Q:

I’ve heard that local guard companies hire from the same labor pool. How are you able to attract and retain better employees?

A:

First, it is important to understand that there is a direct correlation between the quality in the officer you receive and their hourly pay rate. For protecting your most important asset, do you really want an officer who is so desperate for a job that he or she is willing to work for minimum wage with no benefits? Unfortunately, that is exactly what some security companies do to their employees. That is where Security One is different. The largest part of our hourly billing rate is returned directly to our employees in the form of their salaries and benefits package. In addition, Security One provides uniforms, supervision, and training at no additional costs to our officers. We also have an employee recognition program, paid vacations for qualified personnel, and performance incentives. All this means that we are able to attract and retain high-quality officers.

Q:

You say you pay your officers more money so I can have a better quality officer. How do I know you are not just saying that so you can charge me more and pocket the money?

A:

Any company who makes the claim that they pay their officers more, but is not willing to commit to it in their contract with you is not a company with whom you should do business. We tell our customers exactly what our officers’ pay rates are, what our overhead is, and what our gross profit margin is. We put everything on the table. Complete disclosure and complete honesty is what separates us from the pack.

Q:

Why shouldn’t I just hire off-duty police officers?

A:

Security One employs many former law enforcement officers, and we have tremendous respect for the law enforcement community. However, we also know there are some realistic limitations to using off-duty officers in private security settings. First, off-duty police officers obviously seek secondary jobs to supplement their incomes. Most police departments either allow or frequently require officers to work overtime, and frankly, officers can make much more money working overtime for their department than they can in a second job. The end result is that off-duty police officers almost always have already worked a full and demanding shift or week before they arrive at your facility, they have more than likely maximized the amount of overtime they are allowed, and they are understandably tired from working these long hours. It’s not their fault, but how much attention and devotion can they realistically give you?

Secondly, major emergencies, events, or disasters frequently result in all uniformed officers in a department being mobilized for duty. This would leave your facility unprotected in perhaps its most vulnerable time. It is not a risk many business professionals are willing to take.

Q:

Are you licensed, bonded, and insured?

A:

Yes, and we far exceed the state requirements for liability and workmen’s compensation insurance. We provide all of our clients with copies of our insurance coverage for their assurance.

Q:

What if I have a problem?

A:

We maintain a 24-hour operations center that is fully staffed every day of the year so a member of our executive management team can be reached in the event you need to talk to someone immediately. We also have in the field 24 hours a day, 7 days a week, supervisors who can respond within minutes to a client’s facility. Our field supervisors routinely inspect the officers assigned to our clients’ facilities at no additional cost to the client. We have found this approach greatly increases our clients’ satisfaction. Our complete and total commitment to customer satisfaction is what separates us from the large, foreign-owned, security conglomerates who don’t always share the same commitment to their customers.