Security Officer-Full Time: Campbellsville KY

Security Officer
Campbellsville, Taylor, KY (42718)
Number of openings: 1
Application closing date: 11/11/2017

Federal contractor, expires on 1/4/2018

Thank you for your interest in working with U.S. Security Associates, Inc. (USA). Before taking the time to complete the application and interview process, we request that you read the following information so you will have a clear understanding of what USA requires of all security officers, as well as what your duties would include if you were hired.

Everyone USA hires must meet the following minimum requirements:

Be able to obtain a Local or State Guard Card (where applicable). This includes having a criminal background evaluation, being able to show valid identification, and be able to pay the State Security License fee that is required. Some clients may require specific pre-employment background checks and/or annual background checks. USA does not make the decisions regarding issuing security licenses.

Be at least 18 years of age (21 for some positions)

Have a reliable means of communication (i.e. home phone, cell phone)

Have a reliable means of transportation to and from work

Effectively speak, read and write English

Must comply with USA appearance standards:

Your hair must be neatly cut and groomed. Hair will be cut short enough or styled sufficiently to prevent it from standing out when the uniform cap or hat is worn or from extending below the top of the shirt or jacket collar.

Refrain from wearing earrings, necklaces or jewelry worn in the nose, eyebrows, lips, tongues, or other extremities by men or women while on duty.

Your face must be clean-shaven except that neatly trimmed mustaches may be worn unless there is a client requirement prohibiting them (such as interfering with the wearing of special safety masks, etc.). Reasonable accommodation based on r ace, religious belief or for disability will be considered on a case-by-case basis.

All uniformed security officers must furnish their own black shoes (plain toed, suitable for wearing with a uniform) and furnish their own black socks. All shoes must be maintained in good condition.

As a USA security officer, you may be expected to perform one or more of the following essential job functions with or without a reasonable accommodation:

Be able to work overtime and on various shifts as needed; including weekends and holidays. Reasonable accommodation based on religious beliefs or disabilities will be considered on a case-by-case basis.

Be able to maintain accurate records

Effectively comprehend numerous policies, procedures, and concepts in order to respond appropriately to various situations

Communicate effectively with others

Walk up and down stairs

Stand for long periods of time sometimes in excess of eight hours

Work outside in a variety of weather conditions depending on the assignment

USA does not discriminate based on an applicant or employee’s disability and will engage in an interactive process to determine whether there is a reasonable accommodation available. If you have questions regarding an appropriate reasonable accommodation, please contact the Human Resources department at 770-625-1500.

USA thrives on our security guards being customer service oriented to ensure that we exceed our clients’ expectations. Satisfied clients are the reason for our existence. It is up to each and every security guard to ensure that our clients are pleased with the service they receive.

Under direct supervision, the Security Officer position patrols assigned areas to ensure protection of clients, visitors, property and equipment. Responsibilities include:


Watches for irregularities, such as security breaches, facility and safety hazards, and emergency situations; contacts emergency responders, such as police, fire, and/or ambulance personnel as required.

Remains alert for the presence of unauthorized persons and/or security code violators; approaches suspicious person and/or notifies police as appropriate; may confront and detain violators, as required, until police arrive.

Patrols assigned area on foot, on bicycle, or in motor vehicle, as assigned, to ensure personal, building, and equipment security

Examines doors, windows, and gates to ensure security; uses client keys to open and close buildings; monitors closed buildings for unauthorized persons and/or suspicious activities.

Prepares routine, standardized reports.

Provides escorts as necessary

Informs and warns violators of rule infractions, such as loitering, smoking, or carrying forbidden articles.

May provide specialized security in complex operational areas, requiring specific knowledge of the operating environment.

Performs periodic checks of emergency call boxes and/or street lights to ensure proper functioning; reports all malfunctioning as required.

Performs miscellaneous job-related duties as assigned.


High School Diploma or equivalent required.

Must have a valid state security officer license, if applicable.

Ability to communicate effectively with others both orally and in writing.

Ability to walk and climb stairs.

Ability to walk extended periods of time.

Ability to work outside in extreme weather conditions.

Ability to see and hear accurately in both day and nighttime conditions.

Ability to comprehend numerous policies, procedures, concepts and to be able to respond using discretion and interpretive judgment based on general and specific policies.

Ability to retain knowledge, information, and directions on an ongoing basis and communicate effectively with others.

Ability to maintain accurate records.

Ability to react appropriately in emergency situations.

Knowledge of cardiopulmonary resuscitation and first aid.

