734 - USE OF FORCE
The primary obligation of all Security Officers is to observe incidents that are criminal or safety concerns and report them to the proper response authorities. With exceptions for the Armed Security division, Officers will not possess upon their person or at their workplace any object that is commonly construed as a weapon. Examples of this include, but are not limited to: firearms, striking devices, incapacitating sprays or foams, pressure point devices, stun devices or any object by its preparation, appearance or presentation is an obvious weapon. No handcuffs or flex cuffs or similar restraints shall be carried or used by the security officer. No component of a weapon shall be carried to include ammunition or component of ammunition. Violation of this rule will result in immediate termination of employment.
Use of Force. A DPI Security Officer may only use physical force in the following circumstances:
When the officer is being assaulted or reasonably believes they are about to be assaulted, or
When the officer is witnessing another person being assaulted and it appears reasonable that serious physical injury could result.
Serious Physical Injury is defined by the Criminal Code as: means physical injury which creates substantial risk of death or which causes serious and protracted disfigurement, protracted impairment of health or protracted loss or impairment of the function of any bodily organ.
Only the minimal amount of force necessary to control the situation is to be used by the Security Officer. Once the threat has been eliminated, all use of force will be stopped.
@2021 The DPI Group. Revision Dates: 02/10/2021 - The policies do not form a contract, express or implied, nor do they guarantee employment for any specific length of time. Employment with The DPI Group or any subsidiary is at-will. This means that either the employee or employer can terminate the employment relationship at any time, for any reason. No statements made by any supervisor or manager can alter this at-will relationship. The at-will relationship can only be changed through a signed written agreement that specifically sets forth the terms between the employee and the President/Chief Executive Officer of the Company.