TABLE OF CONTENTS

Chapter 1.......................................................................................................................................................2
INTRODUCTION TO SECURITY.......................................................................................................................2
Chapter 2.......................................................................................................................................................6
RETAIL SECURITY...........................................................................................................................................6
Chapter 3......................................................................................................................................................12
PATROL PATTERNS.......................................................................................................................................12
Chapter 4......................................................................................................................................................15
HANDOVER AND TAKEOVER OF DUTY..........................................................................................................15
Chapter 5......................................................................................................................................................16
ACCESS AND EGRESS CONTROL POINTS.......................................................................................................16
Chapter 6......................................................................................................................................................18
REPORT WRITING .........................................................................................................................................18
Chapter 7......................................................................................................................................................20
OCCURRENCE BOOK.....................................................................................................................................20
Chapter 8......................................................................................................................................................22
INCIDENT REPORTS.......................................................................................................................................22
Chapter 9......................................................................................................................................................24
RANK STRUCTURE.........................................................................................................................................24
Chapter10.....................................................................................................................................................25
LABOUR RELATIONS ACT..............................................................................................................................25
Chapter11.....................................................................................................................................................33
COLLECTIVE BARGAINING AGREEMENT........................................................................................................33
Chapter 12.....................................................................................................................................................52
HIV/AIDS........................................................................................................................................................52
Chapter13......................................................................................................................................................56
CODE OF CONDUCT........................................................................................................................................56
Chapter14.......................................................................................................................................................57
DISCIPLINE AND SQUAD DRILL........................................................................................................................57
Chapter 15......................................................................................................................................................58
BASIC HYGIENE...............................................................................................................................................58
Chapter 16......................................................................................................................................................59
PUBLIC RELATIONS.........................................................................................................................................59
Chapter 17......................................................................................................................................................61
INDUSTRIAL RELATIONS..................................................................................................................................61
Chapter 18......................................................................................................................................................62
ZIMBABWEAN LAW AND ITS APPLICATION....................................................................................................62
Chapter 19......................................................................................................................................................63
DEFINITION OF CRIMINAL LAW OFFENCES.....................................................................................................63
Chapter 20.......................................................................................................................................................65
FIREARMS........................................................................................................................................................65
Chapter 21.......................................................................................................................................................69
POWERS OF SEARCH........................................................................................................................................69
Chapter 22.......................................................................................................................................................71
POWERS OF ARREST.........................................................................................................................................71
Chapter 23........................................................................................................................................................73
TELEPHONIC ALPHABET....................................................................................................................................73
Chapter 24........................................................................................................................................................74
RADIO COMMUNICATION.................................................................................................................................74
Chapter 25........................................................................................................................................................77
FIRST AID...........................................................................................................................................................77
Chapter 26.........................................................................................................................................................80
OCCUPATIONAL SAFETY....................................................................................................................................80
Chapter 27.........................................................................................................................................................81
FIRE FIGHTING AND RELATED INCIDENTS..........................................................................................................81
Chapter 28.........................................................................................................................................................87
USE OF PERSONAL EQUIPMENT.........................................................................................................................87
Chapter 29..........................................................................................................................................................88
SECURITY CONTROL ROOM OPERATIONS..........................................................................................................88
Chapter 30..........................................................................................................................................................91
LEARNING CHINESE.............................................................................................................................................91

AUTHOR [CHIKURIRA SG]

1
 CHAPTER 1
SECURITY GUARDS TRAINING MODULE
Our mission is to deliver proportionate regulation to the security industry to reduce
criminality and improve standards within the security industry.

Our vision is to raise standards and reduce the incidence of criminal tendencies via the use
of state of the art surveillance equipment, keeping abreast of the latest security tendencies
and effective guard monitoring techniques thus ensuring a safer public environment.

Our objectives are to ensure a safer environment for the public, service delivery second to
none to our clients, value added and tailor made services to suit every customer needs.

WHAT IS SECURITY
Security is a loss control service designed to protect company assets and human lives in
order to provide freedom from risk or danger by developing and implementing preventative
measures and investigating breaches in order to prevent, minimise, control and manage
risks.

WHAT IS A SECURITY GUARD

A security Guard is a law enforcement agent hired by a private security organization to
guard human life, assets and property against fire, theft, vandalism, terrorism or any other
form of illegal and criminal activities.

PRIVATE INVESTIGATORS AND SECURITY GUARDS

(CONTROL) ACT CHAPTER2 27:10
This Act deals with the licence of Private Investigators and Security Guard Companies.

It is an Act to provide for the appointment of a Controller of Private Investigators and

Security guards; for the licensing and certain duties of private investigators and security
guards; for the approval and certain duties of, and temporary permission to engage certain
employees of private investigators; and for matters connected therewith or incidental
thereto.

“Minister” means the Minister of Home Affairs or such other Minister to whom the
President may from time to time assign the administration of this Act.

“Controller” means the Controller of Private Investigators and Security Guards appointed in
terms of the Act and whose office shall be a public office and form part of the Public Service
for the purposes assigned to such officer by or in terms of this Act and for such other
purposes as the Minister may determine.

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“Private Investigator” means a person who, either by himself or in partnership with any
other person, carries on a business whereby, at the request of any person as a client of the
business and not as a member of the public or any section thereof and for reward, he
obtains or seeks for any person or supplies to any person any information relating to
personal actions, behaviour, character, financial position, business, occupation, identity or
whereabouts of any other person or suspected criminal offences or civil wrongs, not being
information contained in public record.

“Security Guard” means a person who either by himself or in partnership with any other
person carries on a business whereby for reward he guards, elsewhere than on premises
occupied or owned by himself or his partnership or any of his partners, any movable or
immovable property belonging to another person; or he enters any premises which are not
occupied or owned by himself or his partnership or any of his partners for the purpose of
advising the occupier or owner of such premises on the desirability of having guarded such
premises or any movable property which may from time to time be on such premises or
despatched there from; or he guards any person as a client of such business.

QUALITIES OF A SECURITY GUARD

Punctuality

Literacy

Loyalty

Intelligence

Physical fitness

Cooperative

Courage

Alertness

Self-reliant

Temperate

Smartness

Good judgement

Confident

RESPONSIBILITIES OF A SECURITY GUARD

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In general, a Security Guards responsibility is to prevent loss of life or property belonging to
the client and assure them of their safety at all times whilst on duty.

To act lawfully in defence of life and property

Protect life and property by maintaining a safe and secure environment

Always be vigilant when on duty and observe signs of criminal activity, disorder

Man all access and egress points to the premises and buildings

Conduct periodic random checks of the premises and buildings

Comply with the client needs and regulations

Monitor all Alarm Panels and or CCTV Monitors

Make a note in the OB provided of any and all irregularities or incidents that occur at the
premises being guarded

Access control-checking movements of people and vehicles within the premises

To arrest perpetrators

Emergency duties as specified

DOS AND DONTS OF A SECURITY GUARD

Must report for duty smartly dressed

Must not sleep on duty

Must follow proper handover/takeover procedures all the time

Must give necessary assistance to clients if there is need to do so

Must not report for duty under the influence of alcohol

Must not light fire while on duty

Must not ask for food or money from the client

Avoid familiarization with client employees

Do not tamper with anything belonging to the company you are guarding

Never report for duty with dirty uniform

Must not discuss with anyone the business of the company you are guarding

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Must not invite friends or relatives at premises you are guarding

Must not leave your post unattended

TYPES OF SECURITY GUARDS AND THEIR FUNCTION

HOUSE UNDER SUPERVISION GUARD (Residential Guard)

The responsibility of this guard is to protect the lives and property of the occupants at the
house he is guarding.

The guard must announce his arrival to the client as soon as he arrives on duty

Immediately conduct a thorough inspection of the premises making sure that there are no
persona non grata on the property.

Ensure that all lights have been switched on and alarms activated once the occupants have
retired for the night.

Conduct staggered, periodic patrols of the premises throughout the day or night whichever
the case may be.

Guard is not to make unnecessary noise near bedroom windows so as to not disturb the
occupants of the house.

Never ask for any money, food, clothing from the client.

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 CHAPTER 2
RETAIL SECURITY
These are security details who deal with manning of Retail Outlets in order to reduce shoplifting or
theft from the employer/shops

KEY AREAS IN RETAIL SECURITY

Receiving
Dispatch
Safe handling of keys
Reports
Check points
Fire fighting
Standing Instructions

RECEIVING
Make sure the goods are addresses and are for the particular shop
Make sure the truck is sealed if not inform your supervisor immediately
Make sure the seal number on the truck is the same as the one on the delivery note before breaking
the seal
Make sure the goods correspond with the order and the invoice. Goods must not be received
without an order.
Make sure the invoice is original, never accept a duplicate invoice
Raise a GRV (Goods Received Voucher) record and stamp the documents
Goods must be received by more than one person, preferably one manager, receiving clerk, security
personnel and Head of Department.
Record the name of the truck driver, truck registration, time of arrival, goods description and make
sure the driver signs as acknowledgement.
Goods must be received through receiving bays only
Receive one supplier at any given time
Accept original invoices only
Check for the quality of the goods, date they were manufactured, expiry date, freshness and
breakages before offloading.
If short supplied a claim form should be raised immediately
If over supplied a GRV (Goods Returned Voucher)must be raised
Weigh all meat, cheese and cold meat loaves
Count milk sachets and fresh produce
No unauthorised person in the receiving area
Once products are received and checked, they must be removed from the receiving bay to the
warehouse/store room
Do not receive and dispatch at the same time
The GRV stamp should be kept safely
Ensure products are stored in correct recommended temperatures without delay
Products that are damaged must be returned to the supplier
A claim form must be raised against damaged products
This must also be done to perishables in the fridge.

CHECK POINT (DISPATCH)

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All products (goods) leaving the shop must have a receipt, if not they must be dispatched
Anything leaving the shop must have, receipt, a delivery note, invoice or gate pass signed by the
manager. Otherwise nothing leaves the shop
Compare receipt against the products before dispatching
Check every product against the receipt and tick and then sign the receipt as acknowledgement
Any till error must be reported to the till supervisor/manager
Goods dispatched through the receiving area must have a dispatch note signed by the manager
Security will check and sign for the goods as described in the delivery note
If there are no documents to confirm any dispatch, then no product should leave the shop

QUALITIES OF A RECEIVE AND DISPATCH GUARD

Should be able to read and write

Should speak fluent English
Should be alert, vigilant and observant
Should be steadfast
Should not accept bribes

DOCUMENTS USED AT THE RECEIVE AND DISPATCH SECTION

G.R.V: Goods Received Voucher

G.R.N: Goods Returned Note
S.T.N: Stock Transfer Note
Invoices

QUALITIES OF A RECEIVE AND DISPATCH GUARD

Guard is to report 15 minutes before starting time addressed in uniform to do proper Handover,
Takeover and is to remain at the Receive and Dispatch area at all times. The guard is to make sure
that the doors are locked if there is no delivery.
Guard must check properly that all deliveries correspond with the Delivery Note and also make sure
the goods are in good state, not expired and there are no breakages. Make sure that only the
Receive and Dispatch staff uses the area and exit point except on instruction from the management.
Make sure all goods loaded into vehicles comply with Invoices, Stock Transfer Notes or Delivery
Notes
Guard to keep the Date Stamp and Documents

RECEIVE AND DISPATCH CODE: GASHERA CODE

G- Goods: Check that all goods which enter the Receive Area or leaving the Dispatch Area are
accompanied by the Invoices and Delivery Note or Stock Transfer documents to another Group
Store.
A-Analyse: Analyse all goods entering the premises and check if they are not damaged. If goods are
in cartons, check that the seals are not broken
S-Spot checks: Spot checks are to be carried out randomly from time to time when stocks or Returns
are off-loaded from a Delivery Van
H-Honesty: You must be honest at all times. Never accept bribes, ensure all goods that enter or
leave the premises are accounted for.
E-Ensure: Ensure that all documents and stamps are kept in possession

7
R-Record: Record stocks arriving or leaving the premises. Know the person who signs Invoices or
Delivery Notes and who is responsible for checking stocks. Double check the stock and check the
Invoices or Delivery Notes as correct
A-Action: Report anything unusual to your Supervisor or Area Manager

RETAIL GUARD (Shop Hour Guard)

The Security Guard is responsible for the prevention of theft and pilferage by shoplifters and
employees alike. The static security guard at the door is responsible for ensuring that, he is
always courteous and polite to customers, must direct customers to the parcel counter
should they be carrying overly large bags and he must ensure that he thoroughly checks all
receipts. Remember, the customer is a king.

Shoplifting is theft from a shop and it is imperative from the onset that the Security Guard
or Plain Clothes Detail (PCD) on duty observes the SHOPA Code which is explained below.

S – SEE: The security guard or plainclothes detail (PCD) must see the customer taking the
item/s from the shelf and concealing them. Suspicion is insufficient.

H – HIDE: The security guard or plainclothes detail (PCD) must be vigilant and know where
the customer has hidden the item/s so that when conducting the search they know where
to look.

O – OBSERVE: The shoplifter must be kept under constant but clandestine observation as
he/she may attempt to return the article to the shelf or pass it on to another person.

P – PAY: The shoplifter must be seen to be not paying for the item/s.

A – APPROACH: The shoplifter must only be approached once they have passed the
pay/till point.

N.B. Security guards must at all costs, avoid labelling a suspect a thief and should take into
cogniscence the fact that a customer may genuinely have forgotten to pay for an item which
nine times out of ten they will be holding in their hands. In such cases the security guard or
plainclothes detail (PCD) should use their discretion and give a genuine customer the benefit
of doubt.

WHAT TO OBSERVE IN RETAIL SECURITY

The security guard must ensure that he/she is extremely vigilant and check for the following
obvious signs that are synonymous with most shoplifters.

People wearing overly loose or baggy clothing

Heavy clothing being worn in hot weather

People who unnecessarily engage the guard in idle chatter in order to divert attention

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Intoxicated people or people purporting to be intoxicated

Cash Robbers

RECEIPT CHECKING PROCEDURE

The security guard must ensure that they check that the receipt they are checking bears the
below listed details.

Name of the Organisation and Branch must be at the top of the receipt

The date on the receipt must be current

The items on the receipt must indicate the correct pricing

The till number

The till operators name

It is always advisable to check bulk purchases at the till point, to mark with a pen all items
checked and to tear the receipt half way through thus indicating that the procedure is
complete. Also check for people who loiter at the till points after they have paid and their
receipts have been checked and cleared.

All till operators must be searched every time they leave the till point to visit the toilet or
when going on tea break and lunch.

All personal cash belonging to till operators, cashiers, Deli, Bakery, Butchery and Guards
must be declared before commencement of duty and no cash is to be kept on behalf of
another staff member.

All members of staff are to pay for their goods before going for searches and the guard is to
ensure that he double checks the receipts when they leave for the day.

Groceries from other shops must be cleared by the manager before being allowed into the
shop.

No staff members of staff from other branches, ex members of staff, staff on leave, family
members or friends are to loiter in the shop.

No member of staff is to leave the shop without the consent of the manager and, if and
when doing so, should use the staff entrance/exit.

SHOP KEYS

All shop keys must be kept either in a safe or a key cabinet

Keys must be given to authorised personnel only and must be signed for in the key book
Double locking system to be recommended on main entrances

9
REPORTS
The following reports must be submitted daily:
Bread control
Till errors
Floor coverage
Receiving
Dispatch
Incidents (Security Related)
Bottle cage control
Bread trays control

Shoplifting: Shoplifting is theft from a shop

TYPES OF SHOPLIFTERS

Amateur Adult Shoplifters: They steal on temptation or sudden impulse. When caught they usually
have money to pay for the stolen goods. They prefer to steal in the privacy of fitting Rooms
Juvenile Shoplifters: These are teenagers down to pre-school ages. They steal to gain status or
acceptance in a gang. They steal in gangs so as to distract the attention of the Security guard. They
usually steal small luxury items.
Drug Addicts: They steal because they desperately need money to buy drugs. They do not care
whether they are seen or not.
Tramps and Alcoholics: They sell everything they steal for food and drink
They steal by grabbing and running out of shops
They are easy to see because of their dirty appearance
When caught, they are usually under the influence of alcohol
Kleptomaniacs: These are mentally ill people with an uncontrollable obsession with stealing without
economic or material need. They steal items indiscriminately. When caught they are usually shy and
nervous.
Professional Shoplifters: These are polite and talkative shoplifters who make a career of shoplifting.
They work in organised groups, do not take chances but create chances for themselves and are
proud of their skills. They steal merchandised and expensive goods that they sell afterwards. Usually
they get orders before stealing and when caught they are quick to pay a fine through their organised
and well-resourced network.

