Security Guard at Thomas Roque

                                                  Security Guard (Thomas Roque)

Department: Security                       

Reports to: Director of Safety and Security

Supervises: 0                            

FLSA Status: Non-Exempt

Summary: The Security Guard is responsible for maintaining a safe and secure environment for employees, children, visitors, and other members of the community. The position monitors assigned areas, controls facility access, identifies and reports security concerns, and responds to safety and emergency situations in accordance with established procedures and Missouri Childcare Licensing Standards.

Essential duties and responsibilities:

Qualification Requirements: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Required Qualifications

 

Physical Requirements

The physical demands of this position are representative of those necessary to successfully perform the essential functions of the job. The Security Guard must be able to sit, stand, walk, bend, reach, climb stairs, and move throughout assigned buildings, grounds, and parking areas. The position requires the ability to occasionally lift, carry, push, or pull up to 25 pounds or more to open, close, or move doors, gates, carts, and equipment. The Security Guard must be able to move quickly or run when responding to emergencies or security concerns. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.

Work Environment

Work is performed in indoor and outdoor areas, including buildings, grounds, and parking areas, with exposure to varying weather conditions. The Security Guard may encounter stressful, unpredictable, or potentially difficult situations involving children and families, employees, visitors, vendors, or members of the public. The position requires maintaining professionalism and composure while responding to security concerns, emergencies, or individuals who may be upset or uncooperative. Work schedules may include early mornings, evenings, weekends, or holidays based on operational needs.

Equal Opportunity Employer

GCI is committed to a policy of equal opportunity for all employees and applicants for employment without regard to race, religion, color, creed, ancestry, age, sex, gender, national origin, marital status, pregnancy, citizenship, disability, genetic information, veteran status, service member status or any other category protected by federal, state or local law. Preventing discrimination is the responsibility of every employee in the way employees treat and interact with one another. Therefore, GCI expects all work relations to be business-like and professional, free of bias, prejudice, harassment and/or discrimination.

GCI's policy of Equal Opportunity extends to all conditions of employment including, but not limited to, recruitment, hiring, placement, training, compensation, discipline, transfers, separation, layoff, recall, leave of absence and promotion. GCI will not tolerate any discrimination in the workplace, and it is expected that any employee who believes they  have been subjected to any practice that appears to be inconsistent with this policy will contact Human Resources.  Improper interference with the ability of GCI's employees to perform their expected job duties is not tolerated.

GCI encourages reporting of incidents or concerns regarding discrimination to the Director of Human Resources, so that prompt and constructive action can be taken.  There will be no retaliation or adverse action against an employee for raising an issue or complaint pursuant to this policy.  The report will be investigated to determine what, if any, responsive action is necessary and appropriate.  Any employee found responsible for an inappropriate or discriminatory act will be subject to disciplinary action, up to and including separation.