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Omega 1 Security Ltd321-323 High Street, Chadwell Heath, London, RM6 6AX Company registration number – 13900733 Last Updated: April 2023 |
Introduction
Omega 1 Security Ltd recruitment policy seeks at all times to observe and comply with British Standards Institution Publication BS7858.
Omega 1 Security Ltd recruitment policy states that Company Directors are responsible for recruitment.
Recruitment will predominantly be considered only when demand outstrips supply or it is reasonably predicted.
Short term, one off – type employment will not be utilised.
Instances where emergency cover has to be provided are accepted. These should be an exception as opposed to the norm.
Staffing levels will be reviewed every six months.
Where recruitment is planned to fill a vacancy created by a leaver, approval will normally be granted automatically by the Director(s).
If a line manager wishes to upgrade a post, or create a new post, justification for this must bepresented. The ultimate decision to recruit will be for the Company Directors.
The organisation aims at all times to recruit the person who is most suited to the particular job. Recruitment will be solely on the basis of the applicant’s abilities and individual merit as measured against the criteria for the job. Qualifications, experience and skills will be assessed at the level that is relevant to the job.
Before embarking on the process of recruitment, the Company Director must ensure that there is an up-to-date job description for the post and a clearly drafted employee specification. The job description will describe the duties, responsibilities and level of seniority associated with the post, while the employee specification will describe the type of qualifications, training, knowledge, experience, skills, aptitudes and competencies required for effective performance of the job.
Where the job is to be advertised, any advertisement will be composed by the Company Director(s). Line managers may consider and discuss with the Company Director(s) whether or not it is appropriate to post the vacancy in a jobcentre or place it with an approved employment agency or other employment outlet.
The organisation is committed to applying its equal opportunities policy at all stages of recruitment and selection. Shortlisting, interviewing and selection will always be carried out without regard to gender, gender reassignment, sexual orientation, marital or civil partnership status, colour, race, nationality, ethnic or national origins, religion or belief, age, pregnancy or maternity leave or trade union membership.
Any candidate with a disability will not be excluded unless it is clear that the candidate is unable to perform a duty that is intrinsic to the role, having taken into account reasonable adjustments. Reasonable adjustments to the recruitment process will be made to ensure that no applicant is disadvantaged because of his/her disability.
Recruitment interviews will be conducted by the Company Director(s). They may choose to co-opt other persons where appropriate. It will be ensured that questions asked of job applicants are not in any way discriminatory or unnecessarily intrusive. The interview will focus on the needs of the job and skills needed to perform it effectively. A record of every recruitment interview must be made and is to be retained for a suitable period of time. On no account should any job offer be made during or at the end of an interview.
Psychometric testing may be used as part of the recruitment process only with the prior approval of the Company Director. Any test used must have been validated in relation to the job, be free of bias, and be administered and validated by a suitably trained person.
Omega 1 Security Ltd standard practice will be to seek two written references and to ask for documentary proof of identity, qualifications and right to work in the UK from applicants. Any offer of employment will be conditional on these being satisfactory.
Procedure
• Identify need to recruit and assess job requirements.
• Discuss with Company Director(s)
• Company Director(s) undertake further enquiries as appropriate.
• Identify Recruitment Administrative Officer.
• Produce advertisement (if applicable) and establish timeline for recruitment process.
• Advertise positions as appropriate.
• Provide electronic employment pack to all applicants for completion.
• Shortlist in line with Job description and Employee specification.
• Conduct structured interviews.
• Conditional verbal offer to successful applicant(s)
• Completion of reference and qualification checks
• Formal offer of employment.
• Successful completion of an appropriate probationary period.
Notes
The procedure may be adjusted to cover for all employment eventualities such as emergency cover and sickness but represents the Standard Operating Procedure of Omega Security Ltd in terms of recruitment.
• Omega 1 Security will require the following information as part of the application process:
1. Full name, forename and surname/family names
2. Other and/or previous forename(s) and surname/family name(s) used
3. Aliases used in addition to current or previous name(s)
4. Full address history “from” and “to” dates, for the past 5 years
5. Date of birth
6. NI Number
7. Evidence of right to work in the UK
8. SIA licence and expiry date (if held)
9. UK/EU full driving licence number/expiry date
10. Details of individuals education, employment, self-employment (including career breaks etc).
11. Provide details of two referees, with knowledge of the individual for at least 2 years immediately prior form the date of application, from whom written character reference can be obtained.
