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Is there a performance bond that will provide a measure of protection if such an event occurs?
How are officers assigned? By seniority or competence and merit? How much control will you, the client, have in removing unfit officers--or requesting the promotion of exemplary ones?
How is overtime assigned? By seniority or by experience on that specific post?
If you have a capable and stable security force assigned at your facility can an officer assigned at one of the contact service's other less desirable accounts bid for a job at your account and replace or "bump" one of the proven security officers at your facility who has less seniority?
Many companies which are unionized have a second non-union company run by the same owners. If this is the case, the client should insure that the structuring is legal. Problems have stemmed from some of these schemes.
Again, I'm generally skeptical of unions in the security business. I feel that this situation inhibits the officers' initiative and is not in the interest of the client as a general rule. However, to be fair with this topic, I have seen some well-run problem-free security operations where officers were members of a bargaining unit. It's apparent that some security companies have found the union situation workable in their environments.
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