Private Security Industry

Drug Testing Guidelines for Security Guard Employment

As of May 2017, about 1.1 million individuals worked as security guards. According to a study performed by Scholars Academic Journal of Pharmacy (SAJP), 10.7% of security guard applicants tested positive for drug use during pre-employment screening, with 69.2% testing positive for THC and 30.8% for amphetamines.

While not federally required, security guard drug testing can prevent substance abuse and maintain workplace safety. Testing is typically done after a conditional offer, with clear notice to applicants. Employers must ensure testing policies comply with state laws and are applied fairly to all applicants to avoid discrimination.

Key Laws and Regulations

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  Americans With Disabilities Act (ADA): Employers must accommodate legal prescription drug use but not medical marijuana.
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  Family and Medical Leave Act (FMLA): Allows job-protected leave for substance abuse treatment.
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  Title VII of the Civil Rights Act of 1964: Ensures drug testing policies are non-discriminatory.
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  National Labor Relations Act (NLRA): Requires union agreements for drug testing policies in unionized workplaces.

Background Check Requirements for Security Guard Employment

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  One of the largest private security firms employs more than 800,000 people worldwide. With this large number of employees, many of them were hired with questionable criminal records and without holding a security license, and some of them later committed rape, assault, or murder.
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  In 2012, one security firm failed to perform a thorough background check, and a security guard murdered a 29-year-old and father of two outside of a nightclub.
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  About 10 percent of job applicants have criminal records that might prevent them from getting the job or affect their job somehow. Background checks deter applicants from providing false information or failing to disclose information about their criminal backgrounds.
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  From January 1 to August 11, 2021, thirty-three security officers were charged with fatal shootings.
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  Over a four-year period, 33 percent of fatal shootings by security officers were not justified.

FBI background checks, including criminal records, credit checks, and security clearance, may be required for security personnel. Forty-one states and Puerto Rico have specific laws for security guard employment, though not all mandate background checks. Employers are protected under the Private Security Officer Employment Authorization Act of 2007 when using criminal history for hiring decisions, and applicants can challenge inaccurate records. Additionally, Public Law 92-544 applies to private security guards' employment and licensing in many states, though not all require mandatory background checks.

Occupational Health Regulations in Private Security

Private security firms must follow general workplace safety standards set by the Occupational Safety and Health Administration (OSHA). Under the OSH Act, employers are required to provide a safe work environment free from known hazards that could cause serious harm or death. This applies to most private security personnel, including unarmed and armed guards.

Additionally, OSHA's Hazardous Waste Operations and Emergency Response (HAZWOPER) standard outlines training levels for personnel involved in emergency responses to hazardous substance releases, which can be pertinent to security personnel in certain scenarios.