Security Officer Handbook G4S Secure Solutions (USA) Inc

Security Officer Handbook G4S Secure Solutions (USA) Inc. Security Officer Handbook INTRODUCTION TO THE APRIL 2018 EDITION Note: The contents in this handbook supersede all previous editions of security officer handbooks/manuals of G4S Secure Solutions (USA) Inc., which was formerly known as The Wackenhut Corporation or G4S Wackenhut. This handbook is intended as a guide for the efficient and professional performance of your job. Nothing herein contained shall be construed to be a contract between the G4S Secure Solutions (USA) Inc., the employer, and you, the employee. Additionally, this handbook is not to be construed by any employee as containing binding terms and conditions of employment. The company retains the absolute right to terminate any employee, at any time, with or without cause. Management retains the right to change the contents of this handbook, as it deems necessary, with or without notice. G4S Secure Solutions (USA) Inc. (hereinafter also referred to as G4S Secure Solutions USA, or simply, G4S), through Corporate Human Resources, maintains policies relating to your rights and responsibilities as a G4S Secure Solutions USA employee, and these policies are expressly incorporated in to this handbook. You are responsible for knowing and complying with these policies; therefore, you may request to read them or, in some cases, have personal copies of them during normal working hours in your office. This handbook highlights some of the more relevant policies and procedures. It is not all-inclusive. This handbook is the property of G4S Secure Solutions USA. It is assigned to you as an employee of the company. You shall treat the Security Officer Handbook as confidential and proprietary to G4S.

1 The holder of this Security Officer Handbook is:

Name:______Address:______

Contact Phone Number:______

Note: Immediately report any change of home address or contact telephone number to your supervisor.

© April 2018 by G4S Secure Solutions (USA) Inc. All rights reserved.

2 A PERSONAL MESSAGE FROM THE PRESIDENT OF G4S NORTH AMERICA Welcome to G4S Secure Solutions USA. We are happy that you chose to join our team. Your presence as a member of our team is very important to our success. Your new job will involve a great amount of responsibility. We will depend on you to provide superior performance and excellent customer service. Our customers will depend on you for many things, to include greeting their employees and guests, safeguarding their properties, and alerting them to unsafe conditions. You may be a first responder on the first line of defense in our nation’s national security. Your dedication and commitment to duty may save lives! This Security Officer Handbook contains the basic information you will need in your new role. Read it carefully. While no handbook can anticipate and address every possible situation you may encounter on the job, this will help you become better acquainted with your duties. If you have any questions, you should speak to your supervisor. I am a long-term employee of G4S Secure Solutions USA. I worked my way up through the ranks and am passionate about employees and customers. I am very proud of the work that our dedicated security officers perform each day. I am committed to ensuring that you have a great place to work. The policies, guidelines and information set forth in this handbook are a part of that effort. I ask you to join me in a commitment to integrity, fairness, and safety in the workplace. Sincerely,

Drew Levine President G4S Secure Solutions & Risk Consulting, North America 3 TABLE OF CONTENTS OUR STORY ...... 7

SERVICES OF G4S ...... 9

MISSION, VALUES AND EXPECTATIONS ...... 10

EMPLOYMENT FACTS AT A GLANCE ...... 13 Advancement 13 Awards and Certificates 13 Chain-Of-Command 14 Dating and Relationships 15 Drugs and Alcohol 15 Duties 16 Employee Relations and Engagement 16 Equal Opportunity and Diversity 18 Ethics 19 Harassment, Sexual 22 Harassment, General 22 Harassment, Filing a Complaint 23 Leaves of Absence 24 Pay 26 Payroll Deductions 26 Safety 26 Social Security (FICA) 26 Suggestion Program 27 Training 27 Transfers 28

4 Violence in the Workplace 28 Workers’ Compensation 28 Working Hours 29

DUTIES, PERSONAL APPEARANCE AND CONDUCT ...... 31 Attention to Duty 31 Dignity and Respect 31 Customer Service 31 Obey Laws 31 Professional Image 31 Punctuality and Attendance 33 Orders 33

CONDUCT WHILE ON DUTY ...... 34 Enforcing Security Rules 34 Prohibited Activities 35 Court Cases 36 Confidential Material 36 Visiting 37 Solicitation 37

DISCIPLINE ...... 38 Grounds for Immediate Dismissal 38

LEGAL AUTHORITY AND ITS LIMITATIONS ...... 41 Powers of Arrest 41 Use of Force During an Arrest 43 Search Following an Arrest 44

5 OBSERVATION AND REPORTING ...... 45 The Importance of Reports 45 Basic Elements of Reports 46 Essential Considerations in Report Writing 46 What Should Be Reported 47

THE PATROL FUNCTION ...... 48

GENERAL SECURITY ISSUES ...... 50 Theft 50 Suspicious Activity 50 Pass and Badge Control 50 Lock and Key Control 52 Protecting the Integrity of a Crime Scene 53

FIRE AND LIFE SAFETY ...... 54 First Aid and Medical Emergencies 54 Procedures in a Medical Emergency 54

FIREARMS ...... 55 Weapons Safety 57 Range Procedures 57

RADIO AND CELL PHONE USE ...... 59

TERRORISM ...... 61 Access Control 61 Bomb Threats 62

THE CHALLENGE ...... 63

6 OUR STORY In 1954, George R. Wackenhut and three other former special agents of the Federal Bureau of Investigation (FBI) formed a company in Miami, Florida called Special Agent Investigators. The company provided investigative services to business and industry. They formed a second company in 1955 to provide physical security services. In 1958, these companies combined under the name of The Wackenhut Corporation. The company’s headquarters moved to Coral Gables, Florida in 1960. The company relocated to Palm Beach Gardens in 1996, and moved to its present location in Jupiter, Florida in 2011. Professionalism and quality service have been the hallmarks of the Wackenhut philosophy from the start. George R. Wackenhut served as the company’s first president and chief executive officer. His son, Richard R. Wackenhut, succeeded him in those positions in 1986 and 2000, respectively. George remained chairman of the board of directors until May 8, 2002, when the company was acquired by Group 4 Falck A/S. In July 2004, the security business of Group 4 Falck merged with Securicor plc to become Group 4 Securicor plc. In June of 2008, Group 4 Securicor officially changed its name to G4S. Headquartered near London, England, G4S forms the largest global network of security operations worldwide, with over 600,000 employees and operations in 125 countries in the world. Shortly after the merger, The Wackenhut Corporation became known unofficially as G4S Wackenhut. In June 2010, the company’s name was legally changed to G4S Secure Solutions (USA) Inc., though informally we refer to ourselves as G4S Secure Solutions USA. G4S Secure Solutions USA’s Security Services Division operates throughout the United States. It provides physical security services to commercial businesses, government entities, gated communities, industrial complexes, and many other clients.

7 The Nuclear Services Division, called Regulated Security Solutions (RSS), provides security at commercial nuclear power generating plants in the United States. It is the leader in this specialized niche of the security field. The G4S North America Training Institute, a division of Corporate Human Resources, develops and administers training programs for all company security personnel. Throughout its history, strong management and dedicated employees have reinforced G4S Secure Solutions USA’s reputation for quality and professionalism. Proud of its employees, its accomplishments, and its position as a USA branch of G4S, G4S Secure Solutions USA looks to the future with boldness and confidence.

