Our policies for manned guarding and electronic security solutions

High-end security services in Southampton and Nottingham.

Corporate social responsibility policy

CORPORATE SOCIAL RESPONSIBILITY POLICY. This document sets out the company’s approach to the responsibilities it has for its staff, its partners and clients, and for the community and environment in which it operates. It provides an overview of our corporate responsibilities, some of which are detailed in other documents. We recognise the unique and important contribution made by every individual person with whom we involve ourselves, to our work, to their own organisations and to the wider community. We welcome human diversity in all its forms and see diversity as fundamental in all our dealings with clients, partners, associates and the wider community. We accept responsibility for caring for our staff, providing them with meaningful employment, with the opportunity to provide for themselves and their families and for ensuring, as far as we can, their continuing health, safety and welfare in the workplace. We recognise the need of our clients and the public at large to a safe and secure environment and regard their property, including intellectual property as being as important as our own. We will try wherever possible to ensure the protection of the public whilst carrying out our operations through contact with local enforcement agencies. We recognise that we must contribute to maintaining and improving the environment in which we operate through the application of our Environmental Policy, our policy on Equality and Diversity and our Health and Safety Policy. In addition, we regard as unacceptable the employment of child labour and forced labour. We will deal with our business partners and employees in an honest and honourable manner at all times.

Signed by Managing Director
 Version 1

24-hour protection

We will ensure the provision of a security function to protect the public at the highest possible standard through a competitively priced, personal service, tailored to our client's needs and supported by a highly skilled and motivated workforce. We value our stakeholders and will be not only the supplier of choice but also the employer of choice.

Equal opportunities policy

Statement of intent
The Members and Staff of Global Express Security Services Ltd condemns all forms of racism and sexism. We will endeavour to oppose racism and sexism in all spheres of Global Express Security Services Ltd activities. We are committed to implementing principles, which ensure that no person is treated less favourably than any other person because of their sex, race, class, colour, nationality, ethnic origin, marital status, sexuality, age, trade union membership or activity, religion belief, or physical or mental disability. We will also promote these aims within the communities in which we operate and with organisations and individuals with whom we come into contact.
Global Express Security Services Ltd is committed to a programme of action to make this policy fully effective.

Equal opportunities policy statement
Global Express Security Services Ltd wishes it to be known that it is an equal opportunities employer. This means that in the provision of Security Services and employment of staff to provide these services, Global Express Security Services Ltd will seek to ensure equality of opportunity and treatment for all persons.
No person or group of persons applying for services, or for a job, or for contracts with Global Express Security Services Ltd will be treated less favourably than any other person or groups of persons because of their sex, race, class, colour, nationality, ethnic origin, marital status, sexuality, age, trade union membership or activity, religious belief, or physical or mental disability.
In carrying out its equal opportunities policy Global Express Security Services Ltd will actively assist disadvantaged groups to benefit from its services. It will seek to identify the needs of disadvantaged groups
To help it fulfil its commitment to equal opportunity, Global Express Security Services Ltd will collect and monitor records of the sex and ethnic / racial origin of all those applying to it for services and all those seeking employment with Global Express Security Services Ltd

Signed by Managing Director
 Version 1

Health and Safety policy statement

The Directors of Global Express Security Services Ltd recognises its duty to comply with the Health and Safety at Work Act 1974. The Company acknowledges and accepts its legal responsibilities for securing the health, safety and welfare of all its employees, of sub-contractors working on its behalf and all others affected by their activities.

