Table of Contents

  1. Employment
    1. Security Officer Definition
    2. Minimum Qualifications
    3. Disqualification
    4. Potential Medical Disqualifiers
    5. Essential Job Functions
  2. Policies & Agreements
    1. Active Shooter Policy
    2. Anti Bullying Policy
    3. Confidentiality Agreement
    4. Criminal Acts Policy
    5. Drug-Free Workplace Policy
    6. Employee Conduct Policy
    7. Employment-At-Will Agreement
    8. Non-Fraternization Policy
    9. Sexual Harassment Policy
    10. Third-Party Communication Policy
    11. Tobacco Free Workplace Policy
    12. Mediation and Arbitration Agreement
    13. Non-Compete Agreement
    14. Visitor Policy
  3. Pay Structure
    1. Payroll Access
    2. Pay Periods
    3. Training and Licensing
    4. Promotions
    5. Overtime
    6. Break and Lunch Periods
    7. Paid Time Off
    8. Employee Simple IRA Plan
    9. Officer Reports
  4. Schedule
    1. Availability
    2. Time Off
    3. Schedule Changes
    4. Time and Attendance
    5. Patrol Hours
  5. Uniform
    1. Uniform Requirements
    2. Proper Wear
    3. Duty Gear
    4. Active Shooter Vest (ASV)
    5. Cell Phone
    6. Personal Appearance
  6. Vehicle Use
  7. Disciplinary Action

1. Employment

Upon acceptance of employment at Raven Security, the employee agrees to abide by and follow the policies, procedures, and agreements contained herein. Raven Security employs personnel that meets the following definitions, qualifications, job essentials functions:

1.1 Security Officer

A person employed or engaged by the corporation to provide security services. Security service is defined as the prevention of burglary, robbery, theft, shoplifting, criminal mischief, arson, assault or trespass and the observation, investigation, detection, detainment of suspects and/or reporting of incidents to prevent or deter any unlawful or unauthorized activity. The control, regulation or direction of flow or movements of persons on private property, whether by vehicle, by foot or otherwise.

1.2 Minimum Qualifications
  • U.S. Citizenship
  • Age 21
  • High School Diploma
  • Valid Driver’s License
  • Reliable Transportation
  • Internet Accessibility
  • Cell Phone
  • Licensing, as required in the job offer, upon a conditional offer of employment
1.3 Disqualifications
  • Failure to complete the employment process by answering the post job offer questions detailed in the Conditional Offer of Employment Email. Failure to complete, in its entirety, the post job offer medical questionnaire.
  • False Statements: Making false statements of material fact/deception/fraud, withholding of the same or failing to meet application/licensing deadlines.
  • Felonies: No felony convictions or being prohibited by state or federal law from possessing firearms or ammunition.
  • Driving Record: Commission/Conviction of DUI/DWI, Careless/Reckless Driving or suspension of your driver’s license in the past five (5) years. Unacceptable driving record or currently classified as a habitual violator. History or pattern of unsafe driving including at-fault collisions.
  • Marijuana: No current or prior use (to include medical use) of marijuana in the past three (3) years.
  • Military Discharge/Conduct: Discharge that is less than honorable conditions, bad conduct, or any other characterization of service indicating bad character.
  • Narcotics/Controlled Substance: Use of any illegal drug, other than marijuana, within the past five (5) years or the sale of a controlled substance at any time.
  • Piercings: Limited to two earrings per ear and no gauged body parts.
  • Probation/Parole: Currently on probation, parole or diversion (inclusive or deferred adjudication).
  • Tattoos: Any visible tattoo that cannot be covered by clothing, a flesh-colored bandage or black sleeve that does not detract from the appearance of the uniform.
  • Unacceptable Background: Work history, educational history, military service, general reputation, and interpersonal relationship.
1.4 Potential Medical Disqualifiers

Medical conditions, mental health concerns or prescription medications that negatively impact the ability to perform the essential job functions. Current or preexisting injuries that could be aggravated by the performance of essential job functions.

1.5 Essential Job Functions

Detain a suspect, forcibly if necessary, using handcuffs and other restraints; subdue resisting suspects using maneuvers and weapons and resort to the use of hands and feet and other approved weapons in self-defense. Prepare reports using appropriate grammar. Exercise independent judgment in determining when there is reasonable suspicion to detain and when force may be used and to what degree. Operate a patrol vehicle during both the day and night in normal and emergency situations, in congested traffic and in unsafe road conditions caused by factors such as fog, smoke, rain, ice, and snow. Communicate effectively and coherently over radio channels while initiating and responding to radio communications. Gather information in investigations by interviewing and obtaining the statements of victims, witnesses, suspects and confidential informers. Pursue fleeing suspects and perform rescue operations which may involve quickly entering and exiting patrol vehicles; lifting, carrying and dragging heavy objects; climbing over and pulling up oneself over obstacles; jumping down from elevated surfaces; climbing through openings; jumping over obstacles, ditches, and streams; crawling in confined areas; balancing on uneven or narrow surfaces and using body force to gain entrance through barriers. Load, unload, aim and fire from a variety of body positions handguns, shotguns, and other firearms under conditions of stress that justify the use of deadly force and at levels of proficiency prescribed in certification standards. Perform searches of people, vehicles, buildings and large outdoor areas which may involve feeling and detecting objects, walking for long periods of time, detaining people and stopping suspicious vehicles and persons. Engage in patrol functions that include such things as working rotating/varying shifts, walking on foot patrol and physically checking the doors and windows of buildings to ensure they are secure. Endure verbal and mental abuse when confronted with the hostile views and opinions of suspects and other people encountered in an antagonistic environment. Adapt, both mentally and physically, to high-stress environments and austere conditions. Perform rescue functions at accidents, emergencies, and disasters to include directing traffic for long periods of time, administering emergency medical aid, lifting, dragging and carrying people away from dangerous situations and securing and evacuating people from particular areas. Extinguish small fires by using a fire extinguisher and other appropriate means.

2. Policies & Agreements

2.1 Active Shooter Policy

In the event of an active shooter, Raven Security personnel shall:

  1. Immediately eliminate the threat (if possible).
  2. If immediate threat elimination is not possible, Raven Security personnel will seek cover, utilize concealment and contain the threat as best as possible until law enforcement arrives. To mitigate the risk of friendly fire, Dispatch is to made aware of the location of all affected Raven Security personnel and Dispatch will relay the information to the emergency dispatcher. Once law enforcement arrives, Raven Security personnel will withdraw.
  3. In the event a Raven Security Officer is injured, Raven Security personnel will try to reach the injured Officer. The rescue attempt shall only be performed if doing so can be done without placing additional Raven Security personnel in imminent risk of serious bodily harm or loss of life. Raven Security personnel will immediately extract the wounded via the direct inline drag or buddy carry, move to a place of cover and concealment, apply a tourniquet (if indicated), move to a vehicle, load the injured Officer into the vehicle and immediately transport to the closest level II trauma center. During transport, Raven Security personnel will inform Dispatch of the intended destination, name of the Officer injured, injury details, blood type (if known) and estimated time en-route (ETE). Dispatch will immediately contact the trauma center and relay all pertinent information. Colorado Springs has two level I and II trauma centers:

    Memorial Hospital Central (Level I)
    1400 E Boulder St.
    Colorado Springs, CO 80909
    (719) 365-5221

    Penrose Hospital (Level II)
    2222 N Nevada Ave
    Colorado Springs, CO 80907
    (719) 776-5000

    If a level III trauma center is closer than a level I or II, a level III center should be chosen:

    Memorial Hospital North
    4050 Briargate Parkway
    Colorado Springs, CO 80920
    (719) 364-5000

    Penrose St. Francis
    6001 E Woodmen Rd.
    Colorado Springs, CO 80923
    (719) 571-7000

    Dispatch and supervisory personnel (Sergeants and Corporals) are responsible for knowing the closest trauma center for all personnel on shift to include those working outside city limits. In the event, an Officer is injured and transport to the nearest trauma center exceeds 10 mins by vehicle, Dispatch will request an Advance Life Support (ALS) intercept from the emergency dispatcher. The ALS intercept allows for EMS personnel to meet Raven Security personnel en-route to the hospital and begin providing ALS. In the event transport to the nearest trauma center exceeds 30 mins by vehicle, Central will request Memorial Star, Flight for Life or another appropriate emergency medical air transport from the emergency dispatcher. If air transport is not available, then an ALS intercept should be requested. NOTE: Air transport cannot occur in an area not deemed safe for the helicopter to land or if there is still an active shooter risk thus Raven Security personnel may need to move the injured to accommodate. 

