Secure Security Guards Ltd Provides security guarding and key holding and intruder alarm response services to residential and business premises while. At Secure Security Guards Ltd the top management is committed to providing adequate control of the health and safety risks arising from our work activities under the Health and Safety at work etc. Act 1974; by consulting with its employees on matters affecting their health and safety at the workplace. Secure Security Guards Ltd ensures safe handling and use of substances and provides adequate information instruction and supervision for employees. Secure Security Guards Ltd is committed to ensuring that all employees are competent to do their tasks and to give them adequate training. Secure Security Guards Ltd as an employer understands his responsibility to report certain serious workplace accidents, occupational diseases, and specified dangerous occurrences (near misses under RIDDOR - Reporting of Injuries, Diseases, and Dangerous Occurrences Regulations 2013.

Secure Security Guards Ltd is committed to preventing accidents and cases of work-related ill-health to maintain safe and healthy working conditions;
Therefore, we provide, so far is reasonably practicable.
• A safe system of work.
• Safe plant and equipment.
• Safe means of handling and transporting articles, substances, and people
• Adequate training, instruction, information, and supervision
• A safe place of work with safe access and egress.
• A safe and healthy environment.
• Adequate welfare facilities.
Management at Secure Security Guards Ltd is committed to ensuring, so far as is reasonably practicable, that the way we carry out our security operations does not affect the Health and Safety of persons who are not our employees, for example, visitors and contractors.
It is also recognized that where we produce articles and substances for use at work or we erect or install any plant or equipment, we have a duty to ensure the Health and Safety or those who use them and make available all the required information for their Health and Safety.



Harassment is a term for a number of complaints including discrimination, bullying, and intimidation, and can have repercussions for the whole organization. Harassment can be defined as behavior or remarks which cause offense and which threaten, humiliate, or embarrass. Victims of harassment often suffer from stress, depression, low self-esteem, lack of motivation, and confusion, any of which can have an adverse effect on job
performance, attendance, staff turnover, morale, and health.
SVS recognizes that its staff, management committee, volunteers, and service users may be victims of or perpetrators of violence and harassment and that it has a duty to
eradicate all forms of harassment and to take action where it is identified.
The aim of this policy is to prevent harassment, whether physical or mental, and ensure a safe and non-threatening environment.
To provide staff, management committee, volunteers, and service users who believe they have been subject to harassment and/or discrimination with a means to have their complaint heard, addressed, and to deal with those who are accused of breaching this policy.
Examples of unacceptable behavior
• Spreading malicious rumors, or insulting someone (particularly on the grounds
of race, sex, disability, sexual orientation and religion or belief)
• Copying emails, memos, correspondence that are critical about someone to others
who do not need to know
• Ridiculing or demeaning someone – picking on them or setting them up to fail
• Exclusion or victimization
• Unfair treatment
• Overbearing supervision or another misuse of power or position
• Unwelcome sexual advances – touching, standing too close, display of offensive
• Making threats or comments about job security without foundation
• Deliberately undermining a competent worker by overloading and constant
• Preventing individuals from progressing by internally blocking promotion or training
• Unwelcome violent behavior – shouting, physical contact that is deliberate to
cause harm, threatening behavior
This is not a definitive list of unacceptable behavior and other comparable examples
will fall within this policy.