8 SERVICES OF G4S Each person in the organization contributes to the total services provided to our clients. With their individual talents and professional training, our tens of thousands of employees comprise the strength of G4S Secure Solutions USA. There is a great and growing demand for security. Business and industry recognize the need to prevent loss and safeguard physical assets. They also see the benefits of the numerous other services a modern security force can provide. Increasingly, this demand is accompanied by decided preference for our services! Increasingly, we are becoming known in the marketplace for providing full scope security solutions. Not surprisingly, we are often requested to begin our customer relationship by evaluating a prospective client’s total security needs—even if the prospect is initially considering just one aspect of our services. G4S Secure Solutions USA is able to provide all the services a plan for total security may require. The plan might call for security services supplemented by investigative, pre-employment screening, security equipment or security technology. Training in employee security awareness could also be a part of the plan. If international operations are involved, this, too, could be part of the plan, utilizing G4S’ global capabilities. And global services we have! In terms of size and outreach, G4S is the world’s 2nd largest private employer. G4S Secure Solutions USA is a large and growing company. It has the personnel and the complete range of services required by today’s sophisticated client. The future of the security business, and particularly the G4S approach to total security, is bright. Each individual employee contributes in his or her own way to the growth of the company and the attainment of G4S Secure Solutions USA’s position as the industry leader. 9 G4S VALUES AND EXPECTATIONS G4S plays an important role in society and we are trusted to care for and protect some of the world’s most valuable assets. It is a big responsibility and one which we take very seriously. Our values are the standards we set for ourselves and they are reflected in the culture of the organization and our every-day behavior – they provide a guide for each of us on what is expected as members of the G4S team. OUR VALUES We act with...

INTEGRITY AND RESPECT

We are passionate about...

SAFETY , SECURITY AND SERVICE EXCELLENCE

We achieve this through...

INNOVATION AND TEAMWORK

Securing Your World

10 Living our values is very important and we expect everyone in the company to strive to do it. Following are some expectations of you that will demonstrate your commitment to our mission and values: • Ability – You are expected to be able to handle any normal situation you may encounter. You should know how and where to get help if it is needed. • Alertness – You are expected to be alert at all times while on duty. Look for activities, conditions or hazards that could result in injury or damage to property and equipment. Develop the ability to anticipate what might happen under a given set of circumstances. Determine the correct action to take if a given emergency should arise. • Attitude – Security personnel are often the first contact visitors have with a client. How you greet them and answer their questions will play a major part in their appraisal of the client. Your attitude directly affects human and employee relations. • Courtesy – You must be courteous at all times. You do not need to be belligerent to be firm. You can be courteous and well-mannered and still be effective. • Discipline – Personal likes and dislikes should not sway you from your duty. Promptly follow and properly execute all directions from supervision. Discipline does not mean punishment. True discipline is indicated by proper conduct under all conditions — by individuals away from the presence of their supervisors. • Exemplary Conduct – Conduct yourself in a manner that reflects credit on you and the company. • Job Interest – Take pride in your duties and maintain a keen interest in your job. This will show in the manner in which you perform your duties. It will be recognized by all who come in contact with you.

11 • Loyalty – Security personnel must be loyal to the company. Learn to ask yourself, “Is this best for the company?” Loyalty also means that supervisors can trust you with confidential information. • Tact – You should act without haste or undue emotion. Do not argue with people. Avoid force unless absolutely necessary. Present a calm, dignified bearing.

REMEMBER – Courtesy earns respect, knowledge gets results, patience receives cooperation, and excellence in customer service increases good will and makes people want to hire G4S Secure Solutions USA for their security needs.

12 EMPLOYMENT FACTS AT A GLANCE (Note: Topics are arranged in alphabetical order for reference and review purposes.) Advancement – We want you to advance within the company. You are encouraged to develop your skills so you may qualify for promotion. We are proud of the many employees who have risen through the ranks to positions of additional responsibility, including the President, who started with the company as a security supervisor in the field. Your knowledge, experience, skills and attitude toward your work are factors that will help you progress. The ongoing training provided through our corporate university, G4S North America Training Institute, will allow you to enhance your skills and may prepare you to accept new challenges. The company encourages you to improve your qualifications, not only for your present position but also for promotion. Report any courses or special training you complete to your supervisor for inclusion in your personnel file. This way we will always know your qualifications and accomplishments.

Promote Me! G4S “PromoteMe!” was developed; to highlight employees interested in advancement within the organization. Employees self-identify their interest as members of “PromoteMe!” via our career center where they can showcase their current expertise and select a personalized, self-guided path for their own development. Awards and Certificates – • Security Officer of the Quarter/Year – Presented to recognize outstanding performance by security officers.

13 • Security Supervisor of the Month/Quarter/Year – Presented to recognize outstanding performance by security supervisors. • Certificate of Achievement – Awarded for the successful completion of a G4S North America Training Institute program. • Certificate of Appreciation – Recognizes a job especially well done or for outstanding performance in a general sense. • Certificate of Recognition – Intended to recognize unusual and outstanding service, courage or initiative. This prestigious award ranks higher than the Certificate of Appreciation. • Certificate of Distinction – Presented for the performance of an act of valor above and beyond the call of duty. These acts generally reflect great credit on the individual, the client, and G4S Secure Solutions USA. This exclusive award ranks higher than the Certificate of Recognition. • W-Valor award – This prestigious award recognizes exceptionally meritorious service. It is the highest of our special recognitions and is considered well above the level of Distinction. • Time in Service Awards – We are pleased when our good employees stay with the team. We recognize longevity in a special way by presenting service pins and other awards for each five- year period of continuous service. Chain-Of-Command – Supervisors and managers at G4S Secure Solutions USA are held responsible for the fair and ethical treatment of the individuals who report to them. If you have a concern or request, your first point of contact should be your immediate supervisor, who is the first person in your chain-of-command. (The next person is his or her manager, etc.) If the concern is your immediate supervisor, or someone else in your

14 chain-of-command, and you are not comfortable discussing the matter with him or her, you may go to the next higher level in your chain-of- command to discuss the issue. If the issue is very sensitive or cannot be resolved within your chain of command, you are encouraged to call the Honor Hotline (also known as the Employee Concerns Hotline), 1-800-307-9005. Dating and Relationships – Employees are prohibited from establishing or having a sexual/ romantic/dating relationship with any direct subordinate or any subordinate within the scope of their influence. No office may employ related persons where a direct supervisory/subordinate relationship exists between those persons. Related persons should not be employed within the same department or field office without permission from the Regional Vice President, Chief Operating Officer or Department Head. Related security personnel will not be employed within the same shift or post at the same client location. Related persons shall include parents, children, brothers, sisters, uncles, aunts, nieces, nephews, spouse, unmarried cohabitating couples and children of either party in such relationships. Drugs and Alcohol – Any unlawful use, sale, distribution, manufacture, or possession of narcotics, drugs, controlled substances or alcohol while on duty, on company property or on a client’s property is an offense subject to termination of employment. Off-the-job use of alcohol that adversely affects your job performance or jeopardizes the safety of other employees, the public, or company equipment is cause for administrative or disciplinary action up to and including termination of employment. Illegal use, sale, distribution, manufacture, or possession of narcotics, drugs, or controlled substances,

15 at any time, shall be proper cause for severe disciplinary action up to and including termination of employment. If you believe or have been informed that your use of a legal prescribed or over-the-counter drug will affect your job duties or present a safety risk, you must immediately report such drug use to your supervisor. This is designed to ensure your safety and the safety of other employees, client property, company property and company vehicles. Employees may be required to submit to drug or alcohol testing. This testing may include, but is not limited to: pre- and post-employment, reasonable suspicion, random, post-accident, scheduled periodic, return-to-duty, or post-rehabilitation. A positive test result or refusal to submit to testing will constitute grounds for immediate termination of employment. All testing will be performed in accordance with federal, state and other applicable laws. Duties – Your supervisor will inform you of your duties. You should diligently fulfill these duties. Your supervisor will answer any questions concerning your job. Employee Relations and Engagement – Employee Assistance Program The Employee Assistance Program (EAP) is a voluntary, work-based program that offers free and confidential assessments, short-term counseling, referrals, and follow-up services to employees who have personal and/or work-related problems. The EAP addresses a broad and complex body of issues affecting mental and emotional well-being, such as alcohol and other substance abuse, stress, grief, family problems, and psychological disorders. The EAP is a resource to help employees live happier, healthier and more

16 productive lives; whether it be for emotional, legal, financial or eldercare/childcare support resources. Newsletters and Communications In a continuing effort to enhance communication with our employees, those who do not have a company e-mail address now have the option of receiving information pertaining to benefits, training, safety, and other company news via their personal e-mail accounts. Please provide management with any changes in your email address so you can receive up-to-date notifications. Employee Satisfaction Surveys All personnel, including those entering and leaving our employment, should have the opportunity to express their views on their relationship with G4S, be it positive feedback or suggestions for improvement. G4S believes in providing an opportunity for employees to express their views without fear of retribution. The hire and exit survey process consists of completing an online questionnaire. You may also receive surveys throughout your employment regarding your work experience and opinion on a variety of topics such as employee benefits, training, and career development. These surveys are, of course, completely voluntary and are e-mailed to all employees that have an e-mail address on record. The purpose for gathering this information is to enable us to find out what employees like or dislike about working for G4S. Clearly, this information can help to make us a better company so we encourage you to be honest, candid, and forthright in providing feedback about your employment experience.

