please give a response to my classmate’s discussion post listed.
EXERCISE #1 –
My reaction and support, as a corporate security operative, would depend on the organization financial standing. If it was a larger organization that had endless funds to throw at security procedures/processes, then this would be a very beneficial guideline to begin with, with less barriers. On the other hand, if the organization was smaller with limited funds, then I would be vocal about the stipulations of going with broad processes desired and how I would not be the right person for the job. Unrealistic expectations and possible liabilities with less funding would cause stress for anyone in the position in legal situations.
Texas private security is regulated by the Department of Public Safety (DPS). Criteria includes being at least 18 years old, have a security sponsor (employed by a security company), have no criminal record, be a US citizen, speak English, have a TX approved security license (usually provided by employer), approved armed education (if applicable) Once certified, biannual training is required to keep a license, (Sandru, P. 2022). I think that 2 years is a good amount of time for someone who is consistently working in security. I think that if an employee has a break in work for over 6 months an alternate renewal process should be in place or a whole new certification should be gained.
EXERCISE #2 –
The polygraph protection act protects employees (other than federal, private sector/firm employees) from being required or requested to pass a lie detector test prior to being employed. If the lie detector test is permitted individuals have rights to the disclosure of results, the right to refuse and to gain written notice of the test prior to being examined, all in which are held in the court of law and can result in penalization against violators. I would not suggest utilizing a polygraph test because there is little evidence that shows that they can accurately detect lies, (American Psychological Association., n.d.). Other means of checking an individual’s integrity.
I would suggest having a facility and processes that facilitate handicapped employees. This is not only beneficial for employees but for customers as well. Physical options include ramps, restroom handicapped stalls while qualifications may include altering training material (individuals that are deaf may need different training depending on how the original method is). Taking into consideration those that may need more time off or more breaks due to medical appointments or things they need to do to keep their help up (radiation, blood sugar tests, insulin). Working to help current and future employees with their disability hardships can make for a more desirable work environment and can help the company financially with tax credits for any financial hardships they may face with some of these accommodations, (Issuing Authority This technical assistance document was issued upon approval of the Chair of the U.S. Equal Employment Opportunity Commission., & This technical assistance document was issued upon approval of the Chair of the U.S. Equal Employment Opportunity Commission, n.d.).
American Psychological Association. (n.d.). The truth about lie detectors (aka polygraph tests). American Psychological Association. Retrieved October 24, 2022, from https://www.apa.org/topics/cognitive-neuroscience/polygraph
Issuing Authority This technical assistance document was issued upon approval of the Chair of the U.S. Equal Employment Opportunity Commission., & This technical assistance document was issued upon approval of the Chair of the U.S. Equal Employment Opportunity Commission. (n.d.). Fact sheet: Disability discrimination. US EEOC. Retrieved October 25, 2022, from https://www.eeoc.gov/laws/guidance/fact-sheet-disability-discrimination
Sandru, P. (2022, March 17). How to become a security guard in Texas. Novel Data. Retrieved October 24, 2022, from https://www.investigativelearning.com/post/how-to-become-a-security-guard-in-texas
