security officer

security guard

flex officer

armed security officer

site supervisor

Securitas

Typical day from a management perspective but only in the office…

Calls never stop coming in, all day and all night clients and officers calling. You are on 24/7 as a manager so expect it anything and everything. 

1st Part of the day (in office) 8am – 10am
A.	try and find more officers for specials that have been assigned to your branch. 5-10 officers with 1 day notice, and AVP wants no OT. 
B.	Go over all messages and make return calls, find out why clients are mad.
C.	Start to answer all emails from prior day and solve problems at locations due to swing and nightshift issues. 
D.	Look over Proforma papers that may come in from BDM, and complete report of and an explanation of why under bidding is bad for business.  
E.	Work out what officers did not show up to work and have just called out with no notice.
F.	Calm down client that just called due to officers not showing up.

2nd Part of the day (in office) 10am—12pm
A.	AVP comes into the office says hello to everyone.
B.	Reports for money outstanding starts to come in and financials start to update.
C.	AVP calls meeting with all BM’s and asks why no one is paying.
D.	BM’s have to explain where payments are, and are sent away to call all clients and demand payment. 
E.	BM’s called back to AVP’s office and explained calls have to be made to clients demanding more money for services, or they will have to reevaluate their contract with Securitas.
F.	Now make calls to clients who were just complaining their officers did not show up to work and let them know we need more money or service will be changed.
G.	Go to AVP explain client wants to scale back, and then listen to AVP say we need the money.  Must find a way to squeeze more money from contract and make client happy. 
H.	Back on the phone with client and explain I will have to raise them a nominal amount, but can keep the officers at the same rate. The raise of $.25 hour is for administration fees as they go up every year. 
I.	Go back to AVP, explain client will do $.15 hour raise but no officer raise. AVP likes the extra money, and now we send the same bad officers back to contract that messed it up in the first place. 
J.	Process starts all over for next client and if they refuse raise, continue to nag them every day till they give in or threaten cancellation. 

3rd Part of the day (in office) 1:30pm—3:00pm
A.	Deal with officers that show up at office and request; transfer, better hours, different locations, better pay.  
B.	Complete paperwork for officer showing up.
C.	Explain to AVP why you are paying unbilled time. (if an officer shows up at office they must be paid)
D.	Have talk with all officers why they cannot just show up to office. 
E.	AVP hands new client to you because another BM messed up the account.
F.	Call angry client and try and calm down and fix the situation.
G.	Replace all officers at new location within the next hour to make client happy.

4th Part of the day (in office) 4:00pm—5:00pm
A.	Pull out hair. 
B.	Convince your best officers to do a double shift and go to new site to watch over officers stationed and see what is going on. 
C.	AVP asks why there is so much overtime.
D.	Explain what you had to do to make client happy.
E.	Unacceptable, fix it AVP says. 
F.	Explain this is the account he just handed to you. 
G.	Shake head and start part 5 of the day at home and get ready for evening calls. 

That is an average day at the branch management level at my location for me. I was handed clients other BM’s messed up, plus my own workload. For a six month period, I had no scheduling person assigned to me, so I was on the clock constantly fixing 2 other branches plus my assigned branch. 

I learned allot doing this job, but support was not there. My coworkers were good people, but would throw you under the bus to get a better review at any time. I have walked into a situation where another BM made changes to officer’s schedules and got in trouble because I had no clue what was going on. 

The only care in the office is money and nothing else, I got stuck with an AVP that had his friends working for him. I was one of only 3 BM’s in LA that made him money and bonuses. So I know what it took to make money for the AVP and myself. 

The hardest part of the job was dealing with idiots on all ends of the spectrum. Mainly other BM’s and fixing their problems they caused. Just simply fixing other people’s problems.   

Most enjoyable part of the job was meeting all the interesting personalities. And the financial side, I like numbers so that was exciting.

I worked here for a few years, partly as a flex officer, and partly as a regular guard a few different sites. Overall, I can not in good conscious recommend anyone work for this company.