17 Discount Programs As part of our continuing effort to provide meaningful programs that offer important services and savings to you and your family, G4S makes available an employee purchase and discount program website with negotiated employee pricing at thousands of merchants nationwide. For savings and offers from some great companies, please see the G4S US Perks at Work website at http://g4sus.corporateperks.com.

Equal Opportunity and Diversity – G4S Secure Solutions (USA) Inc. is an Equal Opportunity/Affirmative Action employer. We uphold all federal and state civil rights laws. Our policy is to recruit, employ, promote and ensure that all personnel actions are made without regard to race, religion, color, sex, age, national origin, disability, veteran status, ancestry, medical condition, marital status, genetic information, sexual orientation, gender identity or other factors protected by law. Each year, we prepare an Affirmative Action Plan that reasserts our continuing commitment to equal treatment for all. Our policies impose only valid requirements and do not exclude capable persons either intentionally or unintentionally. We are committed to providing equal opportunity to all employees. We base decisions about employment, promotions and other personnel matters so as to further the principle of Equal Employment Opportunity. We provide support to public and private community programs dedicated to achieving Equal Employment Opportunity objectives. All supervisory employees are evaluated on their performance related to Equal Employment Opportunity and Affirmative Action. If a supervisory employee is aware of any discriminatory practice, he or she must report it to management.

18 We recognize the value of diversity. Inclusion through recruiting, hiring, developing, training and promoting employees of all races, ethnic groups, religions, ages, the qualified able and disabled, and men and women is essential to the success of the company. We are committed to fostering an environment that promotes inclusion, respect and appreciation for diversity. If you have any questions regarding Equal Employment Opportunity or Affirmative Action, contact the company’s Vice President, Employee Relations in the Corporate Human Resources Department, or speak to your supervisor about these issues. As federal contractor, G4S also complies with the follow provision regarding pay transparency:

Pay Transparency Nondiscrimination Provision

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

19 Ethics – G4S Secure Solutions USA conducts its affairs in keeping with the highest ethical and legal standards. We are committed to ensuring that the company continues to operate in accordance with these principles. You have an obligation and are encouraged to make a report to the Honor Hotline (1-800-307-9005) if you believe in good faith that a company practice or another employee’s actions may violate ethical or legal standards. G4S has a core set of values which are fundamental to the organization’s development and success. One of these values is Integrity which means that we can always be trusted to do the right thing. The Ethics Code below, which forms part of the Group’s wider Business Ethics Policy, sets out how we expect all our employees to behave in order to live this core value. This Ethics Code sets out the behaviors that all employees are expected to demonstrate as they carry out their work. G4S is committed to high ethical standards to maintain the integrity of our organization, which means that: • We are completely opposed to bribery and corruption in any form • No employee can accept money, gifts or inducements from others trying to influence them to perform their work improperly • No employee can offer money, gifts or inducements in order to persuade others to act improperly, whether for the advantage of G4S or the employee concerned • No employee can offer money, gifts or inducements to public officials to persuade them to perform their functions more quickly or at all – unless such payments are permitted or required by written law.

20 Being Safe Be Honest and Secure and Trustworthy

• Putting health • Always following the law and safety first • Reporting any • Protecting the security of wrongdoing our customers, the public • Never offering or and those in our care taking a bribe • Carefully following • Avoiding any conflict company rules of interest and procedures • Being open and honest with customers, colleagues and other with whom we deal

Being Fair Be Professional and Considerate and Proud

• Showing respect and • Doing the best job considerations for others you can

• Treating people fairly • Looking smart and behaving professionally • Considering our local communities • Being a good role model

• Respecting the • Safeguarding and environment promoting the G4S name

21 • All employees are expected to conduct themselves in an honest, lawful and ethical manner in connection with the performance of their duties. Any breaches of these requirements will result in disciplinary action, up to and including immediate dismissal. Employees must report any wrongdoing that breaches the G4S Ethics Code or the company’s Business Ethics Policy to their manager or via the Hotline. Managers or supervisors who receive such a report from an employee must contact the Chief Compliance Officer or the Hotline to report the concern. If the wrongdoing relates to a very serious or sensitive matter which cannot be dealt with at country or regional level, you may contact the Group’s confidential hotline telephone number so that an appropriate investigation can be carried out. Harassment, Sexual – Sexual harassment will not be tolerated at G4S Secure Solutions USA, be it between a supervisor and a subordinate or between coworkers, or between our employees and employees of our customers. Sexual harassment is a violation of Title VII of the Civil Rights Act of 1964. Our policy prohibits any employee from sexually harassing other employees. This includes: • Making unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature a condition of an employee’s employment; • Making submission to or rejection of such conduct the basis for employment decisions affecting the employee; or • Creating an intimidating, hostile or offensive working environment by such conduct.

22 Sexual harassment may take different forms, including, but not limited to: • Sexual innuendoes, suggestive comments, jokes of a sexual nature, sexual propositions, or sexual threats • Sexually suggestive objects or pictures, graphic commentaries, suggestive or insulting sounds, leering, whistling, or obscene gestures • Unwanted physical contact including touching, pinching, brushing the body, coerced sexual intercourse, or assault Harassment, General (Also see Harassment, Sexual) – It is strictly against policy for employees to be harassed by coworkers, supervisors, clients or vendors on the basis of certain characteristics protected by law. Such harassment consists of verbal, non-verbal or physical conduct that denigrates or shows hostility or aversion toward another individual because of his or her race, color, religion, gender, national origin, sexual orientation, gender identity, age, disability, genetic information, or any other characteristic protected by law. The conduct also must: • Have the purpose or effect of creating an intimidating, hostile or offensive work environment; • Have the purpose or effect of unreasonably interfering with an individual’s work performance; or • Otherwise adversely affect an individual’s employment. Harassing conduct includes, but is not limited to: • Epithets, slurs or negative stereotyping • Threatening, intimidating or hostile acts

23 • Written or graphic material that denigrates or shows hostility or aversion toward an individual or group and is circulated in the workplace or displayed in the premises Harassment, Filing a Complaint – If you believe you are the victim of sexual or workplace harassment, you have a number of options at your disposal: (1) Immediately contact your supervisor or a manager; (2) File a report with the Honor Hotline (also known as the Employee Concerns Hotline) by calling 800-307- 9005; (3) Contact Corporate Human Resources Department at 800-506- 6265. Upon request, we will provide a management representative of your same gender to receive your concern. Reports of harassment will be investigated in a timely and thorough manner. They will be kept confidential to the extent practicable within the context of the investigation. Appropriate corrective action will be taken and a summary of the action taken may be provided to you, if appropriate. If an investigation concludes that an employee violated this policy by harassing another employee, the violator will be subjected to discipline that may include termination of employment. The company will not retaliate against an employee who makes a good faith complaint or report of sexual or workplace harassment. The company also will not retaliate against an employee who participates in the investigation of a complaint or report. Such retaliation will itself be cause for disciplinary action, up to and including termination of employment. Leaves of Absence – Leave under the Family and Medical Leave Act, other medical leave, military leave, personal leave, and leave in compliance with state or local laws will be granted to eligible employees. These leaves of absence are without pay, unless otherwise required by law.

