“SHORT HANDBOOK”

2026

Effective: JANUARY 29, 2025

FORT PROTECTION SERVICE CORP.

www.fortprotectionservice.com

Property of Fort Protection Service Corp.

Table of Contents

1. Introduction

2. Company Overview

3. Employment Policies

3.1 Employment Classification

3.2 Probationary Period

3.3 Equal Opportunity Employment

4. Licensing & Training Requirements

5. Professional Conduct

5.1 Code of Conduct

5.2 Uniform & Appearance

5.3 Grooming & Attire Policy

5.4 Punctuality & Attendance

6. Workplace Safety

6.1 Occupational Health & Safety

6.2 Incident Reporting

7. Use of Equipment & Technology

8. Privacy & Confidentiality

8.1 Employee Confidentiality and Non-Disclosure Agreement

9. Discipline Policy

10. Public Complaints Against a Licensee Procedure & Policy

11. Workplace Violence & Harassment

11.1 Definition of Violence

11.2 Response to Workplace Violence

11.3 Definition of Harassment

11.4 Reporting Harassment

12. Workplace Violence Policy & Procedure

13. Disciplinary Policy Structure

13.1 Levels of Discipline

13.2 Grounds for Immediate Termination

14. Procedures

14.1 Incident Reporting Procedure

14.2 Patrol Log Procedure

14.3 Equipment Use Procedure

15. Use, Training & Storage of Baton and Use of Force Policy

16. Health & Safety Program

16.1 Joint Health & Safety Responsibilities

16.2 Hazard Assessment

16.3 PPE Requirements

16.4 Emergency Response

17. Company Organizational Structure

18. Forms

18.1 Employee Handbook Acknowledgment Form

18.2 Payroll Deduction Authorization Agreement for Unreturned Company Property Policy

18.3 Employee Confidentiality and Non-Disclosure Agreement

18.4 Acknowledgement and Agreement of Fort Protection Service Corp. Company Policies

18.5 Uniform Issuance

Fort Protection Service Corp. reserves the right to make amendments to this Employee Handbook.

1. Introduction

Welcome to Fort Protection Service Corp. This Employee Handbook outlines the standards, expectations, policies, and procedures that govern employment with our security guard service business. All employees are expected to understand and adhere to the guidelines contained in this document.

Fort Protection Service Corp. operates in compliance with all applicable municipal, federal and provincial regulations, including the Security Services and Investigators Act, and maintains the highest standards of professionalism, safety, and ethical conduct.

2. Company Overview

Fort Protection Service Corp. is a licensed security service provider headquartered in Fort Saskatchewan, Alberta. Incorporated on January 29, 2025, we are committed to delivering reliable, professional, and respectful security guard services across Alberta.

The essence of Fort Protection Service Corp. is represented in our logo as a powerful representation of our company. Our logo elements: merging a shield which signifies safeguarding, highlights strength and formidable protection, with a fortress suggesting vigilance, ensuring that clients’ security is always top of mind. Together these elements encapsulate the core of Fort Protection Service Corp., making it clear that we are committed to providing leading protection services and our vigilant nature of the services we provide.

Mission Statement: We are committed to protecting our community by providing ethical and reliable security services with the utmost integrity and professionalism.

Vision Statement: To be recognized for delivering the highest quality of security services and becoming a fundamental part of our community.

Value Statement: Fort Protection Service Corp. prides itself in four core values to fulfil the communities need for professional and ethical services of securing our clients’ needs.

INTEGRITY ● COMMUNITY ● COMPETENCE ● VIGILANCE

Integrity

Our team is trustworthy, respectful and honest; we defend our moral high ground guided by good ethics and excellent corporate culture.

Community

Community is our forefront; Fort Protection is committed to hiring engaged citizens who proactively make the community safer for everyone, with a caring nature and volunteer spirit.

Competence

Our security professionals are proven to be competent through qualifications and experience.

Vigilance

Our guards while on or off duty maintain a high level of tactical awareness, through attentive observation and proactive measures.

3. Employment Policies

3.1 Employment Classification

Employees may be classified as: - Full-time - Part-time - Casual/On-call -

3.2 Probationary Period

All new employees are placed on a 90-day probationary period, during which work performance and suitability for employment will be evaluated.

3.3 Equal Opportunity Employment

The company is committed to providing a workplace free from discrimination and harassment. Employment decisions are based solely on qualifications, performance, and business needs.

4. Licensing & Training Requirements

As per the Security Services and Investigators Act and the Security Services Ministerial Regulation, prior to applying for a license under the SSIA individual(s) MUST meet the following criteria:

·        Be at least 18 years of age.

·        Be a Canadian citizen or legally entitled to work in Canada.

·        Be competent and of good character.

·        Have no serous criminal record for which a pardon has not been granted, all applicants MUST be clear of serious criminal convictions for at least 5 years to be considered for licensing under the Act.

·        Have no outstanding criminal charges.

·        Not be a subject of an ongoing criminal investigation.

·        Fluent in speaking English.

·        Successful completion of training requirements for the class(es) of license being sought.

To carry a baton, you must have successful completion of baton training (PPCT).

All FPS security guards must:

ü  Hold a valid Alberta Security Services Worker Licence.

ü  Complete mandatory training as per provincial regulations.

ü  Participate in ongoing training, including First Aid/CPR, site-specific training, and refresher courses.

Guards are responsible for keeping all licensing and certifications current

5. Professional Conduct

5.1 Code of Conduct

All employees must conduct themselves in a manner that reflects positively on Fort Protection Service Corp. Your deportment describes the conduct, behavior, and demeanor and is vital in your interactions with the public in any environment, and in relationships with your colleagues, supervisor, and other members of the Fort Protection Service Corp. representatives. Remember, you’re part of a team; helping each other to be the best we can be will ultimately keep you safe on the job. The Code of Conduct will be reviewed annually to ensure its relevance and effectiveness. Updates will be communicated to all employees, and training will be provided as necessary.

For questions or concerns regarding the Code of Conduct, please contact HR Manager: Monia Brousseau at admin@fortprotectionservice.com

All employees of Fort Protection Service Corp. are required adhere to the following Code of Conduct to:

1. Act with honesty and integrity,

2. Maintain confidentiality,

3. Comply with all federal, provincial and municipal laws,

4. Comply with the polices of the Security Services and Investigators Program and the employer,

5. Respect and use all property and equipment in accordance with the terms and conditions of the individual licensee’s licence and employer policy,

6. Comply with the terms and conditions of the individual’s licence,

7. Comply with the business licensee’s code of conduct for individual licensees,

8. Engage in orderly and appropriate conduct,

9. Report all adverse information, complaints and reports about any other licensee,

10. Make or sign truthful and accurate statements,

11. Abstain from the use of controlled drugs and controlled substances under the Controlled Drugs and Substances Act (Canada), and

12. Abstain from possessing or consuming alcohol while on duty.

A licensee will not:

• Engage in disorderly or inappropriate conduct during your employment with Fort Protection Service Corp.,

• Use unnecessary force or aggressive behavior,

• Withhold or suppress information, complaints or reports about any other licensee,

• Willfully or negligently make or sign false, misleading or inaccurate statements,

• Consume alcohol, consume controlled drugs or controlled substances under the Controlled Drugs and Substances Act (Canada),

• Possess controlled drugs or controlled substances the possession of which is prohibited by the Controlled Drugs and Substances Act (Canada).