    The reason for Raven Security personnel providing an immediate transport instead of waiting for EMS to arrive on scene is due to incident scene command (ICS-100) protocol which requires EMS personnel to stage elsewhere till law enforcement secures the scene. This protocol is intended to protect EMS personnel but poses a significant risk to an injured Officer as the time of treatment is directly correlated to survival rate. All Raven Security personnel at the Tier 3 level are certified in basic life support (BLS) and thus expected to render immediate life-saving care to Raven Security personnel and then to others. Raven Security also employs numerous Emergency Medical Technicians (EMT-B or greater). Said EMTs took an oath and have a duty to act within their scope of practice in keeping with the standard of care as defined by the National Registry of Emergency Medical Technicians (NREMT),  El Paso County prehospital protocols, the State of Colorado and/or applicable the county and state protocols in the area in which Raven Security personnel are operating. 

  4. If the injured Officer cannot be reached, Raven Security personnel will seek cover, utilize concealment and contain the threat as best as possible until law enforcement arrives. Raven Security personnel will relay to emergency first responders all pertinent information regarding the shooter, the location of the injured Officer, location of Raven Security personnel, etc.
2.2 Anti Bullying Policy

The purpose of this policy is to communicate to all employees, including supervisors, managers, and executives, that Raven Security will not, in any instance, tolerate bullying behavior. Employees found in violation of this policy will be disciplined, up to and including termination.

Bullying is the repeated inappropriate behavior, either direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment. All employees will be treated with dignity and respect.

Bullying may be intentional or unintentional. However, it must be noted that when an allegation of bullying is made, the intention of the alleged bully is irrelevant, and will not be given consideration when meting out discipline. As in sexual harassment, it is the effect of the behavior of the individual that is important. Raven Security considers the following types of behavior examples of bullying:

  • Verbal bullying: Slandering, ridiculing or maligning a person or his or her family; persistent name calling that is hurtful, insulting or humiliating; using a person as the butt of jokes; abusive and offensive remarks.
  • Physical bullying: Pushing, shoving, kicking, poking, tripping, assault or threat of physical assault, damage to a person’s work area or property
  • Gesture bullying: Nonverbal threatening gestures; glances that can convey threatening messages.
  • Exclusion: Socially or physically excluding or disregarding a person in work-related activities.

In addition, the following examples may constitute or contribute to evidence of bullying in the workplace:

  • Persistent singling out of one person.
  • Shouting or raising voice at an individual in public.
  • Using verbal or obscene gestures.
  • Not allowing the person to speak or express himself or herself (e.g., ignoring or interrupting).
  • Personal insults and use of offensive nicknames.
  • Public humiliation in any form.
  • Constant criticism on matters unrelated or minimally related to the person’s job performance or description.
  • Ignoring or interrupting an individual at meetings.
  • Public reprimands.
  • Repeatedly accusing someone of errors that cannot be documented.
  • Deliberately interfering with mail and other communications.
  • Spreading rumors and gossip regarding individuals.
  • Encouraging others to disregard a supervisor’s instructions.
  • Manipulating the ability of someone to do his or her work (e.g., overloading, underloading, withholding information, assigning meaningless tasks, setting deadlines that cannot be met, giving deliberately ambiguous instructions).
  • Inflicting menial tasks, not in keeping with the normal responsibilities of the job.
  • Taking credit for another person’s ideas.
  • Refusing reasonable requests for leave in the absence of work-related reasons not to grant leave.
  • Deliberately excluding an individual or isolating him or her from work-related activities, such as meetings.
  • Unwanted physical contact, physical abuse or threats of abuse to an individual or an individual’s property (defacing or marking up property).

Reports of aforementioned behavior are to be emailed so they can be properly investigated and allegations can be vetted.

2.3 Confidentiality Agreement

Upon employment, the employee will perform services for the corporation which may require the corporation to disclose confidential and proprietary information (“Confidential Information”) to the employee. Confidential Information is any information of any kind, nature, or description concerning any matters affecting or relating to employee’s services for the corporation, the business or operations of the corporation, and/or the products, drawings, plans, processes, training material, or other data of the corporation. Accordingly, to protect the corporation’s Confidential Information that will be disclosed to the employee, the employee agrees as follows:

  • The employee will hold the Confidential Information received in strict confidence and shall exercise a reasonable degree of care to prevent disclosure to others.
  • The employee will not disclose or divulge either directly or indirectly the Confidential Information to others unless first authorized to do in writing by the corporation.
  • The employee will not disclose confidential financial data, or other non-public proprietary corporate information.
  • The employee will not share Confidential Information regarding business partners, vendors or customers.
  • The employee will not reproduce the Confidential Information nor use this information commercially or for any purpose other than the performance of his/her duties while employed.
  • The employee will, upon the request or upon termination of his/her relationship with the corporation, deliver to the corporation any drawings, notes, documents, equipment, and materials received from the corporation or originating from its activities for the corporation.
  • The corporation shall have the sole right to determine the treatment of any information that is part or project specific received from the employee, including the right to keep the same as a trade secret, to use and disclose the same without prior patent applications, to file copyright registrations in its own name or to follow any other procedure as the corporation may deem appropriate.

Misuse or unauthorized disclosure of Confidential Information not otherwise available to persons or firms outside the corporation is cause for disciplinary action, including termination. The corporation further reserves the right to seek civil relief and damages for a violation of this agreement.

2.4 Criminal Acts

Should an employee be charged with a crime, they are to immediately let their direct supervisor know. Depending on the allegation and severity of the crime, the employee could be suspended pending the outcome. Criminal charges could affect licensing, clearance and the general ability to work within the industry. The decision on corporation action, due to the criminal allegation, will be made by management.