Action to prevent violence/harassment

All existing and new staff, management committee, and volunteers will:
• receive a copy of this policy as part of their induction training
• will be involved in the review process of this policy
• will receive any amendments to the policy
• will receive training surrounding the policy upon request
All team leaders will receive training to raise awareness so that they are informed and
understand how bullying, harassment, and violence could take place and what can be
done to reduce the risk of this occurring.
It is the responsibility of all staff, management committee member, volunteer, and service users not to practice or encourage any form of behavior which may be viewed as harassment. Action will be taken seriously.
All complaints of harassment will be dealt with in a fair, confidential, and sympathetic manner. All allegations of harassment are taken seriously.
• If an employee wants to report an incident they should follow the Grievance
Policy and Procedure.
• All incidents of harassment must be reported to the line manager or the Chief Executive. If the alleged perpetrator is either or both of these people then incidents
should be reported to the Chair or other members of the Executive via the SVS office.
• Any person reporting incidents of harassment has the right to have another person present, as does any person accused of harassment. This could be a friend,relative, work colleague, or trade union representative.
• The person being harassed must keep a diary of incidents so that these can be
recalled accurately at any inquiry or tribunal. Violent incidents or near incidents should be noted on the electronic timesheets and noted on covering email, to be followed up by the line manager. Physically violent incidents should be recorded in the Accident Book.
• Where the perpetrator is a member of the public and a member of staff is being
harassed, staff will be offered support through supervision in reporting the incident to
the police.
• Where the perpetrator is a staff member, the incident may be treated as a
disciplinary offense; the disciplinary panel of the Executive Committee may decide to
suspend her/him with pay whilst investigations are carried out. Please refer to the
Disciplinary Policy and Procedure
• A panel of the Executive Committee will be formed to deal with all allegations
and/or incidents of harassment. This group must meet within 10 days of the incident
being reported. If the perpetrator is a staff member the SVS disciplinary process must be initiated if the allegations are confirmed. The group must keep all people involved
informed of their actions.
The group must:-
• investigate the allegation of harassment
• offer the victim of harassment support
• advise the alleged perpetrator that the allegation has been made within 5 days
• agree on a course of action to establish the facts
• decide on the action to be taken if the allegation is proven, this may involve
invoking the disciplinary process
• decide on the action to be taken if the allegation is not proven, this may involve
invoking the disciplinary process Legislation
The Criminal Justice and Public Order Act 1994 created a criminal offense of intentional
harassment. As harassment is not defined, all forms may be covered by the legislation.
Convictions are punishable by 6 months imprisonment and/or up-to £5000 fine. Only
harassment within a dwelling is exempt, therefore intentional harassment in the
the workplace would fall within the legislative provision.
The Sex Discrimination Act, Race Relations Act 1976 (amendment 2000) & Disability
Discrimination Act of 1995 gives protection against discrimination and Victimisation.
Sexual orientation and religion or beliefs are given protection against discrimination and harassment under the Employment Equality Regulations 2003.




The top management of Secure Security Guards Ltd are aware of the impact its business operations have on the environment both on a local and global aspect We would implement the policy of recycling, reduction in the generation of waste, and the promotion of environmental awareness, It is, therefore, our policy to adopt procedures and practices that;
• Does not damage our environment.
• Does not restrict the enjoyment of the environment by others.
• Promote sustainable improvements (where we have an influence) that consider the
effects of the environment.
• We will support this policy by implementing the following procedures:
• All waste paper, junk mail, documentation, etc must be returned to the office via your
Supervisor for re-cycling in the most appropriate way that does not compromise the
the integrity of our clients, employees, or company.
• Arrange for all printer cartridges, toners, etc to be returned to the supplier or designated agent in the envelopes provided for recycling. Promote the use of
recycling banks for bottles, cans, paper, and other waste materials that employees
may bring into their place of work.
• Ensure any packaging supplied with any equipment is disposed of in methods that
support this policy Seek professional advice to adopt further practices that result in
generating less paper and less waste.
• Adopt where possible the use of alternative non-fossil fuels for company vehicles.
This policy is promoted throughout our company and communicated to all staff via effective training and leadership.



Operating in a responsible and sustainable manner is important to our company.
Although at Secure Security Guards Ltd we run our business activities in line with the
expectations of our diverse stakeholders, we also see corporate responsibility as a discipline that helps us to manage risks and maximize the opportunities presented to us in a changing global environment. We take our corporate responsibility seriously within our
company as an employer, provider, investor, and consumer. We are committed to
understanding, monitoring, and managing our social, environmental, and economic impact to enable us to contribute to society’s wider goal of sustainable development. We aim to demonstrate these responsibilities through our actions and within our corporate policies.
We focus our CSR activities on the following key impact areas:
Workplace our ability to deliver world-class products is dependent on a talented, engaged workforce in all of the countries in which we operate. To this end, we are focused on making Secure Security Guards Ltd a place where people feel supported, can develop their skills, and have a clear understanding of our business objectives. We are committed to ensuring that our entire business is conducted according to rigorous professional, ethical and legal standards.
Additionally we:
Operate an equal opportunities policy for all present and potential future employees
Offer our employees clear and fair terms of employment and provide resources to enable their continual development
Maintain a clear and fair employee remuneration policy and maintain forums for employee consultation and business involvement.
Health & Safety
We shall provide, and strive to maintain, a clean, healthy, and safe working environment providing a workplace where our employees feel safe is not only a legal obligation but a fundamental factor in building their engagement with the company. Through management intervention, awareness campaigns, and a culture that encourages employees to raise concerns about workplace safety, we aim to reduce the frequency of accidents.
Our Health & Safety department challenges and develops cooperation between all managers and employees to ensure health and safety management is embedded in management and business processes. This is supported by our Health & Safety Policy.
Marketplace We are in business to deliver value to our customers. All that we do is geared to providing world-class services and products and the best possible customer experience. We have a passion for excellence and we take pride in our ability to solve our customers’ problems, focusing on delivering innovative solutions in a timely manner. We aim for true customer satisfaction by understanding our clients’ needs and building partnerships.
Environment We recognize the importance of understanding the impact of our activities on the environment and we are developing an environmental program to demonstrate and benchmark our commitment. The environmental program addresses pollution control of chemicals, energy and water efficiency, and waste reduction, all of which are subject to continuous review.
The Program also seeks to reduce the impact of our global carbon footprint and we will
achieve this by monitoring carbon emissions and reporting them on an annual basis.
We are committed to making a sustainable positive impact on the communities in which we operate. We aim to make a distinctive contribution to inequality and social development through the establishment of effective partnerships and programs that make the best use of the energies and skills of our employees. We support our employees in fundraising for charities and voluntary work, recognizing both the benefit to the community and to the employees themselves. We also regularly choose relevant charities and sponsorships from within the communities we are involved with.



