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1. PURPOSE
This policy applies to the recruitment, selection, and placement of employees.
Management is responsible for securing all required background checks, including pre-employment drug testing and criminal background investigations, prior to the new employee's first day of employment.
The requirement for the recruiting and vetting of personal are to be decided with regard to the laws and conventions of employment in each country in which SECURIGOLD operates. There may be mandatory rules concerning what information an employer can reasonably require of a prospective employee and the form of contract of employment may vary from place to place. Guidance is to be sought from human resource specialists to ensure that the company properly conducts its relationship with employees.
Other than in exceptional circumstances, dictated by local or custom, it is a term of employment with the company that the employees are to comply with all legal and proper instructions of their supervisors, managers, those given in their terms of employment and those that may be issued by the company from time to time. In the contract of employment there is to be a clear undertaking by the employee, when on duty, to wear and account for uniform and equipment with which they have been issued. They are required to wear their company identity card at all times when on company premises or business. There is to be a clear statement that failure to comply with terms of employment and instructions is a dismissal offense.
The terms of employment are to stipulate a minimum probationary period and that failure to meet the required standard of vetting is to automatically result in employment being terminated.
Employment application forms are to ask for sufficient details allow for full vetting of the applicant and if they have been convicted of a criminal offence. Achieving a sufficient standard of vetting is to be a condition of employment.
The Operation Manager/Security Manager is to ensure that local law and conventions are to adhere to. For example in particular country it may be required that searches can only be carried out by the police and with a specific reason for conducting the search. Equally the backing of local unions and works councils may be mandatory and essential to make this policy work.
All selected security personnel shall be vetted by Police (PDRM), Third Party Background Verification and KDN Security Vetting for any criminal record. Securigold will provide the official vetting result for record purposes upon client request.
References are to be checked for the previous six years or late of leaving school. Whilst telephone references at the initial screening are acceptable these are to be confirmed in writing. Written references presented at interview are to be confirmed in writing.
The requirement of the local airport authority is also to be met for those who are to work airside.
All applicants will be subjected to proper medical screening by our appointer panel of clinics. This is to ensure that personnel of Securigold are free from any drug use, HIV, H5N1 or any type of chronic decease that will disqualify him/her from holding any post as security personnel.
Jobs applicants may be required to be screened for drug use prior to being hired. Employees may be tested for drugs or alcohol in the workplace, where permitted by state law.
Hiring can be contingent upon passing pre-employment drug tests and screenings.
There is to be an express term in the Terms and Conditions of Employment for all SECURIGOLD personnel that the company has the right to carry out random or specific searches of the employee’s person, baggage and vehicles either entering or leaving company property or in company vehicles to the level permitted by local country legislation.
It is to be made clear to employees that they are required to permit such searches and assist security officers in the carrying out their duties.
Management may authorize security personnel to carry out searches on a random and quantified basis, as they judge appropriate to counter any threat.
Security officers are to be properly trained in conducting searches. To counter claims of victimization, “Search Register” is to be maintained by the security officer responsible. The search register is to show date and time and reason for search as well as the attitude of the person being searched and should be signed by the searches and searched. Searches are to be conducted by a minimum of two security personnel of the same gender as the person searched.
Other than when one hundred per cent searching is the norm, random searches of vehicles and personal belongings should also be entered in the search register.
Personal searches, which are normally restricted to “frisk” type, are to be made with the permission of the person concerned and carried out in a routine no fuss manner. Other employees may be present to show it is routine. The search should be conducted in as friendly a manner as possible.
The searching of handbags and briefcases is to be conducted openly. A table is to be made available to the searches on which items to be checked may be placed and opened by the owner. Handbags and briefcases should be checked discreetly, not to embarrass the owner.