General Information

    Available to work:

    First shiftSecond shiftThird shift

    Application for employment

    We are equal opportunity employer, dedicated to a policy of nondiscrimination in employment on any basis including
    race, color, age, sex religion, disability or
    national origin.

    Employee Contact Information

    Employee Availability








    Basic knowledge test

    1. Simon very tall.

    2. She like football very much.

    3. How does one lesson cost?

    4. The plural of “man” is

    5. Noun [naun] noun:

    A word used as the name of a person, animal, place, state or thing.

    6. The United States consists of 50 states

    7. You must have your security license on you every time you go to work.

    8.     6 + 2 =

    9.     3 + 13 =

    10.     9 – 4 =

    11.     17 – 8=

    12.     7 x 8 =

    13.     10 / 15 =

    14.     12 / 32 =

    Find the unknown number.

    15.     47 – Z = 7

        Z =

    16.     16 = X + 13

        X =

    Complete the sequence.

    17.     2, 4, 6, , 10, , ,

    18.     4, 8, 16, , 64,

    19.     5, 10, , , 25

    20.     20, , 11, 8, , 5

    21.     1, , 5, , 9,

    22. The President of the company ABC Warehousing arrives at the gate you are
    working and states he has forgotten his I.D. what do you do?

    23. The gatehouse you are working requires that Everyone will be cleared
    before entering the property.

    A visitor arrives to see the Warehouse Manager; you did not receive a preauthorization for the visitor. What do you

    24. What are your career goals if you join Patrol 51, Inc. Group?

    25. Read the following statement and then fill out the Incident Report:

    You work the (3) third shift 12:00 am (0000) to 8:00 am (0800) on March 12,
    2010 at the Bickford Corporation Headquarters. You arrive 45 minutes early
    and you find the Security Officer on duty sleeping. It is obvious that he has
    been drinking.

    Criminal history

    Please explain; answering yes does not automatically exclude you.


    Employment Verification and Release Form

    Minimum Wage Policy

    As a term of employment, all whom, want to resign from Patrol 51 Inc. are required to issue a 14-day written
    notice to
    our corporate office, in person. All employees who fail to issue this notice or are terminated for a
    No-Call/No-Show or Post
    Abandonment will be subject to pay decrease to minimum wage, for the entire pay period yet to be paid. Also, the
    Minimum Wage is the pay rate during the Training hours.

    In the case of Sleeping and / or Abandonment of Post you will NOT be paid
    for the shift. Leaving without a relief
    is considered post abandonment.

    Statement of confidentiality

    I, undersigned, understand that if I am employed by you in any capacity, I am going to be entrusted with
    confidential information and the preservation
    of such confidence as prescribed by law. In the contemplation of the certainty of this fact, I hereby agree to the

    Protection of Confidential Information: I will not, directly or indirectly, use, make available, sell, disclose or
    otherwise communicate to any third party,
    other than in my assigned duties and for the benefit of this company, any of the Company’s Confidential Information,
    either during or after
    employment with this company. In the event I desire to publish the results of my work for the Company through
    literature or speeches, I will submit
    such literature or speeches to the C.E.O. of the Company at least 10 days before dissemination of such information
    for a determination of whether
    such disclosure may be highly prejudicial to the interests of this company, or may constitute an invasion of its
    privacy. I agree not to publish,
    disclose or otherwise disseminate such information without prior written approval of the C.E.O. of this company. I
    acknowledge that I am aware that
    the unauthorized disclosure of Confidential Information of the Company may be highly prejudicial to its interests,
    an invasion of privacy, and an
    improper disclosure of confidential information.

    Delivery of Confidential Information: Upon request or when my employment with this company terminates, I will
    immediately deliver to the C.E.O. all
    copies of any and all material and writings received from, created for, or belonging to this company including, but
    not limited to, those which relates
    to or contains Confidential Information

    a. Location and Reproduction I shall maintain at my work station and/or any other places under my control only such
    Information as I have a current “need to know.” I shall return to the appropriate person or location or otherwise
    properly dispose of
    Confidential Information once that need to know no longer exists. I shall not make any copies of or otherwise
    reproduce Confidential
    Information unless there is a legitimate business need of the Company for reproduction.

    Third Party Information: I acknowledge that this company has received and in the future will receive from third
    parties their confidential information
    subject to a duty on this company’s part to maintain the confidentiality of such information and to use it only for
    certain limited purpose. I agree that,
    during the Period of Employment and thereafter, I will hold all such confidential information in the strictest
    confidence and not to disclose or use it to,
    except as necessary to perform my obligations hereunder and as is consistent with the this company’s agreement with
    such third parties.