• Post on any social media, content that will breach the “Code”, confidentiality or incriminate or deem unprofessional during your employment with Fort Protection Service Corp

Conduct During Working Hours

Employees should always fulfil the duty imposed on them by serving their clients/public and protecting all people and property against illegal acts without fear or favor. In the performance of this duty, personnel must respect and protect human dignity, respect individuals’ human rights, use only appropriate force as is absolutely necessary and always act with the utmost fairness, integrity and impartiality.

Conduct Out of Hours

It is acknowledged that all members of FPS have a life to lead outside their working environment. As a guide to what is considered unacceptable outside working hours, it is important that personnel ask themselves whether the same conduct by others may be likely to warrant attention or public criticism. If it might, then such conduct, even though outside working hours, is likely to be unacceptable.

Members of FPS must always remember that their conduct impacts on the perception and reputation of Fort Protection Service Corp. and they should act in a manner that presents a positive image of Fort Protection Service Corp. It is of paramount importance that members of staff demonstrate an awareness that conduct outside of normal working hours has the potential to reflect positively or adversely on Fort Protection Service Corp.

Should your conduct outside work bring us into disrepute (or be of a nature which may cause us disrepute), damage our commercial relationships or affect our standing and reputation with our clients and/or with the other bodies and agencies with whom we work, you may be subject to disciplinary action up to and including summary dismissal.

5.2 Uniform & Appearance

Employees must:

Always wear the issued uniform while on duty. Keep uniforms clean and in good condition. Maintain a professional appearance.

Fort Protection Service Corp. provides:

•                          Uniform shirts

•                          Duty belt

•                          Winter coat

•                          Headwear

•                          PPE: face mask, disposable gloves, Tactical/Ballistic vests, and Hi-Visibility gear

•                          Flashlight

•                          Regulated Notebook

Employees must have:

•                          Black undershirt (short/long sleeve – wicking material) worn under uniform shirt

•                          Black socks

•                          Black Tactical boots (FPS approved)

•                          Black hand protection – Kevlar gloves or black leather gloves (FPS approved)

•                          Black tactical style uniform pants (FPS approved)

•                          Have a regular black leather belt (for court appearances)

•                          If licensed to carry, Baton and Handcuffs

•                          Personal Notepad and pen

5.3 Grooming and Attire Policy

Fort Protection Service Corp. has strict grooming practices while maintaining operational effectiveness, safety, and inclusivity and requires all staff, including Directors, to portray a professional appearance as follows:

• Hair: is clean, neat, and tidy; hair that extends below the back of the collar must be secured at the back for neatness, and should not cover the face for safety purposes, NO messy buns, loose strands, large clips or pins sticking out.

• Facial hair: All styles of facial hair and sideburns are authorized, Facial hair must be kept neat, groomed and symmetrical to a maximum length of 2.5 cm, Mustaches, including handlebar mustaches, are not to exceed 2.5 cm, Facial hair must be trimmed in clean lines.

• Footwear: must be approved by FPS Standards and should be black in color, clean, undamaged and shined; using insoles to provide additional comfort is permitted

• Body Adornment: Jewelry should be simple, not worn over uniform and not excessive; long necklaces and dangling earrings are hazards and not permitted

during working hours, ear gauges/spacers of more than 2.5 cm diameter/diagonal measurement are not permitted, wearing jewelry that is connected with criminal activities (e.g., criminal gangs), that promote and/or express, on the basis of a prohibited ground of discrimination as defined in the Canadian Human Rights Act (CHRA), the following: hatred, violence, discrimination, or harassment or express: racism, sexism, misogyny, misandry, xenophobia, homophobia, transphobia, ableism, or sexually explicit material.

• Make-up: may wear make-up when on duty, personnel may wear colored nail polish, artificial nails, temporary lashes, and eyelash extensions, unless it impairs the safety or ability to perform their duties. Safety and operational effectiveness must be always considered.

• Tattoos: are to be covered up and piercings on face or other exposed areas are to be removed or covered up; Fort Protection Service Corp. is a professional business that requires all members to have a professional appearance. Tattoos that promote or express discrimination as defined in the Canadian Human Rights Act such as hatred, violence, discrimination, or harassment or express racism, sexism, misogyny, misandry, xenophobia, homophobia, transphobia, ableism or sexually explicit material must be covered up with uniform and/or gloves

• Uniform: is clean, in good repair with no wrinkles, pressing uniform must be conducted in a specific manner, please refer to your Employee Handbook. Uniforms will be provided for staff with security service assignments and in community engagements, some staff will be required to wear business attire when performing executive protection or loss prevention work. Investigators working undercover will be permitted to wear attire that is required for the task at You must wear the issued uniform for your assignment and operate to the Fort Protection Service Corp. standards of conduct; professionalism is mandatory when representing Fort Protection Services Corp.

5.4 Punctuality & Attendance

Employees are expected to report to work on time and follow proper call-in procedures when unable to attend a shift.

6. Workplace Safety

6.1 Occupational Health & Safety

Fort Protection Service Corp. follows all Alberta OHS regulations. Employees must:

•                          Use proper safety equipment.

•                          Report hazards, injuries, or unsafe conditions.

•                          Follow all safety protocols.

Managers are responsible for verifying that all worksites comply with Occupational Health and Safety (OH&S) regulations and that Work Hazard Assessments have been completed prior to deployment.

6.2 Incident Reporting

All incidents, accidents, or dangerous occurrences must be documented immediately using the company’s reporting protocol and the Incident Form PS3750.

7. Use of Equipment & Technology

Employees may be assigned equipment such as radios, phones, or vehicles. All company property must be used responsibly and returned in good condition. Misuse or negligence may result in disciplinary action. Employees who are issued an FPS Mobile Unit are required to use this equipment exclusively for work-related duties. Personal errands must be conducted using the employee’s own vehicle. Prior to assignment of a mobile unit, all employees must provide a current, clean driver’s abstract. Any fines, charges, or legal matters incurred while operating the company vehicle will be the employee’s responsibility, as FPS does not assume liability for reckless or unlawful driving by its employees.

You must not remove property or equipment from Fort Protection Service Corp. or a third party's premises unless for use on authorized business or with the permission of management.

Where you damage property belonging to Fort Protection Service Corp. either through misuse or carelessness, Fort Protection Service Corp. reserves the right to make a deduction from your pay in respect of the damaged property. 