If you want to earn a livable wage, you'll have to work as a flex officer. However, if you agree to take that job, know that you are agreeing to sign over your entire life to the company. Initially they'll make it sound pretty nice, "You're guaranteed 32 hours a week even if we don't use you that much" and you'll think to yourself, "Nice, I might get a half hour or two for free once in a while." And you'd be mistaken. If you answer your phone every time they call, and they will call, you'll be working an average of 50-70 hours each week. If you decline a single shift, that 32 hour guarantee is  gone. Declining also runs you the risk of having someone scream at you over the phone that you're not reliable, unhelpful, and shouldn't be in that job if you're not ready to go where they want at a moment's notice, even if it's your first time declining a shift.

Being a regular site guard is very dependent on which site you're assigned to. There are some that have extremely strict requirements, some to the point that you'll do your entire shift on your feet with no breaks, no lunch, not a single second of free time. Other sites are lax to the point where you'll be unofficially encouraged to bring something to do, bring a book, play around on your phone. But you still have to deal with the office, who are pretty fond of trying to guilt you into things. Many of the members of management love to throw out the line, "Well, you're the only person we have who can do this" even though they have not checked flex availability and you're the first person they've contacted.

They do offer insurance and other benefits, but unless you're a 60 hour/week flex or a member of management, expect to lose half your monthly pay in order to pay for that insurance.

Overall, the office and greater corporate structure will be the worst part of your time with this company. Company wide - if you need something after hours, say, you're working a 2300-0700 shift and halfway through you start vomiting blood and want to go to the hospital - you better hope you have a direct number to a supervisor. The national call center you're expected to use after office hours will not be able to help you. I once spent five hours waiting for them to try and reach someone while I was violently ill and unable to perform my duties, which was made more difficult as every supervisor they listed as an available contact was someone who had been replaced, and not recently. When I listed, by name, different field supervisors, office supervisors and branch managers they told me that they A) didn't recognize any of the names and B) were not allowed to call branch managers.

More specific is an issue with the Omaha branch. I won't name any specific names or exact positions, but much of the office staff seems to be made up of one high ranking member's friends and family, often times plopped into jobs they have no qualifications or experience or aptitude for. Add on that a general feeling of incompetence and dishonesty among the members of management and you get a remarkably unpleasant experience. For example, I requested a pair of short-sleeved versions of one of the uniform shirts, multiple times over 4 years, and never got a single one. Or I was promised that if I came in on my day off and used my unpaid free time to take a pair of tests called ACT 2 and 3, I would receive a $0.50 raise on my hourly wage, which of course, never materialized after taking those tests, and when pressed for an answer, I was told "Well that's not really something we do."

On top of that, you have people who are wildly out of touch with the job of a guard trying to make decisions based on sites they've never set foot on, for clients they've never spoken to.

The absolute worst infringement on my ability to trust the company was finding out through one member of management that a certain site had negotiated for higher pay for the guards on their site, due to the nature of the work they were expected to perform, and paid for that raise in their contract. Mysteriously, none of the guards at that site ever saw that pay increase. I won't make any assumptions about who or what might have been responsible, but simply the fact that I could be told something like that and think of it as being entirely possible should tell you all you need to know.

