As part of our hiring process, you will need to complete the following electronic forms.  You must answer every question.  Please take your time. Any misleading answers will cause my release from employment.

If I confirm a scheduled shift and NO CALL NO SHOW I understand fully it is a significant violation of company policy and will result in an Immediate Resignation from employment.  The Security profession requires that all sites be covered at all times.  It is an essential industry.  Security is a 24 /7 work schedule.  LockDown Scheduling will strive to assign your schedule based on your agreed upon availability at interview.  A resignation is vastly different then a termination.

You may also be TERMINATED for Misconduct which is defined as deliberate conduct in willful disregard of the interests of the employer, or knowingly violating a reasonable and consistently enforced workplace policy.    

Please take your time, be honest, and fill in all open fields.  The information from this form will be used to automatically generate your W4 and I9 (tax) documents.  If you have any questions please feel free to contact us at 401-725-1500.

The work week is Sunday through Saturday.  Weekly Payroll is processed at the end of the pay week and pay day is on Tuesday.  An example, if you were recently hired and worked from Thursday to Saturday payroll is processed the following week.  If you are a new hire your first paycheck will be received the following Tuesday.  If your check is mailed through the USPS that may also take a few days before you receive the check.  Direct Deposit is available after three full weeks of employment.  

If your employment is severed (Termination or Resignation) State Law requires that you receive the final paycheck on the next regular payroll date.

I hereby certify that the medical benefits provided by my employer have been explained to me, and that I elect to decline to participate in the plan. I understand by declining this offer I may not be offered another opportunity to participate unless I marry, divorce, have a child (natural or adoption), have an involuntary loss of other health benefits, or any other involuntary cause as defined under section 125 of the IRS code. I must request to enroll within 60 days after a qualifying event. I may also enroll during the next open enrollment period.

LOCK DOWN SECURITY, LLC is a fully licensed, bonded and insured Security Company.  We were established in 2020.  LOCK DOWN SECURITY was founded by Wayne Fantasia O'Conner retired Army War Veteran.  Having extensive credentials and EXPERIENCE.  We as a business are well trained in every aspect of security.  However, we have EXPERTISE in nightlife, residential, live events, and VIP security.  We provide both armed and unarmed security based upon our client's needs.  We will always provide the very BEST in security with a sound mind and with a professional demeanor that is unmatched.

VALUES

• Service: "Whatever it takes and then some."
• Clients: Establish long-lasting relationships and exceed expectations.
• Employees: Foster a culture where our employees are valued.
• Quality: Continuously strive to achieve excellence in all levels.
• Leadership: Lead by example with leadership as an attitude, not a position.
• Teamwork: Work together, sharing knowledge, talents, and skills.
• Integrity: Use good judgment and strive to do what is right.
• Diversity: Embrace the diversity of employees, and clients we work with.

MISSION

• Thoroughly understand our client's needs and goals.
• Provide tailored security solutions to manage those needs.
• Be flexible and accessible
• Commit to exceeding industry standards.

LOCK DOWN SECURITY mission is to provide our clients with the finest security services available today.  Through our extensive complement of high-quality services, we will enable our clients to run their operations with minimal effort and concern for their safety and security.  We will provide the very best in quality which, in no uncertain terms, means investing heavily into the selection, support, supervision and personal development of our staff.  We will make a very strong commitment to our people, as they are ultimately responsible for our success.  With LOCK DOWN SECURITY, the client will always be our FOCUS.

Wayne Fantasia and the LOCK DOWN SECURITY family.

This Non-Competition, Non-Solicitation, and Confidentiality Agreement (the “Agreement”) is entered into by and between LOCK DOWN SECURITY LLC, a Rhode Island limited liability company having a place of business located at 55 Douglas Pike Rear, Smithfield, RI 02917 (the “Employer”), and {name}, having a mailing address of {address} (the “Employee”).

In consideration of Employee’s employment and/or continued employment with Employer, which the parties agree constitutes new, independent, good, valuable, and sufficient consideration, and as a material inducement for Employer to employ and/or continue to employ Employee, the receipt and sufficiency of which is hereby acknowledged, Employee has read and consented to and agrees to be bound by the terms and conditions of this Agreement.  The parties agree that Employee’s employment with Employer will place Employee in a position of trust and confidence.  In such position, Employee may or will have access to Employer’s “Confidential Information,” as further defined below.  Employer desires to protect such Confidential Information and Employee hereby acknowledges the legitimacy of Employer’s need to protect such information.  THE EMPLOYMENT RELATIONSHIP BETWEEN EMPLOYER AND EMPLOYEE WILL REMAIN AT ALL TIMES EMPLOYMENT-AT-WILL, AND NOTHING HEREIN SHALL BE UNDERSTOOD OR CONSTRUED TO CREATE ANY OTHER FORM OF EMPLOYMENT RELATIONSHIP.
 
            1.  Confidentiality.  Employee acknowledges that during the course of his/her employment with Employer, Employee may acquire knowledge of or information relating to business practices and operations, business and trade secrets, wages, profits, personnel, finances, sales figures, projections, estimates, customer lists, supplier lists, contractor and subcontractor lists, tax or financial documentation, accounting procedures, employee manuals, sales manuals, design manuals and procedures, estimating procedures, intellectual property, business forms and contracts, books, records, plans, data, studies, proposals, ideas, concepts, reports, opinions, techniques, know-how, processes, formulas, developments, works, works-in-process, art work, photographic reproductions, sound or video reproductions, rights, inventions, applications, and other confidential or proprietary information contained in documents, notes, manuals, memoranda, notebooks, reports, records, and any other source, whether print, electronic, or otherwise, including but not limited to security services and to information concerning the identity of clients, customers, referral sources, and/or suppliers, production information, and profit or sales information, and further including any other information of any kind or nature not generally available to the public regarding Employer (the “Confidential Information”).  It is agreed by the parties that all such information from whatever source shall be deemed confidential for purposes of this Agreement. In order to protect Employer, its customers and clients, and its owners, Employee agrees that at all times while employed by Employer, and at all times thereafter, he/she, without the prior written authorization of Employer which Employer may withhold in its sole discretion, will not use any of the Confidential Information for himself/herself nor for the benefit of another; will not disclose any of the Confidential Information to any person or entity for any reason whatsoever; and will not disclose any information regarding the operations, business practices, or any financial information concerning Employer or its customers or clients which Employee has acquired as a result of being employed by or being affiliated in any way with Employer.  Employee further agrees to abide by any confidentiality obligations imposed upon Employer in any agreement to which Employer is bound, provided Employee receives notice of such obligation.  This covenant shall survive the termination of this Agreement for any reason whatsoever and shall remain in effect in perpetuity.
 