2.5 Drug-Free Workplace Policy

Drug use is prohibited. Due to the possession/use of firearms and driving while on shift, employees are required to remain drug-free. Recreational/medical use of Marijuana, while legal in some States, is prohibited. The corporation is committed to protecting the safety, health and well being of all employees and other individuals in our workplace. We recognize that alcohol abuse and drug use pose a significant threat to our goals. We have established a drug-free workplace program that balances our respect for individuals with the need to maintain an alcohol and drug-free environment. Any individual who conducts business for the organization is applying for a position or is conducting business on the organization’s property is covered by our drug-free workplace policy. Our policy includes, but is not limited to executive management, managers, supervisors, full-time employees, part-time employees, contractors, and applicants. Our drug-free workplace policy is intended to apply whenever anyone is representing or conducting business for the organization. Therefore, this policy applies during all working hours, whenever conducting business or representing the organization, while on organization property and at corporation-sponsored events. It is a violation of our drug-free workplace policy to use, possess, sell, trade, and/or offer for sale alcohol, illegal drugs or intoxicants. Any employee who is convicted of a criminal drug violation in the workplace must notify the organization in writing within five calendar days of the conviction. The organization will take appropriate action within 30 days of notification. Federal contracting agencies will be notified when appropriate. Entering the organization’s property constitutes consent to searches and inspections. If an individual is suspected of violating the drug-free workplace policy, he or she may be asked to submit to a search or inspection at any time. Searches can be conducted of pockets and clothing, lockers, wallets, purses, briefcases and lunchboxes, desks and workstations and vehicles and equipment. To ensure the accuracy and fairness of our testing program, all testing will be conducted according to Substance Abuse and Mental Health Services Administration (SAMHSA) guidelines where applicable and will include a screening test; a confirmation test; the opportunity for a split sample; review by a Medical Review Officer, including the opportunity for employees who test positive to provide a legitimate medical explanation, such as a physician’s prescription, for the positive result; and a documented chain of custody. All drug-testing information will be maintained in separate confidential records. Each employee, as a condition of employment, will be required to participate in random, post-accident and reasonable suspicion testing upon selection or request of management. The substances that will be tested for are: Amphetamines, Cannabinoids (THC), Cocaine, Opiates, Phencyclidine (PCP), Alcohol, Barbiturates, Benzodiazepines, Methaqualone, Methadone, and Propoxyphene. Testing for the presence of alcohol will be conducted by analysis of breath. Testing for the presence of the metabolites of drugs will be conducted by the analysis of urine and hair. Any employee who tests positive will be immediately removed from duty, referred to a substance abuse professional for assessment and recommendations, required to successfully complete recommended rehabilitation including continuing care, required to pass a Return-to-Duty test and sign a Return-to-Work Agreement and subject to ongoing, unannounced, follow-up testing for a period of five years. An employee will be subject to the same consequences of a positive test if he/she refuses the screening or the test, adulterates or dilutes the specimen, substitutes the specimen with that from another person or sends an imposter, will not sign the required forms or refuses to cooperate in the testing process in such a way that prevents completion of the test. All information received by the organization through the drug-free workplace program is confidential communication. Access to this information is limited to those who have a legitimate need to know in compliance with relevant laws and management policies.

2.6 Employee Conduct Policy

To maintain a safe and productive work environment, all employees must follow certain guidelines pertaining to conduct and relationships. Employees are prohibited from the following:

  • Rudeness or unprofessional behavior toward a customer or anyone in contact with the corporation.
  • Discourteous or disrespectful behavior to a customer or any member of the public while in the course and scope of the Corporation’s business.
  • Making inappropriate gestures, including visual staring.
  • Wearing or displaying any logos or graphics that reflect any form of violent, discriminatory, abusive, offensive, demeaning, or otherwise unprofessional message.
  • Threatening, intimidating, coercing, or otherwise interfering with the job performance of fellow employees.
  • Use of racial slurs, derogatory comments, or insults.
  • From any activity or having any financial interest that is inconsistent with the Corporation’s best interest and also must refrain from activities, investments or associations that compete with the Corporation, interferes with one’s judgment concerning the Corporation’s best interests, or exploits one’s position with the Corporation for personal gains.

Each employee is expected to work in a cooperative manner with management/supervision, coworkers, customers, and vendors. Each employee is expected to abide by Corporate policies and to cooperate fully in any investigation that the Corporation may undertake. Being insubordinate, threatening, intimidating, disrespectful or assaulting a manager/supervisor, coworker, customer or vendor will result in discipline and/or termination.

2.7 Employment-At-Will Agreement

Delaware follows the legal doctrine of “employment-at-will” which provides that neither an employer nor an employee is required to give notice or advance notice of termination or resignation. Additionally, neither an employer nor an employee is required to give a reason for the separation from employment. The general principle behind the concept of employment-at-will is that the doctrine promotes efficiency and flexibility in the employment context. Employment-at-will allows employees to seek out the position best suited for their talents and allows employers to seek out the best employees for their needs. Employment with Raven Security is a voluntary one and is subject to termination by the employee or Raven Security at will, with or without cause, and with or without notice, at any time. Nothing in these policies shall be interpreted to be in conflict with or to eliminate or modify in any way the employment-at-will status of Raven Security employees. Raven Security reserves the right to make changes to the Employee Handbook at any time and at its sole discretion. Raven Security does not offer any written, oral, electronic or implied employment contracts. These personnel policies are not intended to be a contract of employment or a legal document. Raven Security is an employment-at-will employer.

2.8 Non-Fraternization Policy

Fraternization is a relationship to include, but not limited to, personal, business, social or family, between employees of different ranks or titles which appears to compromise authority, discipline, work quality, work environment or morale. To avoid the dangers of management fraternization with a subordinate employee, and to help prevent even the appearance of improper conduct, favoritism, improper use of authority or sexual harassment, it is the policy of Raven Security that managers, supervisors or any other employee who has the authority to directly or indirectly affect the terms and conditions of another’s employment shall not fraternize with that employee. Employees are prohibited from fraternizing with clientele or employees of clientele as fraternization is not morally appropriate, nor is it in keeping with the relationship between Raven Security and its clientele. The fraternization prohibited in this policy includes dating, romantic involvement or sexual relations and does not include and is not meant to discourage friendship or social activities among Raven Security employees or client employees. Should a personal relationship prohibited by this policy be contemplated, the supervisor, manager or employee involved is required to notify their manager immediately. Where a relationship prohibited by this policy exists, Raven Security shall take whatever action it believes necessary to remove the parties from any continued contact and/or supervisory line of authority. If possible, without compromising Raven Security’s business interests and at Raven Security’s sole discretion, Raven Security may consider the affected parties opinions on how best to resolve the situation (e.g. resignation, relocation, etc.) prior to making a decision. Raven Security recognizes that the question of whether a relationship constitutes fraternization or simply a social relationship is a personal issue. However, because of the potential for inappropriate conduct, employees are encouraged to bring any questions regarding fraternization to the attention of their immediate supervisor or manager.

2.9 Sexual Harassment Policy

Sexual harassment is the unwelcome conduct of a sexual nature that is sufficiently persistent or offensive to unreasonably interfere with an employee’s job performance or create an intimidating, hostile or offensive working environment. Sexual harassment is defined by the Equal Employment Opportunity Commission Guidelines as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example:

  • Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment,
  • Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual.
  • Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Under Title VII of the Civil Rights Act of 1964, there are two types of sexual harassment: quid pro quo and hostile work environment. Sexual harassment can be physical and psychological in nature. An aggregation of a series of incidents can constitute sexual harassment even if one of the incidents considered on its own would not be harassing. Employees are prohibited from harassing other employees and/or clientele whether or not the incidents of harassment occur on employer premises and whether or not the incidents occur during working hours.

Examples of prohibited conduct:

  • Though sexual harassment encompasses a wide range of conduct, some examples of specifically prohibited conduct include the following:
  • Physical assaults of a sexual nature, such as rape, sexual battery, molestation or attempts to commit these assaults, and intentional physical conduct that is sexual in nature, such as touching, pinching, patting, grabbing, brushing against another employee’s body or poking another employee’s body.
  • Unwelcome sexual advances, propositions or other sexual comments, such as sexually oriented gestures, noises, remarks, jokes or comments about a person’s sexuality or sexual experience.
  • Preferential treatment or promises of preferential treatment to an employee for submitting to sexual conduct, including soliciting or attempting to solicit any employee to engage in sexual activity for compensation or reward.
  • Subjecting, or threats of subjecting, an employee to unwelcome sexual attention or conduct or intentionally making the performance of the employee’s job more difficult because of that employee’s sex.
  • Sexual or discriminatory displays or publications anywhere in the corporate workplace or by employees.
  • Retaliation for sexual harassment complaints.

If an employee believes that he or she has been subject to sexual harassment or any unwelcome sexual attention, he or she may address the situation directly and immediately to the harasser, if possible. If the inappropriate conduct does not cease, or if the employee is unable to or uncomfortable with addressing the alleged harasser directly, he or she should report the incident to his or her own supervisor or by sending an email to It is helpful, but not required, to provide a written record of the date, time and nature of the incident(s) and the names of any witnesses. It is important to report any and all concerns of sexual harassment or inappropriate sexual conduct to the HR director or a supervisor/manager as soon as possible. Management must be made aware of the situation so that it can conduct an immediate and impartial investigation and take appropriate action to remediate or prevent the prohibited conduct from continuing. Managers and supervisors must deal expeditiously and fairly with allegations of sexual harassment whether or not there has been a written or formal complaint. They must:

  • Take all complaints or concerns about alleged or possible harassment or discrimination seriously no matter how minor or who is involved.
  • Ensure that harassment or inappropriate sexually oriented conduct is immediately reported to HR so that a prompt investigation can occur.
  • Take any appropriate action to prevent retaliation or prohibited conduct from recurring during and after any investigations or complaints.
  • Managers and supervisors who knowingly allow or tolerate sexual harassment or retaliation, including the failure to immediately report such misconduct to HR, are in violation of this policy and subject to discipline.

