Washington State Employee Benefits Policy

American Raptor Security ARS

Human Resources Policy Manual

Washington State Employee Policy

Effective Date: January 1, 2026 | Applies to: All employees working in Washington State | Last Reviewed: July 2026

1. Introduction and Purpose

This Employee Policy governs the terms and conditions of employment for all American Raptor Security ARS (“the Company”) employees who work in Washington State, including security officers, supervisors, dispatchers, and administrative staff. It is intended to summarize Company expectations and to comply with applicable Washington State and federal law. Where a specific site contract, post order, or collective bargaining agreement provides greater protection or a different requirement, the more specific document controls for that assignment, provided it does not fall below the legal minimums described here.

Note: Bracketed items [ ] should be completed or confirmed by American Raptor Security ARS management. This document should be reviewed by qualified Washington employment counsel before distribution.

2. At-Will Employment

Employment with American Raptor Security ARS is at-will. Either the employee or the Company may end the employment relationship at any time, with or without cause or notice, except as limited by law or by a specific written agreement signed by an authorized Company officer. No manager, supervisor, or representative of the Company, other than [Title, e.g., President/CEO], has the authority to make any agreement for employment for a specified period of time, or to make any agreement contrary to this policy.

3. Equal Employment Opportunity and Anti-Harassment

American Raptor Security ARS is an equal opportunity employer. The Company does not discriminate on the basis of race, color, national origin, sex, sexual orientation, gender identity or expression, age, religion, creed, marital status, honorably discharged veteran or military status, disability, use of a trained service animal, HIV/AIDS or hepatitis C status, genetic information, citizenship or immigration status protected by law, or any other status protected under the Washington Law Against Discrimination (RCW 49.60) or federal law, in any aspect of employment, including hiring, assignment, promotion, discipline, or termination.

The Company prohibits harassment of any kind, including sexual harassment, by any employee, supervisor, client, or third party encountered in the course of duty. Because security officers regularly interact with the public and client personnel, employees who experience or witness harassment or discrimination — including from a client’s staff or a member of the public at a post — should report it immediately using the complaint procedure below.

3.1 Complaint Procedure

Employees who experience or witness discrimination, harassment, or retaliation should report it as soon as possible to their supervisor, dispatch, or [HR contact name/title/phone/email]. Reports may be made verbally or in writing, and employees may bypass their direct supervisor if the supervisor is involved. The Company will investigate promptly and take corrective action where warranted. Retaliation against anyone who reports a concern in good faith or participates in an investigation is strictly prohibited and will result in discipline, up to and including termination.

4. Washington Private Security Guard Licensing (RCW 18.170)

American Raptor Security ARS operates as a licensed private security company under Washington law, and every security officer employed by the Company must hold and maintain the applicable license issued by the Washington State Department of Licensing (DOL) before working any post.

Unarmed guard license: Required for all officers who do not carry a firearm on duty. Includes DOL-required pre-assignment training, fingerprinting, and background check under RCW 18.170.030.
Armed guard license: Required in addition to the unarmed license for any officer authorized to carry a firearm while on duty, and requires a current firearms certificate and qualification consistent with DOL and Washington State Criminal Justice Training Commission requirements.
Temporary registration: A new hire may work under a temporary registration card, valid up to 60 calendar days, only after completing required pre-assignment training and submitting a complete license application; a temporary registration does not authorize carrying a firearm.
License card: Employees must carry their DOL license card at all times while performing security guard duties and must present it upon request from DOL, law enforcement, or an authorized Company representative.
Ongoing training: Employees must complete post-assignment and annual refresher training as required by WAC 308-18, and the Company will maintain required training records.
Renewal: Individual guard licenses expire annually and must be renewed on time; working with an expired license is a violation of state law and Company policy and may result in immediate suspension from duty.

Employees must immediately notify their supervisor of any arrest, criminal charge, protective order, or other event that could affect their DOL license eligibility or firearms certificate. Failure to maintain a valid, applicable license is grounds for immediate reassignment or termination.

5. Standards of Conduct

Security officers represent both American Raptor Security ARS and its clients while on post. Employees are expected to:

Follow post orders, client site rules, and Company policy at all times, and escalate to a supervisor or dispatch when a situation falls outside post orders or an officer’s authority.
Act professionally and courteously with the public, client staff, and coworkers, and de-escalate situations verbally whenever possible.
Remain at an assigned post until properly relieved, and never leave a post unattended without supervisor authorization, except in a genuine emergency.
Immediately report any use of force, injury, arrest, citizen’s arrest, detainment, or significant incident to a supervisor and complete an incident report before the end of the shift, consistent with Company incident-reporting procedures and post orders.
Never exceed the legal authority of a private security guard; officers do not have police powers and must not represent themselves as law enforcement.
Maintain confidentiality of client information, sites, schedules, and security procedures, both during and after employment.

Officers authorized to carry a firearm or other equipment must follow all Company, client, and post-order requirements for storage, retention, qualification, and use, and must immediately report any weapon discharge, loss, or malfunction to a supervisor.

6. Attendance, Scheduling, and Post Coverage

Because posts must remain continuously covered, reliable attendance is an essential job function for security officers. Employees must report to their post on time, in proper uniform, and ready for duty.