Upon termination of your employment you must return all Fort Protection Service Corp. property, such as uniforms, patches, equipment, keys, laptops, mobile telephones, vehicles, regulated notebooks, documents or any other items belonging to Fort Protection Service Corp.

8. Privacy & Confidentiality

Employees must maintain the confidentiality of all client information, reports, and company documents. A Non-Disclosure Agreement will be required upon employment. Unauthorized disclosure of information is grounds for immediate discipline.

8.1 Employee Confidentiality and Non-Disclosure Agreement

The Parties

This Employee Confidentiality and Non-Disclosure Agreement (referred to as “Agreement”) is made and entered into by and between, Fort Protection Service Corp.,

Ownership & Rights

•                          The Company hereby represents and warrants that all information and data, may it be technical or non-technical, concerning any matters to the Employee’s services for the Company, business operations, products, services, plans, and processes shall be deemed as confidential information solely owned by the Company (“Confidential Information”).

•                          The Company shall have the right to determine the treatment of any information pertaining to the project received from the Employee.

•                          The Employee agrees to protect Confidential Information and not disclose to others any received Confidential Information from the Company.

Term & Termination

The term of this Agreement shall commence as of the Effective Date and shall end at the time of employment termination.

Confidentiality

All Confidential Information in the form of notes, reports, and documents in relation to the Employee’s services for the Company shall not be disclosed to any third party in any manner whatsoever.

General Provisions

•                          This Agreement shall be construed in accordance with the laws of the Province of Alberta.

•                          If the Employee violates any of the provisions herein, the Employee shall be subject to disciplinary action according to the Employer’s disciplinary policy.

9. Discipline Policy

Failure to follow company policies may result in:

-            Verbal warnings

-            Written warnings

-            Suspension

-            Termination

Severity of discipline depends on the nature of the offense. Set out below are details of behavior that Fort Protection Service Corp. views as Gross Misconduct, which is likely to result in dismissal without notice. This list is not exhaustive. Such behavior includes:

•                          Theft, dishonesty or fraud

•                          Deliberate recording of incorrect working hours

•                          Unauthorised absence

•                          Smoking on Fort Protection Service Corp. or a third party's premises or in a vehicle belonging to Fort Protection Service Corp. or its client

•                          Sleeping during working hours

•                          Assault, acts of violence or aggression.

•                          Carrying weapons of any kind

•                          Actions constituting a criminal offence.

•                          Bullying

•                          Unacceptable use of obscene or abusive language

•                          Possession or use of or being under the influence of non-medicinal drugs or alcohol on Fort Protection Service Corp./client premises or during working hours

•                          Wilful damage to Fort Protection Service Corp., employee or third-party property

•                          Serious insubordination

•                          Serious or gross negligence

•                          Conduct bringing Fort Protection Service Corp. into disrepute or of a nature that may bring Fort Protection Service Corp. into disrepute.

•                          Conduct which damages our commercial relationships

•                          Conduct which affects our standing and reputation with clients and/or with the other bodies and agencies with whom we work

•                          Criminal convictions or charges during your employment which affects your suitability for your role, impairs our business reputation or seriously undermines the trust and confidence that we have in you.

•                          Failing to disclose criminal investigations/charges to which you are subject or criminal convictions you have received during your employment.

•                          Falsification of records or other Fort Protection Service Corp. documents, including those relating to obtaining employment.

•                          Unlawful discrimination, including acts of indecency or harassment.

•                          Refusal to carry out reasonable management instructions.

•                          Gambling, bribery or corruption

•                          Serious breach of health and safety policies and procedures.

•                          Serious breach of our code of ethical standards.

•                          Serious breach of our standing instructions.

•                          Breach of confidentiality, including the unauthorised disclosure of Fort Protection Service Corp. information to the media or any other party.

•                          Unauthorised accessing or use of computer data.

•                          Unauthorised copying of computer software.

•                          Inappropriate use of social media sites.

•                          Jeopardising Fort Protection Service Corp.’s relationship with our clients, including questioning or interrogating the client on employment related issues

10. Public Complaints Against a Licensee Policy and Procedure

As per Sections 24, 25, 26 and 27 of the Security Services and Investigators Act (the Act), if a public complaint is received about an employee licensed under the Act, the following process will be followed. This policy only applies to individuals directly employed by Fort Protection Service Corp. and does not apply to the licensed employees of contract service providers.

For the purposes of this section, Registrar refers to the Registrar, Security Services and Investigators Act, Alberta Justice and Solicitor General.

Public Complaints Requiring Investigation

Complaints against individual licensees must be made in writing to Fort Protection Service Corp. within 90 days of the action or circumstances that prompted the complaint. Complaints must be submitted to the Directors of Fort Protection Service Corp. these individuals are as follows:

Luke Ellis

ellis@fortprotectionservice.com

780-667-2458

Monia Brousseau

admin@fortprotectionservice.com

780-909-6698

If a complainant is unable to provide a written document due to a valid reason such as language barrier or disability, an employee or manager shall take the necessary steps to have the complaint recorded in writing on behalf of the complainant. The complainant must sign the written complaint.

Within 30 days of receiving the complaint the employer must acknowledge receipt, in writing, to the complainant (as per section 26 of the Security Services and Investigators Ministerial Regulation).

In acknowledging the complaint, Fort Protection Service Corp. must notify the licensed employee who is subject of the complaint.

Fort Protection Service Corp. may delay notification to the employee under the following circumstances. In the case where it is uncertain as to the appropriateness of informing a licensee about a complaint, the Registrar, should be consulted.

•                          The complainant may be placed in danger.

•                          The complainant may face other inappropriate action by the licensed employee should the licensed employee be informed.

•                          The notification may impede the gathering of evidence during an internal investigation.

•                          A reasonable likelihood exists that the complaint may lead to charges under federal or provincial legislation and that notification could impede any resulting police or other investigative agency investigation.

•                          Any other situation identified by the employer or Registrar in which it may be appropriate to delay informing the licensed employee about the complaint.

Fort Protection Service Corp. must, within 90 days, Investigate and dispose of the complaint (unless 3.0 below applies), and notify the complainant, the licensed employee who is the subject of the complaint, and the Registrar (use Public Complaint Outcome Form PS3749), in writing, of the disposition of the complaint with reasons.

The letter of disposition must advise the complainant of their right to request a review of the outcome by the Registrar. The letter must indicate the following:

•                          If dissatisfied with the outcome of Fort Protection Service Corp.’s investigation the complaint may request a review of the disposition by the Registrar.

•                          The request must be made in writing within 30 days of receipt of the disposition.

•                          Requests for review must be submitted to:

Complaints Coordinator, Security Programs

Justice and Solicitor General

9th Floor, 10365-97 Street

Edmonton AB T5J 3W7  - Fax: 780-427-4670

Criminal Matters

Any allegations of criminal misconduct must be reported to the police service of jurisdiction for investigation. Complaints that contain allegations of excessive force are considered to be criminal allegations.