                        1.1.  Employee acknowledges that nothing in this Agreement prohibits Employee from any confidential reporting specifically permitted under 18 U.S.C. Section 1833, and that he/she shall not be held criminally or civilly liable under any Federal or State trade secret law for the disclosure of a trade secret that – (A) is made (i) in confidence to a Federal, State, or local government official, either directly or indirectly, or to an attorney; and (ii) solely for the purpose of reporting or investigating a suspected violation of law; or (B) is made in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal; provided that, in each case, Employee does so in strict compliance with 18 U.S.C. Section 1833.
 
            2.  Proprietary Interests of Employer.  Employee acknowledges that during the course of his/her employment and affiliation with Employer, Employee may be exposed to or come into contact with various tangible and intangible property located at or about Employer’s places of business and/or job sites, or otherwise supplied or provided by Employer (the “Proprietary Items”).  Employee acknowledges and agrees that each and every one of the Proprietary Items are exclusively owned by and exclusively the property of Employer, to the exclusion of Employee and all other persons or entities.  Employee agrees that he/she will neither use for himself/herself nor for the benefit of another any Proprietary Items.  Without limiting the generality of the foregoing, the term “Proprietary Items” shall specifically include all Confidential Information; equipment; formats; procedures; methods; customer lists; estimating formats or methods; computer files and records, disks, tapes, programs, or equipment; machinery; tools; training manuals; customer logs; work logs; designs; reports; contracts; manuals; inventions and improvements; data; ideas (whether or not capable of receiving any intellectual property rights); trademarks, servicemarks, copyrights, patents, tradenames, tradestyles, or other forms of intellectual property; drawings; diagrams; innovations; and/or discoveries, or any combination of the foregoing, and any of the foregoing which arise from or out Employee’s employment by Employer; are conceived, developed, or produced during Employer’s business hours; and/or rely on, incorporate, or employ use of any facilities, materials, equipment, staff, or other property or proprietary information of Employer.  This covenant shall survive the termination of this Agreement for any reason whatsoever and shall remain in effect in perpetuity.
 
            3.  Assignment of Inventions.  Employee agrees that all inventions, forms, designs, procedures, products, manuals, programs, ideas, formats, methods, and any and all other items developed by Employee while employed by the Employer, that arise from or out Employee’s employment by Employer; are conceived, developed, or produced during Employer’s business hours; and/or rely on, incorporate, or employ use of any facilities, materials, staff, or other property or proprietary information of Employer, shall be assigned to Employer through such documents as Employer shall request and shall be and become property of Employer.  This covenant shall survive the termination of this Agreement for any reason whatsoever and shall remain in effect in perpetuity.
 
            4.  Avoiding Conflict of Opportunity.  It is understood and agreed that any business opportunity relating to or arising during Employee’s employment with Employer or otherwise occurring with respect to Employer’s business is an opportunity belonging solely to Employer.  Employee shall advise Employer of any such opportunity and shall not pursue the same, directly or indirectly, without the prior written consent of Employer, which Employer may withhold in its sole discretion.  Without the prior written consent of Employer, Employee agrees not to: (a) solely or jointly with others organize, or plan for organization of, any business activity competitive with the current or anticipated business activities of Employer; and (b) directly or indirectly, engage or participate in any other business activities that Employer, in its reasonable discretion, determines to be in conflict with the best interests of Employer.
 
            5.  Non-Solicitation and Non-Contact.  Employee agrees that at all times while employed by Employer, and for a period of  Two (2) years thereafter, Employee shall not, in any location, whether directly or indirectly: (i) solicit, attempt to solicit, accept contact with (in a manner that interferes with the relationship between Employer and any of the below described parties), or otherwise induce or attempt to induce any employees, agents, officers, directors, clients, customers, suppliers, vendors, referral sources, consultants, or the like of Employer to leave their respective business relationship with Employer; (ii) in any way interfere with or attempt to interfere with the relationship between Employer and any current employee, contractor, or consultant thereof; (iii) hire any current employee of Employer; (iv) solicit, attempt to solicit, accept contact with, or otherwise induce or attempt to induce any customer or client of Employer, or any former customer or client of Employer that was a customer or client during the One (1) year period prior to the termination or other cessation of Employee’s employment with Employer, to do business with Employee, or any person or entity on whose behalf Employee acts, in any business competing with Employer’s business, or to cease doing business with or otherwise reduce its business with Employer; (v) in any way interfere with or attempt to interfere with the relationship between Employer and any customer, client, employee, contractor, or consultant of Employer, including without limitation making any negative statements or communications about Employer or its officers, directors, or owners; (vi) do business, in competition with Employer’s business, with any of the parties described in clause iv above; and/or (vii) request or advise any customer, client, employee, contractor, consultant, or referral source of Employer to withdraw, curtail, reduce, cancel, or otherwise adversely modify its business or dealings with Employer.  The foregoing specifically includes, but is not limited to, owning, managing, operating, controlling, being employed by, acting as an agent for, participating in, or being connected in any manner with any person, enterprise, business, or entity attempting any such solicitation, contact, inducement, or other activities.  This covenant shall survive the termination of this Agreement for any reason whatsoever.
 
