I. Legal Liability & Professional Conduct

Your job extends beyond simple security; it is a legal obligation. Your actions, reports, and overall presence create a legal record that can be used in court.

• Incident Management: Failure to de-escalate situations appropriately or an inability to resolve conflicts—resulting in police involvement, injuries to any party, violence, or damage of any kind—will result in termination.
• Understanding Liability: Security work is inherently high-risk. Negligence or unauthorized actions can result in civil lawsuits (torts) or criminal proceedings.
• The Power of Reports: All reports are legal documents. Falsifying or omitting information is a severe offense.

II. Site Operations Violations

The following actions are grounds for disciplinary action up to and including immediate termination:

• Leaving a Site/Post: Leaving your assigned post without explicit authorization from a supervisor or dispatcher is a severe breach of duty.
• Having Guests on Site: Staff are strictly prohibited from having personal guests on site.

III. Compliance & Uniforms (Rule 509-4-.02, O.C.G.A.)

Adherence to Georgia state regulations is mandatory. Uniform violations are grounds for disciplinary action.

• Identification: Uniforms must conspicuously display "Defense and Awareness Security, LLC."
• Word Restrictions: The word "Security" is only permitted if the company name is adjacent. The word "Enforcement" is strictly prohibited.
• Presentation: Shirts MUST be tucked; uniforms MUST be clean; security vests MUST be zipped up; and all uniform attire MUST be on the outermost garment when dressing in layers.

IV. Attendance & Reliability

Excessive attendance issues are unacceptable. Any patterns that indicate such will result in reduced hours or removal from the schedule. This includes excessive use of sick time, repeated tardiness, or failure to provide proper notice.

V. Communication & Customer Service

ANY conduct or behavior leading to a formal client complaint is grounds for disciplinary action, removal from sites, or termination. Treat all parties with the highest level of professionalism and respect.

VI. Chain of Command

Always follow the established communication protocol. In escalating situations or for required notice, contact personnel in this specific order:

1. Site Lead & Dispatch ➡️ 2. Supervisor ➡️ 3. Manager ➡️ 4. Human Resources

VII. Equipment Care & Financial Responsibility

• Negligence: If I am found negligent in the care of equipment, fail to report damage immediately, or fail to sign equipment in/out per protocol, I will be held personally liable.
• Payroll Deduction: This may include the deduction of repair/replacement fees from my paychecks to the extent permitted by law.

VIII. Non-Compete & Non-Solicitation

• Non-Compete: For one (1) year following termination, I agree not to provide security services to any client of the Company where I was assigned or had contact.
• Non-Solicitation: I agree not to recruit Company employees or solicit clients for a competing business.

IX. Zero-Tolerance & General Provisions

• Drug & Alcohol-Free: Zero tolerance for the use, possession, or influence of illegal drugs or alcohol while on duty.
• Sexual Misconduct: Zero tolerance for harassment, suggestive comments, or unwanted physical contact.
• At-Will Employment: Employment is "at-will" and may be terminated by either party at any time.

X. Positive Work Environment & Accountability

• Professional Culture: I agree to maintain and foster a healthy work environment free of gossip and toxic behavior. I will strive to ensure every effort is made to create a positive experience with my teammates, the client, and the public.
• Accountability: I agree to be fully accountable when coached or counseled in any regard concerning the aforementioned obligations and will maintain a professional attitude during the corrective action process.

XI. Confirmation of Receipt: Handbook & SOP

I acknowledge that I have received access to the Defense and Awareness Security, LLC Employee Handbook and Standard Operating Procedures (SOP). I understand that it is my sole responsibility to read, be familiar with, and abide by the contents of these documents.

FINAL ACKNOWLEDGEMENT OF RECEIPT

I, the electronically undersigned, acknowledge that I have been made aware of the aforementioned items that could result in disciplinary actions leading up to termination. I understand and agree to the terms of this document.

I understand that these Core Obligations serve as a quick guide to frequently violated policies for which I will be held accountable. This includes, but is not limited to: rules in the Employee Handbook, Standard Operating Procedures (SOP), General Ethics and Conduct, Georgia Security Guard Rules (Chapter 509), O.C.G.A. Title 43 Chapter 38, as well as all applicable City, State, and Federal laws.