What are the job duties of a Hospital Security Officer?

What are the job duties of a Hospital Security Officer?

Hospitals are places where patients go to obtain services to fix them physically and emotionally. They have to be safe.

A hospital security officer makes sure of this. His or her main work is to ensure that assigned duties are performed so that hospital property and people within remain safe from external threats.

As a hospital security officer, you protect staff, patients, and visitors and ensure that all hospital property is secure. Your duties are to patrol the building and its grounds, monitor all activity in and out of the hospital, and endeavor to prevent vandalism, theft, fire, and disturbances within the facility. You frequently report to your manager or other security personnel about what you have observed on your rounds. You must be on the lookout for all sorts of issues at the hospital, including maintenance issues, which may compromise people’s safety or the integrity of the building.

What are the Training Requirements for a Hospital Security Officer?

Typically, a hospital security officer will undergo a training program prior to assuming job duties. It is not unusual for him or her to have other experience in the areas of security or police work. For example, a security guard may also be a current or former police officer. The type of training program required to work hospital security will typically vary by jurisdiction and the standards of both the training course provider and the security officer's employer. A hospital may choose to hire its own security staff or may contract with an outside staffing agency to provide and manage a security team. Some jurisdictions require private security officers to be licensed through a government agency.

What Are the Requirements to Become a Hospital Security Officer?

The qualifications needed to become a hospital security guard include a high school diploma and basic security officer training. Additional qualifications include a clean driving record, a valid driver’s license, and a cleared background check. Basic security officer training prepares you to understand and handle a variety of things pertinent to your job, such as legal responsibilities, weapon safety, and observational skills. Some courses specifically focus on security officers interested in work at medical facilities.

Hospital Security Officer Responsibilities

Examples of Hospital Security Officer Duties

The actual responsibilities and duties of a hospital security officer will vary depending the hospital where the guard works as well as his or her experience level. Some areas of the hospital may be under more extreme security measures than others. For example, many hospitals take special security precautions in maternity wards so as to prevent the abduction of newborn infants. Areas of the hospital in which drugs or other types of expensive equipment are stored may also benefit from a stronger security presence.

• Patrols assigned facility, on foot, to guard and protect persons and property against vandalism, arson, prowlers and other conditions that could lead to loss of life or property.

• Inspects buildings for open doors or windows, damage, safety hazards, and faulty mechanical problems.

• Responds to emergency radio calls including accidents, bomb threats, fires and hostage situations.

• Investigates suspected crimes on the premises including larcenies and stolen articles.

• Assists the general public, visitors and employees by answering questions, locating offices and escorting to specific locations.

• Reports all pertinent data of action taken during a shift by maintaining a written log and orally giving information to shift supervisor.

• Restrains and detains persons who damage property and molest or harass persons for arrest by police authority.

• Operates two way communication system to monitor and provide assistance for routine activities and as contact for the medical examiner and investigators.

• Performs related work as required.

Knowledge Skills and Abilities of a Hospital Security Officer ​

Key skills for Hospital Security Officers

• Assertiveness.

• The ability to think on your feet.

• The ability to remain calm in challenging or dangerous situations.

• Excellent interpersonal and communication skills, including the ability to listen.

• Confidence working with people from all backgrounds.

• Teamworking skills.

Join the United Federation LEOS-PBA Law Enforcement Officers Security & Police Benefit Association the true authority of Law Enforcement, Protective Service Officers, Special Police Officers, Security Police Officers, Nuclear Security Officers, K9 Handlers, Security Officers, Security Guards and Security Professionals nationwide. Contact us today @ 1-800-516-0094 or visit our website @ www.LEOSPBA.org

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Hospital Security Officers right to communicate with other Officers about Your wages @ Workplace

Under the National Labor Relations Act (NLRA or the Act), employees have the right to communicate with other employees at their workplace about their wages. Wages are a vital term and condition of employment, and discussions of wages are often preliminary to organizing or other actions for mutual aid or protection.

Under the National Labor Relations Act (NLRA or the Act), employees have the right to communicate with other employees at their workplace about their wages. Wages are a vital term and condition of employment, and discussions of wages are often preliminary to organizing or other actions for mutual aid or protection.