I frequently would be told to transfer to a different location after my shift had already begun, being forced to use more gas to travel due to management failing to inform me of the transfer prior to me clocking in. While I was employed, I primarily worked at a remote location that was under construction. There was no running water, no heat (during the winter months, and it would get to below 20° indoors nightly), and no plumbing. There wasn't even something as basic as a fridge or a microwave, meaning having warm or refrigerated food at work was impossible, leading me to rely on fast food every night. Management was supposed to ensure there was at least bottles of water at the location, and that the honey buckets on location were serviced and cleaned regularly. On multiple occasions, even after requesting waters be brought out multiple times, there would be none available for weeks at a time. Then, when they finally would be brought out, it would be a single case that was provided, which would be gone within a week, and then be without for weeks again. The honey buckets, which were the only form of restroom available, would frequently become so full that the toilet lid would be propped open by the mound of waste inside. During the winter months, I had personally requested that some kind of space heater be provided, given that there was no heat indoors, and it being a security position, leaving the building was seldom an option. These requests were overlooked and ignored for months. I spent many nights, sitting in an empty warehouse, shivering for 8 hours straight, unable to do anything to keep warm. Can't go warm up in my vehicle because that would be abandoning my post, even if said vehicle was parked in front of the only door. Eventually I had enough of it, so I purchased my own small space heater to bring with me to work. One night in particular, I had brought my heater with me, and there was a brand new specialist, her first or maybe second night on the job. This specialist had not been properly informed of the conditions at this site, ie. she was unaware there was no heat inside the building, unaware there was no running water or otherwise anything to drink, and thus arrived for her shift with nothing to drink and improperly dressed for being in sub-freezing temperatures. Once again, a shortcoming by management. During this shift, I let the other specialist use my personal heater; I was more or less used to being cold, and was at least more appropriately dressed. Later in the night, the same manager that failed to inform the other specialist of the conditions she would be working in, arrived at the site to do a random check. Upon arriving and coming inside, the first words the manager spoke were "Holy **** it's cold in here", followed quickly by "Who's heater is that?" Upon telling him it was mine, and I was letting the other specialist use it because she was inappropriately dressed and, yes, it is in fact cold inside the building, he told me he needed to have a word with me outside. So we went outside, and he gets back into his running vehicle (that was warm), then proceeds to tell me that having that heater was a violation because it wasn't "authorized" to be in the building. When I asked him how I could get that authorization, because it had been about 2 months by this time that I had been requesting a heater for the workspace, he informed me that he himself had to submit an email to corporate to get it approved. The man himself, that I had spoken to face to face, over the phone, over text AND even indirectly through the company text chat, was the one that needed to take action so I could have a somewhat comfortable work environment. This same man, instead of taking that very action that was required, decided to tell me (from the warmth of his vehicle) to go back inside and get my heater (from the other specialist, inside the building he himself vocalized was too cold) and return my heater to my car. After doing this, he proceeded to tell me that if I was ever caught with the heater and without authorization again, I would be terminated on the spot, and also informed me that I was "Replaceable, not special in any way, and unnecessary to the company."

When I started the position I applied for was to be a screener, a easy position. In a couple days I got promoted to a responder which was also not too hard or stressful, but I have come across issues that I feel should not come up to any security company. I have had normal issues like favoritism and management miscommunication like any other job. Now my issues are not with the client but the parent company and branch management. My major grips with Securitas is the fact that the lack of appreciation from the immediate management , money  and pay issues, and the lack of availability to the branch management.  Lack of Appreciation:So I been at this company for about a year and after I became a responder I was demoted back to screener due to lack of open positions, I have watched people get promoted to responder before me and I was able to get it back. Although I have been here for a year I am a senior person on the team because turnover is high and I have become proficient in every position at this contract and I never been asked for promotion, I have been asked to demote to be promoted but never spoke to about moving up yet positions are in need of being filled. That being said I have also worked more hour at this job  than anyone on this to the point. We are on a rotating schedule where we work 4 days one week than 3 days the next. And for the last almost year I have consistently worked five days a week ( that is the max they have given us) including a 2 month stint where I worked on day shift and did overtime on night shift. It has gotten to the point where I am the first to call to cover shifts, my schedule was changed twice to cover for personnel  limitations and still not be offered for a promotion. My second issue with this job is money and payment issue.  Now at this job we get paid every week and I have never had a issue  getting my pay week to week but I have had constant issues of being short  or not given what I am deserved. For example I was voluntold to do a night shift at CRS ( which gets paid more than my current position) so at the end of the week I reported to the supervisor who assigned me to the temporary position and I asked if I would be getting paid at that rate, and he looked at me crazy and tried to make it seem like it was a no brainer, and informed that they can not pay me at that rate because they would get in trouble  for temporarily changing my pay code ( At the time of this review this issue was discussed with the regional manager and apparently fixed  according to fellow coworkers but I have not be compensated for the that week of work and told that I wouldn't be although it was wrong) My first payment issue with this company  was on my first check, when I applied for the position and was offered the job I had to do mandatory training for it and was told it's paid training, which was completed. From that point it took five or six months to start. When I did start it took a total of 6 months of pestering Branch management for this paid training paycheck. The final money issue is one at the point of this review I am still dealing with. After you been employed for a year here all the vacation days you did not take are then cashed out  in a check. I started in June 28 2021 and now in Aug 3 2022 I have not received said check  and I am having issues with getting in touched  with anyone  to resolve the issue I was told two weeks ago that it would be connected and still no proof of that. This jobs is great if you are working a second job or you are recieving a retirement  but at this point and time if this is you sole source of income I would not recommend you get paid too little for the qualifications although  higher than other security firms ( at the time of this review there was an announcement  about recieving a pay increase, but it has not been given,  in meetings we are told not ask about even though we were promised news of the increase on Jun 18  we don't know for how much  or when it will come, and we have had one pay raise before this , but still get paid   less than working at a grocery store 