At Secure Security Guards Ltd we believe that your right to privacy should be
protected at all times and we are committed to protecting it. To this end, we will operate within current legislation and within the terms of the policy statement below.
The information we collect by asking you to input your details as an employer and the contractor is highly protected and we will fulfill our duties under the Data Protection Act 2018 and GDPR using the following principles:

  • Personal data is only collected for specific, explicitly stated, and legitimate


  • Personal data is not processed for any purpose that is incompatible with the

the purpose for which it was originally collected

  • Personal data will be processed fairly and lawfully

  • Personal data being processed shall be adequate and relevant regarding the

purposes of the processing

  • No more personal data will be collected and processed than is required for the purposes for which the data is required

  • All reasonable steps will be taken to complete, correct, block or erase data to

the extent that such data is incomplete or incorrect, having regard to the
purposes for which the data is processed

  •  Personal data that is processed shall be correct and up to date

  •  Personal data will be kept for a length of time consistent with legislative

requirements and or as necessary

  • Personal data will be kept safe and be protected from deterioration and in

accordance with accepted good practice


Secure Security Guards Ltd as an employer is committed to supporting, developing, and promoting diversity and equality in all of its employment practices and activities and aims to establish an inclusive culture free from discrimination and based on the values of fairness, dignity, and respect. The Service will support and develop staff by providing everyone with access to facilities, personal and career development opportunities, and employment on an equal basis regardless of race, national or ethnic origin, disability, age, gender, sexual orientation, transgender identity, or religion/belief.
1. Secure Security Guards Ltd recognizes that we operate our services in a society where discrimination still exists to the disadvantage of many groups in society.
2. Secure Security Guards Ltd believes that all persons should have equal rights to recognition of their human dignity, and to have equal opportunities to be educated, to work, receive services, and to participate in society.
3. Secure Security Guards Ltd committed to the promotion of equal opportunities within the Secure Security Guards Ltd, and affiliated organizations, through the way we manage the organization and provide services to the community. In order to express this commitment, we
develop, promote, and maintain policies that will be conducive to the principles of fairness and equality in the workplace.
4. The objective of this policy is that no person should suffer or experience less favorable treatment, discrimination, or lack of opportunities on the grounds of gender, race, color, nationality, ethnic origin, religious or philosophical beliefs, health status, HIV status, age, marital status, parental status, sexual orientation, political beliefs or trade union membership,
class, responsibility for dependents, physical attributes, ex-offender status as defined by the Rehabilitation of Offenders Act 1974, lack of formal qualifications where such qualifications are not formally required, or any other grounds which cannot be shown to be justifiable within the context of this policy.
5. This policy will influence and affect every aspect of activities carried out at Secure Security Guards Ltd i.e. security guarding, key holding and alarm response other functions linked to the Secure Security Guards Ltd, as determined by the company management.
6. In the provision of services and the employment of staff, Secure Security Guards Ltd is committed to promoting equal opportunities for everyone. Throughout its activities, Secure Security Guards Ltd will treat all people equally whether they are:

  •  Seeking or using our services.

  • Applying for a job or already employed by us

  • Workers with work experience or placements.
     Volunteer workers.

How the policy will be implemented and who is responsible?

The operations manager has specific responsibility for the effective implementation of this policy. Every manager also has responsibilities and we expect all our employees to abide by the policy and help create an equality environment which is its objective.
In order to implement this policy we shall:

  •  Communicate the policy to employees, job applicants, volunteers, and relevant others.

  •  Incorporate specific and appropriate duties in respect of implementing the equal

opportunities policy into job descriptions and work objectives of all staff.

  • Ensure that those who are involved in assessing candidates for recruitment or promotion

will be trained in non-discriminatory selection techniques.

  •  Incorporate equal opportunity notices in general communications practices.

Ensure that adequate resources are made available to fulfill the objectives of the policy.

Conduct and general standards of behavior
All staff and volunteers are expected to conduct themselves in a professional and
the considerate manner at all times. Secure Security Guards Ltd will not tolerate behavior such

  •  Making threats

  •  Physical violence

  •  Shouting

  •  Swearing at others

  •  Persistent rudeness

  • Isolating, ignoring, or refusing to work

with certain people

  •  Telling offensive jokes or name-calling

  •  Displaying offensive material such as pornography or sexist/racist cartoons, or the distribution of such material via email/text message or any other format.