12. Referees may be previous employers but not family, relatives (blood or marriage) or persons residing at the same address.
13. Referees must state in what capacity they know the individual.
14. Details of all cautions or convictions for criminal offences including motoring offences and pending actions, subject to the Rehabilitation of Offenders Act 1974.
15. Details of bankruptcy proceedings and court judgements (including satisfied), financial judgements in Civil Court made against the individual and individual voluntary arrangements with creditors from the previous six years.
16. An acknowledgement that misrepresentation, or failure to disclose material facts, either during application or throughout employment may constitute grounds for withdrawal of an employment offer or termination of employment and/or legal action.
• Documentation to confirm identity/proof or right to work/residence must be supplied as hardcopy originals. Copies will be retained.
Last Updated: October 2016
Omega 1 Security Ltd321-323 High Street, Chadwell Heath, London, RM6 6AX Company registration number – 13900733 Last Updated: April 2023 |
Introduction
Omega 1 Security Ltd (“the Company”) recognizes and accepts its responsibilities under the Health and Safety at Work etc Act 1974 including the responsibility to:
1. provide and maintain a safe and healthy place of work
2. provide information, instruction, training and supervision
3. provide and maintain plant and equipment and safe systems of work
4. ensure safe access to and from the places of work
5. work to prevent accidents and work-related ill health
General Health and Safety
1. The Management of the Company are committed to achieving the highest standards of health and safety through monitoring performance and continuous improvement of the health and safety culture throughout the Company.
2. The Management are also committed to the requirements of the Management of Health and Safety at Work Regulations 1999 and other Regulations that apply to the Company’s work activities.
3. The Management of the Company recognize that the talent and energy of the men and women who work for the Company are its most valuable assets. They are therefore fully committed to providing safe and healthy working conditions and adequate welfare facilities for all employees. The Management are also committed to ensuring that the work done by the Company does not adversely affect the health and safety of any contractors or of members of the public.
4. The Company will strive to maintain excellence in health and safety matters and in this respect, employees and others are encouraged to co-operate with the management in all safety matters, to identify hazards and reduce the risk which may exist during work activities and to report any condition which may appear dangerous or unsatisfactory. The Company will at all times consult with the employees on these matters.
5. The Company will, so far as reasonably practicable, ensure that it provides satisfactory financial resources and the support needed to meet these objectives and that systems are in place which ensure the effective planning, control, monitoring and review of the measures and arrangements.
6. All employees have a duty under the Health and Safety at Work Act to take reasonable care with regard to the health and safety of themselves and their learners. Employees are also expected to make themselves’ aware of and to co-operate in the implementation of the Company policy, its procedures and all relevant statutorydocuments and codes of practice, to ensure a safe working environment.
7. Employees should remain aware of potential hazards to health and safety in the workplace. Examples of such hazards are:
• Items left on the ground.
• Contact with structures during physical lessons
• Contact with office furniture during scenario-based practicals Tripping on loose wiring/cabling
• Slipping on flooring or spilt fluids
This is not an exhaustive list, only some examples, common sense should prevail at all times. IF IN DOUBT ASK.
Company Duties:
1. To comply with the Health and Safety at Work etc Act 1974 and all other relevant legislation, Codes of Practice, Health and Safety Executive Guidance Notes, and recommendations of HSE Inspectors and Environmental Health Officers during visits or inspections.
2. To ensure that requirements under the Regulatory Reform (Fire Safety) Order 2005 and other relevant statutory provisions are met and to co-operate with any Local Authority and/or Fire Service recommendations.
3. To ensure the provision and maintenance of safe plant and systems of work especially in relation to hazardous operations.
4. To ensure the control of risks to health in handling, storage and the transportation of materials, articles and substances.
5. To ensure that Risk Assessments are carried out as necessary and that method statements are prepared and provided as required.
6. The identification and provision of adequate information, instruction, training and supervision to ensure the health and safety of employees and all other persons.
7. To ensure the provision of Personal Protective Equipment (PPE) as necessary.
8. To encourage discussion of safety matters both in and outside the organisation.
9. To permit safety representation by the employees in accordance with such regulations as the Secretary of State has prescribed.
10. To ensure the provision of adequate welfare facilities and to provide adequate First Aiders/Appointed Persons as required by the relevant statutory provisions.