Cincinnati HR has become a common joke among every site that is managed in the midwest market, with others stating they have lost pay paper pay checks / have given paper pay checks to anyone who walks into their HR building and requests them by name (even if they know that said pay check isn't theirs), become argumentative with guards that call in asking questions, and do not respond to emails in a professional fashion.

Personally, when they hired me, they made me sign the wrong paper work and insisted it was correct, even though I told them that it wasn't even my name, social security number, or the site that I agreed to go to on the documents. During my orientation that took place at HR days later, they pulled me aside and told me that I did indeed sign the wrong papers and that I had to start at my post late because of their mistake. After that, they said that i had 'failed' the personality exam to get hired on, but continued with my hiring process anyways. When I asked questions regarding why that's even possible, they wouldn't give me any more information. However, when setting up direct deposit, they needed a direct deposit form, and wouldn't use any other information, even though all the banking information that I was able to provide at the time had the same exact information that I had provided to them upon hiring, plus more. Instead of telling me that what I had sent them wouldn't suffice, they decided to try to send a pay card (which has a usage charge connected to it) without even notifying me over 2 weeks later. They then became argumentative about it when I brought it up, saying that if I would have never caught onto it, they would have given me a pay card despite me telling them several times throughout this conversation that I cannot / will not use it. They can cheat on letting people pass a personality test to get anyone that's able to breathe at a post, but when it comes to your finances, it's a totally different story.

I was told that I had to get signatures / evaluations from my previous employers in order to get my Guard Card (a license to allow you to act as security personnel in a single county), and I had to get that done before I started working at my post. When getting in touch with my site supervisor, they wanted me to start the following day. When I told them I couldn't because I didn't have my signatures, and to give me a week to get them signed, they were verbally frustrated. Once I finally got everything squared away and went to work, I found out that I didn't need the evaluations to start work, only to get my guard card. The worst part: HR didn't even get my appointment set up with the sheriff's office to get my guard card until over 3 months later. At this point, HR had wasted about 2 weeks of my time to get my worklife started with Securitas, and I hadn't even truly started working there yet.

---

As far as site management goes, it's decent. The job itself isn't difficult, which is the only good part about working here. However, you're not able to get sick without repercussions though; You're expected to make up for the time lost to 'help them (management) not have to fill out paperwork'. It's frowned upon if you don't comply with this, and a write up will be issued for not coming in for your shift. Communication between management is definitely a opportunity. New rules and guidelines are established, but no one knows about them until that new guideline is broken by a guard who didn't know about it to begin with. Even though this is the case, management will still write their guards up, even though they're the ones who failed to communicate that to us. I can honestly say, instead of having conversations with their guards, they resort to immediate punishment and documentation to get their point across.


There are other more notable, higher paying security guard jobs on the market right now, with better / more affordable benefit plans as well. Don't waste your time here.