 Any other forms of harassment or victimization.

The items on the above list of unacceptable behaviors are considered to be disciplinary offenses within Secure Security Guards Ltd and can lead to disciplinary action being taken.
Management encourages staff to resolve misunderstandings and problems informally wherever possible, depending on the circumstances. However, whether dealt with informally or formally, it is important for staff who may have caused offense to understand that it is no defense to say that they did not intend to do so or to blame individuals for being oversensitive. It is the impact of the behavior, rather than the intent, that counts, and that should
shape the solution found both to the immediate problem and to preventing further similar problems in the future.
Secure Security Guards Ltd will treat seriously all complaints of unlawful
discrimination on any forbidden grounds made by employees, trustees, clients, or other third parties and will take action where appropriate.
All complaints will be investigated in accordance with the organization’s grievance, complaints, or disciplinary procedure, as appropriate, and the complainant will be informed of the outcome in line with these procedures.
We will also monitor the number and outcomes of complaints of discrimination made by staff, volunteers, clients, and other third parties.
C) Legal Obligations
Equal Opportunities and Discrimination (Equality Act 2010)
The new Equality Act came into force in October 2010 and replaces all previous equality legislation in England, Scotland, and Wales – namely the Race Relations Act 1976, the Disability Discrimination Act 1995, the Sex Discrimination Act, the Equal Pay Act, the Employment Equality (Age) Regulations 2006, The Civil Partnership Act 2004, the Employment Equality Regulations 2003 (religions and beliefs and sexual orientation).
The Equality Act 2010 protected characteristics are:
Age, disability, gender reassignment, marriage or civil partnership, pregnancy, maternity,
race, religion or belief sex and sexual orientation
In valuing diversity Secure Security Guards Ltd is committed to going beyond the legal minimum regarding equality.
The Equality Act 2010 harmonizes and strengthens and replaces most previous equality
legislation. The following legislation is still relevant:

  •  The Human Rights Act 1998.

  •  The Work and Families Act 2006.

  •  Employment Equal Treatment Framework Directive 2000 (as amended).


1. The recruitment and selection process is crucially important to any equal opportunity. We will Endeavour through appropriate training to ensure that employees, making a selection and recruitment decisions will not discriminate, whether consciously or unconsciously, in making these decisions.
2. Promotion and advancement will be made on merit and all decisions relating to this will be made within the overall framework and principles of this policy. 
3. Job descriptions, where used, will be revised to ensure that they are in line with our equal opportunities policy. Job requirements will be reflected accurately in any personnel specifications.
4. We will adopt a consistent, non-discriminatory approach to the advertising of vacancies.
5. All applicants who apply for jobs with us will receive fair treatment and will be considered
solely on their ability to do their job.
6. Short-listing and interviewing will be carried out by more than one person where possible.
7. Interview questions will be related to the requirements of the job and will not be of a discriminatory nature.
8. Selection decisions will not be influenced by any perceived prejudices of other staff.
1. We will maintain and review the employment records of all employees in order to monitor the progress of this policy.
Monitoring may involve:-

  •  The collection and classification of information regarding the race in terms of ethnic/national origin and sex of all applications and current employees;

  • The examination by ethnic/national origin and sex of the distribution of employees and the success rate of the applicants; and

  • Recording recruitment, training, and promotional records of all employees, the decisions reached, and the reason for those decisions.

2. The results of any monitoring procedure will be reviewed at regular intervals to assess the effectiveness of the implementation of this policy. Consideration will be given, if necessary, to adjusting this policy to afford greater equality of opportunities to all applicants and staff.
Policy Review
This policy will be reviewed at regular intervals to ensure it remains in line with legislation
and The Service's organizational principles.


General Policy Statement:
Lone Workers as defined by the Health and Safety Executive are, “those who work by themselves without close or direct supervision.”
As part of the Secure Security Guards Ltd Management structure, it is the duty of care for Security Guarding operation and HR to ensure the health, safety, and welfare of all their staff, as it is also the employee’s responsibility to take reasonable care of themselves and others who could be affected by their work activity.
This policy is to assist Secure Security Guards Ltd Managers in devising a safe system of work and to ensure that a suitable and sufficient risk assessment for their staff can be carried out for Lone Working duties.
The aim of this policy is to ensure adequate control measures are put into place to safeguard all Secure Security Guards Ltd employees who work alone at any point during their contractual duties. All hazards should be identified and all significant risks should be recorded on a risk assessment.
These risks should be reviewed on a regular basis especially if there is a change in the situation; a near miss has occurred or an accident or incident has taken place.