HOW TO SUSPECT/SPOT A SHOPLIFTER

Wearing of out of weather clothing

Coat over arms customers
Wearing big/oversize trousers
Tipsy customers
Customers who send Shop Attendant/Assistants for another colour or size
Women with open purses
Customers who befriend guards
Customers who enter the shop in groups and dispense once they are in the shop
Customers who do not want to be served or assisted
People who wear sunglasses in order to avoid eye contact or identification

10
Women with babies on their backs

TOOLS USED BY SHOPLIFTERS

Baby carriers
Toilet rolls
Folded umbrellas
Folded Newspapers
Shopping bags
Hats Purses
Open palms
Boxer boxes

THE SHOPA CODE: The Guard manning the front of the shop should be familiar with the SHOPA
CODE

S-See: See the person taking or stealing the item. The suspect must be seen to be stealing

H-Hidden: You must see where the stolen item has been hidden

O-Observe: Observe movements to see if the stolen item is placed somewhere or passed on

P-Pay Point: Make sure the item passes through he pay point

A-Approach and Arrest: Arrest only when the suspect cannot say ”I was going to pay”

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 CHAPTER 3
PATROL PATTERNS
GUARDING AND PATROLLING: This is the physical checks you conduct on regular basis on the entire
premises you will be guarding

SECURITY FUNCTIONS

Protection of property and buildings

Protection of life
Prevention of loss and waste
Prevention of crime

PATROLLING PATTERNS IN THE INDUSTRIAL AREA

Lock the gate and hide or carry the keys with you
Be alert and observant
Stop. Listen and observe
Pay maximum attention to vulnerable points
Keep on checking windows, doors and property left outside
Take advantage of high ground
Do not patrol under lights, you can be seen. Apply the shadow to shadow movement
Do not talk to strangers when patrolling
Record all your patrols in the OB and Pocket Book
Patrol in a zigzag manner
Pay maximum attention to the gate

PATROLLING PATTERNS IN THE HOUSE UNDER SUPERVISION

Report to the owner of the house upon your arrival

Patrol the whole premise
Be friendly to pets
Do not patrol near bedroom windows
Never enter the Servant’s Quarters
Do not ask for money or food
Do not pick fruits or vegetables
Report to the owner of the Site when knocking off duty. (The client/owner may enter or sign the OB)

VEHICLE ENTRY

Stop vehicle
Business-Destination
Check load, inspect vehicle
Detail/Book down in vehicle register
Issue pass
Provide escort if necessary

VEHICLE EXIT OUT

Stop vehicle correctly

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Check loads
Collect pass check ID
Sign vehicle out in a vehicle register

PERSONAL ENTRY

Stop check ID
Inspect packaging/cases/bags
Issue pass
Sign visitor register
Escort visitor if necessary

NB-NO IDENTITY OR NOT IDENTIFIED-NO ENTRY

PERSONAL EXIT/OUT

Stop check ID
Inspect packaging
Collect pass
Sign out in visitors register

TYPES OF PATROL

Perimeter patrol
Area patrol
Internal building patrol
External building patrol

PERIMETER PATROL

Holes breaches in the wall or fence

Top correction broken or flattened
Are all warning signs still displayed
Anything near the perimeter such as drums and ladders
Signs of digging at the base of the fence
The general condition of the fence or wall
Are gates in good order

AREA PATROL

Persons smoking in no smoking zone

Persons disobeying company regulations
Expensive materials exposed to bad weather
Vehicles not permitted in that area or zone
Unusual materials in the vicinity
Leaking pipes valves; drums and tanks

INTERNAL BUILDING PATROL

Computers

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Telephones
Condition of inside toilets
Water tapes
Other property inside the building

EXTERNAL BUILDING PATROL

Tools and spares left unattended or in unusual places

Broken window panels
Doors and windows left not closed or locked

14
 CHAPTER 4
HAND OVER AND TAKE OVER
HANDOVER, TAKEOVER OF A SITE

Ensure positive identification of the person taking over

Ownership of keys (Verify all keys)
Check previous records if they tally or if there are any changes in the Site Instructions
Patrol the entire premises together
Check buildings
Check the car park
Check other materials left lying on the ground
Record what you have observed in the OB and Pocket Book
Check and search the outgoing guard if you suspect
NB: ONE –KITS CODE WILL ASSIST IN YOUR HANDOVER,TAKEOVER

AIDS TO HANDOVER, TAKEOVER CODE (ONE-KITS CODE)

O- Outside inspection of the perimeter wall, gates, fence, doors, buildings and windows for any
security breaches or weaknesses posing potential security risk.

N-Nothing left outside. Check that nothing worth being stolen has been left outside, such items as
small machines, tools, etc and ensure all vehicles are properly secured.

E-Ensure that electrical appliances such as electrical machinery, tools, fans, heaters are switched off
and that security lighting is switched on.

K-Keys for the gates, buildings and vehicles should be checked, signed for and properly kept and
secured.

I-Intruders should be apprehended. Both the Control room and the client should be informed of the
situation.

T-Taps left on by mistake should be turned off

S-Site instructions should be read, understood and signed for in the Occurrence Book

DANGERS OF POOR HANDOVER, TAKEOVER

You can be arrested, tried, convicted and jailed

You can be asked to pay for the losses incurred
Your contract can be terminated
Your career progression can be negatively affected

15
 CHAPTER 5
ACCESS AND EGRESS CONTROL POINTS
Access and Egress are the Entry and Exit points
The Guard will be controlling the movement of people, vehicles and goods brought in and out of the
premises

ACCESS CONTROL POINT: The Security Guard at the Access Control point must make sure that
anyone who passes through that point positively identifies himself/herself and state the purpose of
the visit.

PHYSICAL BARRIERS: These are obstacles that prevent the movement of goods in and out of the
premises e.g.

Sliding gates
Boom gates
Partition gates
Mash wire gates
Automatic gates
Chains
Doors and Drums
Cones

DUTIES AND RESPONSIBILITIES OF THE ACCESS CONTROL POINT

Members of the management should be allowed access with minimum delay

Workers coming to work must provide ID cards
Delivery vehicles must be stopped and instruct the driver to switch off the engine and make sure
there are no unauthorised passengers inside the vehicle
Customers must be stopped and ask them the purpose of their visit, the name of the company and
anything to declare with a minimum delay
Visitors of senior management with or without appointments must be stopped and ask them the
purpose of their visit or confirm first with the Receptionist/PA before allowing them to proceed
Vendors and job seekers must be completely stay away from the gate to avoid incidents

EGRESS CONTROL POINT: Guards on this point must make sure that no goods, people or vehicles
should leave the premise without being subjected to control measures. No-one is exempted from
this process.

DUTIES AND RESPONSIBILITIES AT THE EGRES CHECK POINT

Members of the management must be stopped but not delayed

Delivery vehicles must be stopped, searched, check if goods against Delivery Note are corresponding
Customers must be stopped and checked if goods and invoice are corresponding and verify if the
receipt is the correct one.
Workers leaving premises after work must be stopped and searched according to the Site
Instructions
Workers leaving the premises during working normal hours must produce local authority Stamped
Pass

16
No employee will be permitted exit with an item, including scrap or rubbish unless he/she has
written Stamped Pass.

DOCUMENTS USED AT THE ACCESS AND EGRES POINTS

Site Instructions
Confirmation Sheet
Vehicle Log Sheet
Key Book
Receipt Book
Invoice
Phone Book
Occurrence Book
Delivery Note
After Hour Contact List
Gate Pass

After Hours: This is the time when the company is not open for business or operating e.g during
weekends, Public holidays and as from 17.00hrs.08.00hrs.

AFTER HOUR DUTIES

You must have After-Hour Contact List

Confirmation Sheet
Those authorised workers must produce ID cards
Those authorised workers must not bring their friends or relatives to the workplace
Gate must always be locked

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 CHAPTER 6
REPORT WRITING

This is an account given after investigations

Reports should be written clearly and accurately
Reports should be consistent of brief points and should be completely logical
Reports must be kept neat and tidy
Reports must always contain the date, time, year, name and signature of the author.

TYPES OF REPORTS
Narrative report
Written report

WRITING A REPORT

Start with your name, rank and company number

Give the date, time and place of incident
Write down what happened as it happened in sequence
When you arrest the suspect write down his/her full details
If you discover an exhibit describe it fully .Indicate to whom you handed it to. He or she is to
sign for it in your occurrence book
Should no arrest have been made, write down a full description of any suspects
If there was a vehicle involved, describe it including making, type, colour and registration
number
Describe weapons used by the suspect

The following 5W principal must apply when it comes to report writing:

What-the incident
When-date and time
Where-premises
Who-all persons involved
Why-reasons
How-methods used to act

If the house is occupied, you must report your presence as soon as you arrive and also
report off duty when leaving
Immediately check if everything is safe, secure and that there are no unlawful people in the
building
If there are external lights check if they can turn on.

18
Patrol the premises in a regular way throughout the day and night
If the house is occupied guards should not patrol close to the bedroom windows and disturb
the occupants.
Never ask for food, money clothes or bus fare.
Customers’ safety is of paramount vigilance

REASONS FOR GUARD ROTATION

To minimise familiarity between security guards and employees

To minimise temptation i.e. collusion and corruption
To improve the efficiency of the security guard

VISITING THE PREMISES

A guard patrols individuals’ companies during the night and day alerting

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 CHAPTER 7
OCCURRENCE BOOK (OB)
An Occurrence Book (OB) is a security document that we record all events of a security nature that
took place at a contract.
One of the most important books in the control room

USES OF THE OCCURRENCE BOOK (OB)

The Occurrence Book is used among other things, the following:

Hand-Over and Take-Over (HOTO) of duties

Hand-Over and Take-Over keys, instructions or any other equipment
Patrols carried out during Hand-Over Take-Over of duty during your shift
Visit by the NCO at any time and Client staff after hours
Any reports of insecure premises
Any irregularities observed within the client’s premises during your tour of duty
Recording of goods or equipment removed by client’s staff or deliveries to the client’s business
premises after hours
Details of any arrests made during your shift including name of accused, address and description of
goods stolen
All goods brought in by staff that is similar to those of the client or employer
Damage to property
Complaints received

NB
All entries are to be made ASAP after the event/s have occurred
All entries must be in English
Write neatly and whatever you write must be legible

LAYOUT OF AN OCCURENCE Book

DATE TIME ENTRY No. OCCURENCE/EVENT COMMENTS SIGNATURE

Notes:

Date and Time: This refers to the exact day and correct time for which the event/s took place .The
time should be entered in the 24hr.format
Entry No: This refers to the sequence in which events took place and has to be in chronological order
Occurrence/Events: This refers to a detailed report of what has taken place. It has to be factual and
precise
Comments: This refer to the action taken by either the Guards, Management, Client or the Police.
(This column may not always be completed)

20
Signature: This column acts as a sign of acknowledging that indeed all the events/occurrences
recorded actually took place

THE IMPORTANCE OF AN OB IN RELATION TO HAND-OVER, TAKE-OVER (HOTO)

Manning and security continuity of duty at the premise/s

Accountability purposes
Tracing purposes in the event that something went missing
It promotes an aspect of being responsible by the Guards
One is bound to adhere to given instructions prior to commencement of duty
It promotes an aspect of time conscience

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 CHAPTER 8
INCIDENT REPORTS

REPORTING INCIDENT: The way you report an incident should follow a certain pattern which
enables the one receiving the report to understand and take action. Your report should follow these
headings:

Who: those involved in the incident

What: What transpired in the incident?
When: Day, Date and Time the incident took place
Where: Record the exact place the incident took place
Why: Explain what caused the incident
How: Write all details of how the incident took place

Your report has to be accurate and fair

OBSERVATION: It is a process of identifying unusual things and distinguishing them from other usual
things similar to them

POSITIVE IDENTIFICATION: It is your responsibility to report incidents as they happen and not which
you thought to have happened. No assumptions. You thus have to:

Be honest
Not exaggerate
Not add your own thinking
Report ASAP whilst exhibits are still fresh
Report to the Control Room, OB and record in the Pocket Book
Be able to observe people, objects and vehicles

OBSERVATION PATTERNS

PEOPLE MOTOR VEHICLES OBJECTS

Complexion Make Size
Dressing Model Colour
Height Colour Serial Number if applicable
Sex Registration Number Location
Built Condition Shape
Age Particulars e.,g Taxi
Race

OBSERVATION PATTERNS

Shape: Everything is recognised by shape. Trees, houses, animals, people are recognised by their
outline and it is your attempt to break this shape by pinning yourself at a place where you will be
able to see and observe or hear without being seen particularly at night.
Shadow: Move from shadow to shadow avoiding patches of moonlight and security lights which
gives you away easily. You can spot a criminal from a distance using shadow especially at night.

22
Criminals want to know the position of a guard before they carry out their operations, so remain
calm in the shadow so that you will be able to see first without being seen.
Spacing: Things are never regularly spaced in nature. Regular spacing means manmade objects.
Guards should not be positioned at regular intervals and be suspicious of anything unnaturally
spaced. Spacing assist guards to see without being seen especially at night.
Movement: Monitor employees’ movement in and out of the premises. Employees will be taking the
employer’s/client’s property out if not searched accordingly. So you must see first without being
seen.

DEALING WITH A DIFFICULT CLIENT/CUSTOMER

Listen attentively and do not interrupt

Separate feelings from acts
Never let the client loose (Do not lose temper)
Be concerned with what is right rather than who is right
Show empathy rather than sympathy
Do not judge Client’s facts or feelings
Remember the code: PRIDE

P - Personal

R - Responsibility

I - In

D - Delivering

E - Excellence

POINTS TO REMEMBER FOR EFFECTIVE COMMUNICATION

The power of arrest of a private person are laid down in the Criminal Procedure and
Evidence Act, chapter 9.07
Remember we are not policeman. We are private citizens although we wear uniform we
employed to protect property belonging to the company.
As we are citizens we have exactly the same powers of arrest as any member of the public

23
 CHAPTER 9
RANK STRUCTURE
(NON COMMISSIONED)(NCO)RANKS

Recruit: (No Rank)

Security Guard: (No Rank)
Lance Corporal: (One “V”)
Corporal: (Two “Vs”, one on top of the other)
Sergeant: (Three”Vs”as above)
Sergeant Major: (A crown normally worn on the right hand on the wrist like a wrist watch)

COMMISIONED RANKS

Assistant Inspector - x (One star)

Inspector - xx (Two stars)
Chief Inspector - xxx (Three stars)
Security Officer - Security Officer Rank Badge
Chief Security Officer - Chief Security Officer Badge
Security Manager - Plain Clothed

24
 CHAPTER 10
LABOUR RELATIONS ACT
An ACT to declare and define the fundamental rights of employees ; to define unfair labour
practises, to regulate conditions of employment and other related matters; to provide for the
control of wages and salaries; to provide for the appointment and functions of workers
committees; to provide for the formation ,registration ,certification and functions of trade
unions ,employers organisations ,employment councils and employment boards; to regulate the
negotiation ,scope and enforcement of collective bargaining agreements; to provide for the
establishment and functions of the labour Relations Board and the Labour Relations Tribunal; to
provide for the prevention of trade disputes ,and unfair labour practices ;to regulate and control
collective job action; to regulate and control employment agencies ;and to provide for matters
connected with or incidental to the foregoing.

[Date of commencement: 15th December, 1985].

“Collective bargaining agreement” means an agreement negotiated in accordance with this Act
which regulates the terms and conditions of employment of employees;

“Collective job action” means an industrial action calculated to persuade or cause a party to an
employment relationship to accede to a demand related to employment, and includes a
strike ,boycott, lock-out, sit-in or sit-out, or other such concerted action;

“Dispute” means a dispute relating to any matter concerning employment which is governed by this
Act.

“Employee”, subject to the provisions of section three ,means any person employed by or working
for any employer, and receiving or entitled to receive any remuneration in respect of such
employment or work;

“Employer”, subject to the provisions of section three ,means any person whatsoever who employs
or provides work for another person and remunerates or expressly or tacitly undertakes to
remunerate him, and includes the manager, agent or representative of such person who is in charge
or control of the work upon which such other person is employed;

“Managerial employee” means an employee whose contract of employment requires or permits

him to hire, transfer, promote, suspend, lay off, dismiss, reward, discipline or adjudge the grievances
of other employees, or to make recommendations on these matters to his employer

“Minister” means the Minister of Public Service, labour and Social Welfare or any other Minister to
whom the President may, from time to time, assign the administration of this Act.

“Registrar” means the Registrar of Labour re-ferred to in paragraph (a) of subsection (1) of
Section one hundred and twenty-one, and includes an Assistant Registrar referred to in that
paragraph;

“Trade union” means any association or organization formed to represent or advance the interests

25
Of any employees or class thereof in respect of their employment;

“Unfair labour practice” means an unfair la-bour practice specified in Part III, or declared to be so in
terms of any other provision of this Act;

“Workers committee” means workers commit-tee appointed or elected in terms of Part VI;

“Works council” means a council composed of an equal number of representatives of an employer

and representatives drawn from members of a workers committee and a chairman.

Employees’ entitlement to membership of trade unions and workers committees

(1) Notwithstanding anything contained in any other enactment, every employee shall, as between
himself and his employer, have the following rights—

(a) The right, if he so desires, to be a member or an officer of a trade union;

(b) Where he is a member or an officer of a trade, the right to engage in the lawful activities of such
trade union for the advancement or pro-tection of his interests;

(c) The right to take part in the formation and registration of a trade union;

(d) The same rights, mutatis mutandis, as are set out in paragraphs (a), (b), and (c) in relation to
workers committees.

(2) Every employee shall have the right to be a member of a trade union which is registered for the
undertaking or industry in which he is employed if he complies with the conditions of membership.

(3) No term or condition of employment and no offer of employment shall include a requirement
that an employee or prospective employee shall undertake—

(a) If he is a member or officer of a trade union or workers committee, to relinquish his mem-bership
or office of such trade union or workers committee; or

(b) Not to take part in the formation of a trade union or workers committee; and any such
requirement shall be void.

(4) Without prejudice to any other remedy that may be available to him in any competent court, any
person who is aggrieved by any infringement or threatened infringement of a right specified in
subsection (1) shall be entitled to apply under Part XII for either or both of the following remedies—

(a) An order directing the employer or other party concerned to cease the infringement or
threatened infringement, as the case may be;

(b) An order for damages for any loss or prospec-tive loss caused either directly or indirectly, as a
result of the infringement or threatened infringement, as the case may be.

26
Protection of employees against discrimination

(1) No employer shall discriminate against any employee or prospective employee on grounds of
race, tribe, place of origin, political opinion, colour, creed, gender, pregnancy, HIV/AIDS status or,
subject to the Disabled Persons Act [Chapter 17:01], any disability referred to in the definition of
“disabled person” in that Act, in relation to—

(a) The advertisement of employment; or

(b) The recruitment for employment; or

(c) The creation, classification or abolition of jobs or posts; or

(d) The determination or allocation of wages, salaries, pensions, accommodation, leave or other
such benefits; or

(e) The choice of persons for jobs or posts, training, advancement, apprenticeships, transfer,
promotion or retrenchment; or

(f) The provision of facilities related to or con-nected with employment; or

(g) Any other matter related to employment.

(2) No person shall discriminate against any employee or prospective employee on the grounds of
race, tribe, and place of origin, political opinion, colour, creed, or sex in relation to-

(a) The advertisement of employment; or

(b) The recruitment of persons; or

(c) The introduction of prospective employees for jobs or posts; or

(d) Any other matter related to employment.

