Congratulations and welcome to North East Security Solutions!  As part of our hiring process, you will need to complete the following electronic forms.  You must answer every question.

Please take your time, be honest, and fill out all open fields.  Thank you and we are very pleased to have you as part of our family.

Additional Required Paperwork:

• Employee Resume
• Copy of BCI or Certificate of Floor Host Class Completion
• Copy of Drivers License
• Copy of Social Security Card

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 documents.  If you have any questions please feel free to contact us at 401-725-1500.

North East Security Solutions, LLC is a fully licensed, bonded and insured Security Company.  We were established in 2010.  NESS was founded by two like-minded individuals.  One a decorated Police Officer, and the other is a retired Army War Veteran.  Both 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.

NESS's 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 North East Security Solutions, the client will always be our FOCUS.

Dan Ashworth & Wayne Fantasia and the NES Solutions family.

This Non-Compete Agreement (this "Agreement") is made effective as of {date}, by and between North East Security Solutions, LLC of 85 Douglas Pike, Smithfield, RI 02917 and {name}.

1. NON-COMPETE COVENANT. During employment and for a period of 365 days after Termination, Voluntary Leave, or after the separation of employment for any reason, {name} will not directly or indirectly engage in any business that competes with North East Security Solutions, LLC.

This covenant shall apply to the geographical area that includes anywhere in the United States.

Security-Based Work: Included by not limited to Patrol, Residential, Personal, Live Events, Festivals, Nightlife, and Transportation.

Directly or indirectly engaging in any competitive business includes, but not limited to: (i) engaging in a business as owner, partner, or agent, (ii) becoming an employee of any third party that is engaged in such business, (iii) becoming interested directly or indirectly in any such business, or (iv) soliciting any customer of North East Security Solutions, LLC for the benefit of a third party that is engaged in such business.  {name} agrees that this non-compete agreement will not adversely affect North East Security Solutions, LLC's livelihood.

2. NON-SOLICITATION COVENANT. For a period of 2 years after the effective date of this Agreement, {name}, will not directly or indirectly solicit business from, or attempt to sell, license or provide the same or similar products or services as are now provided to, any customer or client of North East Security Solutions, LLC, nor shall {name} use North East Security Solutions, LLC's existing client's demographic and confidential information to solicit and provide quotes and/or transfer business to any competing entity.  Further, for a period of 2 years after the effective date of this Agreement, {name} will not directly or indirectly solicit, induce or attempt to induce any employee of North East Security Solutions, LLC to terminate his or her employment with North East Security Solutions, LLC.

3. CONDITION OF EMPLOYMENT. In consideration of the commitments and obligations made by {name} and North East Security Solutions, LLC agree that the execution of this agreement is a condition of employment of {name} by North East Security Solutions, LLC.

4. CONFIDENTIALITY. {name} will not at any time or in any manner, either directly or indirectly, use for the personal benefit of {name}, or divulge, disclose, or communicate in any manner any information that is proprietary (ie. Accounting records, intellectual property, proprietary software, computer data, such as client lists, training manuals, and employee records, product design, and production methods, customer service guidelines) to North East Security Solutions LLC.  The nature of the information and the manner of the disclosure are such that a reasonable person would understand it to be confidential.

{name} will protect such information and treat it as strictly confidential.  The obligation of {name} not to disclose confidential information shall continue for a period of 2 years after the effective date of this Agreement.  Within 48 HOURS after receiving a written request, {name} will return to North East Security Solutions, LLC all records, notes, documentation and other items that were used, created, or controlled by Dan Ashworth and Wayne Fantasia.

5. ENTIRE AGREEMENT. This Agreement contains the entire agreement of the parties regarding the subject matter of this Agreement, and there are no other promises or conditions in any other agreement whether oral or written.

6. SEVERABILITY. The parties have attempted to limit the non-compete provision so that it applies only to the extent necessary to protect legitimate business and property interests.  If any provision of this Agreement shall be held to be invalid or unenforceable for any reason, the remaining provisions shall continue to be valid and enforceable.  If a court finds that any provision of this Agreement is invalid or unenforceable, but that by limiting such provision it would become valid and enforceable, then such provision shall be deemed to be written, constructed, and enforced as limited.

7. INJUNCTION. It is agreed that if {name} violates the terms of this Agreement irreparable harm will occur, and money damages will be insufficient to compensate North East Security Solutions, LLC.  Therefore, North East Security Solutions, LLC will be entitled to seek injunctive relief (ie. a court order that requires {name} to comply with this Agreement) to enforce the terms of this Agreement.  The prevailing party shall have the right to collect from the other party its reasonable costs and necessary disbursements and attorneys' fees incurred in enforcing this Agreement.

