Definitions

• Employee: Any individual employed or contracted by Elite Guard Inc.
• Harassment: Any unwelcome conduct, comment, or action that creates a hostile work environment.
• Violence: Any act or threat that may cause physical or psychological harm.
• Confidential Information: Any non-public company, client, or operational data.

Probationary Period: All new employees are subject to a probationary period of ninety (90) days from the date of hire. During this period, performance, conduct, attendance, and suitability will be evaluated. Elite Guard Inc. reserves the right to terminate employment during probation in accordance with applicable provincial employment legislation.

• No Shows: Notify supervisor at least four (4) hours prior to shift start if unable to attend. Failure to report may result in disciplinary action.
• Being Late: Arrive at least fifteen (15) minutes prior to shift start. Repeated lateness results in progressive discipline.
• Site Abandonment: Leaving site without authorization is strictly prohibited; may result in immediate termination.
• Shift Confirmations: Employees must confirm assigned shifts. Failure may result in removal from schedule.
• Sleeping on Duty: Must remain awake at all times. Sleeping on shift may result in immediate termination.
• Personal Devices: Excessive phone use is prohibited. Devices must remain on silent mode.
• Time-Off Requests: Submit at least two (2) weeks in advance. Subject to operational needs.
• Shift Cancellation: Must call dispatch directly. Text or email is not acceptable.
• Harassment Policy: Zero tolerance for harassment or workplace violence.
• Social Media: Posting confidential company/client info or uniforms online is prohibited.
• Frequent Absences: May result in reduced scheduling or disciplinary action.
• Uniform Requirement: Full designated uniform must be clean and professional at all times.
• Professional Conduct: Maintain professional behavior toward clients, coworkers, and the public.

Disciplinary Process

• Verbal warning
• Written warning
• Final warning or suspension
• Termination (depending on severity)

Elite Guard Inc. reserves the right to bypass progressive discipline in cases of serious misconduct.

Policy Overview

While operating an Elite Guard Inc. vehicle, collisions or other damage may occur, and such incidents are subject to review by management. Investigations include incident reports, driver statements, and environmental conditions.

This Agreement is accepted upon commencement of work and receipt of payment from Elite Guard Inc. (the “Company”).

• Introduction: Includes operational procedures, client info, security protocols, site assignments, financial data, and personnel records.
• Non-Disclosure: Maintain strict confidentiality during and after employment. No third-party disclosure without prior consent.
• Return of Property: Immediately return all files, uniforms, ID badges, keys, and equipment upon termination.
• Non-Solicitation: For one (1) year post-termination, do not solicit clients or induce employees to leave.
• Ownership: All reports and materials created during employment remain exclusive company property.
• Governing Law: Governed by provincial laws and the applicable laws of Canada.

Elite Guard Inc. is committed to flexible work arrangements in accordance with the Alberta Employment Standards Code (ESC).

Definitions

Averaging Arrangement: Agreement allowing the company to average hours over 1 to 52 weeks to determine overtime pay.

Employer Responsibilities

• Provide written notice at least two weeks in advance.
• Document averaging weeks and specify work schedules.
• Outline overtime calculations per ESC standards.
• Compensate calculated overtime pay or paid time off.

Termination: Either party may terminate the arrangement with thirty (30) days’ written notice.

Effective Date: 29 June, 2025 | Review Date: 29 June, 2026

Reporting Procedures

Workers must immediately report incidents to a supervisor, site lead, or safety officer.

• How: Verbally, Incident Report Form, or email to saqib@eliteguardinc.com
• OHS Reporting: Mandatory notification if serious injury occurs or potential for serious harm exists.

Training and Compliance

Employees are required to attend all mandatory training sessions and remain compliant with company policies and applicable laws.

Disciplinary Action

Failure to comply with this Code may result in disciplinary action, up to and including termination of employment.

Adheres to the Security Services and Investigators Act (SSIA) of Alberta.

Reporting: Mandatory reporting of SSIA violations or significant security events to supervisors.

Provides a process for the public to file complaints regarding security personnel conduct, per SSIA regulations.

Process

• Acknowledgment: Within 5 business days.
• Investigation: Internal review by designated complaints officer.
• Resolution: Targeted within 30 days.

Outcome & Appeal

• Complainant will receive a written response outlining findings.
• If unsatisfied, a request for review may be submitted to senior management.
• Serious complaints may be escalated to Alberta Security Programs and Licensing.

Confidentiality

All complaints will be handled confidentially. Information will only be shared where necessary for investigation or required by law. Individuals submitting complaints in good faith will be protected from retaliation.