Protection of employees’ right to fair labour standards

(1) No employer shall—

(a) Pay any employee a wage which is lower than that to fair labour specified for such em-ployee by
law or by agreement made under this Act; or

(b) require any employee to work more than the maximum hours permitted by law or by agreement
made under this Act for such em-ployee; or

(c) fail to provide such conditions of employ-ment as are specified by law or as may be specified by
agreement made under this Act; or

(d) require any employee to work under any conditions or situations which are below those
prescribed by law or by the conven-tional practice of the occupation for the pro-tection of such
employee’s health or safety; or

27
(e) Hinder, obstruct or prevent any employee from, or penalise him for, seeking access to any lawful
proceedings that may be available to him to enable him lawfully to advance or protect his rights or
interests as an employee.

(2) Any person who contravenes subsection (1) shall be guilty of an offence and liable to a fine not
exceeding level seven or to imprisonment for a period not exceeding two years or to both such fine
and such imprisonment.

Protection of employees’ right to democracy in the work place

(1) No person shall—

(a) hinder, obstruct or prevent any employee from forming or conducting any workers committee for
the purpose of airing any grievance, negotiating any matter or advanc-ing or protecting the rights or
interests of employees;

(b) threaten any employee with any reprisal for any lawful action taken by him in advancing or
protecting his rights or interests.

(2) Every employer shall permit a labour officer or a representative of the appropriate trade union, if
any, to have reasonable access to his employees at their place of work during working hours for the
purpose of—

(a) advising the employees on the law relating to their employment; and

(b) advising and assisting the employees in regard to the formation or conducting of workers
committees and trade unions; and

(c) ensuring that the rights and interests of the employees are protected and advanced; and shall
provide such labour officer or representa-tive of the appropriate trade union or employment board,
if any, with reasonable facilities and access for the exercise of such functions.

(3) Any person who contravenes subsection (1) or (2) shall be guilty of an offence and liable to a fine
not exceeding level seven or to imprisonment for a period not exceeding two years or to both such
fine and such imprisonment.

(4) Notwithstanding subsection (3), nothing done to prevent any disruption of normal produc-tion
processes, or any interference with the effi-cient running of an undertaking or industry shall be held
to be in contravention of subsection (1) or (2).

Unfair labour practices by employer

An employer or, commits an unfair labour practice if, by act or omission, he—

(a) Prevents, hinders or obstructs any employee in the exercise of any right conferred upon him in
terms of Part II; or

28
(b) Contravenes any provision of Part II or of

(c) refuses to negotiate in good faith with a workers committee or a trade union which has been
duly formed and which is author-ized in terms of this Act to represent any of his employees in
relation to such negotiation; or

(d) Refuses to co-operate in good faith with an employment council on which the interests of any of
his employees are represented; or

(e) Fails to comply with or to implement—

(i) A collective bargaining agreement; or

(ii) A decision or finding of an employment council on which any of his employees are represented;
or

(iii) A decision or finding made under Part XII; or

(iv) Any determination or direction which is binding upon him in terms of this Act; or

(f) Bargains collectively or otherwise deals with another trade union, where a certified trade union
representing his employees exists.

Contracts by young persons

No contract of employment shall be enforceable against any person under the age of sixteen years,
whether or not such person was assisted by his guardian, married, or otherwise tacitly or expressly
emancipated, but such person may enforce any rights that have accrued to him or under such
contracts:
Provided that a contract of apprenticeship duly entered into and registered in terms of the law
relating to apprentices shall, notwithstanding the age of the apprentice concerned, be enforceable
against the apprentice.

Wages and benefits upon termination of employment

(1) Subject to this Act or any regulations made in terms of this Act, whether any person—
(a) Is dismissed from his employment or his employment is otherwise terminated; or
(b) Resigns from his employment; or
(c) Is incapacitated from performing his work; or
(d) Dies;
He or his estate, as the case may be, shall be enti-tled to the wages and benefits due to him up to
the time of such dismissal, termination, resignation, incapacitation or death, as the case may be,
includ-ing benefits with respect to any outstanding vaca-tion and notice period, medical aid, social
security and any pension, and the employer concerned shall pay such entitlements to such person or
his estate, as the case may be, as soon as reasonably practica-ble after such event, and failure to do
so shall constitute an unfair labour practice.

29
(2) Any employer who without the Minister’s permission withholds or unreasonably delays the
payment of any wages or benefits owed in terms of subsection (1) shall be guilty of an offence and
liable to a fine not exceeding level seven or to imprisonment for a period not exceeding two years or
to both such fine and such imprisonment.
(3) The court convicting an employer of an of-fence in terms of subsection (2) may order him to
pay—
(a) To the employee concerned; or
(b) to any person specified by it for the benefit of the employee concerned; in addition to any other
penalty which it may impose, an amount which, in its opinion, will adequately compensate the
employee concerned for any prejudice or loss he has suffered as a result of the contravention
concerned, within such period and in such instalments as may be fixed by such court.
(4) The court may at any time on the application of the employer, employee or specified person
concerned, for good cause shown, vary an order made in terms of subsection (3).
(5) Sections 348 and 349 of the Criminal Proce-dure and Evidence Act [Chapter 9:07] shall apply,
mutatis mutandis, in relation to the amount speci-fied in an order made in terms of subsection (3) as
if such amount were a fine referred to in those sections.
(6) Nothing contained in this section shall be construed as precluding a person referred to in
subsection (1) or his representative or the executor of his estate, as the case may be, from claiming
over and above any wages or benefits to which he or his estate is entitled in terms of subsection (1),
damages for any prejudice or loss suffered in connection with such dismissal, termination,
resignation, incapacitation or death, as the case may be.

Incapacitation of worker by illness or accident

Except where more favourable conditions have otherwise been provided for in the contract of
employment concerned or in terms of any relevant enactment-
(a) where an employee becomes temporarily incapacitated by reason of illness or accident not self-
inflicted he shall, not withstanding such incapacity, be entitled to receive his wages and all other
benefits provided for expressly or impliedly in his employment contract for a period of not less than,
in any one year of service, twenty-two working days in relation to a five-day working days in relation
to a six-day working week.
(b) Where, owing to illness or accident, an employee is unable for a period exceeding one month to
fulfil the conditions of his employment contract, the employer shall be entitled to terminate the
contract on due notice, and in such event the employee shall be entitled to all the benefits provided
for expressly or impliedly in his employment contract up to the date of termination.

Death of employer

Except where more favourable conditions have otherwise been provided for in the employment
contract concerned or in terms of any relevant enactment, including any regulations made in
terms of this Act, or in any agreement or determi-nation made or given effect to in terms of any
enactment, a contract of employment between an employee and an employer who is an individual
shall not be terminated on the death of the em-ployer but shall continue to have effect until the

30
expiration of the period after which it would have terminated had due notice of termination been
given on the day on which the employer died, and during such period the employee shall be entitled
to such wages and other benefits as are provided for in the employment contract from the person
legally representing the deceased employer in his capacity as such.

Maternity leave

(1)Unless more favourable conditions have otherwise been provided for in any employment contract
or in any enactment, a female employee who is pregnant and who furnishes to her employer a
certificate signed by a registered medical practitioner or State Registered Nurse certifying that the
birth of her child is likely to take place within the next forty-five days shall, at her request ,be
granted maternity leave from a date specified by her for any period to which she is entitled in terms
of subsection (2),under the following conditions as may be applicable to her case-
(a) if, prior to going on maternity leave, she agrees to forfeit the leave or vacation days which she
was entitled to accumulate in the previous six months, she shall, in addition to receiving all her
normal benefits payable by the employer, be entitled to not less than seventy-five per centum of her
normal pay which shall be payable, had she not gone on such maternity leave; or
(b)If she was not entitled to any leave or vacation days in terms of paragraph (a),or if she is unwilling
or unable to forfeit such leave or vacation days as are referred to in paragraph (a),she shall be paid
not less than sixty per centum of her normal pay and benefits payable by the employer:
Provided that-
(i) where a female employee who has benefited from paragraph (a) or (b) fails, for any reason other
than death, or dismissal by the employer ,to return to the employer’s service for a period of at least
as long as that during which she was on maternity leave and on terms not less favourable than she
enjoyed prior to going on such leave and on terms not less favourable than she enjoyed prior to
going on such leave ,she shall be liable for the repayment to the employer of all the wages and
benefits she received from the employer in consideration of such leave;
(ii)the frequency of paid maternity leave that a female employee may take in terms of this
subsection shall not exceed once every twenty-four months and a total of three times with respect
to her total service to any one employer.
(2)The aggregate of maternity leave which a female employee may take in terms of subsection (1)
before and after the birth of her child shall be ninety days:
Provided that-
(i) where the birth of her child in fact takes place after the expiry of the forty-five days referred to in
the certificate mentioned in subsection (1), the period of ninety days shall be extended without pay
by the number of days that have elapsed between the expiry of such period of forty-five days and
the date of the birth of the child;
(ii) Where a registered medical practitioner or State Registered Nurse certifies that, as a result of
complications accompanying the birth of the child, the child’s mother needs to convalesce for a
specified period in the excess of forty-five days after such birth, the period of ninety days shall be
extended without pay to include the whole of such specified period.
(iii) the employee shall go on maternity leave at least fourteen days before the birth of her child.
(3) During the period when a female employee is on maternity leave in accordance with subsections
(1) and (2),her normal benefits and entitlements ,including her rights to seniority or advancement

31
and accumulation of pension rights ,shall continue uninterrupted, in the manner in which they would
have continued had she not gone on such leave, and her period of service shall not be considered as
having been interrupted ,reduced or broken by the exercise of her right to maternity leave in terms
of this section.
(4) A female employee who is the mother of a suckling child shall ,during each working day ,be
granted at her request at least one hour or two-half hour periods ,as she may choose during normal
working hours ,for the purpose of nursing her child ,and as such employee may combine the portion
or portions of time to which she is entitled with any other normal breaks so as to constitute longer
periods that she may find necessary or convenient for the purpose of nursing her child.
(5) Any person who contravenes this section shall be guilty of an unfair labour practice.
(6)Notwithstanding subsections (4) and (5), the grant of breaks during normal working time to a
female employee for the purpose of nursing her child shall be made in accordance with the
exigencies of her employment and nothing done to prevent any disruption of normal production
processes or any interference with the efficient running of an undertaking or industry shall be held
to be in contravention of subsection (4).
(7)A female employee shall be entitled to the benefits under subsection (4) for the period during
which she actually nurses her child or six months, whichever is the lesser.

32
 CHAPTER 11
COLLECTIVE BARGAINING AGREEMENT
Statutory Instrument 76 of 2012
[CAP.28:01

Collective Bargaining Agreement: Security Industry

IT is hereby notified, in terms of section 80 of the Labour Act [Chapter 28.01], that the Collective
Bargaining Agreement set out in the Schedule has been registered in terms of section 79 of the
Labour Act[Chapter 28.01].

Schedule

NATIONAL EMPLOYMENT COUNCIL FOR THE SECURITY INDUSTRY OF ZIMBABWE

COLLECTIVE BARGAINING AGREEMENT:

SECURITY INDUSTRY

Made and entered into in accordance with the provisions of the Labour Act [Chapter 28.01],between
Zimbabwe National Security Association(hereinafter referred to as “the employers” or “the
employers’ organisation”),of the one part, and Zimbabwe Security Guard Union and Private Security
Workers Union(hereinafter referred to as “employees” or “the trade unions”)for the Security
Industry of Zimbabwe.

ARRANGEMENT OF SECTIONS

Section

1. Title and period of operation

2. Application
3. Interpretation
4. Grading and wages
5. Ordinary hours of work
6. Conversion of rates
7. Payment of overtime
8. Deductions
9. Payment of wages
10. Time and wages records
11. Special provisions: commission workers

Section
12. Bicycle allowance
13. Dog handlers

33
 14. Firearm and cash in transit allowance
15. Housing allowance
16. Transport allowance
17. Cooked meals
18. Outside work
19. Transfer of employees
20. Subsistence, accommodation and travel allowances
21. Vacation leave
22. Industrial holidays
23. Benefits during sickness
24. Maternity leave
25. Contract and service
26. Continuous service
27. Record of service
28. Protective clothing, uniforms and equipment
29. First-aid equipment
30. Gratuities on termination of employment
31. Retirement age
32. Registration and Council dues
33. Exemptions
34. Copy of agreement and notice
35. Administration
36. Amendments
37. Declaration
FIRST SCHEDULE: Hours of work
SECOND SCHEDULE: Grading and wages
THIRD SCHEDULE: Allowances
FOURTH SCHEDULE: Gratuities.

Title and period of operation

1.(1)This agreement may be cited as the Collective Bargaining Agreement: Security Industry.
(2) This agreement shall operate from the first day of the month following its registration until
further notice.

Application
2.(1)This agreement shall apply to all employers and employees in the Security Industry whose
occupation or job title is as specified within the structures and grading schedule of the National
Employment Council for Security Industry.
(2) No employer or employee may waive any provision of this agreement, whether or not the said
provision creates a benefit to or an obligation on the employer or employee concerned. Each
provision shall create a right or obligation, as the case may be, independently of the existence of
other provisions. In the event of any provision of this agreement being inoperative or, ultra vires, the
powers of the parties or the Act or regulations made there under ,either before or after registration
of this agreement under the provisions of the Act ,this shall in no way affect the remainder of the
agreement which shall in that event constitute the agreement.

34
Interpretation

‘’Act’’ means the Labour Act [Chapter 28:01];

‘’Assistant inspector ‘’ means a uniformed supervisor who supervises guards and supervisors up to
the rank of sergeant major
‘’bicycle ‘without in any way limiting its ordinary meaning ,Includes a tricycle and a delivery tricar
and also includes a perambulator,a go-cart, a scooter, an express wagon, a pedal-carand any other
similar wheeled vehicle propelled by hand or by foot;
‘’calendar month’’ means the period commencing on the first day of a month and ending on the last
day of that month;
Caretaker’’ means somebody charged by his/her employer with the care and security of premises,
plant, equipment and property ,but excluding maintenance and repairs ;in addition is responsible for
the control of control of keys and checking the observance of security instructions;
“Casual employee ‘’ means an employee whose engagement is for a period of not more than six
weeks in any three successive months;
“Chief inspector” means a uniformed supervisor who supervises security guards and supervisors up
to the rank of inspector;
“Chief security officer” means a supervisor who supervises security guards and supervisors up to the
rank of security officer;
“CIT crew” means trained security personnel in handling and conducting cash in transit duties;
“Closed circuit television(CCTV) officer” means an employee who activates and monitors
computerized cameras ;
“Commissionaire” means an employee who directs visitors to buildings and records the times of
their entries and exits there from;
“commission-worker” means an employee whose earnings are partly based on the quantity or value
of goods sold by him/her or services rendered by him/her on behalf of his/her employer;
“Continuous service” means the total period of unbroken service of an employee with the same
employer, as prescribed in section 23;
“Contract worker” means an employee who is engaged for a specific period , tasks or projects and
whose employment shall be for a period in excess of six weeks;
“Corporal” means a uniformed supervisor who supervises guards and supervisors up to the rank of
lance corporal;
“Council” means the National Employment Council for the Security Industry;
“day-off” or “days-off” means, in the case of –
(a) an employee working six days per week, Sunday or that day in the week in lieu of Sunday on
which the employee is not required to work;
(b)an employee working five days per week, Saturday and Sunday ,or those days in the week in
lieu of Saturday and Sunday , on which the employee is not normally required to work:
Provided however ,that where an employee is normally required to work a six-day week but
his/her employer elects to allow him/her to work a five-day week while still paying him/her for
the six-day, the sixth day shall not be considered a day-off;
“day-shift” means a shift is not a night shift;
“desert” means a security employee who leaves his/her post before being relieved with the
intention of not returning for duty or past;

35
 “Driver (class I)” means a driver whose duties require him/her to possess a bus driver’s licence-
class 1;
“Driver (class II)” means a driver whose duties require him/her to possess a heavy-duty driver’s
licence class 2;
“Driver (class III) means a driver whose duties require him/her to possess motor-cycle or motor-
scooter driver’s licence class 3;
“Driver (class IV) means a driver whose duties require him/her to possess a light vehicle driver’s
licence-class 4;
“Due date” is the day set aside by mutual agreement betweenthe employer and the employee for
any transactions;
“Emergency work” means work which must be performedImmediately in order to prevent harm to
any plant or employees, or plant or employees of a customer, or to nearby persons or properties;
“Employee” means any person employed by or working for any employer in the Security Industry of
Zimbabwe, who receives or is entitled to receive any remuneration in respect of such employment
or work.
“Employer” means an employer as defined in the Act, who is engaged in or provides employment for
persons in the Security Industry of Zimbabwe;
“Establishment” means any place in which the business under the Security Industry of Zimbabwe is
carried on;
“Fixed term contract” means a contract of employment that has to operate within the agreed period
that shall not exceed ninety (90)consecutive days in any six months in any calendar year (in terms of
subsection one, either party shall give notice of termination of contract in terms of the act);
“General hand” means an employee who perform any of the small menial task such as office
cleaning, packing, lawn cutting, car wash ,delivery of internal mail and documents,
“Grade” means a grade listed in the Second Schedule
“Gunner” means security personnel who is satisfactorily trained in firearm/gun handling and use;
“Industrial holiday” means any day prescribed as a paid holiday in terms of section 19;
“Inspector” means a uniformed supervisor who supervises guards and supervisors up to the rank of
assistant inspector.
“Investigator” means an employee who, under the supervision of management, checks the work of
tracers and attempts to locate defaulting credit customers, and whose duties may include
interpreting and, under supervision of management, investigations and interviews in connection
with customers’ complaints but does not include the collection or receipt of money.
“Investigator (private security operation) means plain clothes employee engaged in carrying out
investigations.
“Invoice clerk” means an employee who is responsible for making out invoices before or after goods
have been dispatched.
“Lance corporal” means uniformed supervisor who supervises guards up to the rank of senior guard.
“Leave-pay” means a wage due for the period of paid vacation leave to which an employee is
entitled.
“Medical practitioner” means any person who is legally permitted to practice as a medical
practitioner in Zimbabwe.
“Messenger” means an employee engaged wholly or substantially in any or all of the following
duties:

36
Delivering and/or conveying letters, parcels, goods or messages on foot or by means of a bicycle, tri-
cycle or similarly propelled vehicle or a motor vehicle.
“Month” without in any way derogating from the provision of section 28(6)(c)of the Interpretation
Act [Chapter 1:01],means a period of time from any day in a month to the day of the preceding
number or nearest thereto in the following month.
“Night shift” means a shift the majority of hours of which fall between six o’clock in the morning.
“Office” means any place in which accountancy, bookkeeping, clerkage, correspondence, shorthand
or typing is performed and includes a cash-desk.
“Ordinary hours” means the hours of work agreed in the contract of service of an employee.
“Overtime” means any time worked outside ordinary working hours.
“Parent industry agreement” means Security Industry Collective Bargaining Agreement.
“Part-time employee” means an employee who is engaged to undertake regular daily work for
periods not exceeding a total of five hours per day, or engaged in a weekly basis of not more than
thirty hours per week.
“Piece work” means work done under any system by which earnings are calculated wholly on the
quantity or output of work done, irrespective of the time spent on such work.
“Private security occupation” means the employees of a private investigator or security guards,
licensed in terms of the Private Investigators and Security Guards(Control)Act[Chapter 27.10].
“Receptionist” means an employee engaged mainly in receiving customers or clients in preparation
to such customers or clients being attended to by some other employee or the employer, or who
makes appointments with customers or clients on behalf of some other employer or the employer,
and whose duties may include the operating of a telephone appliance.
“Roster clerk” means an employee, who is responsible for the supervision of roster clerk.
“Same employer” in relation to a particular employee, includes, in the case of the sale of any
business, the new owner, management or employer, as the case may be ,and ,in the case may
be ,and, in the case of death of an employer ,the legal representative, heir of legatee of that
employer, and in the case of insolvency, or liquidation of an employer, the trustee or liquidator, as
the case may be ,who continues to carry on the business and to employ that employee therein.
“Security guard” means an employee whose duties shall be the protection of property and persons,
manning of access and exit points with a view to preventing pilferages, thefts and unauthorised
entries and exits by physically checking, searching and verifying, including the duties carried out by a
gate keeper, watchman, farm guard and in-house/internal security guard.
“Security Industry” means the private security occupation in which organisations are established to
provide ,on a commercial basis, a security service as defined under sections 3 and 4 of the Private
Investigators and Security Guards (Control)Act[Chapter 27:10]as may be amended from time to
time.
“Security officer” means an employee who assists the manager in the running of the security
organisation employee and who supervises guars and supervisors up to the rank of chief inspector.
“Sergeant” means a uniformed supervisor who supervises guards and supervisors up to the rank of
corporal.
“Sergeant major” means a uniformed supervisor who supervises guards and supervisors up to the
rank of sergeant.
“Senior guard” means experienced security personnel who has continuously served for more
than five years of service.

37
“Shop” means any building or portion thereof, structure, room, market-stall, tent, booth or
vehicle or any place which is used temporarily or permanently for the sale therein, therefrom of
goods or merchandise ,or for the display of samples, and includes a hairdresser’s or barber’s
salon, but does not include railway refreshment rooms, passenger-trains or places licensed to
sell intoxicating liquor for consumption on the premises, or any premises licensed under any law
for the sale or manipulation of unmanufactured tobacco, or store.
“Stock-taking” means the periodical examination and valuation of all stock or goods in a shop or
other place of business.
“Specialised training” means additional training over and above standard guard training , to
cater for special circumstances that may occur within the security industry such as firearm
handling and dog handling.
“Supervisor” means an employee who is specifically charged with the responsibility for the
conduct of sales, the safe custody of sock and the conduct of business with the public within
demarcated section or sections of the premises, or respect of any specific class or classes of
merchandise in the establishment ,and who is ,in addition, placed in full or partial supervisory
control of at least three shop salesmen, employed in such section or sections or in connection
with such class or classes of merchandise in the establishment, and who is ,in addition, placed in
full or partial supervisory control of at least three shop salesmen, employed in such section or
sections, or in connection with such class or classes of merchandise.
“Wage” or “salary” means the earnings of an employee but does not include a travelling or
subsistence allowance or any payment in respect of overtime, or any bonus, or other like
benefit.
“Week” means seven consecutive days, commencing at midnight on any other day fixed by the
employer.
“Working day” means any other day other than a day or days off or a holiday.

Grading and wages

4. (1) Subject to the provisions of subsections (2) and (3), an employer shall place each employee
in a grade appropriate to his/her occupation, and shall pay a wage to such an employee of not
less than the minimum amount prescribed in the Second Schedule for the occupation of the
employee, and no employee shall accept a wage amounting to less than that amount, and the
provisions of this subsection shall apply to employees of the Licensed Security Organisation.
(2)A casual employee shall be paid for each hour at an hourly rate commensurate to the grade.
(3)A part-time employee shall be paid, for each hour at an hourly rate commensurate to the
grade.
(4)An employee who, at the date of commencement of this agreement, is in receipt of a higher
wage for his/her particular occupation than the wage prescribed in terms of this section shall
not, by reason of this agreement ,suffer any reduction in his/her wage.
(5)On promotion to a higher grade, an employee shall be paid-
(a) Not less than the wage that he/she last received prior to his/her promotion; or
(b) Not less than the minimum wage prescribed for such higher grades; which is the greater.
(6) An employee who is required to perform work in a lower grade than that in which he/she is
normally employed shall be paid the wage applicable to the grade or work to which the
employee normally performed before the requirement to perform work in a lower grade.

38
(7)An employee who is appointed ,in writing to carry out the responsibilities of a job in a higher
grade than that in which he/she is normally employed for a period of at least one full working
day, shall be paid the minimum wage prescribed for the higher grade for each day spent working
in the higher grade.
(8)An employee who is required and permitted to perform work in occupations listed in more
than one grade shall be paid the minimum wage prescribed for the highest grade in which such
an employee is required and permitted to work.
(9)An employer shall not reduce the wage of an employee for any time not worked if the
employee was able and willing to work and present at his/her place of work but the employer
was unable, or unwilling to furnish him/her with work.
(10)Where duties performed by an employee are not specified in the Second Schedule –
(a) The employer shall provisionally place the employee in a grade; and
(b) the employer or employee shall notify the General Secretary to the Council; and
(c)the General Secretary shall convene a Job Evaluation Committee meeting which shall
determine an appropriate grade for the specified duties provided that if the classification by the
Job Evaluation Committee places the employee in a grade-
(i) Higher than the employee’s current grade, he shall be paid not less than the minimum wage,
prescribed for such higher grade, with effect from the date on which the classification is
determined.
(ii) Lower than the employee’s current grade, it shall be unlawful to reduce his/her wage.

Ordinary hours of work

5.(1)The ordinary hours of work for officers employed in the private security occupation shall,
not exceed forty-eight hours per week, shall not exceed twelve hours in any period of twenty-
four hours and shall not exceed 208 hours in a month.
(2) The ordinary hours of work for all other employees shall not exceed forty-five hours per week
and nine hours per day.
(3)No employer shall permit an employee, employed in the private security sector to work for a
continuous period of more than five and a half hours without a reasonable break for a meal.
(4) No employer shall permit an employee to work for more than six days a week:
Provided that where an employee works on a holiday, he/she shall be paid in accordance with
section 7(3)(b).

Conversion of rates

6. For the purposes of converting a weekly, fortnightly or monthly wage to-

(a) The weekly equivalent of a monthly wage, the monthly wage shall be divided by four and
one-third; or
(b) The fortnightly equivalent of a weekly wage, the weekly wage shall be multiplied by two; or
(c) The hourly equivalent of a weekly wage, the weekly wage shall be divided by the number of
hours ordinarily worked in a week; or
(d)the daily equivalent of a weekly wage ,the weekly wage shall be divided by five in the case of
employees who work a five-day week; or

39
(e) The daily equivalent of a monthly wage, the monthly wage shall be divided y twenty-two in
the case of employees who work a five-day week.

Payment of overtime
7.(1) An employer may request, but shall not require, an employee to work overtime ,and shall,
whenever possible, give twenty-four hours notice to such employee of such request:
Provided that an employee needed to render emergency work or stock-taking shall not decline
such request without a reasonable excuse.
(2) An employee shall-
(a) Be paid in terms of subsection (3) for all hours worked on overtime; or
(b) By mutual agreement, be allowed time off by the employer during normal working hours
equivalent to-
(i) one and a half times the amount of time worked in excess of the normal working hours on a
working day of the week; or
(ii) Double the time worked where the time worked was on a day the employee would normally
be off.
(3)Subject to the provisions of section 6 , where an employee is entitled to be paid overtime,
he /she shall be paid in respect of each hour worked-
(a) in excess of normal working hours on a working day of the week, at one end and a half-times
his/her current hourly wage, or
(b) On a day off or holiday, at double his/her current hourly wage.
(4) For the purposes of calculating payments in terms of subsection (3),any period of a quarter of
an hour but less than half an hour shall be counted as half an hour, and any period more than
half an hour shall be regarded as an hour, but any period less than quarter of an hour shall be
disregarded.

Deductions
8.(1) No deduction or set-off of any description shall be made or allowed from any
remuneration, except-
(a) where an employee is absent from work on days other than paid holidays or vacation leave, a
pro rata amount of his/her wage only for the period of absence ;or
(b) by a written stop order for contributions to holiday, benevolent, provident, pension or sick
benefits funds, medical-aid society savings accounts or subscriptions to a trade union; or
(c) by written consent of an employee ,for money owing for goods supplied by an employer or
for repayment of money lent ,including interest thereon ,if any, by the employer; or
(d) Amounts which the employer is compelled by law or legal process to pay on behalf of an
employee; or
(e) Any amount in terms of subsections 30 and 32; or
(f) Amounts recovered for payments made in error or overpayment of wages; or
(g) where a local authority raises a levy on the employer for fuel consumed by an employee
housed in a hostel irrespective of whether levy is raised as a separate item or as an element in a
composite rental ,an amount not exceeding twenty cents per month; or
(h) Where an employer pays for an employee’s accommodation by consent of the employee, the
amount so paid; or
(i) Any amount deducted or withheld in terms of section 30(4); or

40
(j) in the case of a cashier, with his/her written consent, an amount equal to any shortfall in
money under his/her control ,and for which he/she is required to account to his/her employer:
Provided that the amount of such shortfall shall be proved to the satisfaction of the casher; or
(k) Payment for services and supplementary charges legally levied and for the lease of land on
which to build a room or a house; or
(l) Deductions in terms of section 17(2).
(2) Where an employer makes deductions on behalf of a trade union or other third party, he/she
shall remit such deductions to the trade union or other third party concerned not later than the
15th day of the month following that to which deductions relate.
(3) No employee shall be required to make good any bad cheques cashed, unless such cheques
are cashed in violation of posted store rules and/or regulations.

Payment of wages

9.(1) Every employer shall pay wages to each employee ,weekly, fortnightly or monthly, as the
case may be, on or by the due date.
(2) Payments of overtime, bonuses and allowances shall be made to each employee, weekly,
fortnightly or monthly, as the case may be, within fourteen working days of the due date:
Provided that an employee whose contract terminates before his/her ordinary pay –day shall be
paid not later than the next business day after the date of termination of his/her contract.
(3) All remuneration shall be paid either by crediting an employee’s bank account or by cheque
or in cash, and shall be accompanied by a wage slip showing-
(a) Name of the employer
(b) The name and grade of the employee
(c) The wage rate
(d) The period for which the payment is made
(e) The total number of hours worked
(f) The amount of overtime
(g) The amount of any other payment, bonus, commission or allowances, irrespective of whether
paid to or on behalf of the employee
(h)any deductions authorised in terms of section (8) ;and
(i) The net amount received by the employee.
(4) No employer shall give, and no employee shall accept any consideration other than cash or
cheque in payment of a wage.
(5)If an employee considers that the payment made to him/her is less than the net amount
reflected on the accompanying wage slip, he/she shall notify his/her employer at the time when
payment is made.

Time and wage records

10. Every employer shall keep a record of all employees showing the following particulars-
(a) Name in full and I.D. particulars
(b) Occupation and grade
(c) Number of daily hours worked
(d) Rate of wage or salary

41
(e) Amount due for ordinary time worked
(f) Hours of overtime worked
(g) Amount due for overtime
(h) Gross total of ordinary and overtime wage or salary
(i) Deductions
(j) Net wage or salary due.

Special provisions: commission-workers

11.(1)A commission-worker shall be paid such commission and on such a basis as agreed with
his/her employer in writing:
Provided that, if the commission paid to any commission-worker, within normal working hours
of work in any one month, is less than the minimum wage for his/her grade, or ,where
applicable, the part time equivalent thereof, the employer shall pay to such a commission
worker, a further amount to bring his/her total remuneration up to at least the appropriate
minimum wage or part-time equivalent thereof.
(2) For all other purposes of these regulations, a commission worker shall be deemed to be
earning the minimum wage for his/her grade.

Bicycle allowance
12. An employee who is required by his/her employer to use own bicycle shall be paid an
allowance as per Third Schedule.

Dog handler’s allowance

13. An employee who ,in the course of his/her duties is required by his /her employer to have a
guard dog accompanying him/her shall receive an allowance as per Third Schedule.

Gun and cash in transit allowance

14.(1)An employee who in the course of his/her duties is required by his/her employer to carry a
firearm shall receive an allowance as per Third Schedule.
(2) An employee who in the course of his/her duties is required by his/her employer to carry out
cash-in-transit duties shall receive an allowance as per Third Schedule.

Housing allowance
15. An employer shall provide housing allowance to an employee in the absence of the provision
of accommodation and shall pay the allowances as per Third Schedule.

Transport allowance
16. An employer shall provide transport allowance to an employee, in the absence of the
provision of transport, and shall pay the allowance as per Third Schedule.

Cooked meals
17.(1) Where an employer supplies meals, he/she shall display the cost of such meals in a
prominent position in the canteen.

42
(2)An employee who voluntarily accepts such meals may have the cost of such meals deducted
from his/her wage.

Outside work
18.No employee, other than a part time employee or a casual employee, shall solicit, take orders
for, undertake or perform any work of a similar capacity to that in which he/she is normally
employed, on his/her own account, or on behalf of any other person or firm, for gain, without
the written consent of his/her employer.

Transfer of employee
19. An employee who is transferred from his/her usual place of work permanently shall be
notified of such transfer thirty days in advance and shall be and his/her family and property be
conveyed to such a place at the employer’s expense and shall be provided with suitable board
and accommodation at the employer’s expense for a period of thirty days at the new place of
work.

Subsistence, accommodation and travel allowances

20.(1) An employee who is required to work more than twenty five kilometres from his/her
normal place of work ,which necessitates his/her sleeping away from home, shall be paid in
advance ,if he so requests ,a subsistence allowance approved by the employer in consultation
with the employee to provide for-
(a) All necessary proved travelling expenses, or
(b) Unproved expenses-
(i) Where neither accommodation nor food is provided, an amount as per Third Schedule; or
(ii) Where food is provided an amount as per Third Schedule; or
(iii) Where accommodation is provided but not required, an amount as per Third Schedule.

(2)Where transport is required to convey an employee referred to in subsection (1), the form of
transport to be used shall be mutually agreed upon by the employer and the employee, and
payment shall be as follows-
(a) Where public transport is used, an employee shall be paid the cost of such transport, and
(b) Where an employee uses his/her own vehicle he /she shall be paid a rate per kilometre
which shall be mutually agreed upon:
Provided that an employee travelling outside his/her ordinary hours of work shall not be paid for
such time spent in travelling, unless mutually agreed upon between such employee and his/her
employer.
(3) An employee who is required to work so far from his /her usual place of work as to
necessitate his/her sleeping away from home, shall be conveyed to and from such place at the
employer’s expense, and shall be provided with suitable board and accommodation or shall be
paid, in addition to his/her wages for the period during which he is away from home, all
necessary out-of pocket travelling and subsistence expenses:
For the purposes of this subsection, “usual place of work” means the headquarters or branch
headquarters of the employer.

Vacation leave

43
21.(1)If the services of an employee who has completed two months of continuous service is
terminated, for any cause whatsoever ,he/she shall be paid for each month of service in
accordance with subsection (2).
(2) An employee shall accumulate vacation leave at the rate of two and half days for each month
worked.
(3) An employee may take a portion of any vacation leave accrued to him /her, and shall retain
his /her right to any vacation leave not taken.
(4)An employee shall be entitled to proceed on vacation leave within thirty days of his/her
application thereof:
Provided that where undue hardship would be caused to the employer he employee shall be
entitled to proceed on vacation leave within six weeks of his/her application thereof; provided
such an employee is a skilled worker difficult to replace on short notice.
(5)An employer shall be entitled, on giving one month’s written notice, to require an employee
to proceed on his/her accrued vacation leave/or any portion thereof at any time convenient to
the employer.
6. No employer shall permit an employee to accumulate vacation leave during a period of two
years of continuous service with the same employer, without the employee proceeding on such
accrued leave or any portion thereof, whether he/she works a forty-five hour or forty –eight
hour week, with weekend and public holidays being included when calculating the total number
of leave days.
(7)Subject to the provisions of subsection (9), and with the consent of his/her employer, an
employee may elect to accumulate vacation leave in excess of thirty or thirty-six working days,
as the case may be.
(8) If an employee who works a five-day week has accrued 90 days’ vacation leave and is not
permitted by his/her employer to take the full 90 days’ leave on the date of accrual of such
leave, he/she shall be remunerated by cash in full for the 90 days leave accrued or part thereof.
(9)An employee who has accumulated vacation leave may, with the consent of his/her ,elect to
be paid cash in lieu of his/her taking such leave at current rate.
(10) An employee proceeding on vacation leave shall, be paid ,on request thirty days prior to
his/her going on leave his/her wages up to date ,and his/her current wage allowances for the
period of such leave.
(11)In calculating any period of leave, any public holidays listed in the Schedule to the Public
Holidays listed in the Schedule to the Public Holidays and Prohibition of Business Act[Chapter
10:21],shall be reckoned as part of such leave.
(12) Any period of leave taken by an employee in terms of this section, or any additional leave
granted by the employer, whether paid or not, or any sick –leave taken in terms of section
24,shall be counted as continuous service for the purpose of calculating leave.
(13)For the purposes of calculating any period of leave or pay in lieu of leave, a year shall be
reckoned from the date on which an employee commences service with an employer or in terms
of subsection (2) for any period less than one year.
(14)For the purpose of leave pay , the pay for one day shall be calculated in terms of section 6
(15) The leave pay of an employee shall be calculated on his/her current wage at the time of
proceeding on such leave.
(16) For the purposes of calculating any period of leave or pay in lieu of leave, an
investigator ,security guard, lance-corporal, corporal, sergeant, sergeant major and security

44
officer employed in the private security occupation ,shall be deemed to work a forty-eight hour
week.
(17) An employee, whose service is terminated for the any cause whatsoever, shall be paid the
cash equivalent of any leave which he/she has accrued and the amount of such payment shall be
based on his/her current wage.
(18) If any employee is absent from work because of illness or any cause beyond his/her own
control, proof of which he/she has accrued and the amount of such payment shall be based on
his/her current wage.
(19) An employee who loses a relative due to death, on request, shall proceed on compassionate
paid leave for a period up to a maximum of five days per bereavement but not exceeding a
cumulative total of twelve days in any calendar year.