In allegations of criminal misconduct Fort Protection Service Corp. may consider the obligation to reach a conclusion within 90 days, as per Section 25(4) of the Act, fulfilled if Fort Protection Service Corp. has:

•                          Notified the police service of the allegation, and

•                          Provided written notification to the complainant, and

•                          Provided written notification to the Registrar that this action has occurred.

A concurrent internal investigation may proceed provided Fort Protection Service Corp. employees interact/cooperate with the police service and take such steps that are necessary to avoid contaminating the criminal investigation. If a concurrent investigation is conducted it must be completed within 90 days as per section 25(4) of the Act and the outcome report as per section 1.0 of this policy.

Once the complaint of criminal misconduct has been received the licensee will be suspended until the investigation has been completed. Should the licensee be found guilty of criminal misconduct the licensee will be terminated. If the licensee is found not guilty of the alleged criminal misconduct the licensee will be able to resume employment.

Complaints Not Requiring Investigation

The Act recognizes that some complaints will be made under circumstances in which an investigation is not required.

Under the following conditions, Fort Protection Service Corp. may choose not to investigate a complaint

•                          Fort Protection Service Corp. utilizes an informal resolution process (see below).

•                          Employee no longer works for Fort Protection Service Corp.

•                          Contact with complainant after submission of initial complaint cannot be made (documentation showing this is the case should be kept in case of request for review by the Registrar).

•                          Anonymous complaints.

•                          Frivolous: a complaint intended merely to harass or embarrass.

•                          Vexatious: a complaint that has no basis in fact or reason, with its purpose to bother, annoy, and embarrass the individual or business licensee.

•                          Bad Faith: filing a complaint with intentional dishonesty or with intent to mislead.

•                          Having regard of all the circumstances, no investigation, in the option of the employer or Registrar, is deemed necessary.

Notification That Investigation Will Not Proceed

Fort Protection Service Corp. must notify the complainant within 90 days of receipt of the complaint that the matter will not be investigated, except where an informal resolution process is undertaken, the complainant cannot be contacted, or the complaint is anonymous.

The letter must advise the complainant of their right to request a review of the outcome by the Registrar. The letter must indicate the following:

•                          If dissatisfied with the outcome of Fort Protection Service Corp.’s investigation the complaint may request a review of the disposition by the Registrar.

•                          The request must be made in writing within 30 days of receipt of the disposition. Requests for review must be submitted to:

Complaints Coordinator, Security Programs

Justice and Solicitor General

9th Floor, 10365-97 Street

Edmonton AB T5J 3W7 - Fax: 780-427-4670

Anonymous Complaints

Anonymous complaints do not allow Fort Protection Service Corp. or the Registrar to discharge required legal responsibilities and therefore they are not considered a complaint under the Act.

If the nature of an anonymous complaint is serious, Fort Protection Service Corp. shall review the matter and consider what, if any further action should or can be taken. In the event some element of substance to the allegation is uncovered, the employer must:

Within 90 days,

•                          Investigate and dispose of the complaint, and

•                          Notify the Registrar in writing (use Public Complaint Outcome Form PS3749), of the disposition of the complaint with reasons.

Informal Resolutions of Complaints

Successful informal resolution allows an investigation to be discontinued. If, in Fort Protection Service Corp.’s opinion and having regard to all of the circumstances, no investigation is necessary, Fort Protection Service Corp. may discontinue the investigation.

a) The Directors of Fort Protection Service Corp. will address informal complaints or concerns raised by employees, customers, or public individuals by meeting directly with the complainant, licensee and the licensee’s supervisor to discuss the issue and circumstances. Examine documentation for clarification and find a solution that satisfies both parties and proceed to an immediate resolution.

b) Upon successful resolution of complaint, document outcome and obtain the complainant’s signature, where possible, to show that a matter has been informally resolved.

This would preclude the complainant from claiming duress or that they did not agree with the outcome. Without clear documentation, complaints that are informally resolved by Fort Protection Service Corp. may, in some circumstances, be eligible for review by the Registrar and subsequently the Director of Law Enforcement, Province of Alberta.

11. Workplace Violence & Harassment

Fort Protection Service Corp. is committed to providing a work environment free from harassment, bullying, and discrimination. Violence of any kind will not be tolerated.

11.1 Definition of Violence

Violence includes:

·        Physical assault

·        Threatening behavior

·        Verbal threats

·        Use of weapons

11.2 Response to Workplace Violence

If violence occurs:

1.        Ensure personal safety.

2.        Contact emergency services if required.

3.        Report the incident to management immediately.

4.        Complete an incident report.

11.3 Definition of Harassment

Harassment includes any unwelcome conduct that demeans, humiliates, or threatens an employee or client, including but not limited to: - Verbal abuse or insults - Threats or intimidation - Unwanted physical contact - Offensive jokes or remarks - Sexual harassment

11.4 Reporting Harassment

Employees should report harassment immediately to: A supervisor, Management, or Human Resources Manager.  Reports are investigated promptly and confidentially.

12. Workplace Violence & Harassment Policy and Procedure

Note: This document has been updated to be compliant with changes to Alberta’s Occupational Health and Safety Act resulting from Bill 30

Intent: Fort Protection Service Corp. is committed to building and preserving a safe, productive, and healthy working environment for its employees based on mutual respect. In pursuit of this goal, the organization neither condones nor tolerates acts of violence or harassment against or by any employee.

Definitions:

Violence: Whether at a worksite or work-related, means the threatened, attempted, or actual conduct of a person that causes or is likely to cause physical or psychological injury or harm, and includes domestic or sexual violence.

Harassment: Means any single incident or repeated incidents of objectionable or unwelcome conduct, comment, bullying, or action by a person which the person knows or ought reasonably to know will or would cause offence or humiliation to a worker or adversely affect the worker’s health and safety.

Harassment includes a sexual solicitation or advance, as well as conduct, comment, bullying, or action because of race, religious beliefs, color, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status, gender, gender identity, gender expression, or sexual orientation.

Harassment does not include any reasonable conduct of an employer or supervisor in respect to the management of workers or a work site.

Work site: Means a location where a worker is or is likely to be engaged in any occupation and includes any vehicle or mobile equipment used by a worker in an occupation.

Guidelines:

1.        Training and Education

Fort Protection Service Corp. will ensure that all employees are trained and educated on violence and harassment in the workplace and that they are clear about the roles and responsibilities, as well as this policy and procedures. The training will cover at minimum the following topics:

•                          How to recognize workplace violence and harassment.

•                          The policy, procedures, and workplace arrangements that effectively minimize or eliminate workplace violence and harassment.

•                          The appropriate response to workplace violence and harassment, including how to obtain assistance; and

•                          Procedures for reporting, investigating, and documenting incidents of workplace violence and harassment.