    For Cause: Notwithstanding anything herein to the contrary, this company may terminate my employment hereunder for
    cause for any of the
    following reasons: (1) conviction of a felony, or a misdemeanor where imprisonment is imposed, (2) commission of any
    act of theft, fraud, or
    falsification of any employment or this company’s records in any material way, (3) my failure or inability to
    perform any material reasonable assigned
    duties after written notice from this company, and a reasonable opportunity to cure, such failure or inability, or
    (4) material breach of this Agreement
    which breach is not cured within one day following written notice of such breach. Upon termination of employment
    with this company for cause, this
    company shall be under no further obligation to me for salary or bonus , except to pay all accrued but unpaid base
    salary, accrued bonus (if any) and
    accrued vacation to the date of termination thereof.

    Payroll: I will not disclose any type of information of my paycheck and how much I make from Patrol 51, Inc.; if
    I do I will be terminated from Patrol 51, Inc. All information of employee income should be kept confidential.

    Exclusive Employment: During employment with this company (a) I will not do anything to compete with the Company’s
    present or contemplated
    business, nor will I plan or organize any competitive business activity and (b) I will not enter into any agreement
    which conflicts with my duties or
    obligations to this company I will not during his employment or within two (2) years after it ends, without this
    company’s express written consent,
    solicit or encourage any employee, client, independent contractor, supplier, consultant, investor, or alliance
    partner to terminate or alter a relationship
    with this company. I will not also seek employment with any of Patrol 51, Inc. present and past clients.

    Release Form Agreement

    I, , agree to allow Patrol 51, Inc. and anyone they
    may empower, to use, trade, or sell, all photographs of me displaying security uniforms. I further give complete
    for the use, display, publishing, printing, copying or replication of these photographs of me on security websites
    or any
    websites for advertisement or any promotional literature without payment or compensation of any nature to me at any
    for any reason now and forever.

    I further state and agree that I am of sound mind and that by signing this agreement that I will be giving up all
    rights to these
    photographs, any copies, and all reprints, forever without receiving any compensation. And that these photographs
    shall be
    the sole property exclusively of the aforementioned company and their officers and staff, without limit, to do with
    as they
    please without limit, and that I shall never be entitled to any compensation of any kind connected to the use of

    Employee Dress Code Guidelines

    It is important that P51 employees meet and respond to our clients’ daily needs.
    As representatives of P51 Security Services it is vital to project a positive image including a neat, clean and

    *Supervisors are responsible for insuring officers comply with the dress code requirements.

    Hair Style:

    Male employees:

    • Hair should be neat, clean, trimmed, and not extrude more than 3” from scalp. Hair will not cover more than 1”
      the ear from the top and any part of the collar.

    • Sideburns will not extend beyond the lowest part of the ear and not flare at the base. Sideburns will not
      with moustaches.

    • Neatly trimmed moustaches may be worn, but will not extend more than 1/2” beyond the corners of the mouth or
      extend over the upper lip. Beards and goatees are prohibited.

    • Nails must be clean and maintained no longer than 1/8”

    Female employees:

    • Hair may touch, but not extend below the shoulders.

    • Hair longer than shoulders must be maintained in a bun or and upwards do.

    • If a hair clip or barrette is worn, it must blend with hair color.

    Jewelry regulations:

    • No bracelets and/or necklaces are to be worn while on duty.

    • Earrings are limited to the female employees only and are not to exceed the size of a dime.

    • Rings are limited to 1 per hand.

    • Jewelry worn as neckwear by uniformed employees will not be visible to the public.

    • Employees will not be reimbursed for any loss or damaged jewelry.

    Wearing the Patrol 51:

    • Uniformed employees must wear entire regulation Uniform. Wearing a partial uniform is prohibited

    • Uniforms will only be worn by authorized employees when on duty, coming to/from work, or on an authorized
      special assignment.

    • Employees will be responsible for maintaining their uniforms and accessories.

    • Employees will replace and repair items at their own expense if uniform items become damaged beyond normal
      wear and tear.

    Limits of Authority and Use of Force and Special Security Devices

    Security personnel do not police powers beyond that of any ordinary citizen, and must operate
    under the laws
    empowering private person arrests and use reasonable force. Officers are not permitted to touch, search or arrest
    individual except under limited circumstances. The circumstances under which a Security Officer may touch, search or
    deter an individual are as follows:

    • When the individual has freely and voluntarily consented to the search

    • When acting in self defense

    • In making a legal citizen’s arrest, upon witnessing a felony

    • When protecting the safety of others

    • At the instruction of law enforcement.

    Use of Force

    Security personnel are required to exercise extreme caution and good judgment when considering the use of force.
    faced with a clear and immediate threat of bodily harm, the Security Officer must always consider retreating with
    any other
    people present to a secure position.

    A Security Officer must only use the degree of force necessary to repel an attack or threat of an attack. When a
    use-of-force situation arises, call the police for assistance and call Company management.

    Security Officers who improperly use or apply excess force may be subject to disciplinary action and may be held
    criminally liable for their actions.