Industrial holidays

22.(1) All days declared in terms of the Public Holidays and Prohibition of Business Act [Chapter
10:1]as public holidays shall be industrial holidays.
(2) Subject to the provisions of subsection (3),every employee shall be granted leave of absence
on industrial holidays and shall be paid his/her normal daily wage for every industrial holiday.
(3)An employer may request an employee to work on an industrial holiday, in which event
he/she shall either-
(a) With the consent of the employee, grant the employee leave of absence on another day
instead of the industrial holiday and that other day; or
(b) Pay the employee for work done on the industrial holiday, for each hour of work done during
the ordinary hours of work of the employee for the day of the week on which the industrial
holiday falls, not less than his/her normal wage plus an amount equal to his/her normal wage:

Provided that, insofar as the private security occupation is concerned, this amendment shall be
deemed to have come into force with effect from date of publication of this agreement.

Benefits during sickness

23.(1) The provisions of this section shall also apply to casual and part-time employees.
(2) If an employee, whilst at work claims to be unfit for work, owing to sickness or accident, the
employer shall give the employee sufficient time off to enable such employee to be examined by
a medical practitioner.
(3) If an employee is incapacitated by sickness or injury,he/she shall be entitled to receive
his/her current full wage and allowances during such incapacity for a period not exceeding, in
aggregate, in any one year of service 90 days:
Provided that-
(a) He/she is not entitled to any compensation or other payment in respect of such sickness or
incapacity under the provisions of the National Social Security Authority Act[Chapter
17:04],or any similar enactment relating to compensation, and
(b) His/her sickness was not self-induced or his/her injury was not wilfully self-inflicted; and
(c) He produces medical certificate to justify such absence for any period exceeding three
working days; and

45
 (d) Such paid sick-leave shall not be cumulative from one year to another ;and
(e) Such sick-leave shall not be considered as vacation leave.
(4) If an employee-
(a) Has been paid his/her wages in terms of subsection (3) for a continuous period of 90 days or
for a number of periods aggregating 90 days in any one year of service, if he/she works a 48
hour week; or
(b) Has been paid his/her wages in terms of subsection (3)for a continuous period of 90 working
days or for a number of periods aggregating 90 working days in any one year of service, if
he/she works a five-day week; and
(c) Is within that year of service, again certified by a medical practitioner as being unfit to work.
He/she shall be paid half his/her wage by his/her employer for such further periods as the medical
practitioner may certify him/her to be unfit, but not exceeding ,in aggregate,90 days, as the case
may be, within any one year of service.
(5) An employee shall not be entitled to any additional sick-leave in terms of subsection (4)-
(a) if he is entitled ,in terms of the National Social Security Authority Act[Chapter 17:04],or the State
Service(Disability Benefits)Act [Chapter 16:05],or any similar enactment relating to compensation for
the incapacity under which he/she is labouring; or
(b) If his/her sickness was self-inflicted.
(6) If an employee is absent from work for more than three consecutive days due to illness or
accident, whether such sick-leave is paid or not ,he/she shall cause a medical certificate to be sent to
his/her employer to advise his/her employer the probable duration of his/her absence.
(7) Where no medical practitioner is available, a certificate issued by a State registered nurse or
State certified nurse or a suitably qualified person employed in a State or municipal clinic shall be
accepted in place of a medical certificate.
Provided that, where the period of sick-leave exceeds fifteen working days, the employee shall be
required to furnish a certificate issued by a medical practitioner.
(8)The employer shall be entitled to terminate the contract of employment upon fulfilment of the
provisions of subsections (3) and (4).

Maternity leave
24.(1)Maternity leave shall be granted to female employees for a period of 98 days on full pay.
(2) An employee shall be entitled to a maximum of three periods of maternity within her total
service to any one particular employer and provided that “Still Birth” shall not be considered as a
birth, but sick leave shall be granted in terms of this CBA for the period of such maternity illness. An
employee shall be entitled to a maximum of one period of maternity leave within a period of two
years to any one particular employer.
(3) A breast feeding mother shall be given one hour nursing time per day for six months commencing
from her resumption of duty from maternity leave.
(4) All Saturdays, Sundays and gazetted public holidays falling within a period of maternity leave shall
be counted as part of the maternity leave.

Contract and notice

25(1) an employer shall inform every employee, in writing, on engagement, of the nature of his/her
contract, including-
(a) His/her grade; and

46
 (b) His/her rate of pay, its manner of calculation and when it will be paid; and
(c) Provision for accommodation, if any; and
(d) The period of notice required to terminate the contract of employment; and
(e) The hours of work ;and
(f) The details of any allowance; and
(g) Vacation leave and vacation pay; and
(h) Provision for benefits during sickness or pregnancy; and
(i) Name and address of the employer; and
(j) The period of time if limited for which the employee is engaged; and
(k) Terms of probation if any; and
(l) Terms of any employment code; and
(m) Particulars of any other benefit provided under the contract of employment.

(2) The first four weeks of any silent contract of service shall be in probationary period, unless the
employer and employee agree, in writing ,to such period being some other duration, not exceeding
ninety consecutive days, and during the probationary period ,the contract shall be terminable on
twenty-four hour’ notice by either party.
(3) If the probationary period of service is terminated during or at the end of each service, the
employee shall be entitled to be paid a wage commensurate to the grade for the period from
commencement of the probation to the termination of service.
(4) If the probationary period is not terminated during or at the end of such service, the employee
shall be deemed to be a full-time monthly paid employee, as the case may be.
(5)An employer or an employee may terminate the contract of employment by giving notice in terms
of the contract, but such notice shall be-
(a) three months in the case of a contract without limit of time or a contract for a period of two
years or more;
(b) two months in the case of a contract for a period of one year or more but less than two years.
(c) one month in the case of a contract for a period six months or more but less than one year;
(d)two weeks in the case of a contract for a period of three months or more but less than six months
(e) one day in the case of a contract for a period of less than three months or in the case of casual
work or seasonal work.
(6) Where a dispute arises between an employer and an employee as to what constitutes an
emergency or a compelling necessity, the dispute shall be referred to the Council.
(7) An employer may discharge his/her obligations by paying an employee his/her full wage and
allowances for, and in place of ,the period of notice required to be given in terms of this section.
(8) If the employee deserts or wrongfully terminates his/her employment without due notice, the
employer shall pay such employee for the period during which he/she duly carried out his/her
duties.
(9) When an employer or an employee gives notice of termination of service, a shorter period of
notice may be mutually agreed upon, and shall be in writing.
(10) An employee who has given or received notice to terminate his/her employment shall not be
required to take vacation leave during the period of such notice.
(11) Subject to the provisions of subsection (12) no employer or employee shall give notice of
termination of service to run concurrently with sick-leave or vacation-leave.

47
(12)Subject to the provisions of subsection (5), no employer shall give notice of termination of
employment whilst the employee is sick or disabled, unless or until such employee has been absent
for a continuous period of not less than 180 days.
(13) Any contract of employment which is for a fixed duration shall specify the date of
commencement and the date of termination thereof, and no further notice to terminate the
contract shall be required from either party.
(14) An employer may terminate the contract of employment with an employee in terms of the code
of conduct.

Continuous service
26.(1) Continuous service shall be deemed to be broken only by death, resignation, retirement or
discharge of the employee concerned.
Provided that ,an employee who is discharged and reengaged by the same employer within two
months of such discharge shall be deemed not to have broken his/her continuous service.
(2) If an employee who is absent from work without permission from his/her employer is allowed to
continue his/her employment within two months of such absence ,he/she shall be deemed not to
have broken his/her period of continuous service.
(3) If, upon the change of ownership of an establishment, an employee enters the service of a new
owner, or continues his/her employment in the establishment, his/her service with the previous
owner shall be reckoned as service with the new owner, and shall be deemed not to have broken
continuous service by such change of employer:
Provided that, if, upon, the change of ownership of the establishment, an employee was paid by the
previous owner gratuity in terms of section 30 in respect of his/her service with the previous owner;
on the death, resignation, retirement or discharge of such employee in the employ of the new
owner; his/her gratuity may be reduced by the amount of gratuity paid by the previous employer.

Record of service
27.(1) An employee whose services are terminated ,for any cause whatsoever, may request a record
of service from his/her employer.
(2) The record of service supplied shall specify the period of service and the occupation in which the
employee was employed.

Protective clothing and uniforms

28.(1) An employer shall supply, free of charge, to each ,to each employee in the private security
occupation ,an identity card in terms of section 14 of the Private Investigators and Security Guards
(General) Regulations,2007,published in Statutory Instrument 156 of 2007,and every item of uniform
applicable to his/her rank, specified by the law to be worn for the satisfactory performance of
his/her duties.
(2)Every employer shall supply, free of charge, water –proof cap, overcoat or other suitable
protective clothing to every employee who, in the course of his/her duties, is habitually exposed to
inclement weather.
(3)-
(a) The employer shall provide 1 kilogram laundry soap to every uniformed employee every
calendar month for the laundry of the uniform by the employee.;

48
 (b) The employer shall provide 50 millilitres of shoe polish every two months to every
uniformed employee for the upkeep of shoes.
(4) Where the employee loses protective clothing, uniforms and equipment, issued for the purpose
of employees’ duties, the employee may refund the employer as follows-
(a) If issued being new and lost within three months, the employee may refund the employer at least
a minimum of eighty percent of the cost of the uniform;
(b) If issued being new and lost after three months but before duration for change; the employee
may refund forty percent of the cost;
(c) If issued being second hand and lost after its duration the employee may refund five percent of
the cost;
(d) No employer may issue an old or unclean uniform to an employee.

First aid equipment

29.(1)Every employer shall provide measures for emergencies and accidents ,including First Aid, as
required by the National Social Security (Accidents Prevention and Workers Compensation
Scheme).Notice ,1990,published in Statutory Instrument 68 of 1990,published in Statutory
Instrument 69 of 1990.
(2) Every employer in an establishment shall provide First Aid equipment in a dust-proof container
readily accessible to all employees in that establishment, which equipment shall comprise not less
than a standard first aid kit as determined by the Health and Safety Ministry.

Gratuities on termination of employment

30.(1) Subject to the provisions of subsection (4),an employee who has completed five or more years
of continuous service shall, on the termination of such service, irrespective of the circumstances of
such termination, be paid a gratuity of not less than the amount derived y multiplying the
appropriate percentage of his/her current monthly wage by the number of completed years of
continuous service, as set out in the Fourth Schedule.
(2) If an employee who has completed five or more years of continuous service dies before receiving
a gratuity in terms of subsection (1),there shall be paid to his/her estate the sum which the
employee would have received if his/her contract of employment terminated on the day of his/her
death.
(3) Notwithstanding the provisions of subsections (1) and (2) if an employee is a member of a
pension fund which provides for the employee, or his/her dependants, to receive an amount in
excess of the employee’s own contributions together with ,then the gratuity payable in terms of this
subsection shall be reduced by such excess. In the event of the benefit due being a pension ,or
deferred pension, then the value of the pension ,or deferred pension ,shall be compared with the
gratuity payable plus the refund of the employee’s own contributions with interest and if the
pension ,or deferred pension ,is less than the gratuity and refund of contributions ,then the
difference shall be paid in cash by the employer. Such pensions shall not be misconstrued to refer to
personal pensions but industry pensions if any.
(4) Notwithstanding the provisions of this section, an employer may set off against, and deduct
from ,any amount payable in terms of this section any sum owed to the employer by the employee
or by his/her estate in terms of a civil judgement in favour of the employer and arising out of theft
and/or fraud committed by the employee.

49
(5) In this section, “civil judgement” includes an award of compensation or restitution in terms of
Part XIX of the Criminal Procedure and Evidence Act [Chapter 9:07].

Retirement age
31.(1) The retirement age for all employees shall be 60 years which may be extended to a maximum
of 65 as a result of mutual agreement between the employer and employee concerned.
(2)An employee on his/her own request may opt for an early retirement:
Provided that such an employee receives his/her pension with full employer’s contributions on a
pro-rata basis.

Registration and council dues

32.(1)Every employer in the Security Industry ,at the time of coming into operation of this
agreement shall ,within one month of that date ,unless it had already been done, notify the General
Secretary of his/her full name, trading name, postal and physical address and a summary of the
activities of the undertaking ;which summary shall include size of workforce monthly wage bill for all
grades and total number of employees covered by his Collective Bargaining Agreement.
(2) All employers, employees engaged in the Security Industry shall from the date of publication of
this agreement pay dues to the Council whereupon all employers shall deduct from the wage or
salary of each of the said employees the appropriate due with the employer contributing his/her
appropriate dues as stipulated in 32(4)(e).
(3) The dues to be paid shall fall due at the end of each month and shall be paid not later than the
15th day of the following month.
(4) The dues shall be paid by the employee at the rate of 0,325% of the employee’s monthly wage or
salary as the date of deduction and at the same percentage thereafter at the end of each succeeding
month:
Provided that-
(a) No employee shall pay more than US$5 per month;
(b) No dues shall be payable where owing to short-time working or any other cause an
employee’s pay is reduced to below sixty per centum of his/her normal wage or salary;
(c) No deduction shall be made in respect of an employee who is off work sick for a period in
excess of 180 days and not in receipt of sick-leave pay or a substitute payment;
(d) Deductions shall be made in advance from the leave pay paid to an employee prior to
his/her commencing his/her leave.
(e) The employer shall contribute an amount equivalent to the employee’s total monthly
Contributions.
(5) The dues to be paid by each employee each month shall be that amount which equals the
total of the deductions made in terms of subsection (4) of this section and shall not exceed US$5
per month in respect of each individual employee.
(6) Any person who is bound by this collective bargaining agreement but fails to comply with or
to implement the provisions of this collective bargaining agreement shall, without derogation
from any other remedies that may be available against him/her for its enforcement-
(a) Commit an unfair labour practice as stated in section 8(1)(e) and section 82(3)(a)of the
Labour Act[Chapter28:01];and

50
 (b) be guilty of an offence and liable to a fine not exceeding level seven or to imprisonment for a
period not exceeding two years or to both such fine and such imprisonment as stated in section
82(3)(b) of the Labour Act[Chapter 28:01].
(7) The provisions of this section shall not apply to casual employees.

Exemptions
33.(1) The Council may ,in its sole discretion ,and upon such terms and conditions as it may
determine, grant exemption, in writing, from any of the provisions of this agreement to an
employer or employee.
(2)Applications for exemption in terms of subsection (1) shall be made, in writing, to the Council,
giving reasons thereof.
(3)Any such exemption granted may be withdrawn by the Council, at any time, in its sole
discretion.
(4) Any such exemption granted to the employer or employee by the council shall specify the
period or duration of such exemption.

Copy of agreement and notice

34. (1) every employer shall exhibit or make available copy of this agreement and all
amendments thereto in a place accessible to every employee.
(2) Every employer shall exhibit a notice ,in the form set out in the First Schedule ,showing the
number of ordinary working hours per week and the normal daily times for starting and finishing
work in his/her establishment for each group of employees.
(3) No person shall alter ,deface or remove ,or cause to be altered ,defaced or removed ,the
copy of the agreement, save on the instructions of the employer when carrying out his/her
responsibilities under subsections (1) and (2).

Administration
35.The Council shall be the body responsible for the administration of this agreement ,and may
issue expressions of opinion not inconsistent with the provisions for employers and employees .

Amendments
36. The parties to the employment council may from time to time amend this collective
bargaining Agreement in terms of the National Employment Council as agreed.

Declaration
38. The trade unions and the employer’s organisation, having arrived at this agreement set forth
herein, undersigned hereby declare that the foregoing is the agreement arrived at, and affix
their signatures hereto.

Signed at Harare,on behalf of the employees and employers, on this 28th day of February, 2012.

Statutory Instrument 105 of 2014.

[CAP.28.01

51
 CHAPTER 12
Labour (HIV and AIDS) Regulations, 2014
ARRANGEMENT OF SECTIONS

Sections
1. Title
2. Purpose
3. Objective
4. Scope and application
5. Interpretation
6. Information, education and communication programmes
7. Prevention
8. Care, support and treatment
9. Medical testing on recruitment
10. Testing of employees for HIV and confidentiality
11. Stigma and discrimination
12. Eligibility for employee benefits
13. Sick and compassionate leave
14. HIV risk reduction and management
15. Copy of regulations and management
16. Copy of regulations for each employee
17. Offence and penalty
18. Repeals
IT is hereby notified that the Minister of Labour and Social Services, in terms of section 17 of the
Labour Act [Chapter 28:01], has made the following regulations:-

Title
1. These regulations shall be cited as the Labour (HIV and AIDS) Regulations ,2013.

Purpose
2. To serve as a guide on the management of HIV and AIDS at the workplace.

Objectives
3. To reduce the impact of HIV and AIDS and related communicable diseases at the workplace.

Scope and application

4. These regulations cover and apply to-
(a) All workers working under all forms or arrangements and at all workplaces , including-
(i) Persons in any employment or occupation ;
(ii) Those in training ,including interns and apprentices;
(iii) Volunteers
(iv) Jobseekers and job applicants;
(v) Laid-off and suspended workers;
(b) all sectors of economic activity ,the formal and informal economies.