Named person responsible for H&S: Mr. Mahgoub Sabiel

The Company recognises and accepts the general duties imposed upon the company as an employer under the Health and Safety at Work Act and subsequent health and safety regulations appertaining to its operation and as such the Directors of Evolution Security Management will as far as practicable:
  • Provide adequate resources to maintain health and safety
  • Carry out risk assessments and review them on a regular basis to ensure they remain current and applicable to the work tasks that are required.
  • Provide and maintain safe systems of work which are without risk to health
  • Provide employees with such information, instruction, training and supervision as is necessary to secure their safety and health at work and that of others who may be affected by their actions.
  • Carry out health surveillance where required.
  • Ensure that all equipment supplied is maintained in a safe condition
  • Make adequate provision and arrangements for welfare facilities at work
  • Monitor safety performance to maintain agreed standards

The duties of the employees are to:
  • Take reasonable care of their own health and safety, and that of others who may be affected by their acts or omissions at work.
  • Co-operate with others in the Company to fulfil our statutory duties.
  • Not interfere with, misuse or wilfully damage anything provided in the interests of health and safety.
  • Reporting any accidents or near misses, however minor, to the site supervisor or line manager
  • Co-operate with any investigation, which may be undertaken with the objective of preventing recurrence of incidents.

To ensure this policy is effective, we will
  • Review it annually or on any significant changes to our business.
  • Make any such changes known to our employees.
  • Maintain procedures for communication and consultation between all levels of staff on matters of health, safety and welfare.

All contractors working for the company are required to comply with the appropriate rules and regulations governing their work activities. Contractors are legally responsible for their own workforce and for ensuring the work is carried out in a safe manner.

Consultation and training
The managing director is committed to involving employees at all levels in the maintenance of health and safety standards and to provide them with adequate information, instruction and training. Much of this will be carried out during the company induction training and later on during site-specific training which will be carried out by the appropriate person. Regular supervisory checks will be completed to ensure the safety of the officers on duty and to test compliance and understanding to current regulation. Where issues are brought to the attention of the supervisor or found by the supervisor he will immediately report these back to his line manager or in their absence the appropriate director. Any changes in health and safety will be notified to the operational staff either in person, during visits, e-mail or memo.
The company will carry out further training when required in such areas as the use of PPE, safety equipment, manual handling or plant and machinery as required. Details of the training will be logged on the individuals training record once completed.

Where there are changes to the site assignment, instructions details will be issued to staff and the appropriate retraining given, details of which will be logged onto the individual's training record.

Risk assessments
The Health and Safety coordinator / representative will carry out and record formal risk assessments. In addition, risk assessments are carried out continuously by employees throughout their work. Hazards are considered and work methods established to minimise the risk of injury to themselves and others affected by the work. Where the employee does not have sufficient knowledge about a specific hazard, they will take further advice from the H&S coordinator / representative if required. The head of the company ensures operators are provided with appropriate instruction and training on risk assessments.

Security surveys / welfare facilities
Prior to the commencement of an operation the appropriate person from the company will carry out a site survey. The survey will include such areas that are a security risk along with the determination of the welfare facilities appropriate for the staff working on site such as a suitable base, toilet facilities and heating and lighting.

Method statements / assignment instructions
Formal method statements (safe working procedures / assignment instructions) will be prepared in writing where the risk is particularly high. The method statements will provide site-specific information on the task to be undertaken including site set-up, chain of responsibility and will detail a clear sequence of work that would be followed in order to undertake the given task safely.

Co-operation with clients
Employees will always familiarise themselves with client procedures when first attending site, in particular general site access, emergency procedures and high risk work activities. Client's site procedures and specific instructions will be followed at all times.