Knowledge of portable fire extinguishers and their locations.

Knowledge of the geography of the site to which assigned.

Skill in operating portable radio devices.


He/she must be customer service oriented.

The successful candidate will pay close attention to detail.

He/she must embody U.S. Security Associates’ values as a highly visible representative of the branch and set high standards for him/her and others.

Position based in Field Operations. Requires the ability to work in a fast-paced, multi-faceted environment

All the above duties and responsibilities are essential job functions subject to reasonable accommodation. All job requirements listed indicate the minimum level of knowledge, skills and/or ability deemed necessary to perform the job proficiently. Employees may be required to perform any other job-related instructions as requested by their supervisor, subject to reasonable accommodation. This document does not create an employment contract, implied or otherwise, other than an “at will” employment relationship.

U.S. Security Associates, Inc. is an equal opportunity employer. We do not discriminate on the basis of r ace, color, religion, sex, national origin, ancestry, age, medical condition, disability, veteran status, marital status, or s exual orientation. This policy applies to all areas of employment, including recruitment, hiring, training, promotion, compensation and benefits.

Applicants preferred to have at least a High school diploma/GED or equivalent
Applicants must be at least 18



Required notice about this job

Individuals with conviction or arrest histories are not prohibited from applying for this job. The public workforce system has identified criminal record exclusions or restrictions in the attached job announcement. These exclusions or restrictions may be unlawful under certain circumstances. Therefore, the system is providing this notice to job seekers. Please see below from the Equal Employment Opportunity Commission (EEOC) on Employer Consideration of Arrest and Conviction History.

Title VII of the Civil Rights Act of 1964 makes it unlawful to discriminate in employment based on race, color, national origin, religion, or sex. This law does not prohibit an employer from requiring applicants to provide information about arrests, convictions or incarceration. But, employers may not treat people with the same criminal records differently because of their race, national origin or another protected characteristic. In addition, unless required by federal law or regulation, employers may not automatically bar everyone with an arrest or conviction record from employment. This is because an automatic bar to hiring everyone with a criminal record is likely to unjustifiably limit the employment opportunities of applicants or workers of certain racial or ethnic groups.

If an employer’s criminal record exclusion policy or practice has a disparate impact on Title VII-protected individuals, it must be job related and consistent with business necessity. For greater detail on this standard, please see the EEOC’s Guidance referenced below. Since an arrest alone does not necessarily mean that someone has committed a crime, an employer should not assume that someone who has been arrested, but not convicted, did in fact commit the offense. Instead, the employer should allow the person to explain the circumstances of the arrest to determine whether the conduct underlying the arrest justifies an adverse employment action. These rules apply to all employers that have 15 or more employees, as well as employment agencies that regularly refer potential employees to at least one employer covered under Title VII. For more information:

For information on filing a discrimination charge with the EEOC: call 800-669-4000 or visit

Relevant Information from Other Federal Agencies

The Fair Credit Reporting Act (FCRA) requires an employer to obtain the applicant’s permission before asking a background-screening company for a criminal history report, and requires the employer to provide the applicant with a copy of the report and a summary of the applicant’s rights before the employer takes an adverse action (such as denying an application for employment) based on information in the criminal history report. For more information:

The U.S. Department of Labor enforces Title VI of the Civil Rights Act of 1964 as it applies to public workforce system programs or activities receiving federal financial assistance, as well as the non-discrimination provisions of the Workforce Investment and Wagner Peyser Acts, which fund the public workforce system. Title VI and its implementing regulations prohibit any program or activity receiving federal financial assistance from excluding from participation in, or denying the benefits of the program, or otherwise subjecting anyone to discrimination, on the ground of race, color, or national origin. The non-discrimination provisions in the laws that fund the public workforce system apply to discrimination on these bases, as well as discrimination on other grounds including disability, age, sex, and religion. Inquiries about civil rights issues in the public workforce system should be addressed to CRC, by phone at 202-693-6500 (voice) or 202-693-6516 (TTY); by relay at 800-877-8339 (TTY/TDD), or 877-709-5797 or (video); or by e-mail at Complaints alleging discrimination by entities in the system may be filed with CRC by postal mail, e-mail, or fax, addressed to Director, Civil Rights Center, U.S. Department of Labor, 200 Constitution Avenue, NW, Room N-4123, Washington, DC 20210,, 202-693-6505 (fax). Further information about the discrimination complaint process is available on CRC’s Web site at

Customer Job ID KY0974425
Posting ID 769053412 (Job ID 768980571)


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