The only enjoyable part of this 7-day assignment was the super cool people I met and we quickly became united by comparing notes of the false promises. The management team could have NOT possibly been more unorganized. People were left wondering what the following day schedule would be. I stayed up waiting for the main manager to send her job assignments and start/end times . 2 nights I was up until midnight continually checking every half hour with the front desk- nothing, NADA.  

There were a few components making this security detail "frustrating" 
Most of the supervisors had no clue what was going on, consequently, people were abandoned at their posts. Many people had not received something as simple and humane as a bathroom break. Many people had accumulated 3 days worth of staff catering vouchers because no one ever showed up to ensure they got breaks. Now let's factor in were about 11,000 feet in the dead of winter on top of a mountain (temperatures with windchill factoring exceeding 10 below zero). I nearly sustained frostbite to both of my feet. Had us worker bee's not looked out for one another in the absence of a supervisor, there could have been many reported cases of amputations. Thank GOD I brought an ample supply of adult diapers (to be handed out) to relieve ourselves in since bio-breaks were greatly overlooked. 

What did I learn? I learned to watch out for A-#1 and secondly, watch out for my fellow teammates. As I said, if we didn't look out for one another's well-being, the medical response would have been astronomical, especially given the bitter temperatures. Secondly- always request copies of all documents. HR has been less-than-forthcoming about divulging any contents of our personnel files, to such a degree it's blatantly obvious they are hiding multiple issues that should cost many of them to be hauled into court or fired for obstruction. 

Oh and another curious point to acknowledge, is how HR decided to cut us checks over the span of two pay periods. During orientation, we were told this would save the company money by only processing one payroll roll and that it would be better for all of us to get one lofty check. The true reason this was decided was to circumvent overtime hours and pay us less than was promised. Adding further insult to injury. This was Securitas' first time staffing this event for this very high-profile client and I'm sure they are banking on getting the same detail next year. I've worked with this client in the past and they are very particular about the vendors they choose and fair treatment of the employees is at the core of their business model. They will not be overjoyed by the feedback they are soon to receive. 

Overall, Securitas can't handle large events with too many moving parts and I do not advise anybody who values their time and appreciates transparency and integrity to consider employment with this organization. I feel relatively certain my review will fall on deaf ears just as my voice wasn't heard nor taken seriously at high altitude. I have overwhelming respect toward all those 100's of people who worked long, tireless hours in brutal weather conditions, often sacrificing meals, warmth, and the basic human dignity to relieve themselves in a toilet. 

They owe us a HUGE apology and a major adjustment to our pay to reflect what we were promised- most of us set aside other opportunities on the assumption of overtime. I can assure you I did not go up the mountain for some cheap thrill to watch athletes go up and down a mountain. I could have cared less, I was there to make the kind of money we were told we could make!

Working for this company was a mixed experience. While I gained some valuable knowledge when I first started, I found that the day-to-day reality of the job was often different from my expectations.

There were also additional challenges that affected my overall experience but are difficult to fully describe in a public review. As a result, this review reflects only the aspects of the job that can be discussed in a general and professional manner.

One of the biggest challenges was that many assignments focused heavily on customer service and resident assistance rather than traditional security duties. In my experience, these expectations were not fully explained during the hiring process and often became clearer only after being assigned to a site.

Interactions with residents, guests, and clients could be demanding. Much of the job involved responding to questions, concerns, and requests while balancing other responsibilities. At times, this made it difficult to focus on security-related tasks.

The initial training provided a solid introduction to security fundamentals, and I appreciated the opportunity to learn those skills. However, I did not always have many opportunities to apply that training in my daily assignments, which created a disconnect between training and actual job duties.

Management was generally helpful and responsive when I first joined the company. Over time, however, communication sometimes became slower, and it could be difficult to receive timely guidance when issues arose.

Workplace culture varied significantly depending on the site and personnel involved. In some locations, responsibilities were shared effectively, while in others there appeared to be inconsistent levels of engagement and accountability among staff.

The most challenging aspect of the job was often managing interactions with residents and guests rather than responding to security incidents. At some sites, there was occasional resistance to established procedures such as visitor verification and access-control requirements.