Work equipment
All work equipment (including electrical equipment) used at work, as part of the company’s undertaking will comply with the Provision and Use of Work Equipment Regulations (P.U.W.E.R.).
Before new equipment is introduced into the working environment, an assessment will be made by Mr. Mahgoub Sabiel in order to ascertain that the equipment is suitable for its intended use.
No employee will use work equipment for which they have not received specific training.
No employee will knowingly misuse work equipment or remove any guards that are in place to minimise a specified risk.
All work equipment will be maintained and inspected at suitable intervals either internally by a competent person or by specialist external companies. The frequency of work equipment maintenance or inspection will be based on manufacturer’s guidance and industry best practice. Any maintenance / inspections undertaken on company equipment will be formally recorded with a hard copy left on file in the Equipment Maintenance Register.
The Register shall specify the location or holder of the equipment and the frequency and type of service. Evidence that service has been conducted shall be held in the Register. For company vehicles, the manufacturer’s maintenance handbook shall be used to record the regular maintenance of the vehicle.
Any employee who is in control of company equipment that is lost, mislaid, is damaged or fails to operate, shall advise the Managing Director. An Equipment Fault Report shall be raised specifying and confirming the corrective action. Immediate action shall be taken by the Managing Director if the reported problem applies to health and safety related equipment.
Client supplied equipment shall be controlled in accordance with the assignment instructions.
If any faults or damage are found on any equipment, stop using the work equipment and report the fault to your site supervisor or line manager.
All equipment requiring regular maintenance and / or whose location is required to be known shall be logged.

Personal Protective Equipment (P.P.E.)
Appropriate personal protective equipment will be issued to employees as and when necessary for work activities.
Training will be provided for employees on the safe use, storage and maintenance of the relevant equipment before issue and a written record detailing what P.P.E. has been issued will be signed by the employees on receipt of the equipment and the hard copy kept on file.
Employees have a legal duty to wear P.P.E. as specified in relevant site rules, risk assessments and method statements.
Any defects or malfunction of P.P.E. must be reported to Mr. M. Sabiel.

First aid and accident reporting
Adequate first aid provision will be made at every place of work occupied by the company.
Each first aid box shall be suitably marked and be easily accessible to all employees at all times when they are at work.
Head office – the first aid box is located at reception.
On project sites – wherever possible, arrangements will be made with clients / principle contractors to use their first aid facilities.
All accidents MUST be reported to your line manager and the details recorded in the accident book (held at head office). Serious accidents where hospital treatment is required must be reported to the Health and Safety advisor as soon as possible after the incident.
It is our policy to report all accidents, industrial diseases and dangerous occurrences to comply with the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations, 2013. We will also record all injuries in the appropriate accident book, as required by the Social Security (Claims and Payments) Regulations, 1979.
The company representative is responsible for reporting all notifiable accidents to the enforcing authority. Employees must report all injuries to their supervisor / line manager immediately after treatment. The accident report must be fully completed for all injuries incurred at work, however minor. An accident book is maintained in our main control room where all staff have been instructed to report to. If, because of their injury, employees are incapable of making an immediate entry, then that entry must be made by their manager, first-aider or nominated person.
Following any accident that requires treatment, the employee’s manager will notify the company representative who will
complete an accident investigation report
Notify the enforcing authority, if the accident is reportable.

Following any accident of any severity that requires treatment, the employee’s supervisor/line manager will take statements and retain any other documents related to the accident.
If the injury is of a serious nature or if there is any doubt, the injured person will be sent to the nearest hospital for treatment. Although it is not our legal duty, we will notify the enforcing authority of injuries to a non-employee, e.g. contractors, if the injury takes place on our premises and we become aware of it. Accidents and injuries that are reportable to the enforcing authority will also be reported to our employer’s liability insurer.
Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (R.I.D.D.O.R.):
Certain accidents are reportable to the HSE’s Incident Contact Centre. The Health and Safety co-ordinator must be notified as soon as possible after incidents causing the following injuries:
  • any work related injury that leads to an employee being absent from work for more than 3 working days
  • fracture other than to fingers, thumbs or toes;
  • amputation;
  • dislocation of the shoulder, hip, knee or spine;
  • loss of sight (temporary or permanent);
  • chemical or hot metal burn to the eye or any penetrating injury to the eye;
  • injury resulting from an electric shock or electrical burn leading to
  • unconsciousness or requiring resuscitation or admittance to hospital for more than 24 hours;
  • Any other injury: leading to hypothermia, heat-induced illness or unconsciousness; or requiring resuscitation; or requiring admittance to hospital for more than 24 hours.
Accident investigation
It is our policy to investigate
  • All accidents resulting in any reportable injury or losses of any assets
  • All accidents, however minor
  • All near misses
Employees should be aware that health and safety enforcement officers can enter premises without appointment, at any reasonable time, to ascertain if the requirements of the law are being met. If they have reason to believe that a situation exists or may arise in which there is potential for serious injury or death, they may enter work premises at any time.
We will extend to them full co-operation. We will co-operate with our insurers, in order to reduce our premium as far as we can. If the insurers have advice on reducing risk, we will follow that advice where reasonably practicable.

