Security Guard Hiring Practice Guidelines

The minimal basic guidelines for hiring practices include:

1 - Criminal Records Checks/Fingerprint checks. Most states have this requirement although there are still a few that don't. Whenever possible (legal), this should always be done.

2 - Reference Checks - Personal and Previous Employers. Should be done in every instance and documented by the insured. Insured’s should not rely on the criminal background checks to determine whether or not they should hire an individual.

3 - Drug Screening – Drug Free Workplace Program. The number of small to medium sized guard companies that perform pre-employment drug screening is in the 30% to 40% range. Many do not drug screen as it is an additional cost that they can't absorb. This is always a good idea but is only required by Everest when the insured has armed guards and unarmed in safety sensitive jobs, such as guard services for schools or places of large public assembly (e.g. special events, large retail establishments, stadiums, high- rise offices).

4 - English Competency Test. All employees should be able to read and write English. A formal test is not necessary. This can be determined based on the application and interview.

5 - Motor Vehicle Driving Record Check. This is required if the job includes any driving duties. Driving Records need to be checked if the job requires the workers to drive a company car, a client owned vehicle or their own vehicle.

These are the five most critical items with 1, 2, and 4 being 100% necessary for all companies regardless of size.  3 is required for armed security guards.  5 is required when Everest writes the Workers’ Compensation or Umbrella coverage for the insured.

For GL coverage / All Risks 51: 1, 2, 3(as required) and 4 must be in place for the Hiring and Pre-Employment Screening Practices to be considered “Average”. If an element is not in place then a recommendation needs to be submitted.

For the WC coverage / All Risks 53 – 1, 2, 3(as required), 4 & 5 must be in place for the Hiring and Pre-Employment Screening Practices to be considered “Average”. If an element is not in place then a recommendation needs to be submitted.

Revision 3/2015