The best parts of the job were the quieter shifts and the opportunity to work alongside other officers when staffing allowed. Those moments provided opportunities to build relationships with coworkers and made shifts more enjoyable.


Summary

This position may be a good fit for individuals who are comfortable balancing security responsibilities with customer-service expectations. While the job can be relatively calm at times, I found that inconsistent site organization, varying management communication, and the emphasis on resident service created challenges.

To start off, I would like to say that Securitas is by no means the worst company to work for. The management is actually reasonable, just overwhelmingly busy and sometimes have issues getting back to you on time. In the rare instances that you work with other guards, they tend to be cool, kind, and generally warm people to work with. All in all, a lot of good things came from my time with Securitas, including a number of friendships I hope to retain.

However, these perks do not amount to comfortable living arrangements, nor to necessarily good work. If you wind up working for their retail positions, you are the defacto face against any and all trouble. Absolutely expected in a security position, but not for the pay offered. I was only making 12/hr while expected to drive from SE Aurora to NW Denver, Golden, and various other locations. There was no offer of compensation for gas mileage, no mention of the possibility of pay increases, and regular payroll issues (receiving improper payment) when I was eventually put into stores that had higher pay rates in my final three months.

Further, there was no such thing as hazard pay, and it was regularly expressed that one should avoid filling out paperwork on hazards and dangers encountered during shift to make things "go more smoothly" rather than an expressed desire for accurate and vigilant reporting. I was often deterred by other guards and supervisors in lower management positions from filing reports on knives being drawn, mentions of guns and related threats made against myself and the stores at which I worked. This unethical behavior is what ultimately drove the nails into the coffin of my time working for the company, though the poor pay and payroll management did not help in the slightest.

If you're fresh out of highschool or looking for a college job, it's great and can definitely give you some extra scratch if you're willing to work weekends. However, if you have literally ANY bills to pay in a moderate to high cost of living environment, I don't recommend banking on Securitas to help you survive.

As previously mentioned, I actually LIKED my upper management, and they regularly made efforts to address my concerns. However, in my first six months with the company, I dealt with three shooter events, and received no hazard pay nor leave time for any of them. Further, I was told not to even report one of the three, being told "it technically happened behind the store, so it isn't our problem." I don't know about you, but I feel that a shooter at the loading docks is a pretty big problem for both me, the security guard who parks back there, and the store employees who had to park back there. Not to mention drivers of delivery trucks who use those bays for my location. This instruction was from immediate supervisors and store management of the location I was stationed at, both of whom are directly responsible for filing my paperwork even if I write a report.

They need to cut out the weeds in their lower management and supervisory positions, and they need to properly compensate those of us qualified to handle hazardous and dangerous situations. End of story. You can make more bouncing a night club or bar, and might even be allowed to carry personal defense tools while working such gigs. With Securitas, you're a cardboard cutout expected to serve as partial cover for other employees when danger is present.

I have only worked on one contract with Securitas the entire time (several years) I have been with them. However, I have worked a couple of positions throughout the contract. Securitas claimed this is one of the "best" contracts they have, or at least they did at the time I was hired, but I would have to disagree. The company is not the worst of the worst, but they aren't far from it. 

Management is my biggest complaint as they refuse to listen to any of the guards, or take their complaints seriously. Some positions are extremely easy, where you only walk the client property and report unusual sitings. The pay is fair, in my opinion, for these postions. Others, such as Patrol Drivers and the SOC, are absolutely overworked. The pay is virtually the same regardless which position you work. Patrol Drivers especially find themselves in risky situations, up to their necks in work, and responding to nearly every issue with no back up or means of protection.

Securitas also plays some slight of hand when advertising their pay rates. The contract I work for is made up with the hourly rate provided by Securitas and an additional benefits rate provided for by the client. Securitas advertises it as one solid rate. However if you use PTO or work OT you will find several dollars missing from your check as the additional benefits rate is no longer included. 

