Equal Employment Opportunity Statement

This statement reaffirms Vinson Guard Service, Inc., policy, to hire qualified employees and to treat current employees without discrimination as to race, creed, color, sex, religion, age (from 40 and above), national origin, physical or mental disabilities that are not detrimental to performance or general health, or disabled Veterans or Vietnam era veterans.

All personnel actions including, but not necessarily restricted to, recruiting, employment, transfer, and promotional procedures, reductions in force, benefit programs, social and recreational programs will be administered without regard to race, creed, color, sex, religion, age (from 40 and above), national origin, physical or mental disabilities, where otherwise qualified, disabled veteran or Vietnam era veteran status.

In this regard, we invite disabled workers or veterans, and Vietnam era veterans to identify themselves if they wish to do so, and such contact shall be maintained confidentially except otherwise required by law.

Active support of local and national community action consistent with company operation requirements will be undertaken at the various locations throughout the company operating area.

Affirmative Action Procedures

In order to meet Vinson Guard Service’s Affirmative Action goals the following personnel actions are taken by the Company.

The first action being a consultation with management, managers are advised of the goals for various branch offices or job groups under their control.  Discussions are held with managers to discuss particular areas of under-utilization, if such exist.

Next, management is notified in writing of any job vacancies.  The manager then ascertains whether there exists eligibility or if a job announcement is in order.  This is done for both outside recruitment and in-house promotions.  Job announcements are first posted in-house for most vacant jobs.  Announcements for some jobs may be posted simultaneously inside as well as outside.  If the vacancy is not filled from within, the vacancy is then filled from external sources.  Advertising, where appropriate, includes minority or female oriented media.

The manager monitors each step of the hiring and promotion process.  After the screening has been completed a list of the qualified applicants is compiled.

The Affirmative Action Program (AAP), like any other goal-oriented program, must utilize an audit reporting system to measure its effectiveness.  In order to adequately measure the success of the program, all employment activities at all branch offices are monitored including, but not limited to; applicant flow, hires, internal actions, and terminations.  The personnel department compiles detailed data on the above listed areas.  This data and other information, as may be submitted to executive management annually.

Management personnel are accountable for meeting Affirmative Action objectives within their offices, departments, divisions, and independent work sites.  Management is also responsible for communication of the AAP to all their supervisors and employees within their respective area of control. 

Substance Abuse Policy

Substance abuse ranks as one of our major national problems.  In the workforce it undermines employee work standards and health, employee and public safety, workplace security, and a company’s reputation and public trust.

Vinson Guard Service, Inc., conducts business with high regard for the health, safety, and security of its employees, the protection of our client’s assets, our image in the community, and the maintenance of a productive work environment.

 Therefore, our policy is to encourage the rehabilitation of employees with substance abuse issues, and alternatively, to monitor for and seek to remove from the workforce employees who abuse drugs or alcohol.  In an attempt to ensure the above policy is enforced, we conduct pre-employment screening of all applicants.  The pre-employment screening policy is in addition to our random screening program of all active employees.