If you are an employee covered by the Act, you may discuss wages in face-to-face conversations and written messages. When using electronic communications, like social media, keep in mind that your employer may have policies against using their equipment. However, policies that specifically prohibit the discussion of wages are unlawful.

You may have discussions about wages when not at work, when you are on break, and even during work if employees are permitted to have other non-work conversations. You have these rights whether or not you are represented by a union.

Protected conversations about wages may take on many forms, including having conversations about how much you and your colleagues and managers make, presenting joint requests concerning pay to your employer; organizing a union to raise your wages; approaching an outside union for help in bargaining with your employer over pay; and approaching the National Labor Relations Board for more information on your rights under the NLRA.

In addition, you have the right to discuss and engage in outside activity with other employees concerning public issues that clearly may affect your wages – for example, minimum wage or right-to-work laws. You may also discuss supporting employees who work elsewhere.

“Under the National Labor Relations Act (NLRA or the Act), employees have the right to communicate with other employees at their workplace about their wages. Wages are a vital term and condition of employment, and discussions of wages are often preliminary to organizing or other actions for mutual aid or protection.

You also have the right not to engage in conversations or communications about your wages.

When you and another employee have a conversation or communication about your pay, it is unlawful for your employer to punish or retaliate against you in any way for having that conversation. It is also unlawful for your employer to interrogate you about the conversation, threaten you for having it, or put you under surveillance for such conversations. Additionally, it is unlawful for the employer to have a work rule, policy, or hiring agreement that prohibits employees from discussing their wages with each other or that requires you to get the employer’s permission to have such discussions. If your employer does any of these things, a charge may be filed against the employer with the NLRB.

If you have any questions about your rights under the National Labor Relations Act, please call the NLRB at 1-844-762-6572.

Join the United Federation LEOS-PBA Law Enforcement Officers Security & Police Benefit Association the true authority of Law Enforcement, Protective Service Officers, Special Police Officers, Security Police Officers, Nuclear Security Officers, K9 Handlers, Security Officers, Security Guards and Security Professionals nationwide. Contact us today @ 1-800-516-0094 or visit our website @ www.LEOSPBA.org

Organizing: 1-800-516-0094

United Federation LEOS-PBA (202) 595-3510

Weingarten Rights Union Rights for Hospital Security Officers

WEINGARTEN RIGHTS - UNION REPRESENTATION DURING INVESTIGATORY INTERVIEWS

A VITAL FUNCTION of a steward is to prevent management from coercing employees into confessions of misconduct. This is especially important when a worker is questioned by a supervisor experienced in interrogation techniques.

The NLRA’s protection of concerted activity includes the right to request assistance from union representatives during investigatory interviews. This was declared by the Supreme Court in 1975 in NLRB v. J. Weingarten, Inc. The rights announced by the Court have become known as Weingarten rights.

Unions should educate their members about the advantages of having a steward present at an investigatory interview. These include the ability of the steward to:

• serve as a witness to prevent a supervisor from giving a false account of the conversation;

• object to intimidation tactics or confusing questions;

• help an employee to avoid making fatal admissions;

• advise an employee, when appropriate, against denying everything, thereby giving the appearance of dishonesty and guilt;

• warn an employee against losing his or her temper;

• discourage an employee from informing on others; and

• raise extenuating factors.

WHAT IS AN INVESTIGATORY INTERVIEW?

Weingarten rights apply only during investigatory interviews. An investigatory interview occurs when:

(1) management questions an employee to obtain information; and

(2) the employee has a reasonable belief that discipline or other adverse consequences may result. For example, an employee questioned about an accident would be justified in fearing that she might be blamed for it. An employee questioned about poor work would have a reasonable fear of disciplinary action if he should admit to making errors.

Shop-floor conversation. Not every discussion with management is an investigatory interview. For instance, a supervisor may speak with an employee about the proper way to do a job. The supervisor may even ask questions. But because the likelihood of discipline is remote, the conversation is not an investigatory interview. A shop-floor conversation can change its character, however. If the supervisor’s attitude becomes hostile and the meeting turns into an investigatory interview the employee is entitled to representation.

