Private Security Specialist in Newark, New Jersey at 450&&JaviCo PEO

Job Title: Private Security Specialist
Department: Security / Operations
FLSA Status: (Exempt / Non‑Exempt) – to be determined with HR and legal based on duties and applicable law
Reports To: Security Manager / Operations Manager
Location: [City, State]

Position Summary
The Private Security Specialist is responsible for protecting people, property, and information at [Company Name] facilities and/or client sites. This role includes monitoring premises, controlling access, responding to incidents, and documenting security‑related activities in a professional, lawful, and customer‑service‑oriented manner.

Essential Duties and Responsibilities
Essential functions should be tailored to actual job needs to comply with federal and state employment laws (including the Americans with Disabilities Act (ADA), 42 U.S.C. § 12101 et seq., and analogous state statutes). Common duties include:

Access Control & Patrols

Monitor entrances, exits, and critical areas to prevent unauthorized access.
Conduct regular interior and exterior patrols of buildings, grounds, and parking areas.
Verify identity and credentials of employees, visitors, contractors, and vendors in accordance with company policy.
Incident Response & Reporting

Respond to alarms, disturbances, safety hazards, and emergency situations (e.g., fire, medical, security breaches) in accordance with company procedures and applicable law.
Detain individuals only as permitted by law and company policy; immediately contact law enforcement when required.
Prepare clear, factual incident reports and daily activity logs; preserve evidence and maintain chain‑of‑custody where appropriate.
Surveillance & Monitoring

Monitor CCTV, access control systems, alarms, and other security technology.
Identify suspicious activity, potential threats, and safety hazards and take appropriate action or escalation.
Report equipment failures or vulnerabilities to the Security Manager.
Customer Service & Professional Conduct

Provide directions, assistance, and general information to employees, visitors, and clients.
Maintain a professional appearance and demeanor at all times, consistent with company dress and conduct policies.
De‑escalate confrontations using verbal techniques and conflict‑management skills consistent with training and company policy.
Safety & Compliance

Enforce company policies, site rules, and safety regulations.
Support workplace safety initiatives (e.g., evacuation drills, hazard identification).
Follow all applicable laws and regulations regarding use of force, citizen’s arrest, search, and privacy, as defined by the jurisdiction in which duties are performed.
Collaboration & Communication

Coordinate with local law enforcement, emergency medical services, and fire departments when necessary.
Communicate effectively with other security personnel, supervisors, and relevant departments (e.g., HR, Facilities, IT).
Participate in security briefings and recommend improvements to procedures and physical security measures.
Training & Preparedness

Maintain required licenses and certifications under state and local private security laws.
Attend and successfully complete required training in areas such as first aid/CPR, defensive tactics, de‑escalation, report writing, and use of security technology.
Stay current on company policies and applicable legal requirements related to private security.
Qualifications
Actual qualification requirements should be calibrated to (1) the job’s business necessity, (2) equal employment opportunity obligations (e.g., Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq.; the Age Discrimination in Employment Act; the ADA), and (3) any applicable state/local anti‑discrimination statutes.

Education & Experience

High school diploma or equivalent (GED) required.
Prior experience in private security, law enforcement, military, or related field preferred but not always required.
Experience with CCTV, access control systems, or alarm monitoring preferred.
Licensing & Certifications
(These are heavily jurisdiction‑specific; almost all U.S. states and many localities regulate private security officers.)

Must possess and maintain any required state and/or local private security guard license/registration for the jurisdiction of employment.
Many states require background checks, training hours, and registration with a state agency (e.g., departments of public safety, consumer affairs, or similar).
Valid driver’s license and acceptable driving record may be required if operating company or client vehicles is part of the job.
First Aid/CPR/AED certification preferred; may be required for certain posts.
Knowledge, Skills & Abilities

Knowledge of basic security and life‑safety procedures.
Ability to observe, detect, and appropriately respond to security and safety issues.
Strong interpersonal and communication skills; ability to write clear, concise reports.
Ability to remain calm and make sound decisions under stress.
Ability to work independently and as part of a team.
Basic computer skills for incident reporting and use of security systems.
Physical Requirements
Under the ADA and parallel state laws, physical requirements should be limited to bona fide essential functions and described in functional terms (what must be done) rather than unnecessary medical/health details.

Typical requirements may include:

Ability to stand and walk for extended periods (e.g., up to X hours per shift).
Ability to climb stairs, bend, reach, and occasionally lift and carry up to approximately [X] pounds.
Ability to work indoors and outdoors in various weather conditions, as applicable.
Ability to see, hear, and communicate effectively in order to observe, respond, and communicate about security conditions, with or without reasonable accommodation.
Work Schedule
Ability to work varied shifts, including evenings, nights, weekends, and holidays as needed.
Availability for occasional overtime or emergency call‑outs.
Background Checks & Drug Testing
The scope and process for background checks, drug testing, and any medical exams are regulated by federal and state law, including:

Fair Credit Reporting Act (FCRA), 15 U.S.C. § 1681 et seq. – governs third‑party background checks, including disclosure, authorization, and adverse‑action procedures.
Applicable state and local “ban‑the‑box” and fair‑chance hiring laws – many jurisdictions restrict when and how criminal history can be considered.
ADA and state disability laws – restrict pre‑offer medical inquiries and govern any post‑offer medical exams.
A typical statement (to be tailored to local law) is:

Employment is contingent upon successful completion of any required background checks, verification of work authorization, and other screenings consistent with applicable law and company policy.
Where permitted by law and consistent with business necessity, the company may conduct criminal background checks and drug/alcohol testing in accordance with written policies and applicable federal, state, and local law.
Compensation & Benefits
Position classification (full‑time/part‑time, exempt
onexempt), hourly wage or salary range, overtime eligibility, and benefits should comply with:
Fair Labor Standards Act (FLSA), 29 U.S.C. § 201 et seq., and
Applicable state wage‑and‑hour laws (minimum wage, overtime, meal/rest periods, etc.).
Example language:

This is a [full‑time/part‑time], [non‑exempt] position eligible for overtime in accordance with federal and state law.
Compensation range: $[X]–$[Y] per [hour/year], depending on experience and qualifications.
[Company Name] offers a comprehensive benefits package that may include [health insurance, retirement plans, paid time off, etc.], subject to eligibility requirements and plan terms.
Equal Employment Opportunity Statement
Federal and many state/local laws require or strongly encourage non‑discriminatory hiring. At a minimum, employers covered by Title VII (generally 15+ employees) must avoid discrimination based on race, color, religion, sex, and national origin (42 U.S.C. § 2000e‑2). Many states and cities add protections (e.g., sexual orientation, gender identity, marital status, veteran status). A typical EEO statement is:

[Company Name] is an equal opportunity employer. We consider all qualified applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetic information, veteran status, marital status, sexual orientation, gender identity or expression, or any other status protected by applicable federal, state, or local law.
At‑Will Employment Disclaimer (Where Applicable)
In most U.S. states, employment is “at‑will” unless modified by contract, collective bargaining agreement, or specific statute. A common clause (to be checked against state law and any existing agreements):