24 An employee is eligible to take unpaid leave under the Family and Medical Leave Act if he or she has worked for G4S Secure Solutions USA for at least one year and for at least 1,250 hours during the 12-month period immediately preceding the date the leave is to begin. Eligible employees may be granted a total of 12 weeks of unpaid, job-protected FMLA leave during a 12-month period. The leave must be for one of the following reasons: Basic Leave Entitlement • The birth of the employee’s child and to care for the child • The placement of a child with the employee for adoption or foster care • To care for the employee’s child, spouse or parent with a serious health condition • For a serious health condition that makes the employee unable to perform his or her job Military Family Leave Entitlement 1. Exigency Leave: Eligible employees with a spouse, son, daughter, or parent on active duty or called to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. 2. Military Caregiver Leave: Eligible employees may take up to 26 weeks of leave to care for a covered service member during a single 12-month period. Additional information on leaves of absence are available from your supervisor or from Corporate Human Resources. To request leave, you should submit a Request for Leave or Approved Absence Form (FM- 281) to your supervisor or other appropriate management. If the leave

25 is foreseeable or for planned medical treatment, you must provide 30 days advance notice. If the leave is not foreseeable, you must provide notice as soon as the need arises or as soon as is practicable. If you request leave for planned medical treatments, you must discuss the scheduling with the appropriate management personnel. You must make a reasonable effort to schedule all treatment in a manner that will best meet your needs and the needs of management. Note: FMLA does not supersede any state or local laws or other legal requirements that provide greater family or medical leave rights. Military leave will be provided to employees in compliance with the Uniformed Service Employment and Reemployment Rights Act (USERRA) and any other applicable laws. Whenever possible, the employee must provide advance notice of the leave. Employees may request personal leave, commonly referred to as vacation. This leave must be earned in accordance with company policy, and then taken upon the approval of appropriate management personnel. Pay – We pay biweekly except where state law or a client contract requires otherwise. Monday is the official payday. The actual payday, however, may depend on your location. You must accurately report all time worked as instructed by your supervisor. Direct any questions regarding your pay to your supervisor. We comply with all applicable federal and state wage and hour laws. Your pay rate may vary by post and the client contract to which you are assigned. Payroll Deductions – The Payroll Department is required by law to make certain deductions

26 from your earnings, such as tax payments. Your pay statement will itemize all deductions. When you were hired, you prepared a federal W-4 withholding form. Your income tax deductions are computed using the information you provided on this form. At the end of each year, you will receive a W-2 withholding statement. The W-2 will itemize the income tax and FICA (Social Security) deductions withheld from your salary. Other deductions will be made in compliance with federal, state and other applicable laws. Safety – Safety is a core value of G4S Secure Solutions USA. The safety of our employees is critical to our success. You should be familiar with safety, having been given a copy of the Safety Handbook and tested on its contents during your basic training. Social Security (FICA) – All employees pay FICA (Social Security) taxes through payroll deductions. G4S Secure Solutions USA equally matches the amount you pay, thereby sharing the cost of your Social Security benefits. These benefits include retirement assistance, Medicare insurance, death benefits for dependents, and disability benefits. To receive proper credit for your FICA deductions, you must have a Social Security card. Report changes in your name immediately to your local Social Security office and to the G4S Secure Solutions USA office to which you are assigned. This will ensure that your earnings are not reported under two different names. Suggestion Program – We are always interested in suggestions to improve efficiency and operations. You can submit suggestions directly to the Corporate Human Resources Department or use the suggestion box where one is

27 provided. Be brief and concise. Be sure to include information on which areas of the corporation would be affected and what benefit would be derived. Include your name, signature, location, and date. Training – We take training very seriously at G4S Secure Solutions USA—just like you do! Therefore, all uniformed personnel receive at least 40 hours of initial training geared to your position. After initial training, your supervisor will conduct on-the-job training. Your supervisor will also discuss the procedures and forms applicable to your job. Manuals, continuing education brochures called Focus publications, and other self- improvement materials are available for your professional development. If you are interested in these materials, ask your supervisor. Continuous training initiatives and employee learning opportunities are essential to ensuring that our core values drive our conduct throughout the world. G4S Secure Solutions (USA) Inc.’s training arm, The G4S North America Training Institute or “NATI” helps us reinforce our commitment to training through G4Su, its unique and engaging online learning environment. G4Su offers employees thousands of free directed learning activities and discoverable, self-improvement opportunities that span a wide range of categories and topics. We encourage you to learn as much as you can about your job and other opportunities within the company. To access G4Su and explore all of our learning and development opportunities, visit us at www.myg4straining.com. Transfers – Due to the nature of our business, no employee shall have a guaranteed right to any specific assignment, shift, post, or location. Thus, you may be removed or transferred for any reason including a client-directed request. Further, to maintain your employment, you may have to transfer to another location where the company needs employees. If you wish to be considered for a transfer within your present work unit,

28 speak to your supervisor. If you wish to transfer to an office in another location in the country, consult the Human Resources representative in your local office. Violence in the Workplace – We are committed to maintaining a safe and secure workplace. Thus, we subscribe to a zero tolerance policy regarding workplace violence. Employees are prohibited from making threats or engaging in violent acts. Employees who commit or threaten to commit such acts are subject to disciplinary action, up to and including termination of employment. Inform your supervisor or other appropriate management if you have concerns that you may be at risk while at work or if you have identified a foreseeable violent incident. Management will then notify the appropriate parties. Workers’ Compensation – G4S Secure Solutions USA carries Workers’ Compensation insurance in accordance with applicable state law. This insurance provides payment for medical treatment and lost earnings for employees who receive accidental on-the-job injuries. The laws of the state in which you work regulate the amount you are entitled to receive for lost wages. Some states require the use of managed care networks for medical treatment. Ask your supervisor whether or not you must use those networks. The company has a return-to-work program that allows injured workers to return to work in accordance with their doctors’ restrictions. Failure to accept transitional-duty jobs may jeopardize your Workers’ Compensation benefits. The company wants to return injured workers to their pre-injury medical and work status. Our third-party administrator will work closely with the Corporate Claims Department to manage your claim and ensure proper

29 medical treatment. You, however, have some responsibilities as well. If you are injured on the job, you must: • Immediately report any work-related injury to your supervisor or other designated manager. Failure to report accidents on a timely basis may jeopardize your Workers’ Compensation benefits. • Provide a copy of all work restrictions and work releases to your supervisor or manager. Communicate with your supervisor or manager about any change in your condition that may affect your work status or workers’ compensation benefits. • Use the company’s managed care network for medical treatment where required by law. • Comply with your doctor’s recommended course of treatment. For more information about Worker’s Compensation, see the Safety Handbook. Working Hours – Our business is built on serving clients. It is subject to the client’s convenience. Thus, security personnel work hours that conform to client demands. As a result, there may be variations in your starting and ending times. There may also be variations in the total hours you are scheduled each day and week. Your supervisor will advise you of your work schedule.

30 DUTIES, PERSONAL APPEARANCE AND CONDUCT Attention to Duty – You must show interest in your work by alertness and attention to duty. Dignity and Respect – G4S is committed to ensure that all employees are treated fairly and with dignity and respect. Through the Dignity and Respect Campaign, we promote a work atmosphere that is professional and enjoyable. We urge you to embrace and pledge your support to the campaign. To learn more about the campaign and to take the pledge, go to http:// dignityandrespect.org/g4s/. By pledging, you take responsibility for interacting with others in a way that promotes dignity and respect. Customer Service – Excellence in customer service is our trademark at G4S! Always be courteous, kind, patient, and respectful in your dealings with customers and with the general public. By the impartial discharge of your duties, you will bring credit to yourself, G4S Secure Solutions USA, and the client you represent. The first rule of good customer service is to know your job and do it well. The second rule is to remember that you do your job for people. How you treat people while doing your job will determine your success as a G4S security officer. Obey Laws – Do not violate federal, state or local laws. If you are charged with a crime, arrested or convicted, you must immediately inform your supervisor.