Individuals should report complaints of conduct believed to violate this sexual harassment policy according to the policy’s complaint procedures. To initiate a formal investigation into an alleged violation of this policy, employees may be asked to provide a written statement about the alleged misconduct to their supervisor. Complaints should be submitted as soon as possible after an incident has occurred. To ensure the prompt and thorough investigation of a sexual harassment complaint, the complainant should provide as much of the following information as is possible:

  1. The name and position of the person or persons allegedly causing the harassment.
  2. A description of the incident(s), including the date(s), location(s) and the presence of any witnesses.
  3. The effect of the incident(s) on the complainant’s ability to perform his or her job, or on other terms or conditions of his or her employment.
  4. The names of other individuals who might have been subject to the same or similar harassment. What, if any, steps the complainant has taken to try to stop the harassment.
  5. Any other information the complainant believes to be relevant to the harassment complaint.

All inquiries, complaints, and investigations are treated confidentially. Information is revealed strictly on a need-to-know basis. The information contained in a formal complaint is kept as confidential as possible. However, the identity of the complainant is usually revealed to the respondent and witnesses. All information pertaining to a sexual harassment complaint or investigation is maintained by the corporation in secure files. Employees who violate this policy are subject to appropriate discipline. If an investigation results in a finding that this policy has been violated, the mandatory minimum discipline is a written warning. The discipline for very serious or repeat violations is termination of employment. Persons who violate this policy may also be subject to civil damages or criminal penalties. The procedures available under this policy do not preempt or supersede any legal procedures or remedies otherwise available to a victim of sexual harassment under local, state or federal law.

2.10 Tobacco Free Workplace Policy

Raven Security is committed to providing a safe and healthy workplace and to promoting the health and well being of its employees. Motivated by our desire to provide a healthy work environment for our employees, the following smoking policy has been adopted and shall apply to all employees. It is the policy of Raven Security to prohibit smoking on all corporate premises in order to provide and maintain a safe and healthy work environment for all employees. The law defines smoking as the “act of lighting, smoking or carrying a lighted or smoldering cigar, cigarette or pipe of any kind.” The Smoke-Free Workplace policy applies to:

  • All areas of buildings occupied by corporate employees.
  • All corporate-sponsored off-site conferences and meetings.
  • All vehicles owned or leased by the corporate.
  • All visitors (customers and vendors) to corporate premises.
  • All contractors and consultants and/or their employees working on corporate premises.
  • All temporary employees.

Employees who violate this smoking policy will be subject to disciplinary action up to and including immediate discharge.

2.11 Third-Party Communication Policy

The corporation strives to anticipate and manage crisis situations in order to reduce disruption to our employees and to maintain our reputation as a professional organization. To best serve these objectives, the corporation will respond to the news media in a timely and professional manner only through the designated spokespersons. Events may occur that will draw immediate attention from the news media. It is imperative that one person speaks for the Corporation to deliver an appropriate message and to avoid giving misinformation in any media inquiry. Every employee is expected to answer all media/reporter questions with: “I am not authorized to comment on behalf of Raven Security. Let me have your contact information and someone from our public affairs office contact you.”

2.12 Mediation and Arbitration Agreement

Although Raven Security hopes that employment disputes with its employees will not occur, Raven Security believes that when these disputes do arise, it is in the mutual interest of all concerned to handle them promptly and with a minimum of disturbance to the operations of Raven Security’s business and the lives of its employees. Accordingly, to provide for the more expeditious resolution of certain employment-related disputes that may arise between Raven Security and its employees, Raven Security has instituted a mandatory mediation and arbitration procedure for all employees. Under the Procedure, certain disputes that may arise from your employment with Raven Security or the termination of your employment must be submitted for resolution by non-binding mediation and, if necessary, mandatory arbitration. In agreeing to submit certain employment disputes for resolution by private mediation and (if necessary) arbitration, you acknowledge that this Agreement is given in exchange for rights to which you are not otherwise entitled-namely, your employment as a Raven Security employee and the more expeditious resolution of employment disputes. In exchange for your agreement to submit these disputes to mediation and (if necessary) binding arbitration, Raven Security likewise agrees to the use of mediation and arbitration as the exclusive forum for resolving employment disputes covered by this Agreement. Hence, the parties shall be precluded from bringing or raising in court or another forum any dispute that was or could have been brought or raised under the procedures set forth in this Agreement.