11. To ensure that their operations do not cause injury or damage to any person or adjacent property.
12. To ensure proper procedures, which comply with the Reporting of Injuries, Diseases and Dangerous Occurrence Regulations 1995, are in place.
13. To ensure, as far as is reasonably possible, that it will not allow its employees, subcontractors and others engaged, to carry out work or operations whilst under the influence of alcohol or controlled substances (drugs).
14. To ensure that all site contractors (where relevant) comply with relevant statutory obligations.
Directors Duties:
1. The Directors will have at least basic knowledge and understanding of the Health and Safety at Work etc Act 1974 and its associated Regulations and Approved Codes of Practice.
2. The Directors take ultimate responsibility for health, safety and welfare throughout the Company. The overall responsibility for health and safety lies with the CEO Jonathan White who is responsible for day-to-day control of health and safety issues. Jonathan White is the Director with day to day control of health and safety issues.
3. It will be the responsibility of all the Directors to keep all employees advised as to their responsibilities in respect of health and safety matters.
4. In order to protect the safety and health of employees and others affected by the Company’s operations, the Directors will:
5. Take reasonable steps to familiarize themselves with the hazards and risks associated with working at the Company and with the precautions which need to be taken to eliminate or control those risks.
6. Establish procedures to deal with any emergencies.
7. Appoint a suitably trained and competent person to assist them in carrying out their health and safety duties.
8. Ensure that employees receive sufficient training and information so that they can carry out their duties safely and competently. Ensure adequate funds and facilities are available for this purpose. Before entrusting work tasks to employees, take into account their capabilities as regards health and safety and ensure that suitable Risk Assessments are carried out on any hazardous activity.
9. Initiate the timing and annual review of the Health and Safety Policy and ensure it is promoted to all employees and others working on behalf of the Company.
10. Ensure that all employees carry out the health and safety responsibilities allocated to them.
11. Ensure the safety performance of the Company is monitored and take action to remedy any identified deficiencies.
12. Ensure that adequate provision is made for welfare facilities and that adequate first aid provisions are made.
13. Ensure that all necessary PPE is provided to employees, and that instruction is given on its use.
Health and Safety Director’s / Responsible person’s Duties:
1. To ensure that all the Company Directors, Supervisors and Staff are aware of their individual Health and Safety responsibilities.
2. To report to the Board on all matters relating to safety, including new training requirements and updates in directives or legislation.
3. To initiate and/or recommend any changes, developments and amendments to the policy as and when necessary.
4. To monitor the effectiveness of the Company’s Policies for Health, Safety and Welfare against the actual safety performance of the Company, and report to the Board accordingly.
5. To inform the Health and Safety Executive of all notifiable accidents. Investigate any accidents or dangerous occurrences and recommend means of preventing re-occurrence.
6. To arrange appropriate training for all employees.
7. To create and maintain a Training Matrix for all staff.
8. To carry out Risk Assessments (including where appropriate, COSHH, Noise, Manual Handling etc). To ensure follow up action as needed.
9. To promote an interest and responsible attitude towards Health and Safety matters throughout the Company.
This policy will be reviewed annually or when there is a change in circumstances, in work practices or the introduction of new legislation.
Copies of this policy are to be available to all Company employees and other interested parties.
Omega 1 Security Ltd321-323 High Street, Chadwell Heath, London, RM6 6AX Company registration number – 13900733 Last Updated: April 2023 |
Introduction
This privacy notice describes how we collect and use personal information about you in accordance with the General Data Protection Regulation (GDPR).
GDPR is legislation incorporated into the UK Data Protection Act 2018. GDPR aligns with European Union legislation and helps to maintain a Europe-wide standard.
GDPR controls how your personal information is used by organisations, including businesses and government departments.Omega1Security collects, uses and is responsible for certain personal information about you. When we do so we are regulated under the GDPR and we are responsible as ‘controller’ of that personal information for the purposes of those laws.
This note contains important information on how and why we collect, store, use and share personal information, your rights in relation to your personal information and on how to contact us and supervisory authorities in the event you have a complaint.
Information we collect
Access to the Omega1Security website will create internet cookies that will capture personal information linked to your device and usage of the site. This information is collected in order to:
Administer or carry out our obligations in relation to any agreement you have with us
Respond to queries or requests submitted by you
Anticipate and resolve problems with any services supplied to you
to monitor use of our websites and online services. We may use your information to help us check, improve and protect our products, content, services and websites, both online and offline
As you interact with our website, we will automatically collect Technical Data about your equipment, browsing actions and patterns. We collect this personal data by using cookies, server logs and other similar technologies which you can op-out off.