            6.  Non-Competition and Non-Interference.  Employee agrees that at all times while employed by Employer, and for a period of Two (2) years thereafter, Employee shall not, within a Seventy Five (75) mile radius of 55 Douglas Pike, Smithfield, RI 02917, whether directly or indirectly: (a) engage in security services, patrol services, guard services, construction site security, crisis management services, body guard services and private investigative services; (b) otherwise be competitive in any way with the business being conducted by Employer at any such time or times; (c) interfere with Employer’s business affairs and advantageous business relations; and/or (d) take any other action, or assist or cooperate with any other party in any manner or action, which is designed, intended, or would be reasonably anticipated to have the effect of: (i) adversely affecting Employer’s business or advantageous business relations; and/or (ii) discouraging customers, clients, vendors, referral sources, or others having a business relationship with Employer from maintaining their respective business relationships with Employer.  The foregoing specifically includes, but is not limited to, owning, managing, operating, controlling, being employed by, acting as an agent for, participating in, or being connected in any manner with any person, enterprise, business, or entity competing with Employer, interfering with Employer, or otherwise adversely impacting Employer in any way at any such time or times.  This covenant shall survive the termination of this Agreement for any reason whatsoever.
                       
            7.  Enforcement.  In the event of a breach or threatened breach by Employee of any one or more of the provisions of this Agreement, Employer shall be entitled to an ex-parte injunction restraining Employee from such breach or threatened breach, and the duration of any restrictive covenants herein so breached shall be automatically and without further action extended by a period of time equal to the period of any such breach.  Nothing herein shall be construed as prohibiting Employer from pursuing any other remedies that may be available to it for such breach or threatened breach, including the recovery of damages, costs, and expenses, and reasonable attorneys’ fees.  Employee recognizes the right of Employer to injunctive and/or other equitable relief related to this Agreement, and shall not contest the same or urge in any such action or proceeding that an adequate remedy at law exists.  In the event of a breach by the Employee of any provisions of this Agreement, which breach shall have the proximate cause of any loss of business to Employer, and in the event a court of competent jurisdiction shall award damages to Employer as a result of such breach, then, it is agreed by the parties that the measure of such damages shall be equal to three (3) times the annual fees billed by Employer during the preceding twelve (12) months from all business by Employer through its agents and/or employees for all accounts lost to Employee as a result of Employee’s actions in breach of this Agreement.  This covenant shall survive the termination of this Agreement for any reason whatsoever.  It is the intention of the parties that Employer be given the broadest protection allowed by law with regard to the restrictions herein contained.  Employee agrees that the restraints imposed herein are necessary for the reasonable and proper protection of Employer’s legitimate business interests and that each and every one of said restraints is reasonable in all respects as to the subject matter, length of time, and area.  Notwithstanding, the foregoing, in the event that a court of competent jurisdiction should determine that either the duration, nature, or the geographic territory of any restrictive covenant(s) set forth in this Agreement are unenforceable, then the duration, nature, or geographic territory, as the case may be, shall be deemed modified to that maximum duration, nature, or geographic territory deemed acceptable by such court.
 
            8.  Representations of Employee.  Employee hereby represents that Employee has the right to negotiate and enter into this Agreement and to perform the services of Employee required hereunder.  Employee is not subject to any restrictions or limitations, including prior employment agreements, covenants not to compete, or like agreements.  Employee further represents that all materials and statements made to or provided to Employer in the course of Employee's application for employment hereunder are accurate in all respects.
 
            9.  Notice to Employer on Voluntary Resignation of Employment.  In the event of Employee’s voluntary resignation of employment with Employer, and in addition to any other requirements of this Agreement, Employee shall provide Employer with a statement as to the reasons for such voluntary termination and, if applicable, the name and address of any successor employer, including Employee if he/she is to be self-employed, and the nature, job title, and job duties of Employee’s next employment.
 
            10.  Miscellaneous.
 
                        10.1.  Any of the parts, provisions, warranties, or covenants set forth herein are severable and separable, and in the event that they, or any one of them, shall be deemed to be void, invalid, or unenforceable by a court of competent jurisdiction; then this Agreement shall be interpreted as if such void, invalid, or unenforceable parts, provisions, warranties, or covenants were not set forth herein, and the remaining provisions hereof shall remain enforceable to the extent permitted by law.  No modification or amendment of this Agreement, whether in whole or in part, shall be effective unless made in writing and signed by the parties hereto.  This Agreement, whether in whole or in part, may not be assigned, transferred, or pledged by Employee, whether by operation of law or otherwise, without the prior written consent of Employer.  Employer may assign this Agreement in its sole discretion as further described below.
 
                        10.2.  This Agreement shall not be terminated by, nor shall the obligations of Employee cease as a result of, any of the following (each a “Transfer Event”): (i) the sale of all or substantially all of the property and/or assets of Employer other than in the ordinary course of business; (ii) a merger of Employer into another entity wherein Employer is not the survivor thereof; or (iii) any other transaction which in effect amounts to a sale of Employer’s business as contemplated hereunder.  Employee hereby agrees and acknowledges that upon the occurrence of a Transfer Event, his/her obligations hereunder shall continue without interruption and that this Agreement, and the rights and duties of Employer hereunder may be assigned to any such purchaser without notice to or consent from Employee, and that in the event of such a purchase Employee will perform all of his/her duties hereunder in accordance with the terms of this Agreement for such purchaser, if any.
 
                        10.3.  This Agreement shall be construed and enforced in accordance with the laws of the State of Rhode Island without reference to the rules of conflicts of laws thereof.  In any litigation connected with this Agreement, the parties hereto hereby consent to and confer exclusive jurisdiction on the courts of the State of Rhode Island and on the United States District Court for the District of Rhode Island, and hereby expressly waive any objections to personal jurisdiction, venue, or inconvenient forum in any such courts.  In the event that Employer engages legal counsel to enforce its rights under this Agreement, regardless of whether such action results in litigation, Employer shall be entitled to collect and recover reasonable attorneys’ fees and costs from Employee, which in the event of litigation shall include fees and costs incurred at trial and on appeal.

Sexual Harassment Policy Brief & Purpose 
Our sexual harassment policy aims to protect the employees in our company from unwanted sexual advances and give them guidelines to report incidents. We will also explain how we handle claims, punish sexual harassment and help victims recover through support.