8. GOVERNING LAW. This Agreement is to be construed pursuant to the current laws of the State of Rhode Island.  Jurisdiction and venue for any claim arising out of this Agreement shall be made in the State of Rhode Island, in the County of Providence.

9. CONFLICT RESOLUTION. In the event of a dispute between the parties, the parties hereby also agree that the prevailing party shall be entitled to the reasonable attorney fees and costs incurred as a result of the dispute.

10. SIGNATORIES. This Agreement shall be signed by {name} and by Wayne Fantasia, and/or Dan Ashworth, Owner(s), on behalf of North East Security Solutions, LLC.

This Agreement is effective as of {date}.

Policy Brief & Purpose
Our sexual harassment policy aims to protect the men and women 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.

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 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 NESS Management immediately.

How to report sexual harassment
If you are being sexually harassed (or suspect another person is being harassed), please report it to NESS Management. In serious cases like sexual assault, please call and inform NESS 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 NESS Management Once in the meeting, explain the situation in as much detail as possible. If you have any hard 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 as soon as possible.

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. Disciplinary action and repeat offenders

Employees who are found guilty of sexual assault will be terminated after the first complaint and investigation.

Employees who are found guilty 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

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.

This is a guide to the basic rules and regulations we as a company expect you to abide by as an employee and through your tenure with NESS.  What will follow is the most important staple points we need you to follow to be a good representation and to keep a clean neat presentation of one's self. At any point, if any of these guidelines are not followed NESS reserves the right to terminate any relationship we have with you as an employer.  We thank you in advance for cooperation and participation.

• Be Punctual:  Being on time is one of the most important things we want you to follow.  This means on time, READY and DRESSED to work.  We are militant...on time is LATE.  15 minutes EARLY...is on time.  Follow this for all assignments.
• Uniform:  You should always be prepared, clean and well kept.  Uniform specific for the assigned venue is mandatory.  Shirts should always be tucked in, shoes clean, and clothes unwrinkled.
• Equipment:  NESS requires that at all times you have a flashlight.  Penn and Notepad.  This is important and MANDATORY.  If you do not have this, you are required to acquire.
• Floor Host I.D.:  If you do not have one, we will be giving you one in a most timely fashion.  If you lose yours, you will be charged to get a replacement.
• Use of Force:  We want you to understand that...yes, you are in the security field.  But that does not mean you need to go hands-on with every unruly patron that comes across your path.  We are based around customer service understanding this is a must.  Throwing punches will not be tolerated.
• Documentation:  We have provided incident reports, Non-Trespasses, and Logs to each venues binder.  USE THEM.  Proper filling out of all forms must be done within hours of an incident.  DOCUMENT everything.  Even things you don't think are important .
• Post s:  When you are assigned a post at a venue maintaining that post is the most important job you have.  This means you do not leave your post at any time without a supervisors or owners consent.
• Be Professional:  NO DRINKING, FRATERNIZING, AND DRUGGING... BOOM!
• Cleaning:  We accommodate menial tasks towards the end of the night.  This is non-negotiable.  If this is an issue, we do not need you on the team.  This includes barrels, sweeping, heavy lifting, etc...
• Smoking:  You are allowed to smoke before or after your shift.  Not during.  Most shifts are 4 hours and a break is not necessary.  If you work longer than 5 hours, you can request a break from the supervisor at your venue.
• Cell Phone Use:  SIMPLE...NO cell phone use on a shift, period.  Only when it is  ok'd  by a supervisor can a cell phone be used on shift.
• Social Media:  We can only request that you keep it professional while you are not working.

Pre-Incident Strategy

Body Language Reading

• Officers should always be observant enough to see and address anger, depression, and instability.  These are the key determining factors to success with making sure that you catch a situation before it's boiling point.
• Use verbal judo to deescalate early.  It can make the difference between levels of use of force used.
• Verbalize your findings to other team members and never enter a situation without your contact cover!

Responding to Crowd Escalation

• Officers should continually assess crowds, always anticipating potential risks, detect and seek out any escalating factors that could be the catalyst to a situation.

Escalating Crowds

• Typically crowds escalate because of either problem/s created internally or externally, an environmental catastrophe, or failure to identify and coordinate a response to an incident effectively in a timely fashion.