52
Interpretation
5. in these regulations-
“AIDS” refers to the acquired immunodeficiency syndrome which results from advanced stages of
HIV infection, and is characterised by opportunistic infections or HIV-related cancers or both;

“Testing” in relation to HIV includes-

(a) Any direct analysis of the blood or other body fluid of a person to determine the presence of
HIV or antibodies to HIV; or
(b) Any indirect method ,other than the testing of blood or other body fluid ,through which an
inference is made as to the presence of HIV;

“Related communicable disease” means any communicable disease whose transmission may be
linked to HIV due to its transmission may be linked to HIV due to its transmission through body fluids
or whose risk of clinical disease may increase due to the presence of HIV;

“Stigma “means the social mark, that when associated with a person usually causes marginalisation
or presents an obstacle to the full enjoyment of social life by the person infected or infected by HIV;

“Discrimination” means any distinction exclusive or preference which has the effect of nullifying or
impairing equality of opportunity or treatment in employment or occupation;

“Workplace” refers to any place in which workers perform their activity in the formal or informal
sector;

“Worker” refers to any person working under any form or arrangement;

“reasonable accommodation”means any modification or adjustment to a job or to the workplace

that is reasonably practicable and enables a person living with HIV or AIDS to have access to,or
participate or advance in,employment;

“Medical practitioner” means a person registered as a medical practitioner in terms of Medical,

Dental and Allied Professions Act [Chapter 27:08].

Information, education and communication programmes.

6.(1) Every employer shall cause to be provided for the benefit of every person employed by him/her
,and at such place and time during normal working hours, continual, gender sensitive, accurate, up
to date, relevant and timely information relating to-

(a) The promotion of safe sex and risk-reducing measures in relation to sexually transmitted
diseases; or
(b) The importance of reducing all modes of HIV transmission by changing risky behaviours
related to infection; or
(c) The acquisition, transmission and prevention of HIV and related communicable deseases, or

53
 (d) The dangers of HIV and TB co-infection ;or
(e) Measures to encourage workers to know their HIV status through voluntary counselling and
testing; or
(f) Effective occupational safety and health measures; or
(g) Rights of employees affected and infected with HIV.
(2) The design of education programmes shall be in accordance with guidelines approved by the
Ministry of Health and Child Care.
(3) The provision of the education referred to in subsection (2) shall be at such intervals as
recommended and advised by the Ministry of Health and Child Care.

Prevention

7.(1) Prevention programmes at the work place should ensure-

(a) Access to all means of prevention ,including the availability of necessary supplies ,in
particular male and female condoms and where appropriate ,information about their correct
use; and
(b) The availability of post exposure prophylaxis; and
(c) Effective measures to reduce high-risk behaviour, including the most at-risk groups ,with a
view of deceasing the incidence of HIV; and
(d) Prevention of mother to child transmission (PMTCT);and
(e) Awareness on the importance of male circumcision; and
(f) Conducting of social behaviour change communication programmes in the workplace.

(2) Where there is a possibility of exposure to HIV at work, workers should receive education and
training on modes of transmission and measures to prevent exposure and infection.

Care, support and treatment

8.(1)All persons covered by these regulations including workers and their immediate dependents
(spouse and children)living with HIV, have a right to access free or affordable service.
(2)Work places must endeavour to provide counselling and other forms of psycho-social support to
workers infected With HIV and AIDS.
(3) Where health care services-
(a) Exist at the workplace, appropriate treatment must be provided in line with the set national
health standard, through linkages with public health services;
(b) Are not available ,workers must be informed and guided on where to access these services.

(4) Linkages with the Ministry of Health and Child Care must be established to access comprehensive
health services including VCT, antiretroviral therapy and treatment of opportunistic infections
(OIS)and STIs through-
(a) Referrals to public health systems;
(b) Private insurance;
(c) Social security schemes;
(d) Industrial clinics or hospitals, etc.

54
(5) Care and support are regarded as critical elements that must guide a workplace in responding to
HIV and AIDS.
(6) Mechanisms must be created to encourage openness, acceptance and support for workers
infected and affected by HIV and AIDS and to ensure that they are not discriminated against nor
stigmatised.

Medical testing on recruitment

9.(1) No employer shall require ,whether directly or indirectly, any person to undergo HIV testing or
any other forms of screening for HIV as a precondition to the offer of employment.

(2) Subsection (1) shall not prevent the medical testing of persons for fitness for work as a
precondition to the offer of employment

55
 CHAPTER 13
CODE OF CONDUCT
Be honest, confident and to represent the organisation professionally at all times
Be smart, clean shaven and properly dressed
Be polite, considerate and give assistance whenever necessary
Do not use bad or foul language
Behave in an upright manner
Be alert and vigilant at all times
Obey lawful orders
Do not report for duty under the influence of alcohol or non-medical drugs
Carry out thorough checks when handing over and Taking over Duty
Arrest all wrong doers, criminals and intruders
Advice Control of any emergency
Read and understand Site Instructions
Treat all property with care and respect
Remain on duty until relieved and to inform Control if not relieved on time
Know the details of your Duty Slip/Roster
Inform your Duty Supervisor or Management of any problems with new or revised Site Instructions
Carry all your equipment with you e.g. handcuffs, baton stick, whistle, pepper spray etc.
Inform Control within 24 hours if injured on duty
Do not wilfully fail to disclose any ailment, it is an offence
Advice change of address
Remember to keep the Rules in order to keep your job

DUTIES AND RESPONSIBILITIES

Protect the Client and his/her property

Familiarise yourself with the client, his/her family and workers
Understand the perimeter covered by your contract
Take note of the address of the property. Be familiar with the surrounding and always be vigilant
Know the direction of the Police Station in case of emergency
Know all the Fire Points
Search the outgoing guard

DEPARTMENTS TO WHICH A GUARD MAY BE POSTED

Alarms
Dog Handling
Cash-In Transit (CIT)
Retail
Residential
Industrial
CCTV
Investigations
Control Room
Gunner
Quartermaster
Riders
Drivers

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 CHAPTER 14
DISCPILINE AND DRILL

Discipline: Discipline is the state of improved behaviour resulting from training or condition imposed
for improvement of physical and self-control.

Drill: Drill is the execution of a required movement in a police or military like manner.

Purpose of drill:
To promote physical fitness
To give an aspect of listening attentively
To promote an aspect of time conscience
To promote an aspect of carrying out delegated duties without unnecessary excuses

EMERGENCY DRILLS: These are set of drills which are followed in case of an unusual occurrence
which need urgent attention e.g.

A fire outbreak
Theft/robbery

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 CHAPTER 15
BASIC HYGIENE
Personal Hygiene: Personal hygiene is a way of keeping yourself clean, a way of prevention of the
spread of disease and sickness.

The Importance Of Personal Hygiene

It promotes fitness and smartness

It promotes the image of a good guard
It prevents the spread of disease

Basic Rules of Hygiene

Care of the head

Keep your hair short and brushed or combed

Clean teeth regularly and shave daily

Care of hands

Wash your hands after visiting the toilet

Wash your hands before and after eating anything
Cut your finger nails short because long and dirty nails reflect badly on your personal image

Care of the Body

Bath daily with soap and water and apply deodorant if necessary

Care of feet

Wear the correct size of shoes to avoid blisters

Wear woollen socks to absorb sweat
Cut your toe nails short and neat

Exercise Physical Fitness

Keep yourself fit by doing exercises e.g. playing soccer, jogging etc

Care of Uniform

Wash your uniform regularly

Iron with warm iron
Extra clothing may be worn provided it is not seen
Clean metal badges with brass/silver

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 CHAPTER 16
PUBLIC RELATIONS (PR)
Public Relations: is a deliberate, planned and sustained effort to maintain good will and mutual
understanding of an organisation and both is internal and external publics.

The Importance of Public Relations

It promotes the business of a company

It makes the guard’s duty easier
It promotes efficiency

How to create PR

Appearance:
Once you put on your uniform you represent VS Security, so how you present yourself reflects on
the client or the company
Uniform must be cleaned and pressed at all times
Uniform is a complete item, any bit missing takes away the benefit of wearing it, therefore wear all
parts of uniform
Uniform must be worn properly
You should be clean shaven at all times

Correct attitude and approach

Do not lean against wall, smoke or drink, as this does not give a good impression
Look and be alert at all times
When approached by a visitor or a customer, adopt position of attention, salute and greet, say”Can I
help you Sir/Madam?”This automatically gives a good impression.
Efficiency: Deal with the customer promptly; show him/her where to go. If the customer ask a
question for which you do not have an answer do not say i don’t know, instead refer him/her to
someone who can assist.

Neatness in Documentation: It often occurs that clients have to complete or even want to see items
pertaining to security e.g. Occurrence Books, Vehicle Log Sheets and Visitors’ Log Sheets etc. If these
are neatly or correctly completed, this automatically gives a good impression.

Positive Authority: You should have full control of the place you are guarding.

Confidence: Have thorough knowledge of your duties and responsibilities

Good bearing: This is the way you move from one point to the other

POINTS THAT CREATE GOOD PR

Professionalism
Openness
Politeness
Honesty and Reliability
Loyalty

59
POINTS THAT CREATE BAD PUBLIC IMAGE

Poor bearing
Rude manners
Bad attitude
Ignorance
Poor knowledge of your duties and responsibilities

THE RELATIONS CODE

R-Respect: Show respect to the client and its property at all times. Greet, salute and address them
as Sir/Madam

E-Exemplary: Be a good example, be smart, polite, and professional and promote a good image of
yourself and the company

L-Liaise : Let your Supervisor/Area Manager or Control know if the client has any complaint of
problems

A-Always : The client is always right. Never criticise or argue with the client, if you think that the
client is wrong, inform your Control

T-Talk : Talk to your client in a calm and polite manner. Do not shout even if you are angry

I-Introduce: Introduce yourself to the client when you arrive. Let the client know that you have
arrived to look after his or her property

O-Offer : Offer to help if you can, do not wait to be asked

N-Never : Never:

Ask for money, offers or favours

Bring personal problems to work
Be rude
Be dishonest
Temper with the client’s property
Lean cycles or the wall
Lean against the cars
Walk on flower beds
Use equipments to sit on

S-Smile : Smile and be happy with your work and aim to carry out your work professionally

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 CHAPTER 17
INDUSTRIAL RELATIONS
Industrial Relations-is the relationship between the Workers and the Management of any
established company. Workers convey their grievances through the Workers Committee then to the
Management

MANAGEMENT

WORKERS COMMITTEE

WORKFORCE

CAUSES OF POOR INDUSTRIAL RELATIONS

Communication breakdown
A biased Workers Committee
The absence of a Workers Committee at all

SIGNS OF POOR INDUSTRIAL RELATIONS

Workers refusing to produce their ID cards

Workers refusing to be searched by the Security Guards
No co-operation between workers and the Security Guards
Workers deliberately damaging company property (sabotage)
Workers on “Go Slow”
Workers going out of the company premises/area

ROLE OF THE SECURITY GUARD DURING INDUSTRIAL ACTION

Do not be involved in the dispute

Do not take sides
Gather information; report to the client Management, Control and the Police
Always keep the gate closed
Record the incidents in the OB and Pocket Book

POINTS THAT CREATE GOOD INDUSTRIAL RELATIONS

Be tactful
Be patient
Be polite
Be firm and fair
Be consistent
Be non-racial

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 CHAPTER 18
ZIMBABWEAN LAW AND ITS APPLICATION

LAW AND PRIVATE SECURITY

These are rules and regulations that govern human conduct. They are enforced by the State.

CRIME:
Crime is the violation of law for which the state may exact punishment to the offender
It affects the state of the general public
Only the state has the right to give punishment
Proof of acts is beyond reasonable doubt

PRINCIPLES OF CRIME

Must be an act of commission

Must be a voluntary act
Must be an act of a human being

ESSENTIAL ELEMENTS OF CRIME

Violation of law
Punishment must be provided for by the law
Punishment is exacted by the state

THE COURTS

Supreme court (court of appeal)

High court
Regional court
Magistrate court
Community court

TYPES OF LAWS

Criminal Law e.g.

Rape
Theft
Fraud
Robbery
Arson
Murder
Unlawful entry with intent to steal
Kidnapping
Bestiality
Criminal Insult
Assault

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 CHAPTER 19
DEFINITIONS OF CRIMINAL LAW OFFENCES
Assault: Assault is the unlawful application of force directly or indirectly to the body of another
person
Theft: Theft is the unlawful taking of someone’s property capable of being stolen with the intention
of permanently depriving the owner.
Criminal Insult: Any person who by words or conduct seriously impairs someone’s dignity or invades
the privacy of another person commits criminal insult.
Bestiality: It is having sexual intercourse with an animal.
Robbery: Robbery is the unlawful taking of someone’s property by means of force or inducing fear
so as to get submission/theft accompanied by violence
Rape: Rape is the act of having sexual intercourse with an unwilling partner
Kidnapping: Kidnapping is the deprivation of a person’s freedom of movement and association or
unlawful custody of a minor.
Murder: is the unlawful killing of another with the intention to kill
Forgery: is any act of cheating for the sake of benefiting
Arson: is setting to an unmovable structure
(MIP)Malicious Injury to Property: is damaging property with intention
Capable Homicide: is killing someone without the intention to kill

KIDNAPPING (UNLAWFUL DETENTION)

It is unlawful deprivation of a person’s liberty of movement and or freedom of association or

unlawful custody of a minor.

N.B: In our law, children below the age of seven (7)years cannot commit a crime. They are protected
by the law.
The law suggests that they lack the knowledge of what is wrong and detaining them, could mean
kidnapping on the part of the arresting detail.

Civil Law: Civil Law is a law which deals with disputes of private companies, individuals and
contractual agreements e.g.:

A person failing to pay rent

A company refusing to pay an account or debt
A person signs a contract and fails to carry out this job

STATUTORY LAW

Statute law is a manmade law that changes constantly according to demand on specific issues
It is the law that governs an individual life.

STATUTORY OFFENCES

Proceeding against a red robot

Driving whilst under the influence of alcohol
Drunk whilst in possession of firearm
Unlicensed drivers
Touting

63
Public urinating, drinking etc
Vending
Gambling
Overloading
Trespassing
Loitering
Abortion
Poaching
Crime of injury

64
 CHAPTER 20
FIREARMS

FIREARMS ACT CHAPTER 10:09

The Act makes provision for regulating and controls the possession, sale, repair and manufacture of
firearms and ammunition and imposes restrictions of the position of firearms and ammunition to
certain classes of persons.

Definitions

1. Firearm
Any lethal/deadly barrelled weapon of any description from which any short, bullet or any other
missile can be discharged or which can be adopted for the discharge of any such short, bullet or any
other missile.

2. Arms of war
It means artillery of all kinds, apparatus for the discharge of all kinds of explosives gas diffusing,
bombs, grenades including machine guns and breech loading weapons.

3. Ammunition
Means ammunition for any firearm, including grenades, bombs, missiles and all capable for use with
a firearm

4. Acquiring
Hiring or accepting as a gift or borrowing.

Requirements to purchase or possess a firearm and ammunition

Section 5 provides that:

a)No person shall purchase, acquire or have in possession any firearm or ammunition unless he
holds a firearm certificate in force (current)every time.
b)If any person purchases, acquires or has in possession any firearm or ammunition without a valid
certificate or
c)Fails to comply with any conditions subject to which a certificate he is holding shall be guilty of an
offence.

Firearm Certificate

It is used by the controller, if he is satisfied that the applicant has a good reason for acquiring or
purchasing a firearm or having in his possession in respect the application is made.
The certificate shall be valid for three years, calculated from the first day of the month in which it
was issued and may application to the controller be renewed for further three years.

Exemptions from Holding a Firearm Certificate

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1. Section 8 provides that, a person carrying the business of a firearm dealer and registered as such
under this act or a servant of such a person may without holding a certificate purchase, acquire or
have in his possession a firearm or ammunition in the ordinary course of his business.

2.A person carrying on the business of an auctioneer, carrier or storage contractor or an employee of
such a person may without holding a certificate ,have in his possession a firearm or ammunition in
the ordinary course of that business.

3. A person carrying a firearm or ammunition belonging to another holding a firearm certificate

relating there too may without himself holding a firearm certificate have in his possession that
firearm or ammunition under instruction from and for use of that person for sporting purpose only.

4. A person who is employed for the purpose of safeguarding persons and property and who is a
member of class of persons prescribed for the purpose of that sub-section may, without holding a
firearm certificate and subject to such conduct as prescribed have in his possession and ammunition
belonging to his employer and for which his employer holds firearm certificate when he is engaged
in his duty.

Possession of firearm and ammunition by young people

1. No person under the age of 16 shall purchase any firearm or ammunition or any person to let or
hire any firearm or ammunition to a person under the age of 16.
2. No person under the age of 14 shall accept as a gift or borrow any firearm or ammunition.

Loss of firearm or ammunition

It shall be reported as soon as possible after its occurrence at the nearest police station (within 24
hrs)

Offences
a) No person shall take any firearm or ammunition in PAWN (exchange with someone)from any
other person
b) No person shall handle any firearm whilst under the influence of alcohol and drugs to such an
extent of being incapable of controlling it.
c) No person shall point a firearm without lawful cause.

FIREARMS

USE OF FIREARMS

Definition of firearm
Any lethal barrelled weapon of any description from which a shot, bullet or any other missile can be
discharged.

Principles of using firearms

Before one use firearms he should consider the following factor:
a) Legality-is it lawful or not
b) Necessity-is it necessary
c) Proportionality-compared to the opponent

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GOLDEN RULES IN THE USE OF FIREARMS

1. Never use a firearm if you can achieve your objective by other means.
2. Never use a firearm after your immediate objective has been achieved.
3. If in doubt do not fire.

The identity of your target

Whether the offence committed warrants the use of firearms or not
To pick your target without injuring innocent people
NB: Every organisation which uses firearms should understand the rules which outline:
a) What type of firearms they should use
b) When firearms can be used
c) How these firearms are used.