We will not tolerate sexual harassment in our workplace in any shape or form. Our culture is based on mutual respect and collaboration. Sexual harassment is a serious violation of those principles.

Scope
This policy applies to every person in our company regardless of gender, sexual orientation, level, function, seniority, status or other protected characteristics. We are all obliged to comply with this policy.

Also, we will not tolerate sexual harassment from inside or outside of the company. Employees, investors, contractors, customers and everyone interacting with our company are covered by the present policy. For further details about how we deal with harassment from the outside of our company.

Policy elements
What is sexual harassment?

Sexual harassment has many forms of variable seriousness. A person may sexually harasses someone when they:
● Insinuate, propose or demand sexual favors of any kind.
● Invade another person’s personal space (e.g. inappropriate touching.)
● Stalk, intimidate, coerce or threaten another person to get them to engage in sexual acts.
● Send or display sexually explicit objects or messages.
● Comment on how someone looks, dress, sexuality or gender in a derogatory or objectifying
manner or a manner that makes them uncomfortable.
● Make obscene comments, jokes or gestures that humiliate or offend someone.
● Pursue or flirt with another person persistently without the other person’s willing participation.

Also, flirting with someone at an inappropriate time (e.g. meeting) is considered sexual harassment, even when these advances would have been welcome in a different setting. This is because such actions can harm a person’s professional reputation and expose them to further harassment.

Our company’s rules on sexual harassment
● No one has the right to sexually harass our employees. Any person in our company who is found guilty of serious harassment will be terminated, whether they are VPs or assistants. Also, if representatives of our contractors or vendors sexually harass our employees, we will demand that the company they work for takes disciplinary action and/or refuse to work with this person in
the future.
● Sexual harassment is never too minor to be dealt with. Any kind of harassment can wear down employees and create a hostile workplace. We will hear every claim and punish offenders appropriately.
● Sexual harassment is about how we make others feel. Many do not consider behaviors like flirting or sexual comments to be sexual harassment, thinking they are too innocent to be labeled that way. But, if something you do makes your colleagues uncomfortable, or makes them feel unsafe, you must stop.
● We assume every sexual harassment claim is legitimate unless proven otherwise. We listen to victims of sexual harassment and always conduct our investigations properly. Occasional false reports do not undermine this principle.
● We will not allow further victimization of harassed employees. We will fully support employees who were sexually harassed and will not take any adverse action against them. For example, we will not move them to positions with worse pay or benefits or allow others to retaliate against them.
● Those who support or overlook sexual harassment are as much at fault as offenders. Managers and HR especially are obliged to prevent sexual harassment and act when they have suspicions or receive reports. Letting this behavior go on or encouraging it will bring about disciplinary action. Anyone who witnesses an incident of sexual harassment or has other kinds of proof should report to Lock Down Security Management immediately.

How to report sexual harassment
If you are being sexually harassed (or suspect another person is being harassed), please report it to Lock Down Security Management IMMEDIATELY. In serious cases like sexual assault, please call and inform Lockdown Security Management that you plan to call Police and press charges. We acknowledge it is often hard to come forward about
these issues, but we need your help to build a fair and safe workplace for you and your colleagues.

If you want to report sexual harassment within our company, there are two options:
● Ask for an urgent meeting with Lock Down Security Management Once in the meeting, explain the situation in as much detail as possible. If you have any evidence (e.g. emails, texts), forward it or bring it with you to the meeting.
● Send your complaint via email. If you address it to your supervisor, please cc
Wfantasia@NES.Solutions to the email and attach any evidence or information that can be used in the investigation. Management and your supervisor will discuss the issue and contact you.

Inadvertent harassment
Sometimes, people who harass others do not realize that their behavior is wrong. We understand this is possible, but that does not make the perpetrator any less responsible for their actions.

If you suspect that someone does not realize their behavior is sexual harassment under the definition of this policy, let them know and ask them to stop. Do so preferably via email or text so you can have records.

Please do not use this approach when:
● Your manager, an upper manager, investor or customer is the perpetrator.
● Sexual harassment goes beyond the boundaries of off-hand comments, flirting or jokes.

In the above cases, report to NESS Management as soon as possible. 

Employees who are INVESTIGATED CRIMINALLY of sexual assault will be terminated after the first complaint and invstigation. 

Employees who are found responsible of sexual harassment (but not assault) the first time may:
● Be reprimanded
● Get a “below expectations” performance review
● Loss of rank or banned from promotions

No empoyee’s may have any romantic or sexual relations while on duty, or in any company vehicle. Any violation is misconduct and grounds for termination. 

We may also transfer harassers or take other appropriate action to protect their victims. We will terminate repeat offenders after the second claim against them if our investigation concludes they are indeed guilty.

We apply these disciplinary actions uniformly. Employees of any sexual orientation or other protected characteristics will be penalized the same way for the same offenses.

Social Media Policy

PURPOSE
This Social Media Policy is intended to give LOCK DOWN SECURITY Employees are clear understanding of what Social Media is and how it affects the profile and reputation of this organization. The following principles apply to professional use of social media on behalf of Lock Down Security as well as personal use of social media when referencing Lock Down Security, Lock Down Security equipment, Lock Down Security uniforms, and / or Lock Down Security vehicles.

Definitions
Social Media and networking include(s) but is not limited to the use of Internet web-based and mobile applications for social interaction and the exchange of user-generated content.  Social media channels include Facebook, Facebook Messenger, Twitter, LinkedIn, YouTube, blogs, Instagram, Snap Chat, Skype, forums, online communities and any other similar online platforms. 

Use of Internet Capable Devices
The use of personal cell phones on Company time is only allowed for work purposes unless you are specifically on an approved break or lunch period.  Employees should be aware that Lock Down Security may observe content and information made available by employees through social media.  Employees must be aware that the Lock Down Security Employee Handbook as well as the Lock Down Security Rules and Regulations govern the use of these devices and the content posted.  Social media use MUST NOT interfere with employee’s responsibilities at Lock Down Security or any Staff assignments made by Lock Down Security.  The use of social media on Company time is subject to disciplinary and / or termination of the employee. 
ALSO, after-hours online activity that violates the Lock Down Security code of conduct, employee handbook or the Rules and Regulations may subject an employee to disciplinary action or termination.