31 Professional Image – You must be neat and clean while on duty. You must wear only the complete uniform as prescribed by your supervisor. Any uniformed security personnel who become pregnant will be provided with appropriate uniform clothing to maintain a professional appearance. The area or branch office will be responsible for acquiring maternity pants and larger shirts through the Purchasing Department. Due to the public nature of our business and the business necessity that uniformed personnel represent figures of authority, we have established the following rules for personal appearance. • If issued a hat, it is part of the official uniform and must be worn. Hair must be neatly combed and cut to accommodate the wearing of the cap. Men’s hair length should not extend beyond the shirt collar. Women should wear their hair in a neat fashion. • Regarding male facial hair, a neatly trimmed mustache that does not extend beyond the width of the mouth and the lower lip is permitted. Neatly trimmed side-burns that do not extend beyond the lower part of the ear lobe are also permitted. • Uniforms must be clean and presentable at all times. Badges must be worn with appropriate uniforms. If lockers are provided, the badge and uniform may be kept on the client’s premises. Leather and brass must be polished. • While on duty, no insignias, emblems, buttons, or items other than those issued by the company may be worn on the uniform without expressed permission, for all security personnel that might reasonably be expected to interface with the public at any time. • Shoes must be made of black leather or comparable material. They must be polished. The shoe style must allow for safe and free movement as determined by your supervisor.

32 • Facial jewelry such as eyebrow/nose/lip rings, tongue studs, etc., are not professionally appropriate and must not be worn during working hours or anytime when in uniform. Earrings on men or over-sized earrings on women are not permitted. Visible tattoos are not permitted. If you need an exception to the above guidelines, you must submit your request to your supervisor. Any exception will require management approval. Maintain the post to which you are assigned in a clean and orderly manner. Punctuality and Attendance – Be prompt and punctual in all assignments. If for any reason you are unable to report for duty at the specified time, you generally must notify your supervisor at least four (4) hours before shift change. Do not leave an assigned post unless you are properly relieved. Excessive absences and tardiness, or absences and tardiness without proper notification, will be cause for disciplinary action. Orders – Obey all orders promptly and inform your relief of all new orders issued. Willful disregard of orders and instructions will be cause for disciplinary action.

33 CONDUCT WHILE ON DUTY Enforcing Security Rules – Enforcing security rules is what we do for our clients. We act on their behalf. We want to do that well; however, we want to ensure that we provide quality customer care while we do it. Therefore, how we enforce security rules is very important. We do it firmly, but friendly. We do our job for people, and people deserve respect. Even though people know your role, they do not always fully understand it. They might think, for example, that you are making the rules. You know this is not the case, but still, they may question you about the rule or your authority to enforce it. If that happens, you should: • Calmly and with tact state the rule, repeating it, if necessary • State the reason for the rule, if you know it. If you do not know the reason for the rule, say so. But add that it is your job to enforce the client’s rules. The secret to effective enforcement is always to do so with respect. Never over enforce rules. And, of course, never invent your own rules. Security personnel must: • Perform the duties of the position as assigned. • Remain awake and alert at all times during their tour of duty. • Not read while on duty except material furnished for instruction and in connection with the performance of their job. • Engage in no unnecessary conversations. • Not argue controversial subjects. • Not conduct outside business at the employment location or while in company uniform.

34 • Not accept gifts or gratuities from anyone for any reason. • Not attempt to borrow money from fellow employees or employees of the client. • Not use the telephone, cell phone, computers, e-mail, etc. for personal or unauthorized purposes. • Answer the telephone as instructed and write all messages. • Not open drawers in cabinets, desks or other storage places unless authorized. • Not remove, rearrange or read material left on desks or cabinets unless authorized or allow any unauthorized person to do so. • Not smoke in prohibited areas or in view of the public and adhere to the general client rules and any laws that regulate smoking. • Not use threatening, abusive or insulting language. • Not behave in a disrespectful manner toward the public or fellow employees. Prohibited Activities – Security personnel will not: • Knowingly associate or have any dealings with any person or organization that advocates or fosters hatred or prejudice against any racial or religious group. • Knowingly associate with any persons engaged in unlawful activities. • Report for duty under the infuence of alcohol or any intoxicant. • Use narcotic or habit-forming drugs unless prescribed by a licensed doctor.

35 • Enter premises where intoxicants are sold while in an identifiable company uniform. • Report for duty with the odor of alcohol on their breath. • Play cards, video games or engage in other such activity on the client’s premises. • Authorize use of their name and title on photographs of them in uniform for an advertisement, endorsement or subscription for any company without the written permission of G4S Secure Solutions USA. Court Cases – If you are summoned to appear in court as a defendant or a witness in a civil or criminal proceeding in connection with your work duties, you must report this to your supervisor immediately. G4S North America Training Institute has prepared a self-study learning program that can assist you for preparing for testimony. Ask your supervisor for a copy of it to review prior to going to court. Confidential Material – The protection of confidential information, trade secrets and company- specific operating procedures is vital to the interests and success of G4S Secure Solutions USA. Additionally, in the line of duty you may come in contact with our customers’ confidential information. Employees who improperly use, reveal, copy, disclose or destroy G4S or client information will be subject to disciplinary action, up to and including termination of employment. They may also be subject to legal action even if they do not actually benefit from the disclosure. Such information includes any information considered proprietary by G4S or the client organization.

36 You are not authorized to speak on behalf of the company or our clients in media interviews or make public statements about any matter, including but not limited to the activities or policies of the company or our clients without written permission from G4S Secure Solutions (USA) Inc. Visiting – Security personnel are prohibited from entering a client’s working area more than ten (10) minutes before the start of their work shift. They also are prohibited from remaining more than ten (10) minutes after their shift has ended. Do not enter any work area of a client for any purpose during your off-duty hours except as expressly authorized. This prohibition does not apply if you enter a client’s premises as a member of the general public for purposes that the client’s business is held open to the general public. Do not permit individuals to visit you for personal or other unofficial matters while on duty at a client’s premises. Solicitation – Other than charitable or humanitarian campaigns sponsored by G4S, employees may not engage in solicitation on behalf of themselves, other individuals or organizations on G4S’ or our clients’ premises unless all involved employees are on non-working time, such as meals or break periods. Employees may not distribute materials for any purpose in G4S’ or our clients’ working areas at any time. Employees may distribute materials in non-working areas if all involved employees are on non- working time, such as meals or break periods. However, employees may not engage in solicitation or distribution otherwise allowed by this policy on a client’s premises where prohibited by the client. Solicitation or distribution of any materials for any purpose by non-employees is prohibited at all times on G4S’ premises.

37 DISCIPLINE The following are not binding terms and conditions of employment. The company retains the absolute right to terminate any employee at any time with or without cause. Violation of company policies and rules or other unacceptable performance or misconduct may result in disciplinary action. The various forms of disciplinary action include, but are not limited to: • Verbal warning • Written warning • Suspension • Termination The company may at its sole discretion use whatever form of discipline it deems appropriate under the circumstances up to and including termination of employment. Grounds for Immediate Dismissal – Certain conduct is prohibited and may result in immediate dismissal. Examples of prohibited conduct include, but are not limited to: 1. Refusal to work 2. Failure to follow appropriate direction of supervision or other disrespectful conduct toward other employees, clients, or members of the public 3. Fighting or provoking a fight during working hours or on client or company property 4. Intoxication on the job or reporting to work in an impaired state (This applies to alcohol, drugs, or any substance that alters perception or awareness and that inhibits normal human response.)

