

Some states have specific training requirements regarding sexual harassment, so should consult state law states where you operate. Currently, only three states actually require private employers to conduct training on sexual harassment (though additional states require it for government employers). Still, training is strongly recommended by state and federal agencies.

In California, the law requires employers with 50 or more employees to provide at least two hours of training and education regarding sexual harassment to all supervisory employees. This training must. be provided once every two years and to all new supervisory employees within six mon this of assuming such duties.

In Connecticut, an employer with 50 or more employees must provide two hours of training and education to all supervisory employees within six months of their assumption of a supervisory position. The training and education must be conducted in a classroom-like setting, using clear and understandable language and in a format that allows participants to ask questions and receive answers. Audio, video, and other teaching aides may be utilized to increase comprehension or to otherwise enhance the training process. In Maine; workplaces with 15 or more employees must conduct an education and training program for all new employees within one year of commencement. of employment that includes, at. a minimum the following information:

1. The illegality of sexual harassment.
2. The definition of sexual harassment under state and federal laws and federal regulations, including the Maine Humen Rights Act and the Civil Rights Act of 1964.
3. A description of sexual harassment: utilizing examples.
4. The internal complaint process available to the employee.
5. The legal recourse and complaint process available through the commission.
6. Directions on how to contact the commission.
7. The protection against retaliation.

Employers must conduct additional training for supervisory and managerial employees within one year of commencement of employment that includes, at a minimum, the specific responsibilities of supervisory and managerial employees and methods that these employees must take to ensure immediate and appropriate corrective action in addressing sexual harassment complaints.

Deadly Physical Force is physical force which, under the circumstances it is used, is readily capable of causing death or other serious injury to the person. For the purpose of this contract the following standard operating procedures and regulations shall be strictly adhered to. Security Officer's shall at all times remain aware that the use of firearms is only authorized under the most extreme emergencies.

If time permits, any alternative to the use of a firearm shall be considered and explored without heightening the degree of danger in a situation or placing innocent persons in further or greater danger.

Under no circumstances shall a Security Officer take any actions or use force which will heighten or aggravate a situation without specific instructions from his supervisor.

A Security Guard may use deadly physical force for such purpose where he/she reasonably believes such to be necessary to:

1. Defend himself/herself or a third person from what he/she reasonably believes to be the use or imminent use of deadly physical force.
2. Effect the arrest of a person who has committed murder, manslaughter in the first degree, robbery, forcible rape or forcible criminal sexual act and who is in immediate flight therefrom.

The use of a firearm is not authorized in any of the following situations:

1. Prevent a larceny unless deadly force is being used by a perpetrator.
2. Prevent damage or vandalism of property unless innocent persons are placed in extreme danger of sustaining serious physical injury or death.
3. Burglary and/or unlawful entry unless it is confirmed that the perpetrator is armed with a deadly weapon which presents an immediate risk of death or serious injury to a person or the Security Officer.

In case of arson, attempted or actual, deadly physical force may be employed as an absolute last resort to prevent the setting of a fire or explosive device that may cause death or serious injury. Extreme care will be taken, if you must fire your weapon, that no innocent person will be injured in any way.

As you are aware, you are a Security Guard who is providing protective services to a client and their location, as well as having the responsibility of conducting basic investigations in order to obtain information that may be necessary to prepare incident reports which may be later used in legal proceedings.

You are required to be alert at all times and ready to perform your duties effectively. You must be in proper uniform for your particular assignment as mandated by the contract. Your equipment includes a serviceable flashlight and any other equipment that is authorized by the contract and/or by law. Bats, nightsticks, Billy clubs, and other weapons not expressly called for in the contract and/or for which any licenses are required are not authorized and are illegal as per Article 10, subdivisions 12 and 13 of the New York State Penal Law.

Your status under New York State Law is that of a CIVILIAN, and NOT that Of a POLICE OFFICER or PEACE OFFICER.

Attached to this form is a complete copy of Article 35, Use of Force, of the New York State Penal Law. It is to be read by you in order for you to have a complete understanding of the importance and significance of the justification of use of physical and deadly physical force. Your assignment requires you to observe, prevent, and protect clients and their properties, and when necessary to notify your supervisors and/or the local Police agency.

I have read and been verbally advised that under New York State Law, my status is that of a civilian. I also fully understand that any equipment, other than that specifically called for in the contract is completely UNAUTHORIZED.