In addition, a copy of this policy will be made available to all employees.

2.        Hazard Assessment

Fort Protection Service Corp. will ensure that a hazard assessment is conducted in the workplace that considers the possibility of injury to workers from physical violence and harassment. The hazard assessment will include the following factors:

•                          Hiring procedures.

•                          Potential work- or work-related sources of violence and harassment.

•                          Work processes.

•                          The physical environment; and

•                          The company’s commitment to preserving a violence- and harassment-free workplace.

Once the hazard assessment is completed, Fort Protection Service Corp. will have identified:

•                          Whether there are any aspects of the workplace that could increase the potential for violence or harassment.

•                          Which individuals are at the highest risk; and

•                          Where there is a need for control.

3.        Reporting Procedures

Reporting Violence and Harassment

If you are either directly affected by or witness to any violence and harassment in the workplace, it is imperative for the safety of all Fort Protection Service Corp. employees that the incident be reported without delay. Reporting any harassment, violence, or potentially violent situations should be done immediately to management, or the human resources department.

An incident that involves workplace violence is an accident that had the potential to cause serious injury to a worker. As such, Fort Protection Service Corp. will investigate all incidents of violence, prepare a report which outlines the circumstances of the violence, and retain this record of workplace violence for two years. In addition, the company will ensure that the report is available upon request to an occupational health and safety officer.

Fort Protection Service Corp. shall provide appropriate assistance to any employee who is the victim of violence and harassment.

The company will ensure that a worker is advised to consult a health professional of the worker’s choice for treatment or referral if the worker reports an injury or adverse symptom resulting from workplace violence or is exposed to workplace violence.

Informal Procedure

If you have been the subject of violence and harassment, you may:

•                          Confront the alleged offender personally, or in writing, clearly stating what the unwelcome behavior or action was and requesting that it stop immediately; or

•                          Discuss the situation with the alleged offender’s supervisor, your supervisor, or any other supervisor.

Any employee who is the victim of violence and harassment can and should, in all confidence and without fear of reprisal, personally report the occurrence to their supervisor or a manager.

Formal Procedure

An employee who is the subject of violence and harassment may make a written complaint to the management team. The written complaint must be delivered to Manager or Human Resources Manager in the event of a conflict of interest. It must include the following information:

•                          The date and time of each incident you wish to report.

•                          The nature of the violence or harassment.

•                          The name of any person(s) involved in the incident.

•                          The name of any person(s) who witnessed the incident; and

•                          A full description of what occurred.

Once a written complaint has been received, Fort Protection Service Corp. will complete a thorough investigation. Employees will not be demoted, dismissed, disciplined, or denied a promotion, advancement, or employment opportunity because they lodged a complaint when they honestly believed they were the subject of violence and harassment or the threat of violence in the workplace.

Investigation Procedures

The investigation will include:

•                          Informing the accused of the complaint.

•                          Interviewing the complainant, any persons involved in the incident and any identified witnesses.

•                          Interviewing any other person(s) who may have knowledge of the incident.

Statements from all parties involved will be taken and a decision will be made. If necessary, the organization may employ outside assistance or request the use of our legal counsel. Where it is determined that violence and harassment has occurred, a written report of the remedial action will be given to the employees concerned (as necessary).

A copy of the complaint detailing the complainant’s allegations shall be provided to the respondent and contain the following information:

•                          The respondent is invited to reply in writing to the complainant’s allegations.

•                          The reply will be made known to the complainant before the case proceeds.

•                          The organization will take all measures to prevent any unnecessary disclosure of the incident and the identities of the parties.

If the complainant decides not to lay a formal complaint, senior management may decide that a formal complaint is required, which will be based on the investigation of the incident, and will file such documents with the person(s) against whom the complaint is laid.

Fraudulent or Malicious Complaints

Unfounded, frivolous, or fraudulent allegations of violence and harassment may cause both the accused person and the company significant damage.

If the company determines that any employee has knowingly made false statements regarding an allegation of workplace violence or harassment, immediate disciplinary action will be taken and may include immediate dismissal without further notice.

Confidentiality

All records of violence and harassment and subsequent investigations are considered confidential and are strictly prohibited from being disclosed to anyone except to the extent required by law.

In cases where criminal proceedings are forthcoming, the organization will assist police agencies, lawyers, insurance companies, and courts to the fullest extent. Fort Protection Service Corp. will do everything it can to protect the privacy of the individuals involved and to ensure that complainants and respondents are treated fairly and respectfully. The organization will protect this privacy so long as doing so remains consistent with the enforcement of this policy and adherence to the law.

Neither the name of the person reporting the facts nor the circumstances surrounding them will be disclosed to anyone whatsoever, unless such disclosure is necessary for an investigation or disciplinary action.

Reprisal

This policy prohibits reprisals against individuals, acting in good faith, who report incidents of workplace violence and harassment or act as witnesses. Management will take all reasonable and practical measures to prevent reprisals, threats of reprisal, or further violence and harassment. Reprisal is defined as any act of retaliation, either direct or indirect.

Disciplinary Measures

If it is determined by the company that any employee has been involved in a violent behavior or unacceptable conduct related to another employee, immediate disciplinary action will be taken. Such disciplinary action may involve counselling, a formal warning, and other disciplinary measures, and could result in immediate dismissal without further notice.

Roles and Responsibilities

We trust that all of our employees will help us eliminate violence and harassment from our workplace, and as such, employees of Fort Protection Service Corp. are required to comply with the following responsibilities.

All Employees

•                          All Fort Protection Service Corp. employees are personally accountable and responsible for complying with this policy and must make every effort to prevent and eliminate violence and harassment in the work environment and to intervene immediately by advising a member of management if they observe a problem or if a problem is reported to them.

Co-workers

If you are a co-worker who has witnessed violence or harassment in the workplace:

•                          Inform the victim that you have witnessed what you believe to be violence or harassment and that you find it unacceptable. Support is often welcome. If that person does not feel that they have been the victim of violence and harassment, then normally the incident should be considered closed.

•                          If you feel comfortable doing so, inform the alleged offender that you have witnessed the act and find it unacceptable.

•                          Encourage the victim to report the incident to their supervisor or manager.

Management

•                          Management has a legal responsibility for creating and maintaining a violence- and harassment-free workplace.

•                          Management will enforce this policy and ensure its application in the day-to-day operations of Fort Protection Service Corp. by its employees.

•                          Managers must be sensitive to the climate in the workplace and address potential problems before those problems become serious.

•                          If a manager becomes aware of violence and harassment in the workplace and chooses to ignore it, that manager and the company risk being named co-respondents in a complaint and may be found liable in legal proceedings brought about by the victim.

When an employee has asked their manager to deal with a violent incident, the manager shall:

•                          Support the employee without prejudice.

•                          Work with the employee and document the offensive action and have the employee sign a complaint.