The Raven Security Mediation and Arbitration Procedure

    1. As a condition of employment, the employee agrees that any controversy or claim arising out of or relating to the employment relationship or the termination of that relationship, must be submitted for non-binding mediation before a third-party neutral and (if necessary) for final and binding resolution by a private and impartial arbitrator, to be selected by Raven Security.
      1. Claims Covered: This agreement to submit to mediation and (if necessary) arbitration:
        1. Covers any dispute concerning the arbitrability of any such controversy or claim; and
        2. Includes, but is not limited to, any claim that could be asserted in court or before an administrative agency or claims for which the employee has an alleged cause of action, including without limitation claims for breach of any contract or covenant (express or implied); tort claims; wage claims; claims for discrimination (including, but not limited to, discrimination based on sex, pregnancy, race, national or ethnic origin, age, religion, creed, marital status, sexual orientation, mental or physical disability or medical condition or other characteristics protected by statute); claims for wrongful discharge; violations of the Family and Medical Leave Act (FMLA); violations of the Uniformed Services Employment and Reemployment Rights Act (USERRA); violations of confidentiality or breaches of trade secrets; and/or claims for violation of any federal, state or other governmental law, statute, regulation or ordinance, and whether based on statute or common law; and
        3. All those claims whether made against Raven Security, any of its subsidiary or affiliated entities or its individual officers or directors (in an official or personal capacity).
      2. Claims Not Covered: Claims covered by this Agreement do not include:
        1. A claim for workers’ compensation benefits;
        2. A claim for unemployment compensation benefits;
        3. A claim by Raven Security for injunctive or other equitable relief, including without limitation claims for unfair competition and the use or unauthorized disclosure of trade secrets or confidential information, for which Raven Security may seek and obtain relief from a court of competent jurisdiction; and
        4. A claim based upon Raven Security’s current (successor or future) employee benefits and/or welfare plans that contain an appeal procedure or other procedure for the resolution of disputes under the plan.
      3. Internal Efforts: As a prerequisite for submitting an employment dispute to mediation and, if necessary, arbitration, both the employee and Raven Security agree to make good faith efforts at resolving any dispute internally on an informal basis through Raven Security management channels appropriate to that particular dispute. Only when those internal efforts fail may an employment dispute be submitted to mediation and (if necessary) final and binding arbitration under the terms of the Procedure.
      4. Nonbinding Mediation: If efforts at informal resolution fail, disputes arising under this Agreement must first be submitted for non-binding mediation before a neutral third party. Mediation is an informal process where the parties to a dispute meet in an attempt to reach a voluntary resolution, using the third party as a facilitator. Mediation shall be conducted and administered by the American Arbitration Association (AAA) under its Employment Mediation Rules, which are incorporated into this Procedure by reference; or other applicable rules.
      5. Binding Arbitration: If a covered dispute remains unresolved at the conclusion of the mediation process, either party may submit the dispute for resolution by final binding confidential arbitration under the Procedure. The arbitration will be conducted under the Employment Dispute Resolution Rules of the AAA or other applicable rules (Rules) with the additional proviso that the Procedure shall be conducted on a confidential basis. These Rules, incorporated by reference into this Procedure, include (but are not limited to) the procedures for the joint selection of an impartial arbitrator and for the hearing of evidence before the arbitrator. The arbitrator shall have the authority to allow for appropriate discovery and exchange of information before a hearing, including, but not limited to, production of documents, information requests, depositions, and subpoenas. A copy of the complete AAA Employment Dispute Resolution Rules may be obtained by contacting the appropriate AAA Regional Office.
        1. Any conflict between the rules and procedures set forth in the AAA rules and those set forth in this Agreement shall be resolved in favor of those in this Agreement.
        2. The burden of proof at an arbitration shall at all times be on the party seeking relief.
        3. In reaching a decision, the arbitrator shall apply the governing substantive law applicable to the claims, causes of action and defenses asserted by the parties as applicable in Delaware. The arbitrator shall have the power to award all remedies that could be awarded by a court or administrative agency in accordance with the governing and applicable substantive law, including, without limitation, Title VII, the Age Discrimination in Employment Act, the Family and Medical Leave Act.
      6. Time Limits and Procedures: The aggrieved party must give written notice of any claim to the other party as soon as possible after the aggrieved first knew or should have known of the facts giving rise to the claim. The written notice shall describe the nature of all claims asserted and the facts upon which those claims are based and shall be mailed to the other party by certified or registered mail, return receipt requested. Any such notice mailed to Raven Security shall be addressed to PO Box 2231 Monument, CO 80132.
        1. Any mediation or arbitration conducted under this Agreement shall take place in a location chosen by Raven Security. The arbitrator shall render a decision and award within 30 days after the close of the arbitration hearing or at any later time on which the parties may agree. The award shall be in writing and signed and dated by the arbitrator and shall contain express findings of fact and the basis for the award.
        2. All AAA administrative fees and the arbitrator’s fees and expenses fees shall be borne by the party seeking relief. All other costs and expenses associated with the arbitration, including, without limitation, each party’s respective attorneys’ fees, shall be borne by the party incurring the expense.
        3. Judgment upon the award rendered by the arbitrator may be entered in any court having jurisdiction. The award may be vacated or modified only on the grounds specified in the U.S. Arbitration Act or other applicable law.
      7. No Retaliation/Employment At-Will:
        1. Under no circumstances will a Raven Security employee be retaliated against in any way for invoking the Procedure in good faith to seek the resolution of a dispute. Raven Security managers who engage in such retaliation will be subject to discipline under the appropriate Raven Security disciplinary procedures.
        2. The Raven Security Arbitration and Mediation Procedure does not in any way alter the at-will employment status of Raven Security employees. Raven Security and its employees are always free to terminate the employment relationship at any time for any lawful reason and employment is not for any specific or definite duration.
    2. This Agreement sets forth the complete agreement of the parties on the subject of mediation and arbitration of the covered claims defined above and supersedes any prior or contemporaneous oral or written understanding on these subjects. No party is relying on any representations, oral or written, on the subject or the effect, enforceability or meaning of this Agreement, except as specifically set forth in this Procedure. By accepting the offer of employment, the employee indicates their agreement to the terms set forth above. Both parties understand that by agreeing to the terms in this Procedure, both are giving up any constitutional or statutory right they may possess to have covered claims decided in a court of law before a judge or a jury. If any portion or provision of this Agreement (including, without limitation, any portion or provision of any section of this Agreement) shall to any extent be declared illegal or unenforceable by a court of competent jurisdiction, then the remainder of this Agreement, or the application of such portion or provision in circumstances other than those as to which it is so declared illegal or unenforceable, shall not be affected thereby, and each portion and provision of this Agreement shall be valid and enforceable to the fullest extent permitted by law. The parties agree that the State of Delaware will have sole jurisdiction and any further legal proceedings shall be heard by the Delaware State Court.

2.13 Non-Compete Agreement

Employee agrees that during employment and for a period of five years after termination/resignation of employment with Raven Security, the employee shall not:

  • Business Practices: Provide the same or similar products, services or engage in any other way representative of any other business of a similar nature to the business of Raven Security without written consent. It is understood that the employee will be representing the corporation exclusively during their employment unless written consent has been provided to the employee by this employer.
  • Clients/Customers: Directly or indirectly engage in any similar business practice of Raven Security while being in contact with the corporation’s current or former clients. Nor shall the employee solicit any client of Raven Security for the benefit of a third party that is engaged in similar business to that of Raven Security.
  • General Competitor(s): Engage in business activity, whether paid or non-paid, with a competitor of the Raven Security that provides a similar product or service.
  • Employees: Hire, work alongside, or partner with any current employees, sales staff or former employees or sales staff of Raven Security.

This agreement shall only be applicable to employees who are professional staff to executive and management personnel or who have obtained the rank of Corporal or greater and are thus management personnel. The Non-Compete Agreement shall also apply to any contractual provision providing for recovery of the expense of educating and training an employee. This Agreement shall be governed by and construed in accordance with the laws of the State of Delaware without reference to its conflicts of laws principles. Any disputes arising from or related to the subject matter of this Agreement shall be heard in a court of appropriate jurisdiction of Raven Security’s principal office and the parties hereby consent to the personal jurisdiction and venue of these courts. If any provisions of this Agreement or its applications is held to be invalid, illegal or unenforceable in any respect, the validity, legality or enforceability of any other provisions and applications herein shall not in any way be affected or impaired.

2.14 Visitor Policy

Employees are prohibited from having visitors, to include family members or friends, accompany or remain with them on corporate property or at a job site. No visitors are allowed on the corporate property or at a job site unless previously authorized by a Raven supervisor or manager. All requests for permission for nonemployees to temporarily enter the corporate property or a job site must be made by emailing Raven Security will reply to said email granting or denying the request. At no time should a visitor or an employee’s family member be on the corporate property or at a job site without having been given permission. Employees who wish to visit the workplace for any reason during hours or shifts when they are not assigned to work must also have the permission of a Raven supervisor or manager. Applications for such visits must also be made by email. Employees who violate this policy will be subject to disciplinary action up to and including immediate discharge.

3. Pay Structure

Tier 1: $12 an hour


  • Unarmed Security Officer License (Applicants without a license will need to take the Private Security Officer training offered by any City of Colorado Springs approved instructor. The Private Security Officer training offered by the corporation meets the City of Colorado Springs license requirements for Private Security Officer.)
  • Code of Conduct Course
  • Use of Force Course
  • Duties and Responsibilities Course
  • General Operations Course
  • Operational Security Course
  • Assume Post Course
  • P.A.R.T.S Course
  • Individual Search and Handcuffing Course
  • OC Course

Tier 2: $13 an hour


  • Complete the requirements Tier 1
  • Private Security Officer License with Firearm and OC Endorsement (Officer must own and wear/carry a Firearm and OC while on shift)
  • Weapon Retention Course
  • Entry & Clearing Tactics Course
  • CQB Shooting Course
  • Field Training

Tier 3: $14 an hour


  • Complete the requirements of Tier 1 and Tier 2
  • Private Security Officer License with Firearm, OC and CEW Endorsement (Officer must own and wear/carry a Firearm,  IIIA Concealable Body Armor, OC and CEW while on shift)
  • Basic Life Support (BLS) Certification
  • First Aid Certification

Commuting time to/from the job site is unpaid. Employees that are on shift and asked to travel to another job site are to remain clocked in as travel time is paid. Upon meeting the requirements for promotion to the next tier, Employee’s pay will be adjusted to reflect the new pay tier at the beginning of the next pay period.

3.1 Payroll Access

Payroll details and pay stubs are provided online via ViewMyPaycheck. Employees are sent a username and password via email upon hire. Employees are responsible for ensuring their W4 is accurate and shall submit a new one anytime their address or exemptions change.