38 5. Theft, dishonesty, fraud, bribery, or any other violation of the company’s Business Ethics Policy 6. Taking, removing or borrowing client or company property, or the property of others, without prior authorization 7. Willful or reckless destruction of client or company property 8. Unauthorized or careless use of firearms or other weapons, including failure to follow procedures for the transportation and storage of G4S weapons, and timely reporting of lost, stolen or confiscated weapons. 9. Misconduct that could constitute harassment of any kind of fellow employees, client employees or members of the public 10. Horseplay or other activity with potentially serious consequences such as personal injury or property damage 11. Unexcused no call, no show absence(s) 12. Job performance that is unacceptable 13. Conviction of or pleading guilty to any criminal act or engaging in criminal conduct 14. Including false or misleading information in company or client reports, documents or forms 15. Improper alteration of any company or client-provided document or record 16. Failure to accurately record your time worked or improperly entering time for another employee 17. Sleeping or gross inattentiveness while on duty 18. Failure to report immediately a criminal charge, arrest or conviction to your supervisor

39 19. Aiding a competitor or any other act that intends to inflict injury upon the company or our clients 20. Unauthorized absence from assigned work area 21. Unauthorized use of telephone, cell phone, mail system, computer or other company or client-provided equipment 22. Any other acts which, by their nature and impact, severely limit the employee’s ability to perform the essential elements of the job 23. Any other reason that the company feels, in its sole discretion, warrants termination

40 LEGAL AUTHORITY AND ITS LIMITATIONS Security personnel are not engaged in law enforcement as such. They are not law enforcement officers like police officers or sheriffs. In fact, they are not law enforcement officers at all! Most client and company rules and regulations do not have the force of law; thus, employees cannot be deprived of their freedom because they have broken a rule or regulation. The most that can be done is to dismiss the employee. Violation of the law by someone working on the client’s premises presents the same situation as someone breaking the law elsewhere: The case falls under the jurisdiction of law enforcement agencies (local, state or federal). Work performed by security personnel is not to be confused with or related to police work. Training, execution, and job responsibilities of security personnel and law enforcement jobs are different. Leave law enforcement duties to the responsible agencies. Powers of Arrest – Security personnel have no greater legal authority than private citizens do. Thus, your arrest authority is limited to the citizen’s arrest powers granted to all members of the general public in the state. Generally, a private citizen—which you are as a security officer—has the right to arrest an individual (i.e., take custody of the individual for the purpose of detaining the person to answer for a criminal charge) when: 1. The person to be arrested attempts to commit or commits a felony (i.e., any offense punishable by death or imprisonment for a term exceeding one year) in your presence. 2. The citizen is not present when a felony is committed, yet he or she has probable cause to believe (i.e., a reasonable 41 certainty based on the existing facts and circumstances), and does believe, that the person to be arrested committed the offense. 3. In the citizen’s (i.e., your) presence, the person to be arrested attempts to commit or commits a misdemeanor (i.e., a crime less than a felony) that constitutes a breach of the peace (i.e., an offense that violates the public peace, order, or decorum). Note: The scope of citizen’s arrest powers vary from state to state. Therefore, you should discuss this matter in detail with your supervisor to ensure that you fully comprehend the limits of your arrest authority. Whenever possible, you must leave the apprehension and arrest of criminals to the police. If you observe or learn of a crime in progress or crime that just occurred, you must report it to the appropriate law enforcement agency in accordance with the “Observation and Reporting” Section of this Handbook. In an emergency situation where it is not feasible to wait for the police, you are legally permitted to apprehend an individual for an offense that falls within your citizen’s arrest powers. In such instances, you must ensure that the police are notified at the first available opportunity. Before taking action, you must weigh the circumstances that confront you against the limits of your authority. Never make an arrest, or cause an arrest to be made, unless you are absolutely sure that all of the requirements of the law have been met. Mere suspicion of criminal conduct is never sufficient justification for an arrest. You must consider every arrest situation to be dangerous regardless of how cooperative a suspect appears to be. The unpredictability of human behavior makes all arrests serious business. Common sense demands that you remain cautious and alert at all times. Additionally, in situations where you feel you are not capable of safely making the arrest, you are under no obligation to unreasonably 42 jeopardize your life in an attempt to do so. Rather, you should ensure that the police are contacted and follow the instructions they give you. Finally, if you are unable to detain a violator for whatever reason, be sure to observe and remember facts that would aid the police, such as a description of the person, any vehicles involved, etc. Use of Force During an Arrest – The amount of force you should use in making an arrest depends upon the seriousness of the crime, the responsiveness of the arrestee, and the laws of the state in which you are working. If an arrest does become necessary, it is often enough to simply inform the person that he or she is under arrest and the reason for the arrest. If the individual understands that he or she is under arrest and willingly submits to your custody, giving verbal commands without touching the individual may be sufficient to successfully make the arrest. Never create a situation by your attitude, approach, or action that unnecessarily provokes the need to use force. Still, the fact remains that some arrests will require the application of physical force. This does not mean, however, that you are allowed to use force without just cause. Always bear in mind that your legal right to use force generally exists only when it becomes necessary to protect yourself or others and all lesser means have been exhausted. Even in situations where the use of force is justified, you may apply only the minimum amount of force that will successfully counter the force used by the arrestee. Do not overreact. Beyond the potential legal consequences for such actions, you can needlessly create a more serious situation by using excessive force. Remember, even though the person is being arrested for committing a crime, there is never any justification for abuse, either verbal or physical, no matter how offensive the crime. 43 Let’s summarize: Use physical force only as a last resort. Use only the minimum amount of force needed to make the arrest. Use deadly force (i.e., the degree of force that can reasonably be expected to cause death or serious bodily injury) only when absolutely necessary to protect human life. Never use deadly force simply to protect property. Search Following an Arrest – As a general rule, security personnel must not physically search anyone unless the search is performed incidental to (i.e., as a consequence of) a lawful arrest. For such a search to be lawful, the following must occur: 1. The arrest must be made prior to the search. 2. Sufficient grounds must exist to make the arrest. As discussed above, an arrest can never be based on mere suspicion. 3. The search must be made immediately after the arrest. The following are legal justifications for a search: 1. To protect the arresting security officer by removing any type of weapon or instrument that could be used to assault the security officer. 2. To remove any items that could be used for escape. 3. To prevent the destruction of evidence. Always keep in mind that the arrest must be lawful in order for the search to be legal. If the arrest was unlawful for any reason, the search is automatically invalid. Any fruits of the invalid search will not be admissible in court. In addition, any illegal conduct related to the arrest or the search could subject you, the company and the client to criminal or civil action.

44 OBSERVATION AND REPORTING Observation and reporting are fundamental roles performed by security personnel worldwide. It is expected that security personnel will: • Be alert and observe everything that takes place within sight and hearing of the assigned post. • Immediately report by telephone to their supervisor any emergency not covered by post orders, or as otherwise directed in post orders. • Make written reports on all observed violations of laws as required by the client or post orders. • Report facts, not opinions. False or misleading statements will be cause for severe disciplinary action. • Make a written report covering the details, including witness, of any accident they have in the line of duty, however slight. This report will be furnished to the supervisor. • Make a written report in any case where citizens, employees or security personnel have discharged a weapon. • If you observe or learn of a crime that has just occurred or a crime in progress, committed against a person (i.e. which involves either physical contact with, or injury to, the victim or the threat of physical contact with, or injury to, the victim) or a serious property crime (e.g. burglary, auto theft, theft of property with a value of more than $300, or willful damage to property), you must report it to the appropriate law enforcement agency immediately. The Importance of Reports – Report writing is an essential task of providing security services. Reports inform supervisors, management and clients of conditions that need