Employees who will be late or absent must notify dispatch or their supervisor as far in advance as possible, and in no case later than [X hours] before the shift start, except in a genuine emergency.
Excessive absenteeism or tardiness, including failure to arrive for a scheduled post (a “no-call/no-show”), will be addressed under the Company’s progressive discipline policy and may result in immediate termination for a no-call/no-show.
Employees may not leave a post before a relief officer arrives without supervisor authorization.

7. Uniforms, Appearance, and Equipment

Officers must wear the complete, clean, Company-issued uniform and display any required identification while on duty, consistent with client site requirements.
Company-issued equipment (radios, vehicles, uniforms, protective gear) remains Company property and must be returned in good condition upon request or at termination of employment.
[Uniform/equipment allowance details, replacement policy, and deductions for unreturned equipment, if any, to be completed — note that Washington law restricts wage deductions for lost or damaged equipment; confirm compliance with L&I rules before adopting any deduction practice.]

8. Wage and Hour Practices

Minimum wage: Effective January 1, 2026, the Washington State minimum wage is $17.13 per hour; employees working posts in cities with a higher local minimum wage (e.g., Seattle, SeaTac, Tukwila, Renton, Bellingham, Everett, Burien, or unincorporated King County) are paid at least the applicable local rate for hours worked there.
Overtime: Non-exempt employees are paid 1.5 times their regular rate for hours worked beyond 40 in a workweek.
Rest and meal breaks: Non-exempt officers receive a paid 10-minute rest break for every 4 hours worked and an unpaid 30-minute meal break for shifts over 5 hours, coordinated with dispatch so posts remain covered.
Pay schedule and pay statements: Employees are paid [bi-weekly/semi-monthly] on [pay dates], and each pay statement will show hours worked, pay rate, gross wages, deductions, and accrued paid sick leave balance, as required by law.
Timekeeping: Employees must accurately record all hours worked, including time spent in required briefings, equipment pickup/return, and travel between posts when compensable, and may not work off the clock.

9. Leave and Benefits

American Raptor Security ARS provides Washington Paid Sick Leave, Washington Paid Family & Medical Leave, WA Cares Fund coverage, and workers’ compensation insurance to all eligible employees as required by state law, along with any additional Company-provided benefits described in the Company’s separate Washington State Employee Benefits Policy. Employees should refer to that policy, or contact [HR contact], for full details on accrual rates, eligibility, and how to apply for leave.

10. Workplace Safety and Injury Reporting

Employees must immediately report any workplace injury, near-miss, or unsafe condition to their supervisor, no later than the end of the shift in which it occurs.
The Company will provide required safety training and equipment and will not retaliate against an employee for reporting a safety concern or filing a workers’ compensation claim in good faith.
Vehicle safety: Employees operating a Company or client vehicle must hold a valid driver’s license, follow all traffic laws, and immediately report any collision or citation to a supervisor.

11. Drug-Free and Alcohol-Free Workplace

Employees may not report to duty, or remain on duty, under the influence of alcohol or any impairing substance, and may not possess or use illegal drugs while on duty or on Company or client property. Because officers may be armed or responsible for public safety, the Company applies a zero-tolerance standard for impairment while on post. [Company to specify any drug/alcohol testing program — pre-employment, reasonable-suspicion, post-incident — and confirm the program complies with current Washington law, including restrictions related to off-duty cannabis use under RCW 49.44.240 for non-safety-sensitive positions.]

12. Confidentiality, Company Property, and Social Media

Employees must protect confidential client and Company information, including site vulnerabilities, access codes, schedules, and incident details, and may not disclose such information except as required for duty or by law.
Company email, radios, vehicles, and devices are Company property and are provided for business use; the Company reserves the right to monitor their use consistent with applicable law.
Employees may not post photos, videos, or details of client sites, incidents, or coworkers on personal social media without prior written authorization from a supervisor, in order to protect client confidentiality and officer safety.

13. Progressive Discipline

The Company generally follows a progressive discipline model — verbal counseling, written warning, final written warning, and termination — to address performance or conduct issues. However, because employment is at-will, the Company may skip any step or terminate employment immediately for serious violations, including but not limited to: leaving a post without authorization, a no-call/no-show, working while impaired, unauthorized use of force, license expiration or suspension, dishonesty, or violation of client confidentiality.

14. Separation from Employment

Employees who resign are asked, but not required, to provide at least [two weeks’] written notice.
Upon separation, the Company will pay all earned, unpaid wages in accordance with Washington law, and will provide information about continuation of benefits (e.g., COBRA) where applicable.
All Company property, including uniforms, radios, keys, access cards, and any issued equipment, must be returned at or before the final day of employment.

15. Policy Acknowledgment and Updates

American Raptor Security ARS will review this policy periodically, and at least annually, to reflect changes in Washington State or federal law, including annual updates to the minimum wage, Paid Family & Medical Leave premium rate, and DOL licensing requirements. Employees will be notified of material changes. Questions about this policy should be directed to [HR contact name, title, phone/email].

Acknowledgment of Receipt

I acknowledge that I have received, read, and understand the American Raptor Security ARS Washington State Employee Policy. I understand that my employment is at-will, that this policy does not create an employment contract or a guarantee of continued employment, and that the Company may modify this policy at any time consistent with applicable law.

Employee Name (print): ______________________________________

Employee Signature: ______________________________________ Date: ______________

Job Title / Location: ______________________________________