3.2 Pay Periods

The 1st through the 15th of the month is paid on the 16th. The 16th through the end of the month is paid on the 1st. Direct deposit is the preferred method of payment. Direct deposit is approved on the 1st and the 16th of each month. Financial transactions do not occur on weekends or holidays. If either pay date falls on a weekend or holiday, the approval will be delayed until the next business day and could take 48 hours to post to the employee’s account. For those employees who have not established direct deposit, a paper check will be mailed, on the pay date, to their address on file. Mail is not processed on weekends or holidays and can take up to 5 business days to be received.

3.3 Training and Licensing

The employee is responsible for initial and annual training/licensing as required by the City of Colorado Springs. Tier advancement courses are voluntary, free of charge, offered outside of employee’s normal work hours, is not job specific, not a requirement of employment and is thus unpaid. All employees, upon hire, are paid at Tier 1 and continue to be compensated at the Tier 1 rate unless they chose to voluntarily complete the requirements of the next Tier. Tier advancement training allows the employee to advance their expertise, qualifications and earning potential both with the corporation and the industry.

3.4 Promotions

The employee who meets the requirements of Tier Two can be considered for the rank of Corporal. Employees meet the requirements of Tier Three to be considered for the rank of Sergeant. The number of personnel promoted to Corporal, Sergeant or promoted past the rank of Sergeant is at the sole discretion of management based upon the needs of the corporation. Pay for said promotions varies and is at the discretion of the corporation.

3.5 Overtime

Overtime is not permitted without prior approval. Employees are not permitted to work longer than 12 hours in a 24 hour period or more than 40 hours during a work week. Work weeks begin at 12 am on Sunday and end at 11:59 pm on Saturday. Supervisors/managers are exempt employees and thus ineligible for overtime.

3.6 Break and Meal Periods

Employees are to take one ten minute rest period for every four-hour shift. Rest periods are paid. When a shift is five hours or more, employees are to take a thirty-minute meal break in addition to their rest period(s). When a shift is twelve hours or more, employees are to take a forty-five minute meal period in addition to their rest periods. Meal breaks are unpaid. Employees are prohibited from performing any work duties while taking their meal breaks. For job sites that have the Client present, employees are to find the Client and obtain permission prior to taking their meal break. For job sites in which the Client is not present, employees are permitted to take their meal break when convenient. It is the employees’ responsibility to ensure they are taking the aforementioned rest period/meal break. Employees are required to clock out for the meal break and are to clock back in upon completion of the thirty-minute meal break. While performing any work during a break period/meal break is strictly prohibited, if an employee fails to take their uninterrupted meal break, the employee is responsible for informing the corporation via email ( within 24 hours of the shift. The corporation will make the necessary timesheet adjustments to ensure the employee is compensated for the additional work. Employees are permitted to leave the job site during meal breaks but must return upon completion of the thirty minutes. Eating at the job site is limited to the rest period/meal breaks. Employees are not permitted to sleep at the job site and must depart the job site should they choose to sleep on their meal break. Continued employee failure to take necessary uninterrupted rest periods/meal breaks will result in disciplinary action in accordance with Section 7.

3.7 Paid Time Off

After six months of hire, paid time off (PTO) is a benefit offered to full-time employees. Full-time employees are those working 36+ hours per week. For workweeks in which the employee works 36+ hours, PTO will accrue at a rate of .0173 per hour worked. Breaks and lunch periods are excluded. PTO has an annual maximum of thirty-six hours. PTO can be carried over to the next year, however, the annual maximum of thirty-six hours cannot be exceeded. Employees can request their PTO balance via email ( Upon completion of the PTO audit and determined balance, PTO time must be requested and approved through via the Time Off Request. PTO can only be used during employment and cannot be cashed in upon voluntary/involuntary termination.

3.8 Employee Simple IRA Plan

Employee Simple IRA Plan: After one year of hire, employee’s are offered the Simple IRA Plan through T. Rowe Price. Employee contributions will be matched dollar-for-dollar up to 3% of the employee’s annual compensation.

3.9 Officer Reports

On specific sites, is used to log incident reports, maintenance reports and track security officer tours during shifts. Employees are required to have a smartphone with the GPS active and the Officer Reports app installed. Employees are required to use the app to scan QR tags when checking sites and must complete incident/maintenance reports while on site. QR tags are used to verify the employee is on site and conducting the work for which they are compensated for. All QR tags on the site are to be scanned once an hour on the ½ hour (e.g. 10:30 pm, 11:30 pm, etc). Failure to scan all QR tags every hour on the ½ hour will result in no pay for the time frames in which the scans were missed. Failure to complete an hourly Daily Activity Report (DAR), on sites that require one, will result in no pay for the period in which the DAR was not completed. and app can be accessed via a username and password. The username and password is emailed upon the account being established. Incident and maintenance reports are required to be completed by employees. Continued disregard for this guideline will result in disciplinary action in accordance with Section 7.

4. Schedule

4.1 Availability

Employees can change their availability through the website, however, the needs of the corporation will determine whether or not availability is accepted. A condition of employment is open availability. Secondary employment, schooling, family life, desire to only work particular hours, etc. will not be a consideration when creating the schedule.

4.2 Time Off

Time off requests are done online through the website. Time off requests should be used to guarantee the employee a requested date(s) off. Once approved, the employee will not be scheduled for work during the requested time. Paid time off is also requested through the website by selecting time off and changing the time-off type to PTO. Guard/Reserve military members are required to follow the Uniformed Services Employment and Reemployment Act (USERRA) and give reasonable notice of drill dates and annual training. Reasonable notice, as defined by this corporation, is no fewer than thirty (30) days. For drill dates that do not follow the typical Saturday/Sunday once a month schedule, the employee will be required to provide a letter from command staff or the schedule on official letterhead from the unit. When requesting drill dates off, employees are to request Saturday 12am-Monday 6am. There are situations in which the requested military leave may be considered cumulatively burdensome and thus the corporation may contact the military commander of the employee’s military unit to determine if the duty could be rescheduled or performed by another member. Service members are encouraged to read the Opinion Letter on USERRA and USERRA Notice. Time off due to major illness, family emergency, jury duty, vehicle accident, weather condition, etc. all require proof. Doctor’s note, jury summons, traffic ticket, picture of vehicle stuck due to weather conditions, etc. must be submitted within 24 hours of the missed shift. Employer reserves the right to obtain confirmation of a doctor’s note, jury summons, etc. Failure to provide proof will result in suspension or termination. Time off for minor illness must be approved by a supervisor. Minor illness is defined as illness that does not require inpatient hospital care. The Family and Medical Leave Act (FMLA) is provided to employee’s who have been with the corporation at least 12 months, have worked at least 1250 hours in the 12 months prior to taking leave, and if the corporation employs more than 50 employees within 75 miles of area for which the employee works. In addition to the aforementioned, written 30 days advance notice is needed to request FMLA.

4.3 Schedule Changes

Changes to the schedule are inevitable. Employees are sent a notice anytime the schedule is changed/posted via the website and app. Employees can be called into work on previously scheduled off dates and failure to report to work will lead to disciplinary action up to and including termination. The only guaranteed time off is that which is requested/approved via the time off requests.

4.4 Time and Attendance

The WhenIWork app must be installed on the phone. Upon arrival at the job site, the employee must activate the cell phone GPS and clock into the site. At end of shift, the employee must clock out. Employee clock in/out times will be rounded to the nearest quarter hour in keeping with FSLA Regulation 29 CFR 785.48(b). The app requires the employee to physically be at the site when clock in/out and the GPS is used to confirm the location. The site location is depicted on the app with a flag surrounded by a blue shaded area. The location of the employee is depicted by a blue dot. The blue dot (employee) must be next to the flag and in the blue shaded area in order to be permitted to clock in. Clocking in early is not permitted. Employees should use the time reflected on the app as a guide to know when to clock in/out. Should the app experience technical difficulty, the employee is to immediately scan a QR tag (if applicable) and send their supervisor a photo of them at the site via text message. If the employee fails to clock in/out, the first/last QR tag scan time (if applicable) will be used. If an employee works past a scheduled shift, an email must be sent to explaining why so the time sheet can corrected. Employees failing to clock in/out, at sites without QR tags, will result in zero pay for that time period.