Hazardous substances
It is important for a security officer to understand the signs that are used on vehicles and containers giving information about hazardous contents. These are known as Hazchem signs.
The labels give the following information:
  • An emergency code for the substance – this tells the emergency services what action should be taken in cases of emergency.
  • A V.N. identifies the number of the product, unique to that product.
  • A hazard warning symbol – a picture on a white or coloured background that indicates the hazardous properties of the contents e.g. oxidising, toxic, corrosive.
  • A contact telephone number for further specific information.
The hazard may be biological, chemical or physical, including fire or explosion. Should deliveries of this sort be made to your site, the assignment instructions should provide you with information which will include the appropriate data sheets that will contain detailed information on the substance. The same applies to storage of these products on site.
The driver of the vehicle must carry with him, in writing, details of:-
  • The substance
  • The hazard
  • The precautions to take in an emergency
Leaks and spillages
If hazardous products are stored on site, they may be in an exclusion zone. If they are not and a security officer finds traces of leaking substances, a few very basic rules should be followed:
  • Avoid physical contact
  • Check labels for instructions, taking care not to step into the spillage
  • Inform the supervisor or Regional Control
  • Contact Emergency Services if necessary
  • Follow details in the assignment instructions and inform all necessary personnel.

Fire safety and emergency procedures
It is the company’s policy to take account of fire hazards in the workplace. All employees have a duty to conduct their operations in such a way as to minimize the risk of fire. This involves compliance with the Company’s no smoking policy, keeping combustible materials separate from sources of ignition and avoiding unnecessary accumulation of combustible materials
In the event of the fire alarm being activated, or in any other emergency situation (e.g. bomb scare), all employees must leave the site by the nearest available exit and assemble at the designated assembly point.

Manual handling
The Manual Handling Operations Regulations, 1992 apply to work activities
In consideration of their special needs, we will take additional measures to secure the safety of pregnant or nursing mothers, including modifying our manual handling risk assessments.
Manual handling operations will be assessed for all activities for any loads other than those, which are clearly not significant. Manual handling operations in areas or under conditions that may alter the risk will be assessed.

Signed by Managing Director
 Version 1

Recruitment and selection policy

The recruitment and selection process is crucially important to any equal opportunities policy. We will endeavour through appropriate training to ensure that employees making selection and recruitment decisions will not discriminate, whether consciously or unconsciously, in making these decisions.

Promotion and advancement will be made on merit and all decisions relating to this will be made within the overall framework and principles of this policy.

Job descriptions, where used, will be revised to ensure that they are in line with our equal opportunities policy.

We will adopt a consistent, non-discriminatory approach to the advertising of vacancies.

All applicants who apply for jobs with us will receive fair treatment and will be considered solely on their ability to do the job.

Interview questions will be related to the requirements of the job and will not be of a discriminatory nature.

Training policy

Global Express Security Services Ltd is committed to a structured training and development programme of its staff through vocational and refresher training in order to fulfil the high standards of service required to ensure success and to comply with legislation – Private Security Industry Act 2001.

The company’s policy statement on training is as follows:-
“To provide training at all levels of such duration and scope as is compatible with the efficient discharge of the task involved and the safety of the employee. Whether conducted “in house” or “contracted out” training at all levels must be conducted by qualified trainers in an environment conducive to effective training.

To provide training at all levels specific to assignment and required specialist skills, also to provide continuation, refresher and contingency training.

This policy is approved by the directors and is supported by all levels of management within Global Express Security Services Ltd.