Photos or Social Media Postings 
Any information about Lock Down Security,  its’ products, or services we provide to our clients, or any other types of information that will appear in electronic media about the Company or Company Trademarks or logos including Lock Down Security uniforms, officers in uniform, Lock Down Security vehicles, or any photos of assignment locations is strictly forbidden.  Any electronic media about the company including your own selfie photographs at any assignment locations whether you are on company time or not may be subject to disciplinary action and / or termination.   Approval may only be authorized by Lock Down Security Upper management in written form. 

CONCLUSION
Lock Down Security and its employees must be committed to conducting themselves in accordance with best industry practices in social networking.  Behavior and content that may be deemed by Lock Down Security Management to be disrespectful, dishonest, offensive, harassing or damaging to the company’s interests or reputation will not be permitted. 

NO FRATERNIZATION POLICY

It is the policy of Lock Down Security to not allow any form of Fraternization among or between Lock Down Security Staff and the community we serve.  This policy is in full force and effect and guides employees who may form personal relationships with the client base we provide services.  Any type of Fraternization may negatively impact the workplace and subject both the client and the security company to litigation and impact our ability to provide quality service.  It is the intent of this policy to establish boundaries as to how relationships are conducted during work hours and within the work environment. 

Meaning of Fraternization

It is the interaction between co-workers that extends beyond business relationships.  It may include a form of friendship with someone, especially when one is not supposed to.  It is the act of hanging out or being friendly with other people, especially people you don’t usually associate with.  It is the employee’s responsibility to avoid any personal relationships with other staff, client staff, and / or any others the client cares for, is responsible for, and who may report to the client for service or guidance.  At a business this would include any Lock Down Security co-worker, client employee, visitor, or vendor.  At a client location this would include Lock Down Security Staff, client employee, visitors, vendors, Resident, friends or relatives of any resident.    

Meaning of Work Environment

The work environment includes all locations the security company is contracted to provide services.  This may include several locations in the same area or multiple locations in a region. The Lock Down Security Staff member shall not remain on or near the property after working hours for any real or imagined reason.  If Lock Down Security Staff has knowledge of a friend, or immediate or extended family member works in any location under we perform security at, the LOCK DOWN SECURITY EMPLOYEE MUST IMMEDIATELY NOTIFY the appropriate Supervisor as well as the Lock Down Security Office Manager.  The staff member may be required to submit a brief explanation of the information.

This policy does not prohibit conversation with one another but regulates where, and when those conversations may take place.  At no time shall a security guard enter a residence unless it is a medical or imminent safety emergency and police and / or medical services have been notified. 

At no time shall any of Lock Down Security Staff visit, spend time with, stay with a guest, visitors, or client staff unless required as part of a medical or safety necessity. 

REPORTING INFORMATION

All Lock Down Security Staff is required to IMMEDIATELY report close personal relationships through a designated channel.  The reporting procedure would be verbal and through follow-up written documentation.  The Lock Down Security member shall cooperate in any investigation regarding possible violations of this policy.

CONSEQUENCES of POLICY VIOLATION

This policy shall not be violated, and the staff or LOCK DOWN SECURITY Supervisor shall be immediately removed and face disciplinary action that may include Suspension and Termination. 

 Introduction to Security
The Security/Night Life Industry is recognized as an Essential Workforce.  There are only rare exceptions when a security site may be left unstaffed.  Even a late arrival can negatively impact our services to a client.  To that end your commitment to being prepared both mentally and physically is essential.
 
Clock-IN Protocol
1.    Text LOCK DOWN SECURITY Dispatch at 1-(401) 725-1500 / Voice Line 1-(401) 725-1500 Ext: 501
       
Clock-OUT Protocol
1.     Text Dispatch at 1- (401) 725-1500
2.    Certain sites require Clock OUT from Client’s business phone
·      All required reports DAR (Incident Reports on LOCK DOWN SECURITY Employee) MUST BE COMPLETED at Clock-out
 
NO CALL NO SHOW for work
Any employee who does not call the office and does not show for an assignment that was scheduled and confirmed will be immediately suspended and / or terminated.
 
Call Out Procedure
Call outs are ONLY to be done directly to LOCK DOWN SECURITY Dispatch 8 hours in advance of your shift.  Any call outs less then 8 hours in advance may result in disciplinary action. 
 
Emergency Callouts
Please call with as much advanced notice as possible to allow for adequate shift coverage.  Documentation may be requested by LOCK DOWN SECURITY.  All call outs are documented and any violation of the call out procedure may result in discipline.
 
Tardy Arrivals
All Tardy arrivals are documented and kept on file.  Tardy arrivals may result in discipline.
 
Preparing for the shift
24 Hour Confirmation
Text to the employee with a required response.  If no response your shift may be replaced.
1 Hour Pre-call from dispatch
If this text message is unanswered within 5 minutes, dispatch will call your phone.
If both text and call is unanswered within 15 minutes, it is company protocol to find shift coverage in the event the employee does not show.  If the employee does not respond it is standard protocol to replace your shift to guarantee proper security coverage at your assignment.  If you do not respond and you arrive on-site, and a replacement was found – You will be immediately sent home without compensation (in nearly all cases -Limited Exceptions based on extenuating circumstances)
 
Staff Requirements
Most client sites require long periods of standing as well as no cell phone use except during break times.  All guards must have a paper notepad, pen or pencil and small flashlight not less than 200 Lumens.
 