The account managers can be 50/50. I believe some do really try their best to help guards and provide reasonable accommodations. The account managers have a lot on their plate as  upper management never seems to offer any real assistance or solutions. Others just ignore the needs of the bottom line workers to get in better standings with clients and upper management. Favorites are without a doubt played. However, don't ever expect management to come to your defense if the client becomes upset with you, regardless whether you were following policy or not.

The lack of appreciation from management and the unbalanced work load has created quite a high turnover rate, at least on this contract. If overtime is your thing you will do just fine here as it is constantly in abundance. Since the pandemic, most good guards usually last no longer than 4 months before saying they've had enough and leave. 

The standards have been lowered numerous times and the selection typically does not improve. The company refuses to give any considerable pay raise or improve the benefits offered, as almost no one can afford them. They used to offer pay for additional training but thay recently has gone away. Most of the required training has now moved to their LMS website which they expect you to do on your own time with no additional compensation. As far as I am aware the First Aid/AED training is all that is paid for and provided by the company, plus your initial 8-16 hours of on site training. 

There are several reasons I did not give the company 1 star. Every now and then the company picks up a really good employee and there are still some good guards who have been sticking it out. If you're new to the industry you can gain some great knowledge from these people. The company can also be flexible with scheduling from time to time which can be great if that is one of your needs. Again, if youre new to the industry its an okay place to get your foot in the door to obtain some experience. If you are expereinced and worth your weight in salt I would avoid the San Diego branch at all cost. 

The job was easy enough, and paid decent ($13.50), however the problem became that for the particular location, they didn't have enough Supervisors. They didn't want to promote people that were already there it, there were a couple offers to people but even they wanted nothing to do with it. It took them 2 weeks before they let me insert dates into excel on my own. (Like I didn't know how to use Excel before? 😆) Completely asinine processes, to delay new people from sticking through it.

When I first started there were only two comms officers working 7-days/12-hour shifts, that's not promising for a prospective employee. I didn't work there long because of the mentality of the supervisors. Mainly, the main one. They were in the same boat as the comms were when I had started, they were working 7-days/12-hour shifts. They couldn't get people to actually want to come in and play along because unlike the comms process, this process was like 2-3 months. Completely unfathomable.

[During training you are paid much much less as well]

The mentality though that I'm referencing is the supervisor who seemed to still be living in highschool. You'll know him when you meet him, if he's still there if you work for Securitas and get this location.

He would always be in the 'office' that the comms officers were, since that's where the supervisor's computer was. He would consistently complain about other employees even though he had no room to speak on it. For example, all supervisors are considered mobile units by the client. They have actual mobile units, and EMTs as well. We had an EMT who had just returned from being off work due to a foot issue that he had a doctor's note about. The day he came back, that particular supervisor started hounding the returning EMT that his 'patrol times of the buildings' weren't fast enough.

The kicker? This particular supervisor hadn't walked a building (done a patrol) for atleast a month and a half, claiming that his foot hurt. It's part of the job description, and at least the EMT got off the site if he couldn't do the job.

It's mind boggling the amount of whining and complaining this supervisor did. There are plenty of other stories of what this guy did. The last straw for me was when they annoyed one of the new comms officers that had trained with me and she decided enough was enough and quit, putting us on 12s and the decision to pair me up with said supervisor for 12 hour shifts, (which was for atleast 3 weeks out due to no replacements coming and the whole needing to 'train' for 2 weeks on arrival) that made me fed up with the childish behavior as well.

Job seekers beware!

P.S. The supervisor I'm referring to also insulted (behind his back of course) one of the mobile units who was former military. He essentially mocked his military service, he and the other supervisor were seemingly annoyed that the higher ups looked at him more favorably than them. *News Flash* People who better themselves while they're young, instead being 35/40 years old working a 13.50 dollar an hour security job, tend to be seen to have more initiative to people higher up the company chain. Who knew?

Top Job Titles	Average Salary
Security officer 4747 salaries reported	$18.03 per hour
Security guard 159 salaries reported	$16.74 per hour
Flex officer 546 salaries reported	$19.21 per hour
Armed security officer 325 salaries reported	$20.86 per hour
Site supervisor 216 salaries reported	$21.58 per hour

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