The objective of Secure Security Guards Ltd's information security policy is to
ensure business continuity of the company and to minimize the risk of damage by preventing security incidents and reducing their potential impact. The policy’s goal is to protect the organization’s informational assets against all internal, external, deliberate, or accidental threats under the MD direct
The security policy ensures that:

  •  Information will be protected against any unauthorized access;

  •  Confidentiality of information will be assured;

  •  The integrity of information will be maintained;

  •  Availability of information for business processes will be maintained;

  •  Legislative and regulatory requirements will be met;

  •  Business continuity plans will be developed, maintained, and tested;

  •  Information security training will be available for all employees;

  •  All actual or suspected information security breaches will be reported to

the Information Security Manager and will be thoroughly investigated.
Measures will be taken to support the policy, including virus control
measures, passwords, and continuity plans.
Business requirements for availability of information and systems will be
Secure Security Guards Ltd top management is responsible for maintaining
the policy and providing support and advice during its implementation.

Drugs and Alcohol POLICY

As a professional security company, Secure Security Guards Ltd recognizes that it has a responsibility to provide a safe and productive workplace not only for its employees but also for its customers. Substance abuse is incompatible with the health and safety of both Secure Security Guards Ltd employees and its customers. It is detrimental to the efficiency of operations and can only impair both the success of Secure Security Guards Ltd and its employees.
Any employee working under the influence of drugs or alcohol compromises the Company’s interests endanger their own health and safety and the health and safety of others. The aim of this policy is to:

  •  Ensure the health, safety, and welfare of Secure Security Guards Ltd

employees, its customers, and the general public by reducing the risk of
accidents, incidents, or near misses caused by employees suffering from the
effects of alcohol or drug misuse.

  •  Ensure employees understand that the Company does not approve of the

excessive and inappropriate use of alcohol or the misuse of drugs whether
illegal or prescribed.

  •  Ensure that employees understand that it is an offense to drink alcohol or

take drugs on duty or be under the influence of alcohol or drugs either
before or during a duty period.

  •  Produce information and positive guidance to employees on the problems

associated with alcohol and drug abuse.

  •  Ensure compliance with all relevant legislative arrangements and codes of

practice for the industry
The Company will reinforce, as necessary, the commitment by the provision of appropriate resources to enable it to pursue policy objectives by:

  •  Employing methods to measure performance in the management of

substance abuse.

  •  Developing effective levels of communication on substance abuse issues.

  •  Constantly reviewing the approach to the management of substance abuse.

  •  Employing recognized and modern practices and procedures.

  •  Providing cost-effective funding and resources.


The aims of this policy will be achieved by using screening processes, education, and information program to:

  •  Detect any person who takes alcohol or drugs either at work or before

coming to work.

  •  Ensure compliance with the relevant legislative arrangements Screening

will be used in the following circumstances:

Post Accident/Incident

If following an accident/incident there are reasonable grounds to suspect that the employee's actions or omissions contributed to the cause then the employee will be tested for drugs and/or alcohol by the Company (or by the police if they attend) through an approved testing agency. The employee will be suspended from duty, with pay, whilst waiting for the test results.
For Cause (behavior or appearance)
If a manager or supervisor has reasonable cause to suspect that an employee is unfit for work as a result of drugs and/or alcohol then the employee will:

  •  Not be allowed to start their duty or will be relieved immediately if they have commenced a duty.

  •  Be tested for alcohol and/or drugs by the company or a recognized agency.

  •  Be suspended from duty, with pay, whilst waiting for the results.

To maintain a drug/alcohol-free workplace random drug/alcohol screening of employees will take place each year. All employees will be included in the random selection. If an existing employee’s test result is positive, or they refuse to take a test, action will be taken in accordance with the Company’s disciplinary procedure. This procedure may result in dismissal.
All drug screening for existing employees will be carried out by the company using a recognized testing process and analysis.
If an existing employee's test result is positive they have the right to gain a second independent opinion. The results of both tests will be carefully considered by the relevant Manager before any further action is taken.
The Company will provide appropriate ongoing training for managers and
supervisors in the recognition of drug and/or alcohol abuse and the actions
necessary for the implementation of this policy.
In addition, a program of education and information will be maintained to ensure all
employees are aware of the effects of drug and alcohol abuse on their health and safety. An employee with acknowledged alcohol and/or drug problem who takes action to seek help will receive assistance from the Company. Any information disclosed to the Company will be treated in the strictest confidence.
The Company reserves the right to report to the police any employee that is found to be:

  • In possession of drugs

  • Trafficking drug 

  • Under the influence of drugs

Waste Management Policy

General Statement It is our company policy to ensure a high level of commitment to
good environmental policies throughout our business activities. It is our intention to
develop this policy by minimizing the production of waste, through good purchasing
the practice of materials used throughout the business and reuse and recycle materials
whenever practical to do so. To help ensure we give proper consideration to our
environmental and waste management responsibilities and to assist in the
minimization of waste and the recycling of materials wherever practicable, systems and procedures will be implemented to encourage the recycling of material with a view to minimizing the overall levels of waste we produce. All staff is expected to abide by the following procedures and co-operate with management in the execution of this
Specific Aims
As part of our commitment to protecting the environment and reducing waste levels,
we have adopted the following specific aims:- Cultivate a work ethic with a high level
of awareness of waste management, waste minimization, and a desire to recycle and
reuse materials when practical. Promote the economy in the use of materials generally and in particular paper and the selection of print formats and document styles in our offices. Encourage the use of recycled/reclaimed materials; materials from sustainable sources and those that are suitable for disposal by recycling. Favor suppliers who actively operate according to sound environmental principles.
Minimize waste by encouraging the exchange and reuse of equipment and materials
amongst departments and on our construction sites. Develop waste management
strategies that include recycling procedures and schemes. Encourage employees in
our office and on our sites to promote and establish recycling schemes that are
relevant to their individual activities.
Future Recycling
We are committed to expanding our recycling policy, procedures for recycling other
wastes will be developed and implements in the future, these may include:- Recovery
and recycling of ferrous-based materials


Energy Management Policy

All of us at Secure Security Guards Ltd understand that there is a need to improve the way we use energy and water, to become more energy-efficient, decrease our CO2 emissions and save money
We are committed to reducing the environmental impact of our activities and to ensure that we are using energy and water wisely.
Our objective is to reduce our energy consumption by 25% using the 2018(date)baseline.
Our initial target will be to reduce our energy and water use by 15% in the first year with a further 105 saving over the following 2 years.
In order to achieve this we will:

  •  Commit management resources to implement this policy

  •  Establish and follow an Energy Reduction Action Plan

  •  Identify and implement all cost-effective energy efficiency measures

  •  Provide regular management reports on our energy and water

consumption and its associated cost to governors and senior

  •  Report energy and carbon savings to Hampshire County Council

Property Services

  •  Review and revise targets on a regular basis

  •  Ensure competency in the energy-efficient management of the Secure

Security Guards Ltd and its equipment

  •  Ensure advice is sought from HCC Property Services on improvements

in energy efficiency and that the installation of new technologies are
considered for capital investment

  •  Encourage continued professional development for technical issues

related to energy

  •  Incorporate carbon saving and sustainability into the Secure Security

Guards Ltd curriculum wherever possible
All staff:

  •  Identify and report our actual energy performance to the Secure

Security Guards Ltd and the wider community

  •  Identify targets for future energy performance and report on progress

  •  Train number of staff to become energy champions for the Secure

Security Guards Ltd

  •  Encourage energy-saving suggestions from all staff.

  •  Take a day to day responsibility for ensuring minimal energy and water.

waste and encourage all Secure Security Guards Ltd users to do the
We will share this policy with all who use our Secure Security Guards Ltd and make it available if requested.


