G-SQUARE
SECURITY GUARD
TRAINING ACADEMY
G-SQUARE CONSULTING SERVICES LLC
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TABLE OF CONTENTS
Section I
Section II
Section III
Section IV
Section V
Section VI
Section VII
Eight-Hour Pre-Assignment Training Course for Security Guards
1
Sixteen-Hour On-The-Job Training Course for Security Guards
1
Eight-Hour Annual In-Service Training Course for Security Guards
1
Forty-Seven Hour Firearms Training Course for Armed Security Guards 2
Eight-Hour Annual Firearms Training Course for Armed Guards
2
Refund Policy
2
Procedure for Applying for a Refund
3
Attendance Policy
4
Anti-Discrimination Policy
4
Types of Prohibited Conduct
4
Applicability
5
Specific Protections
5
Sexual Harassment
5
Disabilities
6
Religion
6
Retaliation
7
Procedures – Reporting Violations
7
Contact with the Anti-discrimination Office
8
Withdrawing Complaints
9
Mediation
9
Concluding the Complaint Investigation
9
Confidentiality
10
Documentation
10
Complaint Procedures
10
Who Can Complain
10
How to Complain
10
What Happened Next?
11
Does This Always Happen?
11
Can Have Someone with You When Your Complaint is Discussed 11
Can You Take Your Complaint Elsewhere?
11
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The catalog is a published document that describes various aspects of the G-Square
Training Academy including the courses offered, rules of the school, refund policy and
course completion requirements. Each prospective and enrolled student shall
receive a copy of the catalog.
The following security guard training courses are required by NYS General Business
Law Article 7-A, section 89-n.
SECTION I
EIGHT-HOUR PRE-ASSIGNMENT TRAINING COURSE FOR SECURITY GUARDS
This is an 8 hour course required by New York State as the first step in obtaining
a security guard registration card from the New York State Department of State. The
course provides the student with a general overview of the duties and responsibilities of
a security guard.
Topics covered in this course include the role of the security guard, legal powers
and limitations, emergency situations, communications and public relations, access
control, and ethics and conduct. The passing of an examination is required for
successful completion of this course.
16 HOUR ON-THE- JOB TRAINING COURSE FOR SECURITY GUARDS
This 16-hour course must be completed within 90 days of employment as a
security guard. The course provides the student with detailed information on the duties
and responsibilities of a security guard. Topics covered in this course include the role of
the security guard, legal powers and limitations, emergency situations, communications
and public relations, access control, ethics and conduct, incident command system, and
terrorism. The passing of an examination is required for successful completion of this
course.
EIGHT-HOUR ANNUAL IN-SERVICE TRAINING COURSE FOR SECURITY GUARDS
This 8-hour course must be completed within 12 calendar months from
completion of the 16 Hour On-the-Job Training Course for Security Guards, and
annually thereafter. The course is structured to provide the student with updated and
enhanced information on the duties and responsibilities of a security guard. Topics
include the role of the security guard, legal powers and limitations, emergency
situations, communications and public relations, access control, and ethics and conduct.
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FORTY-SEVEN HOUR FIREARMS TRAINING COURSE
FOR ARMED SECURITY GUARDS
This is a 47 hour course required by New York State as the first step in obtaining
a special armed guard registration card from the New York State Department of State.
To attend the course students must possess a valid pistol license pursuant to NY Penal
Law Section 400.00 and a valid NYS security guard registration card. The course
consists of 7 hours of NYS Penal Law Article 35 (Use of Force/Deadly Physical Force)
and 40 hours of range instruction and qualification. To successfully complete the course
the student must pass a written examination on Article 35 and qualify with a handgun.
EIGHT-HOUR ANNUAL FIREARMS TRAINING COURSE FOR ARMED GUARDS
This is an 8 hour course that must be completed within 12 calendar months from
completion of the 47 Hour Firearms Training Course for Armed Guards, and annually
thereafter. To attend the course students must possess a valid pistol license pursuant to
NY Penal Law Section 400.00 and a valid NYS security guard registration card. The
course consists of 3 hours of NYS Penal Law Article 35 (Use of Force/Deadly Physical
Force) and 5 hours of range instruction and qualification. To complete the course, the
student must pass a written examination on Article 35 and qualify with a handgun.
SECTION II
REFUND POLICY
A. A student who cancels prior to the start of training classes is entitled to receive all
fees returned.
B. THE 8-HOUR PRE-ASSIGNMENT TRAINING COURSE: if student withdraws from
the course before instruction begins, 100% of the course fees will be returned.
