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Your Right to Join or Form a Security Guard Union is Protected by Law



Employees have the right to unionize, to join together to advance their interests as employees, and to refrain from such activity. It is unlawful for an employer to interfere with, restrain, or coerce employees in the exercise of their rights. For example, employers may not respond to a union organizing drive by threatening, interrogating, or spying on pro-union employees, or by promising benefits if they forget about the union.


Section 7 of the National Labor Relations Act (the Act) guarantees employees "the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection," as well as the right "to refrain from any or all such activities."


Section 8(a)(1) of the Act makes it an unfair labor practice for an employer "to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in Section 7" of the Act. For example, you may not

  • Threaten employees with adverse consequences, such as closing the workplace, loss of benefits, or more onerous working conditions, if they support a union, engage in union activity, or select a union to represent them.

  • Threaten employees with adverse consequences if they engage in protected, concerted activity. (Activity is "concerted" if it is engaged in with or on the authority of other employees, not solely by and on behalf of the employee himself. It includes circumstances where a single employee seeks to initiate, induce, or prepare for group action, as well as where an employee brings a group complaint to the attention of management. Activity is "protected" if it concerns employees' interests as employees. An employee engaged in otherwise protected, concerted activity may lose the Act's protection through misconduct.)

  • Promise employees benefits if they reject the union.

  • Imply a promise of benefits by soliciting grievances from employees during a union organizing campaign. (However, if you regularly solicited employee grievances before the campaign began, you may continue that practice unchanged.)

  • Confer benefits on employees during a union organizing campaign to induce employees to vote against the union.

  • Withhold changes in wages or benefits during a union organizing campaign that would have been made had the union not been on the scene, unless you make clear to employees that the change will occur whether or not they select the union, and that your sole purpose in postponing the change is to avoid any appearance of trying to influence the outcome of the election.

  • Coercively question employees about their own or coworkers' union activities or sympathies. (Whether questioning is coercive and therefore unlawful depends on the relevant circumstances, including who asks the questions, where, and how; what information is sought; whether the questioned employee is an open and active union supporter; and whether the questioning occurs in a context of other unfair labor practices.)

  • Prohibit employees from talking about the union during working time, if you permit them to talk about other non-work-related subjects.

  • Poll your employees to determine the extent of their support for a union, unless you comply with certain safeguards. You must not have engaged in unfair labor practices or otherwise created a coercive atmosphere. In addition, you must (1) communicate to employees that the purpose of the poll is to determine whether the union enjoys majority support (and that must, in truth, be your purpose); (2) give employees assurances against reprisal; and (3) conduct the poll by secret ballot.

  • Spy on employees' union activities. ("Spying" means doing something out of the ordinary to observe the activity. Seeing open union activity in workplace areas frequented by supervisors is not "spying.")

  • Create the impression that you are spying on employees' union activities.

  • Photograph or videotape employees engaged in peaceful union or other protected activities.

  • Solicit individual employees to appear in a campaign video.

  • Promulgate, maintain, or enforce work rules that reasonably tend to inhibit employees from exercising their rights under the Act.

  • Deny off-duty employees access to outside nonworking areas of your property, unless business reasons justify it.

  • Prohibit employees from wearing union buttons, t-shirts, and other union insignia unless special circumstances warrant.

  • Convey the message that selecting a union would be futile.

  • Discipline or discharge a union-represented employee for refusing to submit, without a representative, to an investigatory interview the employee reasonably believes may result in discipline.

  • Interview employees to prepare your defense in an unfair labor practice case, unless you provide certain assurances. You must communicate to the employee the purpose of the questioning, assure him against reprisals, and obtain his voluntary participation. Questioning must occur in a context free from employer hostility to union organization and must not itself be coercive. And questioning must not go beyond what is needful to achieve its legitimate purpose. That is, you may not pry into other union matters, elicit information concerning the employee's subjective state of mind, or otherwise interfere with employee rights under the Act.

  • Initiate, solicit employees to sign, or lend more than minimal support to or approval of a decertification or union-disaffection petition.

  • Discharge, constructively discharge, suspend, layoff, fail to recall from layoff, demote, discipline, or take any other adverse action against employees because of their protected, concerted activities.

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What does a Security Guard do?

Security Guards are typically employed by private individuals or businesses to protect people, property and assets. Their regular duties can vary from position to position depending on the needs of their employer, but they’re often required to physically monitor or patrol an area and ensure the safety of the people within the home or business. Some Security Guards work as part of a team, while others work independently. Security Guards can be freelancers, internal employees or contractors from a security company.