This Control of Contractors Policy identifies the requirements and responsibilities for business delivery when commissioning a contractor to undertake work on behalf of the company.
The policy shall be used as guidance only.
A contractor is a person(s) or organization who is bought in by the Secure Security Guards Ltd to undertake a duty and who is not a Secure Security Guards Ltd member of staff (see definitions).
The purpose of this policy is to:
2.1 Ensure consistency of approach across the Secure Security Guards Ltd in the local control of contractors whilst employed by the company.
2.2 Ensure that all current legal requirements pertaining to the safety of the contractor whilst employed are upheld as identified in; the Health and Safety at Work Act (1974), The Management of Health and Safety at Work Regulations (1999), Construction (Design and Management) CDM Regulations (2015) and the Control of Substances
Hazardous to Health COSHH (2002) and the Control of Asbestos Regulations (2012) and all other current legislation associated with the management of contractors.
2.3 To ensure that the Secure Security Guards Ltd assesses, prevents, controls and monitors the risks associated with employing a contracted service to undertake duties for or on behalf of the Secure Security Guards Ltd.
Failure to comply with this policy may result in the following corporate risks arising:
3.1 The Secure Security Guards Ltd may not meet its legal obligations for providing a safe place and environment of work, e.g. Health & Safety at Work Act, Electricity at Work Act, and Personal Protective Equipment at Work Regulations, etc.
3.2 Safe working procedures may not be in place for the safe employment of contractors on Secure Security Guards Ltd managed sites e.g. health and safety, risk assessments, permits to work, local control procedures, etc.
3.4 The policy and local procedures may not be reviewed and implemented in a consistent manner across the Secure Security Guards Ltd.
3.5 Failure to comply with health & safety for contractors whilst employed by the Secure Security Guards Ltd could lead to prosecution and financial penalties.
4.2 Contractors
A contractor shall be any individual(s), company, or organization who is not a Control of Contractors Policy.
An employee of the Secure Security Guards Ltd and who has been appointed by the Secure Security Guards Ltd to undertake work on behalf of the Secure Security Guards Ltd either paid, unpaid or voluntary.
Examples of work undertaken by a contractor may include but are not limited to such projects and activities as security guarding, door supervision, key holding and event management, etc. It should be noted that contractors will be commissioned by a number of services for specific work and/or projects and is not the sole responsibility
of Estates & Facilities.
4.3 Client
For the purpose of this policy definition, the client shall be Secure Security Guards Ltd.
4.4 Method Statement
A method statement is a statement prepared by the contractor detailing how to work operations are to be carried out.
4.5 Risk Assessment
A risk assessment is an assessment carried out by or on behalf of the Secure Security Guards Ltd which assesses the hazard inherent in the operation and the risk to others and all others who may be affected by the work to be carried out. It will involve identifying the risks present in a work operation, and evaluating those risks,
taking into account whatever precautions are already in place.
6.1 The Secure Security Guards Ltd Board
The Secure Security Guards Ltd management will ensure so far as is reasonably practicable that all steps are taken to ensure the health, safety, and welfare of all stakeholders including, staff, partners, service users, visitors, and others.
6.3 Director
It is the responsibility of directors so far as reasonably practicable to:
a. be responsible for all aspects of health, safety, security, and welfare of employees under their management;
b. be responsible for the health, safety, security, and welfare of any person who could be affected by activities over which the director has management responsibility;
c. be responsible for the management of local control of contractors
procedures relating to the commission and appointment of contractors within their area of control.
d. Establish local control of contractors' procedures is provided within their areas of responsibility.
Control of Contractors Policy
6.6 Contractors
6.6.1 It is the responsibility of the contractors to:
a. Provide a method statement where appropriate, detailing the
activities necessary to carry out the task and take into account how
this will interact with the activities of the area of work;
b. Provide a risk assessment of hazards and the associated control
measures to ensure the health, safety, and welfare of their own
employees and others who may be affected by activities
associated with the work;
c. Communicate with others re the hazards from the associated work activities.
6.6.2 All contractors will adhere to the requirements of health and safety legislation and the Secure Security Guards Ltd’s respective policies and procedures. This shall include but is not limited to:

  •  Fire safety

  •  No Smoking policy (no smoking on any Secure Security

Guards Ltd managed premises and grounds)

  •  Security measures

  •  Identification badges

  •  Use of personal protective equipment

  •  Use of work equipment

  •  Health & safety policy

  •  Local site rules

  •  Incident reporting

  •  General housekeeping, etc.