C. When the course is scheduled to be conducted in two 4-hour sessions and student
withdraws before instructions begins, G-Square will refund the entire fee to the
student.
D. If the student withdraws from the course after the commencement of the first fourhour session, but before instruction begins for the second four-hour session, the
student may apply for a 50% refund of fees.
E. THE 16- HOUR ON-THE-JOB TRAINING COURSE. G-Square will provide a full
refund if the student withdraws from the course before instruction begins.
F. In the event the training course is conducted in two eight hour sessions, G-Square
will provide a full refund if the student withdraws from the course before instruction
begins
G. G-Square will provide a fifty percent refund of the course fees if the termination
occurs after the commencement of the first eight-hour session, but before instruction
begins for the second eight-hour session.
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THE 47 HOUR FIREARMS TRAINING COURSE. The 47 hour firearms training
course shall follow a curriculum consisting of at least 47 hours which includes:
(1) Firearms handling, safety, proficiency and qualification -- 40 hours; and
(2) Deadly physical force instruction, review and examination -- 7 hours.
H. G-Square will provide a full refund if the student withdraws from the course before
instruction begins; any withdrawals after the first day will be granted on a pro-rated
basis based on the percentage of training completed of the 47-hour training course.
I. THE EIGHT-HOUR ANNUAL IN-SERVICE TRAINING COURSE. G-Square will
provide a full refund if a student withdraws from the course before instruction begins.
In the event that such training course cannot be conducted within one eight-hour
session and the course is conducted in two four-hour sessions, G-Square will
provide a full refund if the student withdraws from the course before instruction
begins.
J. A fifty percent refund will be provided if the student withdraws after the
commencement of the first four-hour session, but before instruction begins for the
second four-hour session.
K. Where training course are conducted in any other session combination fees shall be
refund accordingly.
L. Notwithstanding the provisions of this section, and where applicable, if a student
pays for a course or courses and fails to attend or successfully complete such
course or courses due to defects in business practices unbeknownst to the student
at the time of payment, all course fees received shall be refunded to the student.
SECTION III
PROCEDURE FOR APPLYING FOR A REFUND
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Refunds are not paid in cash or in person.
Requests for refunds must be in writing.
Refund requests will not be taken via telephone.
Refunds will not be provided through credits to debt or credit cards.
Students may request refunds in person at the training academy. Once a
determination has been made that a refund is due and owing, an agreement will
be signed by the student and G-Square identifying the amount of the refund. A
check will be mailed to the location provided by the student in the agreed upon
amount.
Students may request refunds through e-mail or through the U.S. mail. Once a
determination has been made that a refund is due and owing, an agreement will
be signed or electronically acknowledged by the student and G-Square
identifying the amount of the refund. A check will be mailed to the location
provided by the student in the agreed upon amount.
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SECTION IV
G-SQUARE TRAINING ACADEMY ATTENDANCE POLICY
The instructional staff of the G-Square training academy jointly possess more than 55
years of law enforcement real life experience and training. Through five decades of
actually doing and teaching, it is our unshakable belief that there is no substitution for
training. With this stated G-Square’s belief and policy that attendance in class is a must.
Students are not allowed to miss any training sessions.
SECTION V
G-SQUARE CONSULTING SERVICES LLC
ANTI-DISCRIMINATION POLICY
G-Square Consulting LLC (G-Square) is committed to ensuring that its business
practices are not discriminatory in any way. We are an equal opportunity employer and
we prohibit discriminatory employment actions against and treatment of applicants for
the G-Square academy based on actual or perceived race, color, national origin,
alienage or citizenship status, religion or creed, gender (including “gender identity” -which refers to a person’s actual or perceived sex, and includes self-image,
appearance, behavior or expression, whether or not different from that traditionally
associated with the legal sex assigned to the person at birth), disability, age (18 and
over), military status, prior record of arrest or conviction, marital status, genetic
predisposition or carrier status, sexual orientation, or status as a victim of domestic
violence, a sex offense or stalking.
A. Types of Prohibited Conduct:
Decisions and practices based on an individual’s protected status (e.g., race, religion,
age and the other categories listed above) that unlawfully affect a student’s enrollment
within the G-Square Academy are prohibited by this policy. This includes unlawful
decisions, actions and practices that occur in the course of testing, training and
acceptance into the G-Square program, training conditions, and performance
evaluations,
G-Square’s anti-discrimination policy also prohibits sexual harassment—that is, conduct
or language of a sexual nature—and harassment based on gender or any other
protected characteristic (such as race, religion, disability or sexual orientation). Forms of
harassment may include, but are not limited to, the use of vulgar language, abusive acts
or language, hostility, physical aggression, intimidation, or unequal treatment.