At the point of recruitment, you are asked to provide information about yourself and your security licence. This is in order to comply with B7858 screening requirements. This covers background checks to ensure Omega1Security has met it’s legal requirement of making sure all potential staff have the necessary accreditation for employment, including the right to live and work in the UK. This information is appropriately encrypted and used solely for recruitment purposes. The information would only be shared with third parties for non-recruitment purposes if there was a legal reason to do so and the request was made in writing from a recognised authority.
We may also share recruitment information with third parties, such as approved subcontractors of Omega1 Security, if you are being put forward as a candidate for subcontracted work or other opportunities. This information will only be shared with your consent and any refusal will be without prejudice.
How we use your personal information
Omega1Security will not share your personal information with any other third party without a written request and without your knowledge. We will only provide your personal information once the request has been assessed and deemed necessary for legal purposes or within the criteria allowed under GDPR.
We will only use your personal data when the law allows us to. Most commonly, we will use your personal data in the following circumstances:
- We will share personal information with other Omega1Security businesses and or clients as appropriate in order to respond to your/their queries or requests.
- Where it is necessary for our legitimate interests (or those of a third party) and your interests and fundamental rights do not override those interests.
- Where we need to comply with a legal obligation.
We do not need your consent if we use special categories of your personal information to carry out our legal obligations. In limited circumstances, we may approach you for your written consent to allow us to process certain particularly sensitive data. If we do so, we will provide you with full details of information that we would like and the reason we need it, so that you can carefully consider whether you wish to consent.
How long will your personal information be handled
Personal information will only be retained for as long as necessary to fulfil the purposes we collected it for, including the purposes of satisfying any legal, accounting, or reporting requirements.
Personal data will be held for the period we are required to retain this information by applicable UK tax law (currently 6 years).
In some cases, we may anonymise your personal information so that it can no longer be associated with you, in which case we may use such information without further notice to you.
Where is my data stored?
Your personal data that we collect from you may be transferred to, and stored outside, the United Kingdom. It may also be processed by staff operating outside the United Kingdom who work for us or for one of our suppliers, in which case the third country’s data protection laws will have been approved as adequate by the UK’s Information Commissioner’s Office, or other applicable safeguards will be in place.
Your rights
Under the GDPR you have several important rights free of charge. Under certain circumstances, you have the right to:
- Request access to your personal information and to certain other supplementary information that this Privacy Notice is already designed to address.
- Request correction of the personal information that we hold about you. This enables you to have any incomplete or inaccurate information we hold about you corrected.
- Request erasure of your personal information. This enables you to ask us to delete or remove personal information where there is no good reason for us continuing to process it. You also have the right to ask us to delete or remove your personal information where you have exercised your right to object to processing (see below).
- Object to processing of your personal information where we are processing your personal information for direct marketing purposes.
- Object to decisions being taken by automated means which produce legal effects concerning you or similarly significantly affect you.
- Object in certain other situations to our continued processing of your personal information.
- Request the transfer of your personal information to another party.
- Withdraw consent at any time where we are relying on consent to process your personal data. However, this will not affect the lawfulness of any processing carried out before you withdraw your consent. If you withdraw your consent, we may not be able to provide certain products or services to you. We will advise you if this is the case at the time you withdraw your consent.
For further information on each of those rights, including the circumstances in which they apply, see the Guidance from the UK Information Commissioner’s Office (ICO) on individuals’ rights under the General Data Protection Regulation which is accessible via https://ico.org.uk/for-organisations/guide-to-the-general-data-protection-regulation-gdpr/individual-rights/.
Omega 1 Security Ltd321-323 High Street, Chadwell Heath, London, RM6 6AX Company registration number – 13900733 Last Updated: August 2025 |
Staff Training & Qualifications
All staff must be fully trained and qualified for the roles they undertake. This includes:
- Holding a valid SIA Licence.
- Possessing a valid First Aid qualification.
- Being familiar with and trained in WAVE and Ask Angela initiatives.
Venue Induction
Before commencing duties, all staff must complete a full venue induction, including a walk-through to identify:
- Fire exits and evacuation routes.
- Location of fire extinguishers, first aid kits, and defibrillators (D-fib).
- Designated safe spaces.