4.5 Patrol Hours

Employees working patrol are required to follow the assigned route. The route is established by entering the sites into Mapquest Route Planner. The route planner will show the time/mileage it takes to complete the assigned route. Additional time is added for performing required work at each site, breaks and meal periods. Fuel allotted for the route is explained in Section 6: Vehicle Use. A supervisor must perform the route any time there is a change to the route to ensure the time/mileage allotted is accurate. Employee’s are required to follow the assigned route and complete the checks in the allotted time. If the employee is involved in an incident, required to respond to a call for service or alarm or in any other way required to deviated from the assigned route, an incident report must be completed. The additional time/mileage required to address the incident, respond to the call for service or alarm is compensated. Deviating from route for non work related matters is not compensated. Employees are required to perform a one hour ride along of each route with a supervisor prior to being permitted to work the route. The one hour ride along is compensated.

5. Uniform

Understanding that there are licensing requirements set forth by states/municipalities in which the corporation operations, employee’s will be required to follow the uniform, gear and equipment guidelines as established by this section. Any deviation is prohibited. Approval is needed prior to the use, possession, or display of any uniform, gear or equipment while in the employ of the corporation. Request for additions to assigned uniform, gear or equipment shall be made via email and subsequent approval/disapproval by the corporation will be responded to by email.

5.1 Uniform Requirements

Uniform shirts are black in color with the corporation patch on the right shoulder and a grey/black US flag on the left shoulder. Security Officer badge is above the left breast pocket. A short sleeve shirt is standard issue. Jackets are all season insulated jackets with the corporation patch on the right shoulder, a grey/black US flag on the left shoulder and the Security Officer badge on the left breast. Pants are all black tactical pants. Employees are responsible for issued uniforms shirts, jackets and security officer badge. Employees will provide their own black tactical pants. Employees will be financially responsible for any damage which the employer determines to be a result of misuse, abuse, or loss. All issued items must be turned in prior to the employee’s final check being issued.  If repair/replacement costs exceeds the amount of Employee’s final check, the difference will be electronically debited via automatic clearing house (ACH) from the Employee’s bank account and the Employee will be sent an email detailing the replacement cost breakdown.

5.2 Proper Wear

The only color authorized to be visible is black. Socks and undershirt must be black. Uniform shirt is to be tucked in and clean/free from lint, dog hair, etc. The buttons on the shirt must be straight in line with the snap/button of the pants. Shirt must have the badge and nameplate on it. Badge must be visible at all times. When wearing a jacket, transfer the badge to the jacket. A belt is required. Belts must be all black and cannot be shiny or reflect light. 5.11 Tactical TDU belts are preferred. Shoes must be all black (to include eyelets) and logo free. “Tennis” shoes are not permitted. Boots are preferred. Epaulets (shoulder boards) are issued for those Tier 2 and above and must be visibly worn on the uniform shirt at all times.

5.3 Duty Gear

Duty gear is assigned to Tier 2 or higher employees. Belt are >2” in width. Pouches are molded to fit the equipment for which they hold. Tier 2 employees are, at a minimum, assigned 1 duty belt, 4 belt keepers, 1 cuff case, 1 set of handcuffs, 1 mace case, 1 can of Fox Mace, 1 flashlight holster, 1 flashlight, and 1 radio holster. Tier 2 employees are responsible for supplying their own duty weapon (not to exceed .45 caliber), 1 primary magazine (limited to 10 rounds), 2 spare magazines (limited to 10 rounds per magazine), 1 duty holster, and body armor (Level IIA or greater). Duty weapon shall be black in color without any reflective parts. Chrome, FDE, or any color aside from black is prohibited. Some weapon brands (Hi-Point, Caracal, Sphinx) are prohibited and thus employees are encouraged to contact management prior to the purchase/use of a firearm. Holsters must have have a thumb break or an active locking system. ALS by Safariland is preferred. Drop holsters and/or thigh holsters are prohibited. Firearm is to be holstered to the duty belt on the strong (primary shooting hand) side. Ammunition is limited to hollow points. Ball ammunition is prohibited. Body armor is to be Level IIIA. Armor must be concealed under uniform shirt and carrier must be black in color. A soft trauma plate must be installed. Hard trauma plates are prohibited due to the risk of ricochet. Tier 3 employees are permitted to carry a conductive energy weapon (CEW). CEW is limited to a Taser X2/X26 or Phazzer Enforcer. CEW is to be yellow in color (holster can be black) and worn on the weak (secondary shooting hand) side requiring a cross draw by the primary shooting hand. This is done to prevent confusion from lethal and less than lethal draw. Tier 3 and above employees, who have completed corporate approved training on long guns by an NRA instructor, are permitted to carry long guns when working outside the limits of the City of Colorado Springs. Long guns are limited to a 12 gauge shotgun (18.5” length barrel) or M4 Carbine (16”-18” length barrel). Long guns are to remain secured in the vehicle (in trunk or secured in a rifle rack) and are not to be physically patrolled with. Firearm, amount of ammunition, type of ammunition and site must be approved by management. Approval must be requested via email. A radio and lapel mic is obtained from the job site lockbox or office at the start of shift and must be returned immediately upon completion of the shift. Employees will have a cell phone, in keeping with Section 5.5, on their persons as a secondary means of communication. Employees are responsible for having the required equipment/supplies in order to complete assigned tasks. Employees are responsible for issued duty gear. Employees will be financially responsible for any damage which the employer determines to be a result of misuse, abuse, or loss. All issued items must be turned in prior to the employee’s final check being issued. If repair/replacement costs exceeds the amount of Employee’s final check, the difference will be electronically debited via automatic clearing house (ACH) from the Employee’s bank account and the Employee will be sent an email detailing the replacement cost breakdown.

5.4 Active Shooter Vest (ASV)

An active shooter vest (ASV) containing stand-alone level IV ceramic 10″ x 12″ plates is kept in the trunk of each of the cruisers. In addition to the vest, there is a combat application tourniquet (CAT) placed on each vest. Personnel who are not aware of the level of protection provided by stand-alone level IV ceramic plates or not familiar with how to properly wear armor, don an ASV, or apply a tourniquet must contact their immediate supervisor for proper training. The employee is required to check to ensure the ASV is in the trunk and undamaged prior to leaving for patrol. The employee is financially responsible for any damage, mistreat, abuse, loss or theft of ASV. Upon start of shift, if the ASV is missing or found damaged, the employee is to immediately inform their direct supervisor and the last employee to have utilized the cruiser will be held responsible. By starting patrol, the employee is accepting full responsibility for the ASV.

The ASV  is to remain in the trunk of the cruiser throughout the shift and is only to be worn in the following three circumstances:

    1. Prior to entering a building, to perform a search and clear. Building search and clear should only be done at the request of law enforcement.
    2. Prior to responding to an Officer requesting an immediate a cover Officer or to investigate a triggered radio duress. The employee requesting a cover Officer or who triggered the radio duress has already deemed the situation to be at or above the “threshold risk” level per the Use of Force model and thus the ASV shall be worn by responding Raven Security personnel.
    3. Prior to responding to Raven Security personnel reporting weapons mentioned, involved or an active shooter. Raven Security personnel do not respond to calls with weapons mentioned, involved or an active shooter unless the report is coming from fellow Raven Security personnel and said Raven Security personnel are requesting immediate assistance. Dispatch will immediately contact local enforcement, report the incident and request a response. Reports of weapons mentioned, involved or an active shooter not made by Raven Security personnel are to be immediately referred to law enforcement and will be handled solely by law enforcement.

It is not the intent of Raven Security to have any of its personnel fulfilling the role of law enforcement. Understanding the significant risk to security personnel, it is the intent of Raven Security to properly equip its personnel with the tools needed to stack the odds of survival firmly in the Officer’s favor.