Harassment and/or retaliation against a person who opposes or complains about
prohibited conduct or participates in any way in the complaint, investigation or
reasonable accommodation processes are strictly prohibited.
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This policy also prohibits the denial of reasonable accommodations (for disabilities;
religious beliefs, observances and practices; or for victims of domestic violence, sex
offenses or stalking) that do not create undue hardship on G-Square.
Some offensive acts or remarks may violate this policy, even if they are not so severe
that they violate federal, state or local discrimination laws. G-Square may take
corrective action for conduct that violates this policy even if the conduct does not violate
a law prohibiting discrimination.
B. Applicability:
Everyone who participates in the G-Square academy is covered by federal, state and
local discrimination laws and this policy.
This policy not only protects individuals from prohibited conduct because of their own
protected status (such as their own actual or perceived race, religion, national origin or
disability), but also protects individuals from conduct motivated by the actual or
perceived race, religion, national origin or disability, etc., of other persons with whom
they are associated. For example, this policy applies to individuals who are subjected to
adverse actions because of their marriage to, or domestic partnership or association
with, persons of a particular racial, religious or national origin group, or persons who
have a disability. Moreover, discrimination based on an individual’s name(s) or spouse’s
or domestic partner’s name(s) that is associated with a particular racial, religious or
national origin group is prohibited. These protections apply to actions, whether or not
intentionally offensive or directed at a particular person or group that violate this policy.
This policy extends to conduct which occurs at any location that could be reasonably
regarded as an extension of the G-Square training academy. All students of the GSquare Academy are expected to be respectful of all of their fellow students and
employees of G-Square Consulting Services LLC; as well as, members of the public,
and to be sensitive to the effects of their behavior on those around them. All students
will be trained in the requirements of this policy and will receive a copy of the Antidiscrimination Policy as part of the G-Square Catalog.
SPECIFIC PROTECTIONS
The following sections are provided to enable individuals to understand the unique
definitions, issues, rights and responsibilities under this policy pertaining to sexual
harassment and discrimination based on disability, religion, retaliation and status as a
victim of domestic violence, a sex offense or stalking.
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A. Sexual Harassment:
Sexual harassment is a form of employment discrimination which is prohibited by law.
The federal government has created guidelines which define sexual harassment as
“unwelcome sexual advances, requests for sexual favors, and other verbal or physical
conduct of a sexual nature . . . when:
1) Submission to the conduct is made either explicitly or implicitly a term or condition of
an individual's employment;
2) Submission to or rejection of such conduct by an individual is used as the basis for
employment decisions affecting such individual; or
3) Such conduct has the purpose or effect of unreasonably interfering with an
individual's work performance or creating an intimidating, hostile, or offensive working
environment.
Sexual harassment may involve individuals of the same or different gender(s).
A broad range of behavior may be considered sexual harassment, including sexually
suggestive remarks, pictures or gestures, verbal abuse or harassment of a sexual
nature, subtle or direct propositions for sexual favors, and any unnecessary touching,
patting, or pinching.
B. Disabilities:
Discrimination against a person based on that person's actual or perceived disability,
record of disability, or relationship with a person with a disability will not be tolerated by
G-Square. For the purpose of this policy, a disability is:
1) A physical, medical, mental or psychological impairment;
2) A history or record of such impairment; or
3) Being regarded as having such impairment.
G-Square will take appropriate action to provide reasonable accommodations to
qualified students with disabilities, unless providing such accommodations creates an
undue hardship.
Reasonable accommodations include the provision of equipment, changes in classroom
policies and practices, and other forms of assistance that allow people with disabilities
to successfully complete the academy training programs, or to enjoy equal benefits and
privileges as are enjoyed by other similarly situated employees without disabilities.
Whether an accommodation is reasonable will depend upon the circumstances of the
particular request. Undue hardship may exist when an accommodation is significantly
difficult, unduly costly, extensive, substantial, or disruptive, or would change the nature
or operation of G-Square’s business.
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C. Religion:
G-Square’s Policy prohibits adverse actions based on a person’s religion. This includes
discriminatory practices and decisions, harassment, hostility or other adverse actions
because of a person’s creed, religious affiliation, or religious beliefs, observances or
practices. Depending on the circumstances, G-Square will try to reasonably
accommodate the religious observances, beliefs or practices of a student, unless the
accommodation creates an undue hardship. A reasonable accommodation for religion
may be a change in the academy rule or practice that allows an individual to respect his
or her religious observances, beliefs or practices.