Disciplinary announcement. When a supervisor calls an employee to the office to announce a warning or other discipline, is this an investigatory interview? The NLRB says no, because the supervisor is merely informing the employee of an already-made decision. Unless the supervisor asks questions about the employee’s conduct, the meeting is not investigatory.

EMPLOYEE RIGHTS

Under the Supreme Court’s Weingarten decision, the following rules apply to investigatory interviews:

• The employee can request union representation before or at any time during the interview.

• When an employee asks for representation, the employer must choose from among three options:

1. Grant the request and delay questioning until the union representative arrives;

2. Deny the request and end the interview immediately; or

3. Give the employee a choice of: (a) having the interview without representation or (b) ending the interview.

• If the employer denies the request for union representation and continues the meeting, the employee can refuse to answer questions.

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HOSPITAL SECURITY OFFICER STEWARD RIGHTS

Employers sometimes assert that the only function of a steward at an investigatory interview is to observe the discussion; in other words, to be a silent witness. This is incorrect. The steward must be allowed to advise and assist the employee in presenting the facts. When the steward arrives at the meeting:

• The supervisor or manager must inform the steward of the subject matter of the interview: in other words, the type of misconduct being investigated.

• The steward must be allowed to have a private meeting with the employee before questioning begins.

• The steward can speak during the interview, but cannot insist that the interview be ended.

• The steward can object to a confusing question and can request that the question be clarified so that the employee understands what is being asked.

• The steward can advise the employee not to answer questions that are abusive, misleading, badgering, or harassing.

• When the questioning ends, the steward can provide information to justify the employee’s conduct.

EDUCATING MEMBERS

Employees sometime confuse Weingarten rights with Miranda rights. Under the Supreme Court’s Miranda decision, police who question criminal suspects in custody must notify them of their right to have a lawyer present. The Supreme Court did not impose a similar requirement in Weingarten. An employer does not have to inform an employee that he or she has a right to union representation.

Unions should explain Weingarten rights to members in newsletters and at union meetings. Consider distributing wallet-sized cards such as the following:

NLRB CHARGES

An employer’s failure to comply with a worker’s request for union representation, or a violation of any other Weingarten right, is an unfair labor practice. Unless a grievance is pending on the matter, the NLRB does not defer Weingarten charges.

QUESTIONS AND ANSWERS

STEWARD’S REQUEST

Q. If I see a worker being questioned in a supervisor’s office, can I ask to be admitted?

A. Yes. A steward has a right to insist on admission to a meeting that appears to be a Weingarten interview. If the interview is investigatory, the employee must be allowed to indicate whether he or she desires the steward’s presence.

COERCION

Q. An employee, summoned to a meeting with her supervisor, asked for her steward. The supervisor said, “You can request your steward, but if you do, I will have to bring in the plant manager and you know how temperamental she is. If we can keep it at this level, things will be better for you.” Is this a Weingarten violation?

A. Yes. The supervisor is raising the specter of increased discipline to coerce an employee into abandoning her Weingarten rights.

CAN EMPLOYEE REFUSE TO GO TO MEETING?

Q. A supervisor told an employee to report to the personnel office for a “talk” about his attendance. The employee asked to see his steward but the supervisor said no. Can the employee refuse to go to the office without seeing his steward first?

A. No. Weingarten rights do not arise until an investigatory interview actually begins. The employee must make a request for representation to the person conducting the interview.207 An employee can only refuse to go to a meeting if a supervisor makes clear in advance that union representation will be denied at the interview.

MEDICAL EXAMINATION

Q. Our employer requires medical examinations when workers return from medical leaves. Can an employee insist on a steward during the examination?

A. No. A run-of-the-mill medical examination is not an investigatory interview.

LIE DETECTOR TEST

Q. Do Weingarten rights apply to polygraph tests?

A. Yes. An employee has a right to union assistance during the pre-examination interview and the test itself.

SOBRIETY TEST

Q. If management asks an employee if he will submit to a test for alcohol, does Weingarten apply?

A. Yes. The employee must be allowed to consult with a union representative to decide whether or not to take the test.

LOCKER SEARCH

Q. If a guard orders an employee to open a locker, can the employee insist on a steward being present?

A. No. A locker search is not an investigatory interview.

COUNSELING SESSION

Q. An employee was given a written warning for poor attendance and told she must participate in counseling with the human relations department. Does she have a right to a union steward at the counseling sessions?