 

Security Guard Job Description: Top Duties and Qualifications

A Security Guard, or Security Officer, is responsible for protecting a person, organization or asset in the case of an incident. Their duties include monitoring a specific area, evicting trespassers and writing reports detailing any occurrences during their shift.

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Security Guard duties and responsibilities

The overall duty of a Security Guard is to protect a company’s property, employees and visitors. Here are some of their typical daily responsibilities that you can include in a job description:

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  • Patrolling and monitoring activities on the company’s premises regularly to discourage criminals and ensure the environment is safe and secure

  • Evicting trespassers and violators and detaining perpetrators while following legal protocols before relevant authorities arrive to take over

  • Controlling the entrance and departure of employees, visitors and vehicles according to protocols

  • Monitoring surveillance cameras to watch out for any disruptions or unlawful activities

  • Providing detailed reports on daily activities and any incidents that may have occurred to management

  • Testing security systems and, if needed, operating X-ray machines and metal detectors

  • Using provided communication devices such as two-way radios in a clear and concise manner

  • Performing CPR or first aid when needed

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Security Guard salary expectations

A Security Guard makes an average of $12.92 per hour. This pay rate may vary depending on factors such as experience, education, certifications and additional skills. Unionized Security Guards make anywhere from $17.00 on a low end to over $30.00 an hour plus benefits based on the job type and location. For example the United Federation LEOS-PBA Paragon Security officers under our Paragon Protective Service Officers National Union, working at the federal buildings in New York City make $30.50 an hour plus they receive full benefits.

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United Federation LEOS-PBA Law Enforcement Officers Security & Police Benevolent Association LEOS-PBA

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Security Guard skills and qualifications

In order to ensure the safety of a company and its assets, a Security Guard should have the following skills and qualifications:

  • Excellent knowledge of security protocols

  • Ability to operate security systems and emergency equipment

  • Exceptional interpersonal skills

  • Advanced verbal and written communication skills

  • Ability to work alone or as part of a team

  • Ability to solve problems as they arise

  • Attention to detail

  • Ability to react appropriately in stressful situations

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Security Guard education and training requirements

Unlike many other professional roles, the right candidate for a Security Guard position doesn’t need to have a degree. Most employers will consider applicants with a high school diploma or GED certificate. Companies typically give priority to candidates with a certification, a Security Guard license or security training. Candidates should also be trained in first aid and self-defense. For higher-level roles, employers may look for candidates with a four-year degree in criminal justice or a related field.

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Security Guard experience requirements

Candidates applying for a Security Guard role should have at least a year of work experience. Employers may prefer applicants who have worked in the police force or the army or those who have previous experience as a Security Guard, Security Officer or another similar role. Candidates should also have demonstrable experience working with security systems, be proficient in Microsoft Office and know how to write reports.

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CONTACT THE

UNITED FEDERATION

LEOS-PBA - DC

 

Address

1717 Pennsylvania Ave NW, 10th Floor

Washington, D.C. 20006

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Phone
Office / Fax: (202) 595-3510
Organizing: (800) 516-0094

 

UFSPSO: (914) 941-4103

Fax: (914) 941-44722

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NUSPO: (202) 499-3956

Fax: (202) 499-3956

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NUNSO: (815) 900-9944

Fax: (815) 900-9944

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PSONU: (877) - 60-PSONU

FAX:  (877) -607-7668

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FPSOA: (202)-595-3510

Fax: (202) 595-3510

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UFK9H  (800) 516-0094

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Email

organizing@leospba.org

CONTACT EAST COAST

Address

New York City Office

17 State Street, 40th Floor

New York, NY 10004

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Long Island Office

220 Old Country Road #2

Mineola, NY 11501

 

Phone
Office / Fax: (212) 457-1010
Organizing: (800) 516-0094

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Email
organizing@leospba.org

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CONTACT WEST COAST

Address

Los Angeles Office

ARCO Tower 1055 West 7th Street, 33rd Floor (Penthouse) Los Angeles, CA 90017

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Phone
Office / Fax: (213) 205-1855
Organizing: (800) 516-0094

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Hawaii Guam Saipan 808-212-9831

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Email

organizing @leospba.org

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Site Map

Lally & Misir LLP

Address

The Nassau Building

220 Old Country Road #2

Mineola, NY 11501

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Phone: (516) 741-2666

Fax: (516) 742-8533

Website: https://www.lallymisir.co

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BEINS AXELROD

Address

1717 K Street N.W.  Suite 1120 

Washington DC 20006 

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Phone: (202) 328-7222

Fax: (202) 328-7030 

Website: http://www.beinsaxelrod.com

© 2022 by Security Guard Union | United Federation LEOS-PBA  all rights reserved

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