Screening Procedures

Job Qualifications

A perspective employee must meet the following minimum qualifications:

• No felony or misdemeanor convictions, which would preclude their carrying a firearm.

• No history of criminal or improper conduct.

• Able to demonstrate a pattern of respect and honesty in their dealings with individuals and organizations.

• 20/20 vision, with or without correction.   Functional color vision.

• No medical condition that would prohibit the candidate from passing any present or future required physical fitness tests.

• At least 4 feet 4 inches tall with a body fat index that is appropriate for their build.

Background Investigations

Candidates for employment with California Protection Security Services, Inc., are subject to a two-phase background investigation.   The initial phase consists of a review of the candidate's application and questionnaire, an interview, and a check of local law enforcement and DMV records by CPSS.   The second phase is in the form of fingerprint checks by the Department of Justice.   When a guard is assigned to a federal government account, the fingerprints are run through the FBI's database.

Candidates whose records reveal any one of the following are not accepted for employment:

• Felony conviction

• Child-related felony or misdemeanor

• Convictions involving unlawful sexual conduct

• Military conduct that involved dishonorable discharge, other undesirable discharge, or bad conduct.

• A pattern of irresponsible behavior including, but not limited to, unreasonable driving or employment records

Testing Procedure

Applications are utilized as the first step in our employment selection process.   California Protection Security Services reviews all applications for neatness, appropriate past experience, job stability, as well as specialized skills--all of which are important in order to advance candidates to the interview phase.

A component of the application is a two-page aptitude test, which each applicant must successfully complete.   Prospective employees are tested for spelling, basic math, reading comprehension skills, English language skills, and penmanship.   Additionally, their ability to translate standard time to military time and to determine compass directions is measured.   Backgrounds are checked.

Drug Testing Procedure

As part of the screening process, officers must submit to and pass a drug test.   Following job acceptance, employees are periodically and randomly drug tested.   Any officer who tests positive for any illegal substance is required by law to seek immediate counseling.   Any officer refusing counseling, once an abuse problem has been detected and observed, is immediately discharged.

California Protection Security Services contracts with the Maharliken Laboratory in Inglewood, California, to provide this service for our company.

Hiring and Termination Policies

Hiring Policy

CPSS does not place anyone on the Bike Team who has not first worked for CPSS to ensure the competency of that guard. As stated, many of our officers have been with the Bike Team for several years.  

All perspective employees with CPSS are interviewed, fingerprinted, and photographed on the same day.   The investigative phase also includes personal, military, and employment histories--as well as field reference checks.   Perspective employees are evaluated for their respect of the law, honesty, mature judgment, respect for others, a good employment record, a proficient driving record, and the absence of drugs or other intoxicants.   All employees must submit comprehensive biographical information before the background investigation process takes place.   Failure by any perspective employee to provide complete and accurate information will result in their disqualification from employment with California Protection Security Services.  

CPSS is firmly committed to equal employment opportunity in the workplace.   During the recruitment and hiring processes, CPSS does not discriminate based on race, religion, national origin, disability, sexual preference, or age.   In the area of affirmative action, the company is constantly striving to increase the number of employees in underrepresented groups.

Termination Policy

Employment relationships are for an indefinite period (at will) and may be terminated at any time, with our without cause, at the option of either the employee or employer.

If resigning from a position, the employee is required to notify their supervisor at least 2 weeks before their last scheduled workday.   A minimum 72-hour advance notice is necessary in order to generate and issue the final check by the last workday.

The full replacement cost of CPSS uniforms and/or equipment not returned during out processing will be withheld from the employee's final paycheck, as allowed by law.   CPSS reserves the right to take any legal action, when deemed appropriate, to recover or protect its property.

Turnover Rate

CSI's annual turnover rate is about 11%.   This rate is low for the security industry.   The benefit of a low turnover rate accrues to CSI's customers--longevity promotes loyalty.   Therefore, California Protection is able to assign longer-tenured, well-trained professional officers who know they are stakeholders, are proud of their jobs, and are genuinely interested in protecting the clients, tenants, customers, and property.