    In the event of any physical altercation involving a Security Officer, the officer must make every effort to
    secure names and
    addresses of all witnesses, along with names and addresses of person(s) involved. The officer will submit a
    detailed written
    report of the incident to appropriate Company supervision.

    Deadly force is never to be utilized for the protection of property of information.

    “Deadly Force” is any use of force that is likely to cause death or serious bodily injury. Deadly force should
    only be used to
    defend life. Security Officers who improperly use or apply excessive force may be held liable for their actions in
    a court of

    Special Security Devices

    Generally, security devices are not appropriate or necessary for normal security assignments. Accordingly,
    personnel do not carry or use special security devices unless the facts and circumstances of a particular post
    indicate that the use is reasonable and appropriate. In every situation, special security devices must be
    authorized in
    writing by branch management. Such devices may include handcuffs, firearm, holster, ammunition carriers, mace or
    spray, soft body armor or clubs. In all cases, our Company will issue the equipment and all officers will be
    trained for its use
    in accordance with Company policy. Some states require security personnel to have permits to carry non-lethal
    weapons in
    addition to certified training.

    Policy on Sexual Harassment

    SEXUAL HARASSMENT: It is policy of P51 to provide an environment free of sexual harassment.
    harassment is a violation of Title VII of the Civil Rights Act of 1964. Unwelcome sexual advances, requests for
    sexual favors, and other verbal or physical conduct of sexual nature constitute sexual harassment when:

    • Submission to such conducts made either explicitly or implicitly a condition of an individual’s

    • Submission to or rejection of such conduct by an individual is used as the basis for employment
      decisions affecting such individuals; or

    • Such conduct has the purpose or effect of unreasonable interfering with an individual’s work
      performance or creating an intimidating, hostile or offensive working environment.

    P51 strictly forbids any employee from engaging in any of the above-described conduct. Anyone found to have
    engaged in harassment will be subject to disciplinary measures, up to and including termination.

    P51 will maintain a work environment free from sexual harassment. Anyone who claims that he or she is the
    victim of sexual harassment should report the incident directly to the Supervisor or Manager. If the complaint
    involves a Supervisor, the complaint the complaint should be filed directly with the board of directors at P51 (or
    some other designated representative of the Association). All complaints will be handled in a timely and
    confidential manner. P51 will conduct a prompt and through investigation of the complaint and, where
    applicable, take appropriate disciplinary measure against the offending party. Investigation of a complaint will
    normally include conferring with the parties involved and any named or apparent witnesses. There will be no
    retaliation against any person perusing his or her rights under the law of this policy.

    API’S position is that sexual harassment is a form of misconduct which undermines the integrity of the
    employment relationship. No employee, either male or female, should be subject to unsolicited and unwelcome
    sexual overtures or conduct, either verbal or physical. Sexual harassment does not refer to occasional
    compliments of a sociably acceptable nature. It refers to behavior which is not welcomed, which is personally
    offensive, which debilitates morale, and which, therefore, interferes with work effectiveness.

    Uniform Return Policy

    If an Patrol 51, Inc. employee is terminated, or resigns from their position, they will be granted a period of
    three (3) business days to return their uniforms and/or patches from their uniforms in
    satisfactory condition.

    Satisfactory condition is defined as DRY CLEANED (with the dry-cleaning receipt attached)

    If uniform fees are paid in full - then only the patches need to be returned.

    • If, in the event that the patches are not returned in satisfactory condition, then you will be deducted the amount
      correspondent to one (1) installment ($25.00) per patch.

    If uniform is not returned in the allotted time:

    • Your paycheck(s) will be deducted for the total cost of uniform(s).

    • You will be reported to the State.

    If uniform is not returned dry-cleaned with the receipt proving the cleaning, the employee will be charged at the
    amount correspondent to two (2) instalments ($50.00).

    Authorization for Payroll Deduction - If Applicable

    I understand that upon the conclusion of my employment relationship, I authorize my employer to deduct from my
    FINAL PAYROLL CHECK any unpaid balance I may owe in compliance with the Fair Labor Standards Act.

    agree that I have received and fully understand the employee manuals’ rules
    and regulations; also they are subject to change at any time.

    Worker's compensation procedure

    Your safety is our concern. In order for us to ensure that you have received proper medical treatment if injured on
    the job,
    you must follow the below steps:

    • All injuries must reported immediately to a Supervisor before the end of your shift

    • Any employee that needs medical treatment must receive a referral for an authorized medical provider or
      physicians from the Human Resources Representative. Please note that Personal Physicians are not
      authorized. In case of an emergency, you will be referred to the nearest emergency room.

    • Any employee that receives treatment must provide to Human Resources, a copy of their medical status.
      Please note, that without medical release, you will not be allowed to return to work.

    If you have any questions concerning Workers Compensation Procedures, please contact the Human Resource Department
    at (844) 970-7655

    Workers Compensation Fraud will not be tolerated!