D. Retaliation:
It is a violation of this policy to retaliate against or harass any person who asserts his or
her rights regarding discrimination by:
1) Opposing discriminatory practices;
2) Complaining about prohibited conduct; or
3) Participating in any way in the complaint, investigation or reasonable accommodation
processes.
It is also a violation of this policy to retaliate against or harass someone because of his
or her association with such an individual. Behaviors which may be considered
retaliatory include, but are not limited to:
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threats,
reprimands,
negative evaluations,
harassment,
negative references to prospective employers,
Or other actions affecting the terms, conditions or privileges of being a student in
the academy.
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SECTION VI PROCEDURES
A. Reporting Violations:
Anyone who believes that he or she has been subjected to any action, decision or
harassment in violation of this policy, or who witnesses others being subjected to
improper conduct, is urged to promptly report the incident(s) to a G-Square instructor or
a member of the administrative offices, or directly to a G-Square Anti-Discrimination
representative, or who otherwise become aware of any improper discrimination, must
notify the G-Square Anti-Discrimination office.
An individual who believes that this policy has been violated may report the incident
orally or in writing. Where the complaint is taken orally, the instructor or Antidiscrimination representative shall document the complaint. The Anti-discrimination
office will assist any individual to determine whether the conduct or decision is
appropriate for the complaint process. Where an individual chooses to file an internal
complaint with the G-Square Anti-discrimination office, that complaint must be filed
within one year of the event which is the subject of the complaint.
Persons who wish to discuss a possible violation of this policy without revealing their
identity may do so by telephoning or writing the Anti-discrimination office. In such cases,
an Anti-discrimination Officer or representative will provide counseling and take such
follow-up action as may be appropriate and possible, given the restraints of anonymity.
If any individual knowingly makes a false accusation of discrimination or knowingly
provides false information in the course of an investigation of a complaint, such conduct
may be grounds for dismissal from the academy or other appropriate action. A
complaint made in good faith, even if found to be unsubstantiated, will not be
considered a false accusation.
B. Contact with the Anti-discrimination Office:
Any student has a right to meet privately with an Anti-discrimination representative.
Such a meeting may take place either during or outside of school hours. If a student
makes a request to meet with an Anti-discrimination representative during school hours,
the student should obtain approval from an academy instructor in order to leave his or
her class assignment. A student need not disclose the purpose for or details of the
meeting with an Anti-discrimination representative. Reasonable leave requests to meet
with an Anti-discrimination representative during school hours cannot be denied by an
instructor.
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Instructors shall allow students to meet with Anti-discrimination representatives at the
earliest practicable time consistent with the operational needs of their class. At the
student’s request, arrangements may also be made to hold the meeting before or after
school hours, or during the student’s lunch period. Should such a meeting take place
entirely on the student’s own time, he or she need not advise an instructor of the
meeting, or obtain the consent or approval of a G-Square manager. The Antidiscrimination representative will arrange to meet with a student at outside premises
where appropriate and/or necessary in order to ensure confidentiality.
The Anti-discrimination representative will discuss and research appropriate options,
including actions an individual could take on his or her own behalf, referrals to other
entities, mediation, investigation and/or interim relief.
In appropriate cases, an Anti-discrimination investigation may be conducted. In addition,
there may be exceptional circumstances under which an investigation may be
conducted by another individual or entity, as deemed appropriate by G-Square
management.
Any person who is interviewed during the course of an Anti-discrimination investigation
has a right to be accompanied by a representative of his or her choice. This includes
individuals who make complaints, persons against whom complaints are made or
witnesses. It is preferable that the Anti-discrimination representative have advance
notice that the person who is being interviewed will be bringing a representative.
Any person who is the subject of the complaint will have an opportunity to respond in
writing. All students are expected to cooperate with Anti-discrimination investigations.
C. Withdrawing Complaints:
A complaint of discrimination may be withdrawn at any time by the person who filed the
complaint. In some instances, the Anti-discrimination Officer will find it appropriate to
end the investigation when the complaint is withdrawn. Prior to ending the investigation,
the Anti-discrimination Officer must determine whether G-Square should take corrective
action to address inappropriate conduct.
If the Anti-discrimination Officer determines that corrective action is required, it may be
necessary for the Anti-discrimination Officer to continue the investigation or recommend
action to remedy inappropriate behavior.