45 correcting. They are used for reference purposes and general record keeping. They also serve as an aid in conducting investigations. Reports may address present conditions or past events. In either case, they are generally kept as a permanent record. That is why it is so important to write your reports well! Basic Elements of Reports – A good way to make sure your reports are clear is to check to see if they contain elements that should be standard to all reports. They are: • What happened? • When did it happen? • Where did it happen? • Who was involved? • How did it happen? Essential Considerations in Report Writing – • Observation - Notice details. Train yourself to see beyond the obvious. • Accuracy - State the facts as you have seen them. Keep personal opinions out of the report. • Details - Do not forget to include date, correct time, subject, exact location; what action, if any, was taken; whether the action taken achieved results, and who wrote the report. Keep it simple. Avoid exaggerations. • Sequence - Set forth the details in the order in which they took place. • Brevity - Be brief, but tell the story completely. • Legibility - Print or write neatly and distinctly. • Spelling and punctuation - Be careful to use correct spelling and punctuation. 46 What Should Be Reported – Most client sites provide specific instructions regarding what must be reported, to whom, and in what manner. Here are some examples: • Fire or safety hazards • Gas or steam leaks • Water or liquid overflows • Power and lights left on unnecessarily • Theft, accidents or property damage • Defective electrical equipment • Poor housekeeping and improperly stored materials • Violations of company or client rules and regulations • Punching of another employee’s time card • Evidence of sabotage • Unauthorized distribution of material on client property • Difficulties with employees or visitors who were asked to comply with client rules and regulations • Deviations during patrol that required additional time • Any other unusual occurrences noted during a tour of duty • Record of watch clock tours • Visit to the post by the client or a G4S supervisor or manager

47 THE PATROL FUNCTION Patrol is a basic function of security service. There are many types of patrol, such as: foot patrol, bicycle patrol, vehicular patrol, and patrol using golf carts and even boats. Patrol duties, if any, will be set forth in the customer contract or in your post orders. Regardless of the type of patrol, one thing remains the same: You must be vigilant. You must use your powers of observation, and you must report anything out of the ordinary. Here are some tips and examples of patrol duties:

• Be alert and careful. • Know why you are going into each department or area. • Use the five senses: hearing, seeing, smelling, feeling and tasting.

• Do not patrol with clock-like regularity, either by time or route covered, unless otherwise instructed. The closer you stick to a schedule, the more predictable your route becomes.

• Look for things out of order. • Be alert to the additional dangers at night. • Thoroughly check all restricted areas on each patrol. • Inspect fences to determine whether attempts have been made to penetrate or tunnel underneath.

• Check foreign objects placed near fences that may be used for to climb over fences or to commit an act of sabotage.

• From time to time, stop on patrol rounds and look for suspicious activity.

48 • Know the employees and the shifts they work. • Check on any persons, including employees, who do not seem to have a reason to be in the area.

• Check on drivers and passengers who look out of place. • Know which cars regularly park in the company’s parking area. • When you patrol and suspect a problem, handle it to the extent of your post orders, training and ability. Do not hesitate to call for backup from your fellow security team members or from the police, depending on the situation.

49 GENERAL SECURITY ISSUES Theft – Your post orders will specify your duties regarding theft prevention. Here are some examples for handling this security issue: • Look for careless storage and handling of valuable metals, such as nickel anodes, copper, brass, lead, etc. • Pay special attention to carelessness or suspicious activities in areas where valuable items may be stored or used. • Report areas or jobs where tools and supplies may be carelessly left at the end of a shift. It may be advisable to bring these items to the client premises protection headquarters for safekeeping. • Check tool cribs and stock rooms for unauthorized or suspiciously acting employees. Also check for property that should not be there. • Check rubbish piles or other possible places of concealment near the property’s edge. • Check questionable employees who are moving motors, machinery or other equipment in storage areas. • Check on questionable persons in storage areas for finished products. • Check persons who are loitering near client fences or building windows. • Immediately report the presence of property that is out of its proper area or appears to be placed for misappropriation. Suspicious Activity – Your post orders may direct you to observe and report suspicious activity. Here are some ways to identify such activity: 50 • Approaches gate too nonchalantly. • Approaches gate too fast or too slow. • Approaches gate and waves at someone. • Approaches gate and turns back. • Starts useless conversations with security personnel on patrol. • Appears too eager to show lunch box or parcel. • Overdressed or not dressed for the weather. • Picks position in screening line. • Eases away from security personnel on patrol as he or she nears gate. • Says he or she forgot something and starts back into the client’s premises. • Walks lame, stiff-legged, or unnaturally. • Walks too erect or too stooped to be natural. • Carries arms rigidly or unnaturally. • Goes into client premises before signing or checking in. • Loiters in areas other than own department. • Goes to car during working hours. • Has a marked or sudden change of actions toward security personnel on patrol. • Has a marked or sudden change in general behavior, such as from a friendly attitude to one of hostility or indifference, or from being quiet to being talkative.

51 Pass and Badge Control – We serve the needs of many customers. Some clients require that employees and visitors wear badges; others do not. If such a rule exists with respect to security badges, be sure you enforce the rule as specified by your post orders. Here are some general guidelines:

• Request that badges be worn on employees’ outer garments so as to be visible at all times.

• Check to ensure that all persons are wearing a badge within the confines of the client’s premises.

• Make sure that all visitors have a special pass when entering the client’s premises.

• Closely inspect badge to ensure that the picture matches the bearer.

Lock and Key Control – If your post orders include duties related to locks and key control, here are some guidelines that will help you:

• Report all defective locks.

• Report misuse of locks or keys.

• Report destruction and abuse of locks.

• Make sure that all locks that should be locked are fastened. If you find unlocked locks, lock them and notify your supervisor for corrective action. An incident report will be required.

• When opening locks for admittance of a person, be sure the person 52 has the right to enter first. Verify that the person is cleared to enter the area with your supervisor. Document the occurrence, giving the name of the person admitted, or denied, and other necessary information.

• Do not leave departmental, post or patrol keys where they may be picked up by unauthorized persons.

• Look for night latches that can be opened by inserting a knife blade or similar device.

• Closely check all exterior door and gate locks.

• Recommend installation of locks where you believe they are necessary.

Protecting the Integrity of a Crime Scene – When a crime is committed on client property, security personnel on duty generally must take prompt measures to protect the crime scene. In the event of a serious crime, you must NOT investigate the crime scene area. Refrain from touching any evidence in the area. Prevent unauthorized persons from doing so. The nature of the crime and the type of evidence may require you to be extremely careful in moving about so you do not destroy evidence. Rope off or isolate the area and all possible avenues of entry or escape. Do not allow anyone to enter or leave the area pending the arrival of the law enforcement agency bearing primary investigative jurisdiction. Obtain the names and addresses of any possible witnesses to be furnished to the law enforcement agency.

53 FIRE AND LIFE SAFETY The primary job of security personnel is to endeavor to protect life and property. It is extremely important for you to know exactly what to do in the event of fire, and to follow all applicable procedures specified in your post orders. Properly placed and maintained equipment, frequent inspections, and knowledge of fire protection equipment, including its operation and application, are musts for good fire security. For detailed fire protection and prevention information, see theSafety Handbook. First Aid and Medical Emergencies – First aid is the immediate, temporary care given to an injured or ill person before regular medical aid can be obtained. Security personnel should respond immediately to a medical problem or emergency by seeking proper assistance. Procedures in a Medical Emergency – • Remain calm. • Check for scene safety. • Call for emergency aid. • Keep crowds away from the injured person. • Assist law enforcement and emergency medical personnel as directed. • ALWAYS keep emergency telephone numbers readily available.

