19 Sep Prohibited Employment Policies/Practices
Order Instructions
“Prohibited Employment Policies/Practices” is a segment of the Equal Employment Opportunity Commission’s (EEOC) website that provides the law, regulations, and guidance regarding advertising, recruiting, hiring, discharging, and other employment actions important to security leaders in carrying out their management responsibilities. This is particularly so for this week’s topic where students are studying private security officer selection and training. For security operatives and students alike, it is critical they have command of the law and regulations applicable to pre-employment screening. The EEOC website segment can be accessed at: http://www.eeoc.gov/laws/practices/index.cfm Federal Laws Prohibiting Job Discrimination Questions and Answers can be accessed at: https://www.eeoc.gov/facts/qanda.html
“Notice – Employee Polygraph Protection Act” is document published by the U.S. Department of Labor and succinctly enumerates the prohibitions and exemptions regarding private employer use of lie detector tests for pre-employment screening. The document can be accessed at: https://www.dol.gov/whd/regs/compliance/posters/eppa.htm
“Facts About the Americans With Disabilities Act” (ADA) published on the U.S. Equal Opportunity Commission website provides security directors the provisions of the ADA and guidance in their employment decisions. It can accessed at: http://www.eeoc.gov/eeoc/publications/fs-ada.cfm
“Introduction to Security Industry” is a video (49 minutes) portraying Rakesh Mehta from MM Security, a Canadian security company, lecturing on the role and authority of security officers. The video is the first in a series of MM Security training modules designed to prepare prospective security officer candidates in Ontario, Canada, to succeed in completing their required training and testing requirements instituted by the Ministry of Community Safety and Correctional Services. Candidates must complete 40 hours of training and pass a Ministry-administered examination to qualify for a security officer license in Ontario. In addition to specifying the various duties and responsibilities of security officers, the video provides security practitioners and students a succinct review of the differences between private security officers and the public police and the importance of collaboration between the two professions. Moreover, the video highlights the different approach taken by Ontario officials when compared to the United States with regard to training, testing, and licensing of security officers prior to employment. The video can be accessed at: https://www.youtube.com/watch?v=rbiiDfP5urQ
DO:
Complete Weekly Discussion Questions
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Week Six Discussion
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Starts Sep 8, 2021 12:01 AMEnds Sep 28, 2021 11:59 PM
EXERCISE #1 – PRIVATE SECURITY SELECTION AND TRAINING
“Private Security Officer Selection and Training Guideline” is a 2010 ASIS International document that offers state regulatory agencies with “consistent minimum qualifications to improve the performance of private security officers and the quality of security services.” After thoroughly reviewing this document, describe how you, as a corporate security operative, would react to the ASIS guidance and state whether or not you would support the guidelines relating to the regulation of security and pre-assignment, post assignment, and annual training requirements. More importantly, explain your rationale and the justification you would provide to the organization’s CEO for the added annual expense that likely would result.
Also, you are asked to research your home state’s private security training requirements and report it in this discussion and comment on its potential effectiveness for improving security operative performance and professionalism.
EXERCISE #2 – CURBING THEFT THROUGH EFFECTIVE INTERNAL CONTROLS: SELECTION OF PERSONNEL
As the corporate security operative of XYZ corporation, you have been asked by the CEO to work with the Human Resources department in developing a new pre-employment screening proposal that would be more effective in hiring trustworthy personnel, thereby stemming the tide of internal theft– a problem that has been significantly increasing over the past few years and clearly impacting the organization’s “bottom line.” It is generally accepted in the security profession that “hiring well” is one of the most effective procedural controls available to protect an organization’s assets.
After reviewing the “Prohibited Employment Policies/Practices” segment of the Equal Employment Opportunity Commission’s (EEOC) website, the “Notice – Employee Polygraph Protection Act” segment of the U.S. Department of Labor’s website, the “Facts About the Americans With Disabilities Act” (ADA) segment of the U.S. Equal Opportunity Commission’s website, and any other independently researched sources, outline the procedures you would propose to the CEO—knowing there are costs attached to each procedure—and explain why each procedure is important. The CEO will want to know your rationale.
Also incorporate into the response your understanding of employment law as delineated in the documents cited above and ensure you make it clear that your proposal complies with the various and legal requirements.
After posting your original post, be sure to engage in discussion with your peers.