•                          Contact their superior or senior management and provide details of the incident on behalf of the employee.

Special Circumstances

If an employee has a legal court order (for example, a restraining order or “no-contact” order) against another individual, the employee is encouraged to notify his or her supervisor, and to supply a copy of that order to the human resources department. This will likely be required in instances where the employee strongly feels that the aggressor may attempt to contact that employee at Fort Protection Service Corp., in direct violation of the court order. Such information shall be kept confidential.

If any visitor to the Fort Protection Service Corp. workplace is seen with a weapon (or is known to possess one) or makes a verbal threat or assault against an employee or another individual, employee witnesses are required to immediately contact the police, emergency response services, their immediate supervisor, and the human resources department.

13. Disciplinary Policy Structure

Discipline is administered progressively whenever possible. Managers and Directors will record Disciplinary actions on the Corrective Action Form, Section 17.3.

13.1 Levels of Discipline

1.        Verbal Warning

2.        Written Warning

3.        Suspension (with or without pay)

4.        Termination

13.2 Grounds for Immediate Termination

·        Assault or violence

·        Theft or fraud

·        Gross misconduct behaviours, as listed under Section 9 as Gross Misconduct Behaviors.

·        Breach of confidentiality

·        Abandonment of shift

14. Procedures

14.1 Incident Reporting Procedure

1.                       Ensure safety of all individuals.

2.                       Contact emergency services if necessary.

3.                       Notify supervisor.

4.                       Complete an incident report within 12 hours, using the Incident Form PS3750

14.2 Patrol Log Procedure

Guards must maintain accurate patrol logs including:

● Time stamps ● Observations ● Actions taken ● Any incidents or irregularities

Patrol Log in Regulated Notebook - Details

At the beginning of every shift, start a new day on a new page of the regulated notebook and document the following on the RIGHT column only.

·        Date

·        Time (24 hr. clock)

·        Location

·        Name of partner

·        Weather condition

·        Special circumstances advised by cross-shift etc.

Once you have completed this then begin your patrol log, time in military clock only in LEFT column and details of patrol on the RIGHT. See example below:

14.3 Equipment Use Procedure

Employees must:

-            Inspect equipment before each shift

-            Report defects immediately

-            Use equipment only for work purposes

-            Return equipment in good condition

15. Use, Training & Storage of and Baton and Use of Force Policy

Fort Protection Service Corp. is obligated to implement a comprehensive Use, Training, and Storage of Baton and Use of Force Policy for employees trained and authorized to carry batons under the Security Services and Investigators Act. As outlined during training, the fundamental responsibilities of security professionals are to observe, deter, and report. Certain licensed employees of Fort Protection Service Corp. have received specialized training in baton and handcuff use, intended solely for specific high-risk situations.

Unreasonable use of force is strictly prohibited under any circumstances. Licensees must recognize that their authority as security professionals differs from that of police officers or other law enforcement officials empowered by the Office of the Solicitor General and Ministry of Public Safety. The primary responsibility of security professionals is to protect individuals and property assigned to them. Generally, security professionals should focus on observing and reporting criminal activity, while the enforcement of laws remains the responsibility of police officers.

Baton Use Regulations

As per Section 9(9.4) of the Security Services and Investigators Act indicates that training requirements must be met and a successful completion certificate from an accredited or approved use-of-force course be submitted to the Registrar to update the licensee’s license ID card to indicate appropriate training has been obtained.

Part 7, Section 34(2) of the Security Services and Investigators Act, states:

34 (2) An individual licensee shall not have in the licensee’s possession any weapons or equipment except those specified in the regulations or authorized by the Registrar.

Security Services and Investigators Act

Section 14(3)(4) of the Security Services and Investigators (Ministerial) Regulation states:

14 (3) Applicants who request authorization to carry a baton must successfully complete a training course approved by the Registrar.

(4) Persons who are authorized to carry a baton must every 36 months successfully complete a re-certification course approved by the Registrar.

Security Services and Investigations (Ministerial) Regulation

Authorization For Baton Use and Consequences

As required by the Registrar the following statement must be adhered to:

Only Fort Protection Service Corp. employees with Pressure Point Control Tactics (PPCT) training will be provided with job duties appropriate for high-risk situations where the specialized training that includes how to legally handle handcuffs and batons will likely be required.

To approve specialized job duties, Fort Protection Service Corp. security professionals must show certification and submit a copy of their updated license. The licensee is solely responsible for notifying the Registrar and completing re-certification. If these requirements are not met, the employee’s position and qualifications will change accordingly. Position changes occur only after the new license has been issued. If certification expires, the licensee will lose previous duties requiring specialized training and the Registrar will be informed of the qualification change.

Use Of Force

Fort Protection Service Corp. uses The Defensive Tactics Threat Pattern Recognition Training (also known as Pressure Point Control Tactics, or PPCT). Our use of force model is consistent with the Canadian National Use of Force Framework.

Process Of Arrest

All Fort Protection Service Corp. professionals are required to follow Section 494(2) of the Criminal Code of Canada. This law allows security guards, as agents of property owners, to arrest people without a warrant under certain conditions. Security guards may make an arrest if they witness a criminal offence happening on or connected to the property they protect, or if they have reasonable grounds to believe an offence has occurred and the suspect is being actively pursued.

If a Fort Protection Services Corp. security professional witnesses an indictable offence, they must immediately notify the local police to report the crime and seek guidance from emergency services. The security professional can then make an arrest if it is safe and appropriate to do so. After making the arrest, their responsibility is to ensure the subject's safety until law enforcement arrives and takes over. Within 24 hours of the incident, the security professional must also report the event to the Fort Protection Service Corp. chain of command.

Reporting Requirements

Reports are required to determine whether the use-of-force was appropriate in the circumstances and whether the security professional requires additional training for appropriate use-of-force. According to Section 32 (c) of the Act3, if material use-of-force has exceeded normal restraint and forceful restraint and handcuffs are applied are considered material in nature and must be recorded. If the thresholds detailed in Section 19 of the SSIA are met, then the licensee does not require to submit a report, but a record of the incident must be kept. The security professional will complete a Use of Force Incident Report Form (PS3750) when reporting the use of force incidents as required under Section 4 of the Regulation4. The report must include all details of the incident, such as the use of a baton or other weapon and/or when the incident results in serious injury or death. This report will be submitted by Fort Protection Service Corp. to the Registrar within 24 hours. If a baton is deployed during an incident, the security guard must report the incident to the police and to Fort Protection Service Corp.

Use Of Force / Decision Making Model

Fort Protection Service Corp. security professionals will use the "The Defensive Tactics Threat Pattern Recognition" training program, also known as Pressure Point Control Tactics (PPCT). PPCT is required by Fort Protection Service Corp before staff can handle handcuffs or batons.