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D. Mediation:
Mediation is a voluntary, informal and confidential process that provides an opportunity
for everyone involved in a complaint to come to a mutual agreement about how the
complaint should be resolved. It is an alternative that may quickly resolve complaints
without a full investigation.
All requests for mediation should be made to the Anti-discrimination office. Mediation
may be requested by any party involved and may be declined by any party. The Antidiscrimination Officer will determine whether the complaint is appropriate for mediation.
The Anti-discrimination Officer may choose to conduct the mediation internally within
the organization.
Mediation may be terminated by any party to the mediation. If this occurs, the Antidiscrimination Officer will inform the other party or parties in writing that the mediation
has been terminated. In the event that mediation does not result in a resolution, the
Anti-discrimination Officer will provide the parties with a written statement informing the
parties of the complainant’s right to an investigation of the allegation. Where efforts to
mediate complaints are unsuccessful, complaints will be investigated by the Antidiscrimination office.
E. Concluding the Complaint Investigation:
The Anti-discrimination Officer will advise all parties in writing of the outcome of a
complaint. If the Anti-discrimination Officer concludes that a violation of this policy has
occurred, the Anti-discrimination Officer will recommend appropriate corrective action.
The Chief Executive Officer of G-Square Consulting Services LLC will review the Antidiscrimination Officer’s report and promptly issue a determination adopting, rejecting or
modifying the recommended action. Such determination shall be in writing and may be
issued electronically.
Any person found to have engaged in conduct or practices in violation of this policy may
be subject to discipline. In addition to implementing disciplinary action, G-Square may
take such steps as may be necessary to address the impact that any violation of this
policy has had on the complainant or within the organization.
F. Confidentiality:
All complaints, investigations, requests for accommodations and records will be
handled, to the extent possible, in a manner that will protect the privacy interests of
those involved. Anti-discrimination matters may be discussed with other persons who
may have information about a complaint or who are necessary to implement reasonable
accommodations for disability, religion or based on status as a victim of domestic
violence, a sex offense or stalking. Therefore, it may be necessary to disclose
information to persons with a legitimate need to know about the matter.
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G. Documentation:
All inquiries, complaints, requests, mediation efforts, investigations, requests for
accommodation and their outcomes will be documented by the Anti-discrimination
office.
SECTION VII
Complaint Procedure
If you have a complaint about G-Square Consulting Services LLC we want to hear
about it and we will do our best to put it right.
Our Customer Complaints Procedure has the following goals:
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To deal with complaints fairly, efficiently and effectively;
To ensure that all complaints are handled in a consistent manner throughout;
To increase student satisfaction;
To use complaints constructively in the planning and improvement of all services.
Who can complain?
Anyone who is:
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Receiving a service from G-Square Consulting Services LLC;
Caring for someone who has a complaint;
Has been refused a service which they think they may need.
How to complain
G-Square Consulting Services LLC would like to sort out any complaint as soon as
possible.
Many complaints can be resolved informally. In the first instance, if you feel able, speak
to the member of staff who is working with you or ask to speak to their manager, who
will try to sort the matter out.
If you make contact in person or by phone, make a note of the name of the person you
speak to. If a solution is offered at this point, make a note of this as well.
If you are not satisfied or do not wish an informal solution, you may pursue a formal
complaint.
Write down your complaint and send it to:
G-Square Consulting Services LLC
888c 8th Avenue Suite 424
New York, NY 10019
Attention: Director of Complaints
Complaints can also be made via at e-mail at CEO@g-square.org
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What Happens Next?
You will receive acknowledgement of your complaint within 5 working days. You may be
contacted to make sure that we have understood your complaint properly. You may be
interviewed by the person investigating the complaint.
You will receive a response to your complaint within 28 working days of its receipt. Any
extension of this time limit requires your consent.
In all cases, a complaint will be given full and fair consideration.
However, if as a result of your complaint, disciplinary proceedings are taken against a
member of staff, an internal procedure will apply. You will be informed that disciplinary
proceedings have taken place, but as these proceedings are confidential, you will only
be informed of the details or outcome of matters outside of this procedure.
If a criminal offence is alleged, then the police will be informed.
Can you have someone with you when your complaint is discussed?
Yes, you can.
Can you take your complaint elsewhere?
Yes. You can contact the DCJS Security Guard Program
NYS Division of Criminal Justice Services
Office of Public Safety/Security Guard Program
80 South Swan Street, Albany, NY 12210
518-457-3580 or 518-402-2776
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