Be Prepared!  The formation of an expressive crowd, aggressive crowd or mob may require law enforcement involvement.  You need to use communication with local PD the same way you would a tool on your belt.  Think Smarter not Harder.

To assess the crowd's escalation, security officers must:

• Detect agitators or persons who seem to be leading the crowd or problem.
• Detect aggressiveness, arguments, or other inflammatory actions or behavior. (i.e. fights in the crowd, screaming, or school of fish movement)
• Detect environmental catastrophes such as fire, flood, etc...
• Detect congested or blocked ingress and egress points.  Also, have plans to clear accordingly.
• Use good judgment and NES Solutions Officer safety principals.
• Regularly communicate what you see or detect with other security team members.  Be proactive, not reactive.

Expressive or Aggressive Crowd and Mobs

The formation of an expressive crowd, aggressive crowd or mob at a nightclub may require law enforcement involvement.  If one should form at your site, please note the following:

The senior ranking NES Solutions Security Officer should take charge of the security response to crowd situations, on the scene as safety allows.  He/she will determine if SRT or CRT and/or law enforcement and/or emergency response personnel should be contacted.

Code Blue	Police on Scene
Code Red	Fire Marshall on Scene
Code Green	Money Drop/Transfer
Code White	VIP at the Door
Code Black	All Call

 

10-4	Confirmation, Yes
10-8	Back in Service
10-10	Fight in Progress
10-12	Standby
10-20	Location
10-22	Disregard
10-23	Arrived at Location
10-24	Task Complete
10-32	Gun
10-56	Drunk or Intoxicated patron
10-74	Negative, or No
10-78	Call 911
10-86	Do not allow a patron entry

This Drug and/or Alcohol Testing Policy (this "Policy") is made effective as of {date}, by and between North East Security Solutions, LLC of 725 Branch Ave, Suite 209, Providence, RI 02904 (the "Company") and {name}.

I, {name}, hereby agree, upon a request made under the Drug/Alcohol Testing Policy of North East Security Solutions, LLC of 725 Branch Ave, Suite 209, Providence, RI  02905, to submit to drug and/or alcohol tests and to furnish a sample of my urine, breath, and/or blood for analysis. I understand and agree that if I at any time refuse to submit to a drug or alcohol test under company policy, or if I otherwise fail to cooperate with the testing procedures, I will be subject to immediate termination. I further authorize and give full permission to have the Company and/or its company physician to send the specimen or specimens so collected to a laboratory for a screening test for the presence of any prohibited substances under the policy, and for the laboratory or other testing facility to release any and all documentation relating to such test to the Company and/or to any governmental entity involved in a legal proceeding or investigation connected with the test. I further authorize the Company to disclose any documentation relating to such test to any governmental entity involved in a legal proceeding or investigation connected with the test.

I understand that only duly-authorized Company officers, employees, and agents will have access to information furnished or obtained in connection with the test; that they will maintain and protect the confidentiality of such information to the greatest extent possible; and that they will share such information only to the extent necessary to make employment decisions and to respond to inquiries or notices from government entities.

I will hold harmless the Company, its company physician, and any testing laboratory the Company might use, meaning that I will not sue or hold responsible such parties for any alleged unintentional harm to me that might result from such testing, including loss of employment or any other kind of adverse job action that might arise as a result of the drug or alcohol test, even if a Company or laboratory representative makes an error in the administration or analysis of the test or the reporting of the results. I will further hold harmless the Company, its company physician, and any testing laboratory the Company might use for any alleged harm to me that might result from the release or use of information or documentation relating to the drug or alcohol test, as long as the release or use of the information is within the scope of this policy and the procedures as explained in the paragraph above.

This policy and authorization have been explained to me in a language I understand, and I have been told that if I have any questions about the test or the policy, they will be answered.

I UNDERSTAND THAT THE COMPANY WILL PERFORM RANDOM AND OR ROUTINE DRUG/ALCOHOL TESTS OR REQUIRE A DRUG SCREEN AND/OR ALCOHOL TEST UNDER THIS POLICY WHENEVER I AM INVOLVED IN AN ON-THE-JOB ACCIDENT OR INJURY UNDER CIRCUMSTANCES THAT SUGGEST POSSIBLE INVOLVEMENT OR INFLUENCE OF DRUGS OR ALCOHOL IN THE ACCIDENT OR INJURY EVENT, AND I AGREE TO SUBMIT TO ANY SUCH TEST.