Staff Expectations on Duty
ALERT always aware of your surroundings and not on your cellphone
ATTITUDE must be Positive and Professional.
APPEARANCE
Personal-well groomed, neat, beard well-trimmed
Uniform- Neat, Vibrant in color
1.    Black Cargo pants (no drawstring and must have belt loops, not of jean material)
2.    All Black footwear (Shoes, boots, or sneakers) Shoelaces tied
3.    Black belt with discreet belt buckle
4.    Uniform shirt Must be tucked inside pants
5.    Only Lock Down Security Headwear
6.    Face Mask Policy in effect if using to prevent the spread of Covid-19
JOB KNOWLEDGE you are expected to learn the Site Expectations of what your duties are at a worksite.  You are expected to constantly improve and stay current on changes in job responsibilities.
SOCIAL DISTANCING should be practiced at all sites to maintain a healthy workplace
Client Etiquette
Any interaction you have with the client shall be positive.  Any concerns you have should be presented in a professional manner to your immediate supervisor NOT the client.  Staff must portray a sense of confidence and not relay negative feedback about security or the company to anyone while on duty.  Do not share information about activities at your site unless directly requested by the client.  Any violation could result in disciplinary action.
Social Media 
LOCK DOWN SECURITY has a policy that explicitly states there shall be No Social Media Posts while on duty or while in any part of a LOCK DOWN SECURITY Uniform when off-duty. 
 
LOCK DOWN SECURITY Training
LOCK DOWN SECURITY prides itself on its training opportunities on the Employee Website. These courses are self-led at your own pace and are a great way to gain knowledge in the security field.
 
No Weapons    
LOCK DOWN SECURITY prohibits edged weapons designed to cut or stab.  All Armed Staff must have completed a proficiency test with the use of a firearm and approved holster.  All armed Staffs must maintain regular proficiency to remain in good standing as an armed Staff.  Only upon successful testing shall LOCK DOWN SECURITY authorize in writing the carrying of any firearm while on duty.  LOCK DOWN SECURITY strictly prohibits the possession of any firearm by a licensed holder until approved in writing upon successful testing.  Any violation will result in immediate suspension and / or termination from employment.
 
Work Schedule
Employee's should expect their weekly schedule by Wednesday of the previous week unless extenuating circumstances prevent it. LOCK DOWN SECURITY reserves the right to make schedule changes based on the needs of the organization due to vacation requests, sick calls and No Call No Shows.  Work Schedule is Sunday through Saturday.
 
Time Off Requests
Advance time off requests must be submitted on the LOCK DOWN SECURITY Employee Website

 
On behalf of everyone at LOCK DOWN SECURITY we would like to welcome you to a new opportunity with our organization.  If you have any questions or concerns, please call the office, and ask for one of our management staff that can help you.
Wayne A. Fantasia, Owner

Introduction 

It is the policy of Lock Down Security as an entire organization to promote a positive, healthy working environment. In some cases, employees are unaware of certain behaviors and actions that prevent them from achieving acceptable performance levels. 

Disciplinary action is helpful to the organization because Lock Down Security in almost all cases, is responsible for the actions of its staff while they are employed and/or working. For this reason, it is the policy of Lock Down Security to investigate and strictly control the type of behaviors that are appropriate and behavior that is not acceptable. 

Purpose of this Policy 

The purpose of this policy is to alert employees to their behavior and actions and help them understand how these actions inhibit performance and productivity. 

Workplace discipline is in most cases progressive as a teaching and improvement tool. Employees who engage in these behaviors are subject to disciplinary action and may face eventual suspension and / or termination. 

 Progressive Discipline

Lock Down Security has a progressive discipline system that generally starts with a verbal warning, and if continued may lead to a written warning which may involve a paid or unpaid suspension up to and including employee termination for serious company policy violations or violations of State and/or Federal Law. 

Minor infractions are discussed with the employee as a coaching tool, while more serious conduct may require an immediate guard removal or termination. 

Lock Down Securtiy does document infractions such as TrackTik violations, violation of any company policy, all guard warnings, callouts, tardy arrivals, failure to properly clock-out, compliance checks and most supervisor visits whether informal or formal supervisor visits. 

This documentation is kept on file for employee and management review. It is the policy of Lock Down Security to maintain personnel files that accurately reflect the employees job performance and work-history. 

Progressive Disciplinary Step Process

● Step 1 minor violations include counseling by a manager and a verbal warning

● Step 2 violations include the above and other violations in a written warning

● Step 3 violations include suspension, a final written warning and an investigation by a manager 

● Step 4 violations include termination of employment 

Human Resources shall keep records of the process. 

Appeals Process

Completed by an independent Lock Down Security manager (or) higher not involved in the initial event that led to discipline 

Company policy violations of a serious nature are not the subject of progressive discipline and result in immediate discipline. 

These include but are not limited to:

● Performance and conduct Issues such as a no call, no show for work, and/or abandoning a work site during your scheduled shift, possession or use of alcohol, marjuana, being under the influence of prescription drugs.  

Employee Notification 

Managers shall notify employees when they begin a progressive discipline procedure. Pointing out a performance issue is not necessarily a verbal warning and may be part of the regular feedback an employee receives. This feedback should be noted as documentation only in an employee warning. 

The step process shall be explained to any employee who receives a verbal, written warning, or more serious warning and shall be done privately. The employee must be provided specific information about the violated policy. Supervisors should also provide employees with informal and formal coaching and provide work related advice as needed to improve employee performance and client satisfaction. 

Chronic Violators 

Employees who continue to violate our policies, either voluntarily or unintentionally will be terminated from employment. 

Performance Issues (Begins Step 1 and/or Step 2)

Examples include, but not limited to: 

● Minor mistakes while on duty 

● Callouts less than 8-hours’ notice to dispatch 

● Excessive absenteeism 

● Disregarding deadlines such as failure to perform guard tours 

● Failure to complete an Activity Log 

● Failure to use TrackTik, improper use of TrackTik, and/or turning off locations services on your cell phone while working 

● Failure to complete an Incident Report for police, ambulance or fire response to the site, 

● Failure to complete an Incident Report for other issues while on duty. 

● Lack of knowledge of post orders and/or health and safety standards

● Excessive cell-phone use while at work, watching non-work-related videos and Internet use 

● Excessive break times, leaving a post without proper relief at the end of your scheduled work shift. 

This is not an all-inclusive list but meant as a guideline for employees. 

Serious Misconduct (Begins Step 3) 

These types of violations may result in immediate guard removal from all client and/or NESS sites, suspension, and/or termination. 