A. This depends. If notes from the sessions are kept in the employee’s permanent record, or if other employees have been disciplined for what they said at counseling sessions, an employee’s request for a steward would come under Weingarten. But if management gives a firm assurance that the meetings will not be used for discipline, and promises that the conversations will remain confidential, Weingarten rights would probably not apply.

PRIVATE ATTORNEY

Q. Can a worker insist on a private attorney before answering questions at an investigatory interview?

A. No. Weingarten only guarantees the presence of a union representative.

TELEPHONE INTERVIEW

Q. Over the weekend, a supervisor called a worker’s home to ask about missing tools. Did the worker have to answer the questions?

A. No. Weingarten applies to telephone interviews. An employee who fears discipline can refuse to answer questions until the employee has a chance to consult with a union representative.

STEWARD OUT SICK

Q. If a worker’s steward is out sick, can the worker insist that a Weingarten interview be delayed until the steward returns?

A. Usually, no. Management does not have to delay an investigation if another union representative is available to assist the employee.

INTERROGATION OF A STEWARD

Q. If a steward is called in by supervision to discuss her work, can she insist on the presence of another steward?

A. Yes. Stewards have the same rights to assistance as other employees.

SHOP MEETING

Q. When management calls a meeting to go over work rules, do employees have a right to demand a union representative?

A. No. Weingarten rights do not arise unless management asks questions of an investigatory nature.

REMEDIES

Q. If management rejects a worker’s request for union assistance at an investigatory interview, induces him to confess to wrongdoing, and fires him, will the NLRB order the worker reinstated because of the Weingarten violation?

A. No. The NLRB considers reinstatement to be an unwarranted “windfall” for an employee who confesses to serious misconduct. The usual Weingarten remedy is a bulletin-board posting in which the employer acknowledges that it violated the Weingarten rules and promises to obey them in the future.

NOTE: The remedy is different when an employee is discharged for requesting a steward or refusing to answer questions without one. In such cases, the NLRB orders reinstatement with back pay. A make-whole remedy is also imposed if an employee is demoted, transferred, or loses privileges because of a request for union representation.

RECORDING THE INTERVIEW

Q. Can a supervisor tape record an investigatory interview?

A. This depends. The Weingarten decision itself does not forbid an employer from tape recording an investigatory interview. But, if this represents a new policy on the part of the employer, the steward can object on the grounds that the union did not receive prior notice and an opportunity to bargain.

PARTICULAR REPRESENTATIVE?

Q. If an employee asks to be represented by her chief steward instead of her departmental steward, must management comply?

A. Usually, yes. If two representatives are equally available, an employee’s request for a particular representative must be honored.

QUESTIONS ABOUT OTHERS

Q. If a worker is summoned to a meeting and asked about the role of other employees in illegal activities, can he insist on assistance from a union representative?

A. Yes. Although the employee may not be involved in wrongdoing himself, he risks discipline if he refuses to inform on others or admits that he was aware of illegal activities. Because what he says at the meeting could get him into trouble, he is entitled to union representation.

OBSTRUCTION

Q. The company is interviewing employees about drug use in the plant. If I tell my people not to answer questions, could management go after me?

A. Yes. A union representative may not obstruct a legitimate investigation into employee misconduct. If management learns of such orders, you could be disciplined.

NLRB v. J. Weingarten, Inc. 420 U.S. 251, 88 LRRM 2689 (U.S. Sup. Ct. 1975).

Join the United Federation LEOS-PBA Law Enforcement Officers Security & Police Benefit Association the true authority of Law Enforcement, Protective Service Officers, Special Police Officers, Security Police Officers, Nuclear Security Officers, K9 Handlers, Security Officers, Security Guards and Security Professionals nationwide. Contact us today @ 1-800-516-0094 or visit our website @ www.LEOSPBA.org

Organizing: 1-800-516-0094

United Federation LEOS-PBA (202) 595-3510