Stages in use of firearms

i)Shoot as a warning(warning shot)

These shots should be directed in safe direction.
A warning shot is meant to inform your target that he is the one you are asking to stop and that you
are armed capable of killing if he does not comply with orders, not to scare away the offender.

ii) Shoot to injure

Target lower limbs
Take accurate aim considering that the offender is running on uneven surfaces

iii) Shoot to kill

If killing is lawful or can be justified in the circumstances

Situations
The following may permit the use of firearms either to shoot to warn, to injure or shoot to kill

a) If an attempt is made to disarm you or deprive you of an offender under your custody.
b) In self defence or in armed resistance.
c) In self defence of others against imminent threat of death or severe injury.
d) To prevent the perpetration of a particularly serious crime involving threat of life or distraction of
property.
e) To arrest a person committing a serious crime or resisting arrest
f) To prevent the escape of detained offender.

GENERAL SAFETY PRECAUTIONS IN THE USE OF FIREARMS

1. Do not handle or use any firearm you had not been trained to use.
2. Do not allow unauthorised person to control firearm
3. Keep arms and ammunition separately
4. Unload firearms on returning it for storage
5. Never leave a loaded or unloaded firearm unattended
6. Always keep firearms pointed in the safe direction
7. Never point a firearm at anyone in jest(jokingly)
8. Safe precautions should always be carried out on receiving and handing over firearm.
9. Always keep firearms safe whenever necessary
10. Hand over firearms with action open and magazine separated from the firearm

67
11. Never indulge in horse play when ever holding a firearm
12. Never shoot at hard surface or liquid such as water, because the round ricochets
13. Never fire a weapon near an animal unless it is trained to accept noise
14. If your weapon fails to fire always keep pointing the target or safest direction
15. Never put your finger in the trigger guard or squeeze the trigger until you are aiming a target and
ready to shoot.
16. Never abuse your firearm and use it for any other purpose which is not shooting
17. Never alter any part of your weapon as the safety and proper functioning of your firearm will be
seriously be compromised.
18. Always keep a firearm out of reach of children or untrained people
19. Always be aware that corrosion, use of damaged ammunition, dropping of weapon on hard
surface or other coarse treatments could cause damage to a firearm you may not see.

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 CHAPTER 21
POWERS OF SEARCH

TYPE OF SEARCHING

ROUTINE SEARCH: Daily search i.e. body search, vehicle search, bag search, parcel search
and frisk search
OBJECTIVE SEARCH: Instructed to search for a missing object at premises e.g. cell phones or
calculator
SUSPECT SEARCH: Check the behaviour of employees and cleaners at your premises if
he/she is over excited that day. Suspect search needs diplomacy.

Body Search

These searches are conducted on individuals

Guards should search in the following; pockets, mouth, shoes, hats, parcels, armpits, baby
bags and accessories, lady’s handbags and accessories, in bras and between legs
The guard must scrutinise and be watchful of pregnant women

Car Search

We search under the seats, bonnet and under the car and boots

Building Search

We search inside the building

Naked Search

An individual will be searched without any clothes on

Frisk Search

It is mainly done at mines using special asbestos gloves

Everywhere is searched including the internal parts and hats to avid dangerous chemicals.

SEARCHING PROCEDURES

A guard is to never label anyone a thief unless proven guilty

A search is carried out with decency

69
Staff or employers approach the security supervisor who will then assign a guard to conduct
a search
A guard is never to touch the luggage or put his/her hand in any bag/pocket of anyone when
conducting a search
After searching, escort the employees to the exit point
Guards should search staff in random rotation
Searches are only conducted man to man and woman to woman
Guards should also be searched by external guards and vice versa
No staff should enter the shop after knock searches
When searching look up for behaviour of the person, hidden place oversized shoes

REASONS FOR SEARCH

We search so as to recover stolen property

In order to disarm culprits
To recover dangerous drug e.g. marijuana, dagga, cannabis and smoking glue
To recover evidence for the court

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 CHAPTER 22
POWERS OF ARREST

POWERS OF ARREST AND SEARCH

Search and arrest on client’s mandate or authority (Site Instructions)

Use of the Citizen’s power of arrest if you suspect

ARREST
Is to take someone’s freedom
It is to deprive someone’s liberty in a lawful way after receiving the stolen property.
A guard may arrest anyone at home if any offence is committed in his/her presence
Never assault a parishioner/suspect or allow others to do so
Suspects should be approached in the language they understand
Do not delay on making a report with the relevant authorities
When arresting someone, touch the persons’ right arm/shoulder and tell him/her and tell
him/her in the language that he/she understands.

POWER OF ARREST
We get powers of arrest from chapte59 subsection 3.1 and 3.2 under criminal procedure
and evidence act.

ARRESTING A SUSPECT

Inform the accused that he/she is under arrest

If the accused is resisting arrest, apply reasonable force. Remember you may be called to testify in a
court of law.
To arrest a female suspect you should engage the services of a female guard in case of the need of a
search to be conducted on the female suspect. Male must be careful with female suspects.
Inform your Control Room , client management and the police
Write details of the policeman and reference number
Record details of the exhibits and the serial number
Handover exhibits to the client management or police and ensure there is a witness nearby
Make the person receiving the exhibits to sign in your OB and Pocket Book
Never allow the suspect to handle the exhibits.
Do not search members of the opposite sex
The details of suspect including I.D number should be written into your notebook.

DISPOSAL OF EXHIBITS
Normally when an arrest is made, property of some or other is recovered from the suspect.
Record full details of exhibits including serial numbers of marked items.
If you have to hand the exhibit to the management or police have the person sign for it in your
notebook.
Never allow the suspect to handle the exhibit after you have recovered it from him/her.
MINIMUM FORCE: Minimum force is the least amount of force used to affect an arrest

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REASONS WHY THERE MAY BE NEED TO APPLY MINIMUM FORCE

When someone is resisting arrest

When someone is violent and aggressive
When defending yourself
The force must be equal to that used by the accused. If someone uses a stick you cannot use a
firearm, instead, use a baton stick or bare hands and try to arrest the accused. The use of minimum
force should not be used further once you have achieved your objective.

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 CHAPTER 23
TELEPHONIC ALPHABET
PHONETIC ALPHABET

A-Alpha I-India P-Papa W-Whiskey

B-Bravo J-Juliet Q-Quebec X-X-ray
C-Charlie K-Kilo R-Romeo Y-Yankee
D-Delta L-Lima S-Sierra Z-Zulu
E-Echo M-Mike T-Tango
F-Foxtrot N-November U-Uniform
G-Golf
H-Hotel O-Oscar V-Victor

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 CHAPTER 24
RADIO COMMUNICATION
Radio Communication is passing of information from one person to another using a chosen
media/frequency.
Mobile radios are used by members of security while on patrol and at different points of guard.
Controllers should make sure that mobile radios are charged and ready for use.
Members of security should maintain the mobile radios and protecting them from dropping on hard
surfaces

ESSENTIAL ELEMENTS OF COMMUNICATION

The Sender (encodes)

The Message
The Media
The Receiver (decodes)

TYPES OF COMMUNICATIONS

One way communication without feedbacks e.g. newspapers, radios, televisions, magazines etc
Two way communication with feedback e.g. two way radios and telephones, cell phones

EXAMPLE OF A TWO WAY RADIO WITH FEEDBACK

SENDER MESSAGE MEDIA RECEIVER

FEEDBACK

VOICE PROCEDURE (VP)

Voice Procedure is a set of rules designed to provide Security, Accuracy and Discipline (SAD)

WHY DO WE LEARN VOICE PROCEDURE

We learn VP because:

Every word we say over the Radio can be monitored and heard by the enemy
If two people transmit at once , the result is chaos, therefore some form of discipline is needed
Even the best Radio Communication system may suffer from interference resulting in distorted or
misunderstood messages

AIDS TO SECURITY

Code words and Pro words

Phonetic alphabet
Appointment Titles
Call Signs
Nicknames

74
Code words and Pro words: These are words used to indicate specific meanings that replace
abbreviated sentences or phrases for security purposes only and can be used to speed up message
handling on Radio Networks reducing the chance of an error into a message. Some of the radio
jargon commonly used and their meanings are:

Roger: Message received and understood. It can also be used with the words “Over “and “Out”
Over: invitation to transmit
Out: end of transmission, no answer is expected
Copy: confirmation of whether message has been received
Affirmative: Normally used when a question is asked and the answer is “yes”
Negative: As above and the answer is”No”
Figures: Numbers to follow
Standby: Wait for a short period and I will get back to you
Wait Over: As in above
Wait Out: The waiting period is longer than “Wait Over”
Wrong: Indicates an error has been made and the message will be repeated from the last
transmitted word
I spell: I say again,(Roger so far-confirming parts of a long message)
Relay: Pass my message to......
Through me: Act an Intermediary
Acknowledge: Answer or respond to my message

APPOINTMENT TITLES

Wood pecker-Training Officer

Gold finger -Paymaster
Crusader -Army
Cyclone -Air Force
Starlight -Medical officer, nurse
Bailiff -Police
Sunray -Director
Sunray Minor-Deputy Director
Seagull -Operations Officer
Manhole -Administration Officer

AIDS TO ACCURACY

R. Rhythm: Keep a natural rhythm and divide your message into sensible phrases.(pause
adequately)
S. Speed: Speak slightly slower than in a normal conversation
V. Volume: As per normal conversation
P. Pitch: Voice must be pitched higher than a normal conversation

AIDS TO DISCIPLINE

Use correct Voice Procedure

Answer all call immediately
Constantly Radio watch and listen
Do not use obscene or vulgar language

GENERAL TRANSMITTING INSTRUCTIONS

75
Decide what you are going to say ensuring that it is clear, short and make sure that no-one else is
speaking on the net
Divide your message into sensible phrases, pause and make a natural rhythm to speech. Avoid
excessive calling and unofficial transmissions
Use standard pronunciations, emphasise vowels sufficiently, avoid extreme pitch and do not shout
Keep a distance of 5cm between the mouthpiece and your lips

READABILITY (Testing Signal Strength)

Fives- Perfectly readable (loud and clear)

Fours- Barely readable (with difficulty)
Threes- Readable with considerable difficulty
Twos- Barely readable with some words readable now and then
Ones- Unreadable (Nothing Heard)

RADIO-NET

A Radio Net is a group of stations working in the same channel or frequency for the purpose of good
communication.

CALL-SIGNS

A Call Sign is a combination of letters and figures used to identify a station on a Radio Net e.g
O1A, O1B , O1C, O1D

RADIO NET

AN EXAMPLE OF A SIMPLE RADIO NET

01B

01C
01A

ENERMY/MONITOR
01D

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 CHAPTER 25
FIRST AID
The first help given to casualty at the scene of accident using available materials before the arrival of
an ambulance

AIMS OF FIRST AID

To save life
To prevent condition from worsening
To promote recovery

FIRST AIDER

This is the person who has received training and a certificate from authorised first aid training board.

CASUALTY

This is the person who has just fallen ill or injured and may be under the hands of the first aider.

DUTIES/RESPONSIBILITIES OF A FIRST AIDER

A-Assess the situation first

D-Diagnose
A-Action
R-Re-assure
D-Document

PRIORITIES OF THE FIRST AIDER

S-Safety
A-Airway
B-Breathing
C-Circulation

*Pulse-60-80/min Breathing-18-20/min

ACCIDENTS AND THEIR PREVENTION

BURNS AND SCALDS

When cooking turn away pot handles so that they do not get knocked off
Cords of electric gadgets should not hang down in a loop to avoid pulling by children
Keep matches out of reach of small children
Keep flammable e.g. fuel away from the kitchen
Use proper ash trays or make sure cigarettes are completely out of before throwing them away
Feel the temperature of bathing water before getting or putting a child or patient into the bathing
dish
Avoid smoking whilst in bed

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Dry off meat or vegetables before putting them in hot fat or oil.
Do not serve extremely hot food
Fat and cooking oil which catches fire can only be put off by covering the pot with the lid. Do not
pour water or try to carry the pot outside.
Do not sleep around a fire.

ROAD TRAFFIC ACCIDENTS

Do not drink alcohol and drive

Car seat belts should always be worn
Young children should always travel in the back seat of the car
People walking along roads at night should wear white or reflective clothes so that the drivers can
easily see them
Pedestrians should always walk on the side of the road and should face the oncoming traffic.
Build humps at both sides of pedestrian crossings.

DROWNING

Never attempt crossing a flooded river

Do leave children near or in water alone
Keep swimming pools fenced and gated
Protect shallow wells
Do not drink alcohol and swim
People learning to swim should only do so in shallow pools with the assistance of a competent
swimmer

WOUNDS

A wound is a break in the continuity of a body tissue either internal or external.

DANGERS OF THE WOUNDS/COMPLICATIONS

Bleeding
Shock
Infection

TYPES OF WOUNDS

Incised wound: A clean cut caused by sharp edged instruments e.g. razor blade or knife

Lacerated wound: An irregularly torn wound caused by barbed wire or animal claws

Punctured wound: A stab, open or closed wound caused by pointed or sharp objects e.g. nails, spear

Contused wound: Internal injury where top skin layer may not be damaged and caused by a blow
from a blunt object e.g. knobkerrie, fist.

Grazed wound: Bruising of the superficial layer of the skin caused by friction against rough surfaces

Gunshot wound: Small entry and large exit caused by a bullet

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MANAGEMENT OF WOUNDS

Ensure safety
Thoroughly wash your hands and or wear gloves
Control bleeding if there is any
Remove clothing from the injured part if necessary
Avoid spreading germs to the wound and the equipment to be used
Do not remove any foreign objects stuck on the wound. This may lead to further bleeding and
infection
Clean around the wound using a clean or sterile dressing soaked in clean cold soapy water. Use a
fresh dressing for each stroke
Place a sterile dressing over the wound, apply cotton wool and cover with a clean bandage.
Prevent shock by providing warmth
Re-assure the casualty
Get medical help.

POISON

It is an act of introducing poison into the body or skin which may destroy life or impair health.

WAYS OF POISONING

INGESTION-Swallowing through the mouth

INHALATION-Breathing in through the mouth or nose

INJECTION-Under the skin through intramuscular/intra venous

ABSORPTION-Through skin contact

SIGNS AND SYMPTOMS OF POISONING

Vomiting
Diarrhoea
Unconsciousness
Burn lips or skin
Pain
Nausea
Sweating
Difficulty in breathing

HOW TO PREVENT POISONING

Keep all poisonous substance in safe places out of reach of children

Wear protective clothing when using poisonous chemicals
Do not put poisonous substances in food containers
Do not use poisonous substances without instruction

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 CHAPTER 26
OCCUPATIONAL SAFETY
Occupational Safety is the Safety Precautions being practiced at a workplace.

UNSAFE ACTS

Unsafe Acts are dangerous practises done by workers at the workplace which can end up causing
some incidents, injuries and /even deaths e.g.

Smoking in a non-smoking zone

Refusing to wear Protective Clothing
Overloading of electrical machines
Driving Fork Lifts at high speed
Operating of machinery without Protective Clothing

UNSAFE CONDITIONS

Unsafe conditions are a result of an employer’s oversight e.g.

Crowded workshops
Bad lights and poorly lit workplaces
Oily or slippery workshop floors
Failing to provide Protective Clothing
Failing to put adequate Safety Signs
Broken Ladders
Unserviced generators resulting in air pollution

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 CHAPTER 27
FIRE FIGHTING AND RELATED ACCIDENTS
Fire is the single largest cause of financial loss and damage to Industry and Commerce
The prevention of fire is a primary objective to all security personnel
Fire respects nothing, it leaves people homeless, jobless, it destroys and kills

WHAT IS FIRE

Fire is a chemical reaction between heat, fuel and oxygen to produce heat, light and smoke

WHAT ARE THE ESSENTIAL ELEMENTS OF FIRE?

Fuel: it is a combustible material that can burn like e.g. Liquids, solids and gases
Heat: it is a source of energy that causes temperatures to rise
Oxygen: It is a gas that supports combustion

THE FIRE TRIANGLE

OXYGEN (Smothering) FUEL (Starvation)

HEAT (Cooling)

FIRE EQUATION IS: Fuel + Oxygen +Heat =Heat +light +Smoke

METHODS OF EXTINGUISHING FIRE

Smothering: This is the limitation of oxygen. If the combustion of oxygen in the neighbouring of a
fire is reduced, combustion will stop e.g.

Capping a burning oil well

Snuffing a burning candle
Covering a fire with a blanket or sand
Applying foam on a flammable liquid
Vigorous discharge of inert gas (gas that does not support combustion)

Starvation: This is the limitation or removal of fuel. Three methods of extinguishing fire by starvation
are:
Removal of fuel neighbouring the fire i.e. draining fuel from an oil tank on fore
Removal of cargo from a ship on fire or making breaks in forest fires
Removal of fire from the neighbouring of a fuel i.e. pulling apart a burning haystack or thatched roof
Sub-dividing the burning material i.e. beating out a bush fire

81
Cooling: Limitation of heat. If the heat of burning material is removed its temperature is reduced
e.g.

Applying a jet on a fire

Applying a spray on a fire
Emulsification of oil by a special sprinkler

MEDIA AND EQUIPMENT USED TO EXTINGUISH FIRES

MEDIA EQUIPMENT
Water Portable fire extinguishers, Hand Pump, Horse
Reels, Hydrants and Fire Hoses, automatic
sprinklers
Foam Portable extinguishers, Foam generators
Carbon Dioxide Portable extinguishers, Flooding systems
Dry Chemical Powder Portable extinguishers and trolleys
Sand Sand Buckets and Drums

CLASSES OF FIRE

CLASS TYPE OF FIRE BURNING MATERIAL EXTINGUISHING AGENT

A Ordinary Coal, paper, grass, wood, textiles etc. Water, Carbon Dioxide,
organic fire Foam, Sand, Dry Powders
B Flammable Petrol, Jet A1,Paraffin,Liquefiable solids like Carbon Dioxide, Dry
Liquids candles, diesel etc. Chemical Powder, Foam,
Sand
C Flammable Methane, Butane, Propane, Acetylene Dry Chemical Powder,
Gases Carbon Dioxide
D Electricity and Zinc, copper, aluminium, potassium, lead, Switch off electricity,
combustible magnesium Sand, Dry Chemical
metals Powder, Powder graphite,
Limestone, Dry sand, Soda
Ash

TYPES OF FIRE EXTINGUISHERS AND COLOUR CODES

TYPE OF EXTINGUISHING MEDIA COLOUR CODE

Water Red
Dry Chemical Powder Blue
Foam Pale Cream/yellow
Carbon Dioxide Black

LABELS ON FIRE EXTINGUISHERS

The words”Fire Extinguisher”

Type of extinguishing medium (water, foam powder and carbon dioxide)
Weight in kilograms or litres
Class of fire for which the extinguisher is suitable

82
Method of operation
The SAZ (Standard Association of Zimbabwe) number of specification
Year of manufacture
Test and working pressure
Whether it should be charged or discarded after use

WATER TYPE FIRE EXTINGUISHERS

Gas Cartridge: It is a steel cylinder lined with plastic inside. The capacity of 9 litres. It is fitted with a
carbon gas cylinder, which expels the water when the extinguisher is operated.
To operate it, remove the safety clip or pin, strike the knob/squeeze the trigger and aim the jet at
the base of the fire/flame
Water stored Pressure Extinguisher: It is similar in construction to the gas cartridge type. Its capacity
is 9 litres of water. The water is expelled by the air or nitrogen which is pumped into two bars
To operate it, remove seal and the safety pin, aim the jet at the base of the flame and squeeze the
lever.