These types of violations include: 

● On the job major mistakes 

● Rudeness 

● Unprofessional conduct, sexual harassment, sexual relations while on duty, any inappropiate driving or no-work related use of a company vehicle. 

● Inappropriate client etiquette 

● Refusal to follow reasonable direction asked by the client 

● Unwillingness to follow established standards 

● Being out of uniform 

● Inappropriate uniform appearance 

● Sleeping on duty 

● Abandonment of post during scheduled work hours. 

● Repeat offenses. 

Severe Violations (Begins Step 4)

These types of offenses are immediate dismissal from employment include, but are not limited to: 

● Alcohol or substance use on-duty, 

● Abuse of a prescription drug while on-duty 

● Offensive or immoral behavior 

● Employee retaliation 

● Sexual harassment or any other type of harassment

● Sexual relations while on duty

● Committing any crime while on duty

● Discrimination whether verbal or physical actions

 

Illegal Behavior (Begins Step 4)

These types of offenses are termination from employment and include, but are not limited to: 

● Theft 

● Corruption/Committing any crime while on duty

● Lying about being at work or on a site 

● Bribery 

● Workplace violence

● Possing or use of alcohol, marijuana, or being under the influence of any prescription drugs. 

● Embezzlement 

● Fraud 

This policy is meant to provide general guidelines. Our company reserves the right to treat circumstances on a case-by-case specific basis. NESS will strive to act fairly and lawfully. Each action taken by NESS whether progressive or immediate for serious, severe, or illegal behavior shall be documented for independent review. 

No Unauthorized Weapons Policy 

Purpose 

To inform employees that there are no weapons allowed while working as a NESS employee at a client site. 

No weapons are allowed on your person, under your control, or in your possession including inside a vehicle you are operating while at work. This includes any area at a client site, client parking lots and / or surrounding property. 

Weapons Descriptions

Weapons include any type of edged instrument designed for cutting or penetrating material. Other traditional weapons are strictly forbidden and include martial arts tools, chains, metallic knuckles, clubs whether manufactured of wood or metal and/or any implement or object which has one or more sharpened edges. 

Additional Weapons

May also include chemical irritants, such as Oleoresin Capsicum (OC) spray, mace, or pepper spray. You may be authorized to carry chemical irritants as part of your uniform after completing a NESS approved certification and training with that specific item and having been provided written authorization from NESS. 

Firearms 

Weapons may include, but are not limited to, all types of firearms (unless you are explicitly authorized in writing as an armed guard and have completed an approved firearms qualification course for NESS). 

Once you receive authorization as an armed guard, you are responsible for maintaining firearms proficiency or you may be suspended from armed assignments which may affect your status with the company. 

It is the responsibility of each armed employee to immediately notify NESS Management in writing prior to the following: 

● Expiration, suspension, and/or revocation of any state issued firearms license

● Issuance of an Restraining Order, Abuse Prevention Order, Protective Order, and/or Emergency Risk Protection Order (Red Flag Law), filed against you. 

Common Weapons 

Edged weapons are explicitly prohibited. Possession of any such implement while working, en-route to work, returning from work, or while in any part of the NESS uniform is immediate grounds for discipline suspension and / or termination. 

LOCK DOWN SECURITY

ALCOHOL AND SUBSTANCE ABUSE POLICY 

FOLLOWING IS THE ALCOHOL AND SUBSTANCE ABUSE POLICY OF LOCK DOWN SECURITY. WE REQUEST YOU READ THIS POLICY THOROUGHLY, SIGN THE DISCLOSURE  AND COPY WILL BE PROVIDED UPON REQUEST.   

 THE ACKNOWLEDGMENT AND COMPLIANCE WITH THIS POLICY IS A  CONDITION OF EMPLOYMENT AND BEING EMPLOYED. 

DRUG-FREE WORKPLACE STATEMENT

In 1988, Congress passed the “Drug-Free Workplace Act” ; it became effective March 18, 1989.  

In response to the legal requirements for an alcohol and drug free workplace, and our company’s  concern and obligation for the health and safety of our workforce, NES Solutions is  instituting the following Workplace Statement.  

This statement certifies LOCK DOWN SECURTIY policy and intent to provide and maintain an alcohol and  drug free environment for our employees who are our most valuable resource, prohibiting the possession, use, consumption distribution or sale of alcohol and/or controlled/illegal substance in  the workplace.  

In addition our policy will provide information to all employees on the danger of workplace  alcohol/drug use. The policy will also provide sanctions that employees will face for violations of  the LOCK DOWN SECURITY Alcohol/Drug Free Workplace Policy.  

Finally this policy contains an acknowledgment and consent that must be dated and signed by each employee who receives a copy of our policy.  

Our Alcohol/Drug-Free Workplace Statement specifically requires LOCK DOWN SECURITY to  notify each employee that as a condition of employment, each employee must:  

• Comply with LOCK DOWN SECURITY Alcohol/Drug-Free Workplace Policy  

• Notify LOCK DOWN SECURITY of any conviction for an alcohol/drug related  offense committed in the workplace, within five (5) days of the conviction.

LOCK DOWN SECURITY 

ALCOHOL AND SUBSTANCE ABUSE POLICY 

I. PURPOSE 

LOCK DOWN SECURITY is concerned and recognizes a responsibility to  provide a safe, healthy and productive work environment for all employees. This Policy is  designed to help accomplish that goal by eliminating drug and alcohol abuse among our  employees. Employees who use illegal drugs or abuse other controlled substances or alcohol  tend to be less productive, less reliable, less cautious, a danger to themselves and others.  

We believe our employees have the right to work with persons free from the effects of alcohol  and drugs. This Policy is designed to help accomplish that goal by eliminating alcohol and drug  abuse among our employees.  

We regret any inconvenience that may be caused to employees who do not abuse alcohol or  drugs. We believe, however, that the benefits to be derived from this Policy in terms of  enhanced safety, productivity, and quality of the workplace will more than make up for any  inconvenience to the rest of us. We seek the understanding and cooperation of all employees in  implementing this Policy to make our Company a safe and enjoyable place to work.  