This defensive tactics system teach physical mechanics for use of force, arrest, and control. It focuses on analyzing assault patterns and providing tactical solutions based on science and motor performance. The program is designed to equip professionals with the knowledge and skills to make arrests using force consistent with legal standards. The elements of this Tactic, include:

•                          Threat Pattern Recognition:

PPCT emphasizes understanding the patterns of resistance and aggression to anticipate and respond effectively.

•                          Pressure Point Control:

The program utilizes fingertip pressure to nerve pressure points for low-level resistance control.

•                          Defensive Counter Strikes:

For high-level resistance, it incorporates defensive counter strikes and baton techniques to produce motor dysfunctions and controlled stuns.

•                          Legal and Medical Research:

PPCT is grounded in tactical, legal, and medical research to ensure its effectiveness and legality.

•                          Survival Stress Research:

Some PPCT courses also address survival stress research and critical incident management, enhancing trainees' ability to cope in high-pressure situations.

Training And Recertification

To have approval to use a baton, it is a requirement from the Alberta Solicitor General to take the full 40 hour approved training program and have the additional qualification on your Security Services License. To use a baton for a specific job, a licensee MUST have approval from Fort Protection Service Corp. Pressure Point Control Tactics (PPCT) training is a requirement for any Fort Protection Service Corp. professionals to legally handle handcuffs and batons and only those with such qualifications will be permitted to handle them.

•                          Fort Protection Service Corp. will not permit a security professional to perform duties that require this qualification that have not been approved. The failure to re-certify before the expiry of their qualification will result in a job position change and responsibilities.

•                          Training must be by certified trained instructors and be an approved program by Fort Protection Services Corp.

•                          All qualified professionals are required to comply with the Baton Use Policy as written and all personnel must provide a signature to ensure that the policy is adhered to, these signed documents will be held in a secure personnel file and reviewed regularly to ensure compliance.

The Fort Protection Service Corp. shall maintain a current inventory and list of security professionals issued batons. Fort Protection Service Corp. will ensure every person who carries a baton is recertified every 3 years.

All training records will be stored and maintained in the security professional’s personnel file, Fort Protection Service Corp. will maintain personnel records by undergoing regular quarterly audits to ensure that all employees are qualified and fulfilling specific requirements to demonstrate ongoing compliance.

Storage And Maintenance of Batons

The baton shall remain on the qualified security professional or always secured in a locked storage:

•                          The Baton shall be worn in the scabbard on the duty belt.

•                          A Baton shall only be carried by Security Guard while on duty and does not extend to off duty activities.

•                          Ensure that when off duty, the baton is secured in a locked cabinet or container within the Fort Protection Service Corp. office or at the licensees’ residence that has been approved by Fort Protection Service Corp. security manager or supervisor.

A qualified security professional must report a lost baton immediately to the Fort Protection Service Corp. Security Supervisor. The FPS Corp. Supervisor shall then notify the FPS Corp. Manager. Fort Protection Service Corp. will report the incident to the Alberta Solicitor General.

Authorized personnel must complete approved training recognized by the Alberta Solicitor General Public Security Division. Fort Protection Service Corp. qualified professionals with baton use certification and qualifications will be expected to purchase their own Baton, that is an approved Baton as per training specifications. Security Guards must not allow, lend or provide the Baton to any person not duly authorized by law to handle, possess or use a Baton. Fort Protection Service Corp. will have back-up batons for those that are awaiting a replacement of this equipment which will be provided to only qualified Security Guards with approved training.

A qualified security professional employed by Fort Protection Service Corp. will inspect the baton before and after a shift for the following:

·                  Wear and tear on the foam grip.

·                  Bend shaft and stress fractures.

·                  Abrasions on the tip or a loose tip.

·                  Secure butt cap.

Minor adjustments may be made to the retaining clip and O-ring to ensure proper opening and closing capabilities.

Any defective batons requiring repair or replacement must be immediately reported to the Supervisor of Security Services.

Criminal Code

Batons should only be used as a last resort, after exhausting all other options, and only when there is a fear of grievous bodily harm to oneself or the safety of the public.

Any use of a baton must be reported on the Incident Report (PS3750) outlining the circumstances. Improper use of the Baton will be reported to the Police by Fort Protection Service Corp.

As per Section 10.5.6 of the Security Services and Investigators Act Program the following procedure must be followed:

•                          In the event, that a Baton strike be administered, the Security Guard must monitor and obtain medical attention to the subject if applicable.

•                          Batons shall be no longer than 26 inches in length when fully extended, grip included.

•                          Please be advised that batons shall not be carried in a concealed manner or in a way so as to hide the baton from the public’s view as this may contravene elements of the Criminal Code of Canada with respect to carrying a concealed weapon.

•                          At any time that a Baton is used Fort Protection Service Corp. must submit an SSIA Incident Report to the Licensing Department of the Security Services and Investigators Act Program within 24 hours.

Fort Protection Service Corp. will complete the following detailed reporting process as per SSIA regulations

1.                       Identify the Incident:

Determine if the incident meets the criteria for reporting under the SSIA, such as any serious injury, illness, or incident that had the potential to cause serious injury or illness, or if there's reasonable cause to believe that corrective action may be needed to prevent recurrence.

2.            Investigate the Incident:

Conduct a thorough investigation of the incident, documenting all relevant details and circumstances.

3.            Prepare the Report:

Complete the required SSIA Incident Report Form PS3750 or a similar report form, including the date, time, location, and a detailed description of the incident.

4.            Submit the Report:

Submit the completed report to the Licensing Department within 24 hours. This can be done online, by mail, or through email. If submitting online, follow the instructions on the Alberta Justice website.

If submitting by mail, send the report to:

Security Programs, Alberta Justice

P.O. Box 1023 Station Main, Edmonton, Alberta T5J 2M1

If submitting by email, send the report to: ssia.registrar@gov.ab.ca.

5.            Retain Records:

Keep a copy of the incident report and your investigation report readily available for at least two years.

To ensure employees are very clear on their rights and the rights of the public and suspected individuals, Fort Protection Service Corp. professionals will adhere to and have knowledge of the following Criminal Code Sections:

Section 25 of Criminal Code of Canada, states:

Protection of persons acting under authority

(1) Everyone who is required or authorized by law to do anything in the administration or enforcement of the law

(a) as a private person,

(b) as a peace officer or public officer,

(c) in aid of a peace officer or public officer, or

(d) by virtue of his office,

is, if he acts on reasonable grounds, justified in doing what he is required or authorized to do and in using as much force as is necessary for that purpose.

Idem

(2) Where a person is required or authorized by law to execute a process or to carry out a sentence, that person or any person who assists him is, if that person acts in good faith, justified in executing the process or in carrying out the sentence notwithstanding that the process or sentence is defective or that it was issued or imposed without jurisdiction or in excess of jurisdiction.