FOAM EXTINGUISHERS

Gas Cartridge type: The foam solution is stored in 9 litres container which is fitted with carbon
dioxide gas cartridge whose contents expel the foam solution which is aspired by a especially made
branch when the extinguisher is operated. The operating pressure is 10 bars.
Stored Pressure type: The extinguisher is fitted with 9 litres of foam solution, Air or nitrogen is
pumped into the body to a pressure of 10 bars. It is important that when using a foam extinguisher
the jet should be directed in such a manner that it forms a blanket of liquid on fire.

DRY POWDER EXTINGUISHER

Dry powder extinguishers range from 1 to 2 kg of powder content. In Zimbabwe the most popular is
the 9kg Dry Powder extinguisher. To operate it, remove safety pin or clip, strike the knob and
operate the squeeze grip to discharge the powder. The inside of the extinguisher is fitted with a gas
inlet to help in the fluidity of the power.

CARBON DIOXIDE EXTINGUISHER

Their capacity ranges from 0.9 to 8 kg of liquidified gas. The extinguisher consists of a pressure
cylinder, a control valve for releasing the gas and a discharge horn for applying the gas onto the fire.
The carbon dioxide is in liquid form and a pressure of about 56 bars. The evaporated carbon dioxide
will act as an excellent agent.

HOW TO OPERATE A FIRE EXTINGUISHER

After carefully selecting the correct type of extinguisher or combination of extinguishers for the right
class of fire, a first responder should undertake the following:
Make sure the area is safe to access, the fire should not either be too large or too hot and that there
are no immediate hazards to safety.
Contact the Fire Brigade
Choose the correct type of fire extinguisher for the class of fire
To use the fire extinguisher follow the acronym PASS-PULL, AIM, SQUEEZE, SWEEP
Remove seal
Pull the safety pin of the fire extinguisher-aim the extinguisher at the base of the fire

83
Squeeze the handle
Sweep in back and forth way

After the fire has been extinguished it may re-ignite. If it is safe to do so, secure another fire
extinguisher and watch the scene of the fire until the Fire Brigade arrive.

FIRE EMERGENCY RESPONSE

Fire and explosion: Fire is one of the most likely emergencies on site. Ensure immediate safety of
anyone within the vicinity of fire.

Action take when fire starts:

Immediately shut down all pumps and isolate the power supply
Request customers not to leave their cars and move to Fire Assembly Point. Instruct customers to
stay at the Assembly Point until told to return to their vehicles
Call the Fire Brigade

Forecourt Spillage on Fire

Assist anybody in immediate danger only if it is safe to do so.

Evacuate all customers from site
Call the Fire Brigade immediately
If fire is small, try to put it out using a Dry Chemical fire extinguisher
If fire is large, leave site and prevent others from entering

Vehicle on fire

Make sure everybody is out of the vehicle and is safe to do so, push the car away from the pumps.
Call the Fire Brigade
If fire is small, attempt to put it out using a dry chemical fire extinguisher
If fire is in the vehicle engine compartment, release the bonnet catch and the fire extinguisher
through the gap. NB. Never lift the bonnet until sure the fire is out
If unable to extinguish the fire, restrict all access to the danger areas, except for Fire Brigade
Request customers not to start their cars and move to the site’s assembly point. Instruct customers
to stay at the assembly point until told to return to their vehicles.

Fire on a Road Tanker

Isolate the burning tanker from the rest of the vehicles/tankers if it is safe to do so
If the truck engine is on fire, assist the driver to uncouple the hose from its tanker if it is safe to do so
If a loaded tanker has caught fire, clear and barricade the area
Call the Fire Brigade
Notify SHEQ and Security Officer
Notify the manager who shall decide who else to notify

Note that all attempts to extinguish any fire should be done ONLY when it is absolutely safe to do so
safely

FIRE DRILLS: The TARA CODE. These are steps followed in the event of a fire

T-Type of fire has to be identified

A-Action to be taken

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R-Report immediately to the Control Room, Ambulance, Fire Brigade, Police
A-Active Alarm

After the Fire

Arrange for recharging of fire extinguishers that were used
Inform SHEQ Officer to enable an investigation to be conducted
Clean up the area

N.B. Ensure any contaminated materials are disposed off in accordance with Local Authority and
Environmental Management Agency(EMA) requirements

OFFLOADING PROCEDURES

Attend all offloading activities without fail

Ensure safety equipment is set before offloading
Never leave the truck Driver alone during offloading
Conduct truck and tank dips together with the driver and record the readings
Be familiar with tank colour codes and ensure product is decanted in the right tank to avoid
contamination.

HARZARDS AND RISK IDENTIFICATION

Hazard: Anything with the potential to cause harm

Risk: The possibility of suffering harm or loss, in other words, danger

ACTIVITY HAZARD RISK(S) MITIGATORY MEASURE

Loading/Offloading of Spillages Skin and eye Education and training.
vehicles and tankers Heights irritations. Adherence to
Fumes Respiratory disorders. SOPs(Standard
Falling and getting Operating Procedures)
injured Provision of adequate
Loss of life and PPE and regular
destruction of property maintenance of
equipment.
Dipping Fumes Respiratory infections Education, adherence
and loss of life to SOPs and use of
proper PPE.
Cleaning of forecourt Detergents, waste Skin infections and Education, adherence
surface water and wet floors diseases to SOPs, provision and
use of proper PPE.
Empting bins Disease causing Disease contraction Education and training,
bacteria and foul and discomfort adherence to waste
smells management
programme for Service
Stations
Generator operation Exhaust gases, fire and Respiratory disorders Education and training,
noise and damage to ears adherence to SOPs,
provision and use of
proper PPE
Operation of electrical Fire and electricity Electrocution, fire, Adherence to SOPs and

85
gadgets/equipment Explosion, loss of life provision and use of
And destruction of proper PPE
property
Checking for oil and Heat, fumes/stream Burns Education and training,
water in a vehicle adherence to SOPs.
Provision and proper
use of PPE
Fire fighting Fire and heat Burns Education and training,
adherence to SOPs,
provision and use of
proper PPE
Lifting of objects Weight, falling etc Injuries Education and training,
adherence to SOPs.
Provision and use of
proper PPE.

ASPECTS AND IMPACTS IDENTIFICATION

Environmental aspect: A feature or characteristic of an activity, product or service that affects or can
affect the environment

Environment impact: Environmental impact is caused by a change to the environment. Such a

change can be positive or negative.

ACTIVITY ASPECTS IMPACTS MITIGATORY MEASURE

Loading/offloading Spillages, fumes Destruction of flora Education and training,
and fauna, adherence to SOPs,
atmospheric imbalance Provision of adequate
PPE and regular
replacement of
equipment
Dipping Fumes Atmospheric pollution Education and training,
adherence to SOPs,
provision and use of
proper PPE

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 CHAPTER 28
USE OF PERSONAL EQUIPMENT
The OC Spray: OC stands for Olen Resin Capsium Spray. It is also known as Pepper Spray. The active
ingredient is Capsium which is an extract from chilli

PRINCIPLES RELATED TO THE USE OF OC SPRAY

OC Spray is used by guards as a defensive weapon on the following conditions:

When a person shows actions that according to the guard’s perception, restrictive or assaultive
Can be used for self defence but not for crowd control
Cannot be used when lesser force can be applied

APPLICATION OF THE OC SPRAY

When the use of OC Spray is justified use the following guideline:

Maintain a safe distance that is not less than 2 metres from the subject
Point the OC spray direct at the centre of the face and spray for one full second
After spraying, move into a safe position and evaluate the effects on the subject before moving in for
control.

EFFECTS OF THE OC SPRAY

The OC Spray is an inflammatory that can incapacitate the aggressor.

The effects will last for 30-40 minutes depending on the strength of the spray
The spray affects the following:
Eyes: Causes pain, tears, rapid blinking, and temporary blindness which lasts between 15-30 minutes
Respiratory system: Causes uncontrollable coughing, breathing difficulties and inability to speak
between 3-15 minutes
Skin: Causes inflammation of the skin, lips, mouth or nose may smell for 25-60 minutes
Muscle coordination: Causes upper body spams. Suspect bends forward, confusion, panic,
disorientation, covers eyes with hands, feels helpless, places hands on the knees for support

REMEDY OR DE-ACTIVATION

After spraying the suspect and you have managed to achieve your objective, assist to de-activate
using the following steps:

Advise the victim to blink vigorously so that tears will flash out the irritant from the eyes
Use shampoo or soft dishwashing detergent to wash the face
Cooling with ice cold water or cold surface will provide some relief
Expose to fresh moving air e.g. .fan
Milk is also recommended to provide some relief
When the condition worsen or when the victim request for medical attention that is when you do so

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 CHAPTER 29
SECURITY CONTROL ROOM OPERATIONS
The Security Control Room is the epicentre of security administration and operations. It is the point
where instructions are usually delivered from. It is a room serving as a central space where a large
physical facility or physically dispersed service can be monitored and controlled. A control room will
often in part of a larger command centre.

It is usually managed by two or more security guards who take down reports made to the security
department for observation and or investigations. It is usually open for 24 hours. Security guards
manning the security control room are called controllers. These are supposed to be courteous,
respectful and attend to visitors within a minute of arrival.

The Security control room houses a number of equipment that is central to security operations and
administration. Security communication radios, security books, torches, handcuffs and others. It is
the duty of the controllers to make sure that these items are kept safely. The security equipment is
subject to hand over and takeover. The safe is also housed in the control room. Congregation in the
control room is not allowed .Unauthorised members should not enter the control room. All accused
persons should be vigilantly monitored and handcuffed, if violent and suspected of escaping.

POCKET BOOK

The reasons for keeping a Pocket Book are:

It can be used as evidence in court

It acts as a reminder of events that took place
It can be used to keep track of details of your duties

WHAT TO RECORD IN A POCKET BOOK

HOTO of duties
Changes of Site Instructions
Recording messages that belong to the client
NCO’s visits
Important Numbers e.g. the Police, Ambulances and the Fire Brigade
Any unusual occurrence/s

CARE OF THE POCKET BOOK

Do not tear pages.(Number pages if you can)

Do not rub entries
Do not “tipex”
Do not get it wet
Cover the Pocket Book
When it is full, return it to the Stores Controller for safekeeping and replacement.

REPORT RECEIVED BOOK

Initial documentation of reports. Every report should be entered into this book

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Has reference numbers which are entered into the main docket
All areas should be filled in
After filling in the RRB, one should attend the case.

EXHIBIT BOOK

Used to enter exhibits taken from a scene of a crime or any other place. Exhibits are important as
they link the perpetrator to the crime.
Proper entries must be made. Cancelations must be clearly seen and marked. Obliterations are not
allowed. Any alterations must be countersigned.
All exhibits taken from the crime scene or linking accused to the crime should be clearly marked.
Controllers should conduct a proper handover-takeover all the time.
Missing Exhibits must be reported immediately to supervisors.

THE SAFE

This is where important and valuable items such as exhibits, lost property and other security items
like cash are stored.
All items in the safe should always be kept locked and the key kept on the person of the controller.
All items kept in the safe should be endorsed in the occurrence book, stating what qualified it into
safe

LOST AND FOUND PROPERTY

This book is kept in the control room, It must be well maintained. It must not be accessed by
unauthorised persons.
This is where property lost by individuals and reported to the control room is entered.
Information describing the property should be clearly entered.
Reference to an entry in the Occurrence Book should be entered.
Found property should be kept in the safe clearly labelled.
Any obliteration is not acceptable.
Found property must never be taken home.

THE TELEPHONE

This one means of communication in the control room and it is the property of the university.
All phone calls made on the landline should be entered into the telephone book in the control room.
Controllers should monitor the use of the phone and make sure that every person using it has been
authorised to do so.
International calls are not allowed.
Members are not allowed to use the phone for not more than 5 minutes continuously

RAISING ALARMS

Drumming
Shouting
Whistling
Pressing the panic button

Listen attentively
Make eye contact whenever giving or receiving information

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Convey facts in a clear manner
Use words and phrases that can be easily understood
Generate positive interaction so that the client will appreciate
Listen for the meaning of words and ideas

POINTS TO REMEMBER

Remember not to talk at people but rather talk to them

Remember the difference between ordinary and extra-ordinary
Remember the Relations Code

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 CHAPTER 30
LEARNING CHINESE
ENGLISH PRONUNCIATION ENGLISH PRONUNCIATION

Hello NI HAO Sit down ZUO XIA

Sir XIAN SHEN Today JING TIAN
Madam NV SHI Tomorrow MING TIAN
Good morning ZAO SHAN HAO Monday XING QI YI
Good afternoon XIA WU HAO Tuesday XING QI ER
Good evening WAN SHAN HAO Wednesday XING QI SAN
Thank you XIE XIE Thursday XING QI SI
Come here GUO LAI Friday XING QI WU
Go QV Saturday XING QI LIU
Open DAI KAI Sunday XING QI TIAN
Close GUAN BI One YI
Me WO Two ER
You NI Three SAN
Work GONG ZUO Four SI
Duty ZE REN Five WU
Off LI KAI Six LIU
Time SHI JIAN Seven QI
Book SHU BEN Eight BQ
Car QI CHE Nine JIU
Gate DA MENG Ten SHI
Door MENG January YI YUE
Run PAO February ER YUE
Walk ZOU March SAN YUE
Stand up ZHAN QI LAI April SI YUE
Next XIA YI GE May WU YUE
Boy NAN SHEN June LIU YUE
Girl NV SHEN July QI YUE
Man NAN REN See you ZAI JIAN
Woman NV REN Radio
Write XIE ZI Out CHU QV
Have meals CHI FAN In JIN LAI
Take a rest XIU XI Stop TING YI XIA
Restroom CE SUO Light DENG
Start/begin KAI SHI Train HUO CHE
Be ready ZHUN BEI I know WO ZHI DAO
Faster KUAI DIAN Don’t know BU SHI DAO
Slow down MAN DIAN Ok/All right HAO DE
Be careful ZHU YI AN QUAN Wait a moment DENG YI XIA
Everything is all YI QIE ZHENG CHANG Next XIA YI GE
right
What’s wrong ZHENG ME LE Yesterday ZUO TIAN
Be careful XIAO XING Check it JIAN CHA YI XIA
Where are you NI CONG NA LAI DE Park outside please QING TING ZAI WAI MIAN

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from?
ENGLISH PRONUNCIATION ENGLISH PRONUNCIATION

Please park here QING BA CHE TING ZHE BIAN What can I do for you? QV YAO BANG ZHU MA
Right Safety first AN QUAN DI YI
Left Goodbye ZAI JIAN
Follow me GENG WO LAI It’s raining XIA YU LE

Be slow MANG YI DIAN Boss LAO BAN

Understand MING BAI Be quick KUAI YI DIAN
Be quick KUAI YI DIAN We are friends WO MENG SHI PENG YOU
You are very good NI HENG BANG I promise it WO BAO ZHENG
You are late NI CHI DAO LE Attention ZHU YI
Not allowed BU XUN XV/BU KE YI 1pm XIA WU YI DIAN
It is allowed KE YI 2pm XIA WU LIANG DIAN
What are you doing NI ZAI ZUO SHEN ME 3pm XIA WU SAN DIAN
Run fast KUAI PAO Happy birthday SHEN RE KUAI LE
Where are you NI ZAI NA LI 1 am SHANG WU YI DIAN
now?
Where are you NI QV NA LI It’s very late now XIAN ZAI TAI WANG LE
going?
Can you speak NI HUI SHUO ZHONG WEN MA Is it ok? KE BU KE YI/XING BU XING
Chinese?
Yes, I can SHI DE,WO HUI Are you here/there? NI ZAI MA
No,I cannot BU,WO BU HUI I am sick WO SHENG MING LE
What’s the time JI DIAN ZHONG LE? I want to ask leaves WO XIANG YAO QING JIA
right now?
He is coming TA GUO LAI LE want to talk with/to WO YAO ZHAO
Not allowed to go BU NENG CHU QV Can you come here? NI KE YI GUO LAI YI XIA MA
out
We will report it to WO YAO BAO GAO GEI SHAN SI The boss disapproves LAO BANG BU TONG YI
the boss it
There is something YOU QING KUANG Not allowed to enter BU ZHUN JING RU
wrong
When will you go? NI SHEN ME SHI HOU QV Night time YE WANG
Happy new year XING NIAN HAO Bread MIAN BAO
There is something YOU WEN TI Water SHUI
wrong with
No problem MEI WEN TI Toilet CE SUO
Finish it ZUO WANG Where is the toilet? CE SUO ZAI NA LI?
Next week XIA ZHOU
Next year MING NIAN
Daytime BAI TIAN

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THE END(DONE BY CHIKURIRA SIMBARASHE GODFREY 0713618853)

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