II. CONDITIONAL JOB OFFER SCREENING 

LOCK DOWN SECURITY will utilize conditional job offer screening practices to prevent hiring or rehiring  (a) individuals who use illegal drugs or (b) individuals whose use of legal drugs or alcohol  indicates a risk of unsatisfactory or unsafe job performance.  

III. USE, POSSESSION, OR SALE OF DRUGS, MARIJUANA OR ALCOHOL OR SHARING 

A. ALCOHOL AND MARIJUANA

The possession, consumption, purchase or sale of alcohol OR marijuana on LOCK DOWN SECURITY premises and or any NES Solutions Job Site is  prohibited. Furthermore, no employee shall be under the influence of alcohol or marijuana while  performing LOCK DOWN SECURITY business off Company premises if such use or influence in the opinion of LOCK DOWN SECURITY may affect the safety of the employee, co-workers or members of  the public, the employee’s job performance, or the safe or efficient operation of the  Company. Any exception to this Policy for special situations (e.g., Christmas parties)  must be approved in advance by the President/Owner and conducted in accordance with any  limitations which accompany approval. 

In addition, persons whose positions with LOCK DOWN SECURITY require driving Company  equipment or vehicles as a part of their work may be removed from such positions if  found to have been driving under the influence of alcohol or maijuana whether on duty or off.  

B. PRESCRIPTION DRUGS 

The use of prescription drugs may affect the safety of the employee or co-workers or members  of the public, the employee’s job performance, or the safe or efficient operation of LOCK DOWN SECURITY facility. “Legal Drug” includes prescribed drugs and over-the-counter drugs  which have been legally obtained and are being used for the purpose for which they were  prescribed or manufactured. Therefore, any employee who is taking any legal drug which  might impair safety, performance, or any motor functions must advise his/her supervisor  before reporting to work under such medication. If LOCK DOWN SECURITY determines that such  does not use does not pose any safety or product quality risk, the employee will be  permitted to work. A letter of certification from his/her physician must be provided upon employer’s request for the employee's personnel file.  

C. ILLEGAL DRUGS 

The use, purchase, sale, transfer, possession, being under the influence, or the presence in  one’s system of a detectable amount of an illegal drug by any employee is prohibited  where the employee is on LOCK DOWN SECURITY property/premises or is performing Company business (jobsite), or  where such activity away from the Company premises or business affects the employee’s  suitability for continued employment or may harm the reputation of the Company and its  employees. It also includes marijuana, amphetamines, cocaine, opiates, phencyclidine,  barbiturates, benzodiazepines, methadone and propoxyphene, or other combinations. 

IV. DRUG AND ALCOHOL SCREENING 

A. A urinalysis, or other drug/alcohol screening may be conducted:  

1. To all applicants to whom a job offer has been made.  

2. Post-accident or if reasonable suspicion is suspected.  

3. When there is reason to believe that an employee may be using drugs or  may be under the influence of drugs or alcohol.  

4. As part of periodic follow-up testing if the employee is found to have  breached these policies but has been permitted to remain employed.  

5. Whenever an employee is working in a job classification which has been  designated by the Company as a “safety risk classification”, or argued by law. 

B. An employee’s cooperation with such a test is required as a condition of  employment. The employee’s refusal to immediately cooperate with such a request and provide a specimen may be grounds for termination where there is any reason to  believe that the employee has violated this Policy and the employee’s refusal to  cooperate prevents a medical determination of his/her condition. Employees who  produce a “diluted” urine specimen will be given only one (1) additional  opportunity to submit one (1) additional specimen at the employee’s cost. This  specimen must be given by the employee at the LOCK DOWN SECURITY designated collection  facility according to established Company protocol for urine collection and tested  by the Company’s designated NIDA approved laboratory at the employee’s cost.  Further, this additional specimen must be collected within eight (8) hours from the  time the employee is notified of the “diluted” specimen. Failure to produce a  negative urine test result or to comply with all the tenants of this document and  the established LOCK DOWN SECURITY procedures for its implementation will constitute non  compliance with this Policy.  

V. SEARCHES 

A.   Routine searches of LOCK DOWN SECURITY property may be conducted at times unannounced,  this includes, but is not limited to, lockers, storage areas, jobsite trailers, LOCK DOWN SECURITY vehicles and rooms normally used to store employee’s personal property while working for LOCK DOWN SECURITY.

B.   Should the Company suspect that an employee has sold, purchased, used or  possessed alcohol, drugs or drug paraphernalia on Company premises, the  Company may inspect the employee’s personal effects (lunch boxes, tool boxes). Refusal is grounds for dismissal.   

VI. VIOLATIONS OF POLICY 

A.         Other disciplinary options may be applied depending on the circumstances.

B.    If the employee has not engaged in misconduct, unsafe conduct or poor job  performance, but is found to have alcohol or drugs in his/her system, the  employee may be placed on an unpaid medical leave until  he/she presents reliable medical evidence that he/she has overcome any substance  use problem, and he/she shall be reinstated to his/her former position if he/she  consents in writing to occasional testing on request over the next 12 months to be  certain that he/she has not resumed usage of drugs or alcohol in violation of this  Policy. If such subsequent usage is detected, the employee will be terminated.  

VII. SELF-IDENTIFICATION TO LOCK DOWN SECURITY MANAGEMENT/SUPERVISION 

Employees who take the initiative of advising their supervisor or manager that they have a  medical problem with regard to alcohol or drug use, who have not engaged in misconduct or  repeated poor performance at work, or attendance issues, and who demonstrate a commitment to take the necessary  remedial action, will be provided a medical leave of absence for such purpose, if no employer hardship exists.

VIII. RESERVATION OF RIGHTS 

LOCK DOWN SECURITY reserves the right to change, rescind or depart from this Policy in whole or in part.  Nothing in this Policy alters an employee’s status. NES SOLUTIONS hopes each employment  relationship will be a happy and enduring one. Nevertheless, employees remain free to rescind  their employment at any time with or without cause.