54 FIREARMS Not everyone in the security industry carries weapons; in fact, most do not. If you are authorized to carry a firearm on duty, the authority to do so gives you the right to use the weapon only in defense of an imminent threat to human life or grave bodily injury in accordance with applicable law. You may not carry a firearm while on duty unless you have been authorized by G4S to carry a firearm at the post to which you are assigned and you hold all required licenses or permits, You will be held accountable for the unsafe handling or unnecessary use of firearms. In fact, you could be held personally liable under the law for the wrongful or negligent use of a firearm. You must rely on your training, use sound judgment, follow all applicable laws and company policies, and never take unnecessary risks when it comes to the use of a firearm. Again: Use your weapon only in defense of an imminent threat either to human life or grave bodily injury. Never use warning shots in an effort to apprehend someone. Except when restricted by state law, firearms will be issued by the gun custodian for your office. You will also be issued a cable lock to secure the firearm when you are not on duty. You are permitted to carry and use this firearm only in connection with the performance of your armed security duties with G4S. You must return the firearm to G4S when instructed to do so, when you are removed from armed duties, or upon termination of employment with G4S. Prior to beginning each armed shift, you must examine the weapon, verify its load and holster it before going on duty. Do not remove the firearm during your tour of duty except when there is a threat to human life or grave bodily injury, or when instructed by your supervisor for inspection. Never clean your weapon on post. Your supervisor will issue necessary instructions for cleaning and oiling weapons in appropriate areas, when available. 55 Use the utmost care in handling and storage firearms. Treat all firearms as though they are loaded. The accidental discharge of firearms will be regarded as negligence. Company firearms, when not in use, must be unloaded and secured in accordance with company policy. Notify your supervisor immediate if your firearm is damaged or otherwise in need of repair. All firearms must be transported in accordance with state, county and municipal laws, and company policy. You may not carry a personal weapon of any kind while on duty, unless mandated by state or local law or otherwise authorized by G4S. This includes, but is not limited to, firearms, mace, batons, knives, and handcuffs. The use of personal holsters, belts and other associated equipment is also prohibited. Everyone who carries a weapon in the course of duty must receive company-approved training, which normally requires qualification and certification through a specific and certified course-of-fire, and must hold applicable licenses and permits. All weapons, including firearms, batons, mace, etc., should be used only at specified posts and only by qualified and licensed personnel. All weapons must be worn in the prescribed manner. If you discover that your G4S firearm is missing, lost, stolen or confiscated, you must make a report to the G4S National Communications Center at 1-866-943-8892 within 12 hours of realizing that the firearm is out of your physical custody and control. In addition, you must notify G4S management to inform them that the firearm in no longer in your custody or control by reaching out through your chain of command until your speak in person with a G4S supervisor or manager. In addition, you must make any required report to law enforcement authorities. Failure to follow company firearms policy and procedure – including safe transportation or storage requirements – will result in discipline, up to and including termination of employment. 56 Weapons Safety – As stated above, nobody carries a weapon on duty unless he or she has received required training, certification, licenses and permits. Training generally begins with a pre-range safety course. Only then will you go to the range for hands-on training in the use of weapons. Safety on the range is very important. The following rules will be strictly enforced on the range: • When picking up a weapon, make a safety check to see to determine whether it is loaded. • When handing a weapon to another person, make sure the cylinder is open, the weapon is not loaded, and that it is not pointed at the person to whom you are handing it. • Never handle, point, or look over the sights of any firearm handed to you without first opening it to be sure it is NOT loaded. Look a SECOND time to make sure. • Never glance hurriedly into a revolver or pistol and decide that it is not loaded. LOOK again to be SURE you have not made a mistake. Range Procedures – • NEVER draw a weapon unless told to do so by the range instructor. • ALWAYS be sure there is no obstruction in the barrel (foreign matter, heavy oil or grease, cleaning patch, etc.). • Load weapons only on command by the range instructor. • NEVER load (or cock) any firearm until you are actually at the firing point. • Point weapons down-range at all times. • Do not talk on the firing line.

57 • Only the range instructor may talk to shooters on the firing line. • Never point a firearm at any part of your body. • In case of misfire (failure to “go off”), do not open the revolver for at least 15 seconds (count 20). Keep the muzzle pointed toward the target. • Never leave the firing point without first unloading your firearm. • NEVER unload behind the firing line. • If you want to unload a firearm, step to the firing point, unload and show the firearm to the range instructor. • In presenting a firearm for inspection, first open the cylinder and ensure that it is unloaded. • Wear appropriate safety equipment, such as eye and ear protection

REMEMBER – There is no such thing as an UNLOADED firearm. Treat ALL firearms as LOADED until you have looked. Then look AGAIN to be sure that you have not made a mistake. Disregarding any of the general instruction and safety precautions listed above will be cause for immediate disciplinary action.

58 RADIO AND CELL PHONE USE Proper use of two-way portable radios, walkie-talkies or cell phones is one of the most important duties of security personnel. (Remember, cell phones are not secure. They are radios and it is easy to intercept conversations!) These communication devices are often the security officer’s lifeline to summon assistance or to notify supervision and other security officers of problems.

The following are basic rules of etiquette for radio use: • When transmitting on a portable radio, walkie-talkie or cell phone in speaker mode, speak clearly into the microphone.

• Do not hold the microphone against your mouth while transmitting a message. Doing so will cause a condition known as over modulation. Your important message may be garbled and not understood by those with whom you are trying to communicate.

• Listen carefully to others on the radio channel before transmitting. Be careful not to cut off or step on a potentially important message.

• Do not use slang or any form of profanity while talking on a cell phone or radio device while on duty.

• Do not use company communications devices to engage in personal discussions with other security personnel while on duty. Keep communications channels open for important job-related radio traffic.

• When receiving a call, identify yourself by your post number, patrol number, badge number or radio number. Then listen

59 carefully to the message you are receiving before providing an acknowledgement. Acknowledge by the words “Roger” or “Affirmative.” End your transmissions by using the word “Out,” or other appropriate word.

• Get into the habit of using universally accepted transmission codes and signals, phonetic alphabet and 24-hour time (i.e., military time). These are listed in Learning Program LP-14, Radio and Telephone Use.

60 TERRORISM Many security officers are on the front lines with regard to identifying and reporting potential terrorism. Terrorism can include almost anything that is intended to impact the routine in a massive way. All sorts of acts could indicate the start of a sequence of events leading to terrorism, from casing a location such as a building or subway system, to parking and abandoning a car laden with explosives in front of a building or in a closed garage. Both have happened! Your Role in Preventing Terrorism – The terrorist acts of September 11, 2001 (i.e., 9/11) taught us that we in the United States are just as susceptible to terrorism as anyone else in the world. Our oceans no longer serve as a buffer! Your professional and dedicated approach to duty has never been as important as it is now! This is particularly true if you are assigned to a transportation facility, high-rise building, sporting arena or government building. Watch for and report anything suspicious. Remember, if you see something, say something! Access Control – Access control is a function performed by many security officers throughout the world. It is a key function in providing security. Many business and government agencies conduct penetration drills to see how easy it is to get beyond security. The best defense is an alert security officer. If access control is included among duties in your general or post orders, your role in controlling access generally includes: • Carefully checking identification badges of all employees • Making log entries of each person entering the facility • Issuing badges to visitors and vendors

61 • Inspecting packages • Making sure doors are locked as appropriate • Checking windows to make sure they have not been left open or unlocked • Reporting suspicious persons or vehicles in the area • Watching for individuals who appear to be loyal, dedicated and hardworking, but who also show an unusual interest in the work of others, the layout of the premises, unguarded areas, and patterns of activity and persons • Denying admittance to unauthorized persons • Reporting all unidentified persons • Challenging suspicious activities Bomb Threats – Your post orders should have instructions relative to bomb threat procedures at your assigned site. You must consult those orders before there is a treat! • Under no circumstances should you move, jar or touch a suspected bomb. • Do not use a two-way radio or cell telephone during a bomb threat. There is a chance that the frequency used by such devices could detonate the bomb. The handling of a bomb, whether it is disarmed on the spot or moved, is always left up to bomb disposal technicians from local law enforcement. Manually searching for bombs is a job for the professionals. Security personnel who are very familiar with the area may be asked by the bomb squad to do visual searches of the area from a distance, to point out anything that is out of the ordinary. 62 THE CHALLENGE We hope this handbook assists you in understanding your role as a security officer employed by G4S Secure Solutions USA. You play an important role in a company that is in a rapidly growing service field. We at G4S Secure Solutions USA firmly believe that we have the skill, the determination, and the zeal to push our company to the top of the field. To continue this growth, the devotion and effort of every employee in the organization is needed. The future is our challenge and our opportunity. Thank you for joining the team!

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63 SKU 56088 (April 2018)

64 G4S Secure Solutions (USA) Inc. Corporate Headquarters 1395 University Boulevard Jupiter, FL 33458 561 622 5656 800 922 6488