Signed by Managing Director
 Version 1

Ethical policy

Policy statement
Titan’s policy is to seek to purchase goods and services that:
  • Are produced and delivered under labour conditions that meet the Ethical Trade Initiative and therefore do not involve the abuse or exploitation of any person
  • Have the least negative impact on climate change and the environment
Such considerations will form part of the evaluation and selection criteria for all goods and services purchased by Global Express Security Services Ltd.
All Global Express Security Services Ltd suppliers complete a supplier questionnaire relating to quality control and are assessed as suitable for the approved suppliers on the basis of this questionnaire prior to award of contract. Where Global Express Security Services Ltd feels it is necessary a representative will visit the supplier to ensure that we are completely satisfied with the processes and procedures in place.

Global Express Security Services Ltd will only use suppliers who conform to essential labour standards, including the following:
  • Employment is freely chosen
  • Freedom of association and the right to collective bargaining are respected
  • Working conditions are safe and hygienic
  • Child labour shall not be used
  • Living wages are paid
  • Working hours are not excessive
  • No discrimination is practised
  • Regular employment is provided if possible
  • No harsh or inhumane treatment is allowed
Suppliers should, as a minimum, comply with all statutory and other legal requirements relating to the environmental impacts of their business.
The supplier should not be engaged in the sale of arms to governments that systematically violate the human rights of their citizens; or where there is internal armed conflict or major tensions; or where the sale of arms may jeopardise regional peace and security.

Signed by Managing Director
 Version 1

Quality policy

The purpose of the Quality policy is to ensure that the services provided to its customers consistently meet or exceed their expectations. The company operates a system that regularly evaluates its processes and customer needs, and has set quantifiable objectives with plans in place to ensure that they are reviewed year on year for improvement.

It is the policy of Global Express Security Services Ltd to maintain, on a continual basis, an effectively managed Quality Assurance programme, which will assure customers that the services supplied conform to the laid down procedures or disciplines of the company, and which will ensure that the customer’s needs and expectations are fully met.

The management of the company is firmly committed to the systems, procedures and controls, and the total participation of all personnel is mandatory.

The managing director is entrusted with the authority and responsibility for the control of the Quality and to ensure that all legal and regulatory requirements are met such as Health and Safety at work and regulation to the Private Security Industry Act.

The company management representative cannot be over-ruled on matters of Quality, and in case of differences of opinion on Quality matters, have the responsibility to refer such items to the managing director or his representative for resolution.

This policy of Quality Assurance is in place to ensure that the overall organisational objectives of the company are met. The objectives of this company are to ensure that the best possible security services are supplied to the company’s valued clients and that the company is able to meet customer needs and requirements as effectively and efficiently as possible.

It is the intention of the managing director that this policy along with all other policies will be reviewed on an annual basis at the management review meeting.

Signed by Managing Director
Version 1

Violence at work policy

Purpose of this policy
The purpose of this policy is to set out Global Express Security Services Ltd policy and procedures to prevent, manage and respond to work-related violence. Management supports this policy and we will not tolerate any instances of work-related violence, including verbal abuse, to our staff. No member of staff will be blamed for an instance of work-related violence caused by a customer or member of the public. All employees have the right to be treated with consideration, dignity and respect.