When not protected

(3) Subject to subsections (4) and (5), a person is not justified for the purposes of subsection (1) in using force that is intended or is likely to cause death or grievous bodily harm unless the person believes on reasonable grounds that it is necessary for the self-preservation of the person or the preservation of any one under that person’s protection from death or grievous bodily harm.

When protected

(4) A peace officer, and every person lawfully assisting the peace officer, is justified in using force that is intended or is likely to cause death or grievous bodily harm to a person to be arrested, if

(a) the peace officer is proceeding lawfully to arrest, with or without warrant, the person to be arrested.

(b) the offence for which the person is to be arrested is one for which that person may be arrested without warrant.

(c) the person to be arrested takes flight to avoid arrest.

(d) the peace officer or other person using the force believes on reasonable grounds that the force is necessary for the purpose of protecting the peace officer, the person lawfully assisting the peace officer or any other person from imminent or future death or grievous bodily harm; and

(e) the flight cannot be prevented by reasonable means in a less violent manner.

Section 26 of Criminal Code of Canada, states:

Excessive force

Everyone who is authorized by law to use force is criminally responsible for any excess thereof according to the nature and quality of the act that constitutes the excess.

Section 27 of Criminal Code of Canada, states:

Use of force to prevent commission of offence

Everyone is justified in using as much force as is reasonably necessary

(a) to prevent the commission of an offence

(i) for which, if it were committed, the person who committed it might be arrested without warrant, and

(ii) that would be likely to cause immediate and serious injury to the person or property of anyone; or

(b) to prevent anything being done that, on reasonable grounds, he believes would, if it were done, be an offence mentioned in paragraph (a).

Section 28 of Criminal Code of Canada, states:

Arrest of wrong person

(1) Where a person who is authorized to execute a warrant to arrest believes, in good faith and on reasonable grounds, that the person whom he arrests is the person named in the warrant, he is protected from criminal responsibility in respect thereof to the same extent as if that person were the person named in the warrant.

Person assisting

(2) Where a person is authorized to execute a warrant to arrest,

(a) everyone who, being called on to assist him, believes that the person in whose arrest he is called on to assist is the person named in the warrant, and

(b) every keeper of a prison who is required to receive and detain a person who he believes has been arrested under the warrant,

is protected from criminal responsibility in respect thereof to the same extent as if that person were the person named in the warrant.

Section 37 of Criminal Code of Canada, states:

Preventing assault

(1) Everyone is justified in using force to defend himself or anyone under his protection from assault, if he uses no more force than is necessary to prevent the assault or the repetition of it..

Extent of justification

(2) Nothing in this section shall be deemed to justify the willful infliction of any hurt or mischief that is excessive, having regard to the nature of the assault that the force used was intended to prevent.

Section 494 (2) of Criminal Code of Canada, states:

Arrest by owner, etc., of property

(2) The owner or a person in lawful possession of property, or a person authorized by the owner or by a person in lawful possession of property, may arrest a person without a warrant if they find them committing a criminal offence on or in relation to that property and

(a) they make the arrest at that time; or

(b) they make the arrest within a reasonable time after the offence is committed and they believe on reasonable grounds that it is not feasible in the circumstances for a peace officer to make the arrest.

Delivery to Peace Officer

3) Anyone other than a peace officer who arrests a person without warrant shall forthwith deliver the person to a peace officer.

16. Health & Safety Program

Fort Protection Service Corp. is committed to a safe workplace. Detailed policy in P & P Manual.

16.1 Joint Health & Safety Responsibilities

•                          Employees must follow safety guidelines and report hazards.

•                          Supervisors ensure training and safe work procedures.

16.2 Hazard Assessment

All sites must undergo hazard assessment prior to deployment. This includes site-specific emergency procedures, equipment training, communication protocols, and Shelter-in-Place orientation. Ensuring that guards receive this training is crucial for both legal compliance and the safety of the work environment.

It is legally required to protect guards working alone, just as you would any other employee; by ensuring they have the necessary, and tested safety protocols in place. Guards working alone face unique risks, making it essential to provide them with training on hazard awareness, identification, risk assessment, and control. This training is critical in equipping them to manage the dangers associated with working in isolation.

16.3 PPE Requirements

Guards must wear PPE as required, including:

·        High-visibility vests

·        Protective footwear

·        Weather-appropriate clothing

16.4 Emergency Response

All guards must know:

- Site emergency exits

- Muster points

- Emergency contacts

17. Company Organizational Structure

Owners / Directors: Luke Ellis & Monia Brousseau - Oversee all operations and strategic direction.

Human Resources: Monia Brousseau – Policy and procedure implementation, payroll, Public Complaints and WCB coordination.

Assistant Manager: Assigns guards, manages scheduling, oversees training and covers the Supervisors role.

Site Supervisors: On-site leadership for guards, ensures compliance.

Security Guards: Front-line security personnel.

18. Forms

Below are the standard HR and operational forms used by Fort Protection Service Corp.

18.1 Employee Handbook Acknowledgment Form

All employees must sign an acknowledgment confirming that they have received, read, and understood this handbook.

18.2 Payroll Deduction Authorization Agreement for Unreturned Company Property Policy

In accordance with the Alberta Employment Standards Code, Part 2, Division 2, Section 12, this agreement authorizes Fort Protection Service Corp. to deduct from an employee’s final wages the replacement cost of any company property not returned at the time of employment termination.

Return of Company Property

During my employment, I may be issued company property, including but not limited to uniforms, equipment, and employee manuals. I understand that I am required to return all such property upon termination of my employment, whether voluntary or involuntary. All property must be returned in good condition, subject to reasonable wear and tear, no later than the last day of employment.

If I fail to return any company property at the time of termination, I hereby authorize Fort Protection Service Corp. to deduct from my final paycheck the replacement cost of the unreturned items, as permitted by the Employment Standards Code, Part 2, Division 2, Section 12.

This authorization applies to the following items:

ü   Uniforms

ü   Equipment

ü   Employee Manual

ü   Regulated Notebook with Case

Confidentiality Clause

I acknowledge that during my employment, I may have access to confidential and proprietary information belonging to Fort Protection Service Corp. I agree that I will not disclose, use, or retain any confidential information, documents, or materials obtained during my employment, except as required to perform my job duties. Upon termination, I will return all confidential materials and will not retain copies in any form. This obligation continues after my employment ends.

I understand that the amount deducted will not exceed the replacement value of the unreturned property and that all deductions will be made in accordance with applicable laws. If my final paycheck does not cover the full amount due, I agree to make payment arrangements with Fort Protection Service Corp. within seven (7) business days of termination.

Note: below cost breakdown for basic uniform/equipment cost

Cost breakdown:

Per Item

Short Sleeve / Long Sleeve Uniform Shirt:

$150

Security T-Shirt:

$40

Winter Parka:

$400

Pants:

$60

Toque:

$30

Flashlight:

$20

Duty Belt:

$60

Regulated Notebook with Cover:

$40

Employee Handbook:

$75

Tactical Vest:

$2000