5.5 Cell Phone

Employees are provided a phone while on shift. The provided cell phone is for business use only and thus limited to scanning QR tags, filing incident/maintenance reports, clocking in/out, and answering calls for service. Personal calls, text messages, video chat, internet usage, downloading apps (without prior approval), and any other personal use of the corporate cell phones are prohibited. Phones are to be on vibrate and kept on the employee at all times during their shift. Phones are not to be taken home or removed from the office/job sites. To prevent confusion and accidental removal of the cell phone from the office/job site, employees are not permitted to have their personal cell phones on their persons or at a job site where they are using the corporate provided cell phone. At the employee’s sole discretion, they may elect to use their own cell phones to scan QR tags, file incident/maintenance reports, clock in/out, and answer forwarded calls for service while on shift but will not be compensated for any cell phone related fees or expenses and furthermore the employee waives any current or future claim to compensation for the use of their own phone. Supervisors are provided a corporate phone unless they elect to use their own phone for business purposes. Supervisors electing to use their own phones for business purposes agree to waive any current or future claim to compensation for the use of their own phone. After having elected to use a personal phone, an employee or supervisor can return to using a corporate provided phone by submitting a request via email to Employees are responsible for corporate phones. Employees will be financially responsible for any damage which the employer determines to be a result of misuse, abuse, or loss. Phones must be turned in prior to the employee’s final check being issued.

5.6 Personal Appearance

A professional appearance is of the utmost importance and thus employees are required to adhere to the following:

  • Tattoos cannot be visible. Employees with a tattoo on their arms will be required to wear a tattoo cover sleeve. The sleeve is to be black in color to match the uniform.
  • Hair must be cut and professional. Employees with long hair need to have their hair pulled back away from the face in a manner to prevent it from obstructing their view. Males should have their hair cut and combed. Unnatural colors, dreads, mohawks, fohawks, etc. are not permitted. Facial hair is permitted but must be trimmed neatly to the face. Mutton chops, a la Souvarov, French Fork, Ducktail, Fu Manchu, Old Dutch, Dali, Handlebar and Chin Puff/Goatee, Balbo, Rap Industry Standard, Sparrow, Klingon, Chin Curtain, Hulihee, Zappa, Soul Patch, Winnfield, Petit Goatee, Franz Josef, Anchor, Napoleon, Pencil and Super Mario are prohibited.
  • Natural nails should be trimmed (cannot exceed ¼ inch from the end of the finger) and clean. Nail polish should be in good repair, not chipped, cracked, worn away or peeling. Nail polish that is not in good repair must be removed. Artificial nails are prohibited.

6. Vehicle Use

Corporate vehicles are to be kept clean. Trash is not to be left in the vehicle. Eating, smoking, and drinking (aside from water) in the vehicle is prohibited. Employees are responsible for inspecting the interior of the vehicle prior to use and will report any aforementioned violations to their supervisor prior to using the vehicle. Failure to abide by this policy will result in the vehicle being sent to the car wash, chosen by the corporation, for detailing. The cost for the detailing service will be withheld from the employee’s next paycheck. The employee is responsible for inspecting the interior/exterior of the vehicle prior to use and reporting any damage found to their supervisor prior to use. Employees are to be clocked in prior to inspecting the vehicle. Employees are encouraged to take photos of the vehicle (interior/exterior) before and after use. Employees will be financially responsible for any damage which the employer determines to be a result of negligence, misuse, carelessness, an at-fault accident or intentional damage. In the event of an at-fault accident, the Employee will be financially responsible for the repair cost or insurance deductible (whichever cost is lower). Continued disregard for this guideline will result in disciplinary action in accordance with Section 7.  The fuel allotment is determined by following a designated route. Mapquest Route Planner is used to determine the route’s mileage, mileage is divided by 20 mpg and multiplied by the fuel price. Fuel price is determined by, using the nearest corporate office zip code and the average fuel price listed. Any additional fuel cost/employee hourly wage resulting from a work-related deviation must be documented via an Incident Report in and will be paid for by the corporation. Running personal errands or otherwise deviating from the designated route is not authorized. Employees are responsible for any additional fuel cost that results from deviating from the designated route or personal use of corporate vehicles. Use of the corporate credit card for refueling, to the corporate authorized amount, is permitted. Vehicles must be returned with a full tank of fuel. Failure to abide by this guideline will result in the vehicle being refueled at a rate of $5 a gallon by a supervisor. This amount will be withheld from the employee’s next paycheck. Continued disregard for this guideline will result in disciplinary action in accordance with Section 7. Employees are to ensure the vehicle is full prior to use. If found with less than a full tank, employees are to report it to their supervisor prior to use. Car Chip Connect is installed on all corporation vehicles and logs the trip details including time/date, distance traveled, and speed. It provides GPS live tracking of the vehicle, real-time reporting of unsafe or abusive driving, individual graphs, summary reports, records/reports/shows extreme acceleration/braking, automatic accident log with speed data/RPM before impact, and calculates gas mileage. The Chip will chime three times when an employee is braking too hard, accelerating too quickly, making hard turns, leaves the payment or enters a rough road, is speeding or performing an unsafe driving action. Employees are limited to three warnings per shift. Should an employee exceed three warnings, they will be disciplined by their supervisor in accordance with Section 7. If the Employee is terminated or resigns and the cost of repair, applicable insurance deductible, detailing or fuel replacement exceeds the amount of Employee’s final check, the difference will be electronically debited via automatic clearing house (ACH) from the Employee’s bank account and the Employee will be sent an email detailing the replacement cost breakdown.

7. Disciplinary Action

Employees who fail to comply with the duty and responsibilities assigned will face disciplinary action. Some actions will result in immediate termination of employment. Those actions are, but not limited to: sleeping on the job, insubordination, unprofessional conduct, excessive use of force, drug use, etc. When possible and at the sole discretion of Raven Security, disciplinary action will have the following steps:

  1. Verbal Warning
  2. Written Warning
  3. Suspension
  4. Termination

Anytime an employee feels disciplinary action is without merit, they may request a manager contact them. Management will seek to understand the issue and respond accordingly. Prior to and during the intervention of management, the employee is required to continue to work and to follow the guidance and direction of their direct supervisor. Raven Security is an employment-at-will employer and thus termination of employment need not follow the steps set forth in this section.

Employee Acknowledgement and Receipt

The employee handbook describes important information about Raven Security, and I understand that I should consult my direct supervisor regarding any questions not answered in the handbook. I have entered into my employment relationship with Raven Security voluntarily and acknowledge that there is no specified length of employment. This manual, the policies, procedures, and agreements contained herein supersede any and all prior practices, oral or written representations, or statements regarding the terms and conditions of my employment with Raven Security. By distributing this handbook, Raven Security expressly revokes any and all previous policies and procedures which are inconsistent with those contained herein. I understand that, except for employment-at-will status, any and all policies and practices may be changed at any time by Raven Security, and the corporation reserves the right to change my hours, wages and working conditions at any time. All such changes will be communicated through official email, and I understand that revised information may supersede, modify, or eliminate existing policies. Only the Chief Executive Officer (CEO) of Raven Security has the authority to adopt any revisions to the policies in this handbook. I understand and agree that nothing in the Employee Handbook creates, or is intended to create, a promise or representation of continued employment and that employment at Raven Security is employment-at-will, which may be terminated, with or without cause, at any time, by either Raven Security or myself. Furthermore, I acknowledge that this handbook is not a contract of employment. Upon termination or resignation, I authorize Raven Security to initiate either an electronic debit or to create and process a demand draft against my bank account for any balance due for training, licensing, cash advances and/or repair/replacement of my assigned duty gear, uniform or vehicle damage that is not covered by my final paycheck. I understand I will be sent an email detailing the balance. I have received, read in its entirety and fully understand the policies, agreements, and procedures contained in the employee handbook. By acceptance of my employment at Raven Security and signing below, I agree to abide by said policies, agreements, and procedures.