This policy applies to all staff working with us, including security staff and contractors
Definition of Work-Related Violence
Global Express Security Services Ltd define work-related violence as any incident in which an employee is abused, threatened or assaulted by a member of the public in circumstances arising out of the course of his / her employment. This is based on the Health and Safety Executive’s definition.
Responsibilities of Staff and Managers
These relate to all members of staff, including security staff and other personnel who work on these premises or on assignments, or have responsibilities relating to them.
All managers have a responsibility to implement this policy and to make sure their staff are aware of it and understand it. Managers should also:
  • Treat any reports of work-related violence, threats or abuse seriously and respond to them promptly.
  • Record details of the incident where appropriate and give all employees involved in the incident full support during the whole process
  • Respond and consider seriously any suggestions made by staff about how to improve violence prevention and management, and give feedback to staff about their suggestions, including whether it will be taken forward and if not, why not.
  • Set a positive example by reporting all incidents of violence and abuse and not tolerating abusive behaviour from customers and members of the public. Make sure you also offer good customer service and follow specific policies.
  • Respond to and, where possible, resolve incidents, ideally before they escalate.
  • Monitor incidences of violence and abuse and initiate appropriate action if more measures are needed.
  • Review and amend this policy and the risk assessment as necessary.
  • Where possible, direct staff to appropriate support and advice after an incident has occurred.
  • Encourage other staff members to support their colleagues, including those that might have witnessed the incident.
  • If victims are particularly traumatised by the event, provide support where possible, such as time off work or changes to their tasks.
  • If an investigation is needed, work with the police and offer any assistance needed to help in their enquiries.
  • Managers have a responsibility to act in a way that does not incite or increase the likelihood of violence.
  • Any manager found to be encouraging or inciting violence or not resolving potentially violent or abusive situations may be subject to disciplinary action.
All staff have personal responsibility for their own behaviour and for ensuring that they comply with this policy.
There are a number of things that staff can do to help prevent work-related violence:
  • Be aware of the company’s policy and comply with it, including specific policies on aspects such as the sale of alcohol or excluding customers.
  • Offer good customer service and be aware of customer needs.
  • Recognise the potential for work-related violence and take action to resolve it early on.
  • Staff should take positive action and, for example, contact a manager if they think a customer or member of the public might cause problems.
  • Don’t accept instances of work-related violence directed towards you or others. Staff should report any instances of violence, threats or abuse, including any details about when it happened, who was involved and any relevant circumstances that may have contributed to the incident.
  • Serious incidents should be reported in the incident book kept in the Director's office but minor incidents and incidents of verbal abuse should be reported to managers as they occur.
  • Be supportive of colleagues who are victims or have witnessed work-related violence. Suggest additional measures to managers which might help to prevent and manage work-related violence.
  • Staff have a responsibility to act in a way that does not incite or increase the likelihood of violence.
  • Any staff member found to be encouraging or inciting violence may be subject to disciplinary action.
  • Staff and managers should also work with trade unions, where relevant, in preventing, addressing, reporting and responding to incidents or work-related violence.
Risk assessments
The risk assessments for work-related violence are kept on file.
The risk assessments were conducted by the senior manager and are reviewed every year, unless an increase in the number of incidents suggests the assessment should be reviewed more frequently.
The risks were assessed by talking to staff, reviewing the incident book and considering the work environment and job design. If staff believes a risk factor has not been covered by the assessment or have ideas on further prevention measures, they should discuss these with their manager. The contents of the risk assessment will be communicated to all staff and appropriate training will be given.

The following training should be provided:
  • All staff, including new staff, should receive awareness training on work-related violence, our policy and procedures, how to prevent work-related violence, reporting procedures and what to do following an incident. This may be through formal training or a briefing from managers, depending on the risk potential for the staff members.
  • Managers will be trained as above, as well as on how to handle complaints and trouble among customers effectively.
Actions following an incident
If a staff member is being abused, threatened or attacked, they should approach their manager or a colleague for help. Managers should respond to the situation by talking to the perpetrator, explaining that their behaviour is not acceptable.
Medical assistance should be provided immediately where required. The police should be informed of a serious incident involving physical attack or serious cases of threatening or verbal abuse. Police should also be informed of persistent cases of violence, threats and abuse.
Staff members will be encouraged to provide support to any victims or witnesses of violence, threats or abuse through appropriate training, and managers should provide support, including, where needed, allowing time off work for individuals to recover.

Signed by Managing Director
 Version 1
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Global Express Security Service provides manned guarding, security patrol, CCTV installation and other commercial security solutions. Call our team in Southampton on 
023 8178 8261 

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