AMERICAN RAPTOR SECURITY (ARS)
Sexual Harassment & Assault Prevention Policy
Adopted pursuant to RCW 49.60.515 and the Washington Law Against Discrimination (RCW 49.60)
1. Policy Statement
American Raptor Security (“ARS” or the “Company”) is committed to providing a work environment free from sexual harassment and sexual assault for every employee, including guards who work alone or without a coworker present (“isolated employees”). This policy applies to all ARS employees, supervisors, managers, owners, and qualifying agents, and to all work locations, client sites, vehicles, and company-sponsored events.
Sexual harassment and sexual assault are violations of Washington law, including the Washington Law Against Discrimination (RCW 49.60) and RCW 49.60.515, and violate ARS’s core values. ARS will not tolerate such conduct by anyone in the workplace, including supervisors, coworkers, clients, contractors, vendors, or members of the public encountered while on duty.
2. Who This Policy Covers
This policy covers all ARS employees, including full-time, part-time, temporary, and on-call security guards, armed and unarmed, whether assigned to a fixed post, mobile patrol, or event work. Special attention is given to “isolated employees” — guards whose duties are regularly performed alone or in a setting without another coworker present — consistent with the protections required under RCW 49.60.515.
3. Definitions
3.1 Sexual Harassment
Unwelcome sexual advances, requests for sexual favors, and other verbal, written, or physical conduct of a sexual nature when:
- Submission to the conduct is made an explicit or implicit condition of employment;
- Submission to or rejection of the conduct is used as a basis for employment decisions; or
- The conduct has the purpose or effect of unreasonably interfering with an individual’s work performance, or creates an intimidating, hostile, or offensive working environment.
3.2 Sexual Assault
Any nonconsensual sexual contact or behavior, including but not limited to unwanted touching, groping, or attempted or completed sexual acts, and any act that would constitute a sex offense under Washington law (RCW 9A.44).
3.3 Isolated Employee
An employee whose work is performed alone or in a work setting or location that does not include an opportunity to be in the presence of a coworker — this includes most solo security guard posts and solo patrol assignments.
4. Examples of Prohibited Conduct
Prohibited conduct includes, without limitation:
- Unwanted sexual advances, propositions, or requests for sexual favors
- Sexually suggestive comments, jokes, gestures, or materials (physical or electronic)
- Unwelcome touching, groping, or physical contact of a sexual nature
- Displaying or sharing sexually explicit images, messages, or content on company devices, radios, or in the workplace
- Retaliation or threats against anyone who reports harassment or assault, or who participates in an investigation
- Conduct by clients, site visitors, contractors, or members of the public directed at an ARS employee while on duty
5. Reporting Procedure
Any employee who experiences or witnesses sexual harassment or sexual assault — by a coworker, supervisor, client representative, or any other person encountered while working — is strongly encouraged to report it immediately using any of the following channels. An employee is never required to report to the alleged harasser, even if that person is their direct supervisor.
- Direct supervisor or shift supervisor
- Human Resources / designated compliance contact: [insert HR contact name, phone, and email]
- Company owner / qualifying agent: [insert name, phone, and email]
- Anonymous reporting line or form (if available): [insert phone number / link]
Reports may be made verbally or in writing. ARS will accept reports made in good faith regardless of the reporting employee’s immigration status, licensing status, or role.
6. Investigation
ARS will promptly and thoroughly investigate every report of sexual harassment or sexual assault. Investigations will be handled as confidentially as possible, with information shared only with those who need to know in order to investigate and resolve the complaint. Employees involved in an investigation, whether as a complainant, witness, or accused, will be treated fairly and with respect throughout the process.
Where an investigation substantiates a violation of this policy, ARS will take prompt and appropriate corrective action, up to and including termination of employment, and, where applicable, removal from client sites and referral to law enforcement.
7. Non-Retaliation
ARS strictly prohibits retaliation against any employee who, in good faith, reports sexual harassment or sexual assault, opposes conduct they reasonably believe violates this policy, or participates in an investigation. Retaliation is itself a serious violation of this policy and Washington law and will result in disciplinary action, up to and including termination.
8. Panic Buttons and Isolated-Employee Safety
Under RCW 49.60.515, licensed private security guard companies operating under chapter 18.170 RCW are exempt from the panic-button provisioning requirement that applies to hotels, motels, retail, and property services employers. ARS nonetheless encourages supervisors to maintain reliable, tested communication equipment (radio, phone, or GPS check-in technology) for all solo-post and overnight guards as a best practice for employee safety, and to document the safety equipment issued to each isolated employee.
9. Training Requirements
Consistent with RCW 49.60.515 and 2SHB 1524 (effective January 1, 2026), ARS will:
- Provide sexual harassment and sexual assault prevention training to every isolated employee (including all solo-post guards), covering what constitutes sexual harassment and assault, how to report it, and the legal protections available to employees who report
- Provide sexual harassment and sexual assault prevention training to all managers and supervisors, not only the isolated employees they oversee, on a recurring basis at least every two years
- Document completion of all required training and make records available to the Washington State Department of Labor & Industries upon request
- Provide this written policy to every employee at hire and upon any material revision
10. Resources
Employees who experience or witness sexual harassment or sexual assault, whether or not they choose to file an internal report, may also contact:
- U.S. Equal Employment Opportunity Commission (EEOC): 1-800-669-4000 — www.eeoc.gov
- Washington State Human Rights Commission (WSHRC): 1-800-233-3247 — www.hum.wa.gov
- Washington State Department of Labor & Industries: 1-800-547-8367 — www.lni.wa.gov
- National Sexual Assault Hotline (RAINN): 1-800-656-4673
- Local advocacy organizations: [insert local rape crisis center / advocacy group contact for your service area]
Employees may file a complaint with WSHRC or the EEOC regardless of whether they have reported internally, and within the timeframes required by law.
11. Recordkeeping
ARS will maintain records of: (a) this written policy and all revisions; (b) training completion for isolated employees and for managers/supervisors; and (c) any safety equipment issued to isolated employees. Records will be retained and made available to the Department of Labor & Industries upon request, consistent with RCW 49.60.515.
12. Policy Administration
This policy is administered by [insert name/title, e.g., Owner / Qualifying Agent]. ARS reserves the right to update this policy as Washington law evolves. Questions about this policy should be directed to [insert contact].
Employee Acknowledgement
I acknowledge that I have received, read, and understand American Raptor Security’s Sexual Harassment & Assault Prevention Policy. I understand how to report sexual harassment or sexual assault, and that ARS prohibits retaliation against anyone who reports in good faith or participates in an investigation.
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Employee Name (print)
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Employee Signature Date
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Supervisor / Manager Name (print)
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Supervisor / Manager Signature Date