- Daily Occurrence Book (DOB) and Incident Report (IR) procedures.
- Licensing conditions relevant to the venue (e.g. requirement for a male and female door supervisor).
Personal Protective Equipment (PPE)
All staff must be equipped with the appropriate PPE, which includes but is not limited to:
- Radios.
- Safety footwear (shoes or boots).
- Suitable trousers.
- High-visibility vests or jackets where required
- Hats and gloves as required by weather or duties.
Entry Conditions
Staff must be familiar with and enforce the venue’s entry conditions, including:
- ID checks and age verification.
- Refusal of entry for individuals who are overly intoxicated or under the influence of drugs.
- Dress code enforcement.
- Prohibition of weapons.
- Monitoring and managing venue capacity.
CCTV and Body Cameras
All staff operating CCTV or body-worn cameras must:
- Hold the necessary licenses.
- Be trained in the appropriate use and legal responsibilities associated with this equipment.
Search Procedures
Staff must adhere to the venue’s search protocols:
- Searches must be same-gender where possible (male-to-male, female-to-female).
- Cross-gender wand and bag searches are permitted but should be avoided unless necessary.
- Types of searches may include: 100% search, pat-downs, bag checks, self-searches, and targeted/random searches.
- Searches must comply with venue licensing conditions.
Emergency Procedures
All staff must be trained to respond to emergencies, including:
- Knowing all exit routes and ensuring they remain unobstructed.
- Understanding procedures for both evacuation and invacuation.
- How to contact emergency services (Police, Fire, Ambulance) by calling 999.
- Knowing the venue’s physical address or its What3Words location.
- Awareness of external muster points.
Removal of Members of the Public
When a person needs to be removed from the venue, staff must:
- Assess the situation and determine the cause.
- Issue a first verbal warning.
- If non-compliance continues, issue a second and final verbal warning.
- If necessary, proceed with physical removal using appropriate staff numbers and ensuring the safety of all involved.
Incident Reporting Procedures
All incidents must be thoroughly documented in the Incident Report Book or appropriate log, including:
- Who was involved.
- What happened.
- How and why the incident occurred.
- When and where it took place.
- Actions taken and to whom it was reported.
Omega 1 Security Ltd321-323 High Street, Chadwell Heath, London, RM6 6AX Company registration number – 13900733 Last Updated: August 2025 |
All employees are expected to maintain the highest standards of professionalism and integrity at all times. The following code outlines the expected behaviours and responsibilities while on assignment:
- Professional Conduct and Appearance
Maintain the agreed standards of personal appearance and conduct appropriate to the event or establishment. Do not engage in any behaviour that could bring discredit to Omega 1 Security or its clients. - Customer Interaction
Greet all visitors in a friendly, respectful, and courteous manner at all times. - Assistance to Persons in Need
Provide appropriate assistance to anyone on the premises who is injured, distressed, or in need of help. - Communication Standards
Always use respectful and moderate language when communicating with the public and fellow staff. - Equality and Non-Discrimination
Treat all individuals fairly and without discrimination based on race, colour, religion, sex, disability, or any other protected characteristic. Be prepared to justify your actions at all times. - Integrity and Accountability
Do not solicit or accept bribes or other forms of inducement. All money or property received in the course of duty must be fully accounted for. - Substance Use
You must not consume alcohol or be under the influence of alcohol or illegal substances while on duty or when reporting for duty. - Abuse of Authority
Never misuse your position of authority. Any involvement with law enforcement that could affect your suitability to work as a Door Supervisor must be reported immediately. - Admission Control
Exercise careful judgement when assessing individuals suspected of being underage or under the influence of alcohol or drugs. Final admission decisions rest with the licensee or their appointed representative. - Weapons/Drugs
Carrying any offensive weapon or drugs while on duty is strictly prohibited. - Mobile Phone Use
Mobile phones should only be used during emergencies while on duty. - Attendance Records
You must sign in at the start and end of each shift as required. - Professional Presentation
Do not chew gum or eat food while on duty. - Smoking Policy
Smoking is only permitted during designated breaks and in areas specified by the client’s representative. - SIA Badge Display
Your SIA registration badge must be clearly and correctly displayed at all times while on duty. - Fire Safety Awareness
All employees must be familiar with the venue’s evacuation procedures and the locations of fire points.
Please note:
Failure to adhere to any part of this Code of Conduct may result in disciplinary action, including potential dismissal.