6.7 Managers

It is the responsibility of the heads of service, general service, and security supervisors so far as reasonably practicable to:
a. ensure that any contractor(s) commissioned complies with the Secure Security Guards Ltd health & safety procedures;
b. ensure that appropriate contractor induction is provided;
c. ensure that all necessary risk assessments are provided with regards to health & safety on Secure Security Guards Ltd controlled premises in relation to the scope of work being undertaken;
d. Ensure that the Secure Security Guards Ltd Asbestos Policy and register are checked prior to instructing works in any risk identified asbestos areas.
e. Ensure areas of concern are raised at the Health & Safety Secure Security Guards Ltd Action Group;
6.9 Employees/security officers
Control of Contractors Policy
It is the responsibility of employees so far as reasonably practicable to:
a. work to Secure Security Guards Ltd health & safety policies and procedures.
b. be responsible for the health, safety, and welfare of themselves and those
who may be affected by their acts or omissions.
c. co-operate with any person with health and safety responsibilities.
d. not intentionally or recklessly interfere with or misuse anything provided in the interests of health, safety, or welfare.
e. use work equipment in a way that they have been trained to and/or in accordance with manufacturers’ instructions. Failure to use equipment that has been issued for personal safety may lead to disciplinary action up to and including dismissal.
f. observe safe methods of work and safety procedures as laid down in departmental policies, protocols, work instructions, safe systems of work or procedures;
g. attend the Secure Security Guards Ltd’ Induction Programme.
8.1 Advisers (e.g. Health & Safety, Information & Technology, Estates, and Facilities, Occupational Health, Infection Control, etc.) will: give advice/support/information as required to support the development of risk assessment associated with work activities.
8.2 Managers should ensure that a contractor has undertaken appropriate induction, health, and safety awareness and is issued with necessary documentation including identity badges/passes PRIOR to any work commencing.
8.3 All contractors employed by the Secure Security Guards Ltd on behalf of it will be appropriately vetted and approved prior to being offered work.
8.4 The contractor must arrange to share this information with all their employees, and any sub-contractors they subsequently engage, prior to them undertaking any work for the Secure Security Guards Ltd., Everyone concerned has health and safety responsibilities.
8.5 All contractors employed by the Secure Security Guards Ltd should have and shall be able to provide on request and if applicable the company safety documents or information:
a. Safety policy
b. risk assessments and work method statements
c. COSHH assessments
d. noise assessments
e. The name of the individual appointed as a safety/security supervisor
f. test certificates and examination certificates for lifting gear and electrical
appliances used on the project
Control of Contractors Policy
8.6 Managers should check the identity and validity of a contractor before they are
allowed into the site.
9.1 The managing director shall ensure that a process is in place to monitor the compliance end effectiveness of this policy.
9.2 The responsibilities in this policy are clearly outlined in Section 6. The performance of individuals who are expected to fulfill the responsibilities eg managers will be monitored as part of the annual Staff Development Review process and aligned to their Knowledge and Skills Framework outline.
All contractors employed by the Secure Security Guards Ltd shall adhere to the requirements and expectations of current legislation and control measures for the specific tasks being undertaken. Examples of this shall include but shall not be limited to current versions of the following legislation:
a. Health and Safety (Working at Height ) Regulations 2005
b. Control of Substances Hazardous to Health Regulations (2002)
c. Noise at Work Regulations 2006
d. Personal Protective Equipment at Work Regulations 1992
e. Provision and Use of Work Equipment Regulations 1998
f. Lifting Operations and Lifting Equipment Regulations 1998
g. Health and Safety (Display Screen Equipment) Regulations 1992
h. Electricity at Work Regulations 1989
i. Fire Safety policy
j. Workplace (Health, Safety, and Welfare) Regulations 1992
k. Construction (Design and Management) Regulations 2015
l. Confined Spaces Regulations 1997
m. Construction ( Head Protection) Regulations 1989
n. Construction (Health Safety and Welfare) Regulations 1996
o. Control of Asbestos at Work Regulations 1987 (As amended)
p. Control of Pesticides Regulations 1986
q. Gas Safety (installations and use) Regulations 1998 (As amended)
r. Health and Safety At Work etc Act 1974
s. Health and Safety (Safety Signs and Signals) Regulations 1996
t. Highly Flammable Liquids and LPG Regulations
u. Management of Health and Safety at Work Regulations 1999
v. Manual Handling Operations Regulations 1992
w. Pressure Systems Safety Regulations 2000
x. Formal Quotation and Tendering Procedure EF 005
y. Estates Department Control of Contractors Procedure
z. The Regulatory Reform (Fire Safety) Order 2005
This list is not exhaustive.
As well as health and safety legislation there are numerous health and safety guidance notes, best practice, and manufacturer’s recommendations. These should be referred to. In conjunction with health and safety legislation/guidance any relevant Secure Security
Guards Ltd's policies shall also be taken into account.
Control of Contractors Policy
This policy will be reviewed 1 year from the date of approval or sooner if there is a requirement to meet legal, statutory, or good practice standards and/or changes in procedure.


The purpose of the Quality Management System is to ensure that the products and services provided to our customers consistently meet or exceed their expectations. The company operates a system that regularly evaluates its processes and customer needs and has set quantifiable goals with plans
in place to ensure that they are improved year on year in accordance with BS EN ISO 9001 – Quality Management System requirements. Written to all Standards, Codes of Practice, and Schedules as listed within the AS11 Standards Adherence Document
It is the policy of Secure Security Guards Ltd to maintain, on a continual basis, an effectively managed the Quality Assurance Programme, which will assure customers that the products supplied conform to the laid down procedures or disciplines of the company, which will ensure that we meet the customers’ needs and expectations.
The Management of Secure Security Guards Ltd is firmly committed to the procedures included in this Quality Manual and the total participation of all personnel is mandatory. The QA is entrusted with the authority and responsibility for the control of the Quality Management System.
The QA cannot be over-ruled on matters of quality and in the event of differences of opinion on quality matters, the Managing Director has the responsibility to refer such items to the Managing Director for resolution.
This policy of Quality Assurance is in place to ensure that the overall organizational goals of the company are met. The goals of this company are to ensure that the best possible product is supplied to our valued customers and that we are able to meet their needs and requirements as effectively
and efficiently as possible.
Our organizational goals are to ensure that the changes required within our documented management system to meet the requirements of BS EN ISO 9001, written to all Standards, Codes of Practice and Schedules as listed within the AS11 Standards Adherence Document, which is performed
in a managed methodical way to ensure that the system is fully understood and implemented throughout the company.
Secure Security Guards Ltd will make this Policy available to all stakeholders, shareholders, staff, and the general public on request.