American Security Group

I. Purpose

This order establishes American Security Group's policy regarding the possession, carrying, and use of firearms by authorized security personnel. All armed officers are required to comply fully with this General Order and all applicable Virginia statutes and DCJS regulations.

II. Authorization

Only officers holding a current, valid DCJS armed registration card and written authorization from ASG management may carry a firearm while on duty. Carrying a firearm without proper authorization is grounds for immediate termination and may result in criminal prosecution.

III. Approved Firearms & Calibers

ASG authorizes the following handgun calibers: .38 Special, .357 Magnum, 9mm, .40 S&W, and .45 ACP. Officers must qualify annually with their duty weapon. Any change in duty weapon requires prior written approval and re-qualification.

IV. Carrying Requirements

• Firearms must be carried in an approved holster at all times when on duty.
• Officers must carry their DCJS registration card and ASG authorization letter on their person while armed.
• Firearms shall remain holstered unless there is an imminent threat to life.
• No officer shall consume alcohol or controlled substances while armed or within 8 hours before reporting for armed duty.

V. Use of Force

Deadly force may only be used as a last resort when an officer or another person faces an imminent threat of death or serious bodily injury that cannot be averted by lesser means. Officers must report any use of force immediately to their supervisor and to ASG management at (804) 355-2000.

VI. Storage & Transportation

When not on duty, firearms must be stored securely and unloaded. Virginia law governs the transportation of firearms in vehicles. Officers are responsible for knowing and complying with all applicable laws.

VII. Violations

Any violation of this General Order may result in immediate suspension of armed status, termination of employment, and/or referral to law enforcement authorities.

Policy Statement

American Security Group is an Equal Opportunity Employer. ASG prohibits discrimination and harassment of any kind based on race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected by applicable law.

Prohibited Conduct

Harassment includes, but is not limited to: unwelcome verbal, visual, or physical conduct of a sexual nature; derogatory jokes, slurs, or epithets; threats or intimidation; unnecessary touching or invasion of personal space; and any other conduct that creates an intimidating, hostile, or offensive work environment.

Reporting Procedure

Any employee who believes they have been subjected to or witnessed harassment or discrimination must report it promptly to their supervisor or to ASG management at (804) 355-2000 or info@teamasg.com. Reports may also be made in writing to 4914 Radford Ave, Suite 200, Richmond, VA 23230.

Investigation & Non-Retaliation

All reports will be investigated promptly, thoroughly, and impartially. ASG strictly prohibits retaliation against any employee who, in good faith, reports harassment or participates in an investigation. Retaliation is itself grounds for disciplinary action up to and including termination.

Consequences

Employees found to have engaged in harassment or discrimination will be subject to disciplinary action up to and including immediate termination of employment, regardless of position or tenure.

Client Site Conduct

Security officers are ambassadors of ASG at all client sites. Conduct that violates this policy at a client location will be treated with the same seriousness as conduct occurring at ASG's own offices and may also result in removal from that site at the client's request.

Policy Statement

American Security Group maintains a strict drug- and alcohol-free workplace. The safety-sensitive nature of security work demands that all employees be fully alert and capable at all times while on duty. Any impairment endangers the officer, co-workers, clients, and the public.

Prohibited Substances

The use, possession, sale, transfer, or being under the influence of any illegal drug, controlled substance, or alcohol while on duty, on ASG premises, or in ASG or client vehicles is strictly prohibited. This includes marijuana, even where state law may permit recreational use, as ASG maintains a zero-tolerance policy.

Pre-Employment Testing

All new hires must pass a drug screen prior to beginning employment. A positive result, refusal to test, or adulteration of a specimen will result in withdrawal of the employment offer.

Random Testing

ASG reserves the right to conduct random drug and/or alcohol testing of employees in safety-sensitive positions at any time. Selection for random testing is made without advance notice.

Post-Incident Testing

Following any workplace accident, use-of-force incident, or near-miss event, involved employees may be required to submit to drug and alcohol testing within a reasonable time frame.

Prescription Medications

Employees taking prescription medications that may affect alertness, judgment, or physical ability must notify their supervisor before reporting for duty. Management reserves the right to temporarily reassign or excuse an employee whose medication poses a safety risk.

Consequences

A positive drug or alcohol test, refusal to test, or confirmed violation of this policy will result in immediate suspension and may result in termination of employment. ASG may, at its sole discretion, offer a last-chance agreement requiring participation in a substance-abuse program as a condition of continued employment.

Authorization

As a condition of employment, I hereby authorize American Security Group (ASG), its successors, and assigns to photograph, videotape, or otherwise record my image and likeness while I am in the performance of my duties or at any ASG or client-sponsored event.

Permitted Uses

I grant ASG the right to use such photographs, video recordings, or other media for business purposes, including but not limited to: training materials, marketing and promotional materials (print and digital), the ASG website and social media platforms, internal communications, and client presentations.

No Compensation

I agree that I will receive no monetary compensation for the use of my image or likeness in connection with the above-described purposes, and I waive any right to inspect or approve the finished product in which my image appears.

Duration

This authorization shall remain in effect for the duration of my employment with ASG and for a period of two (2) years following the termination of my employment, unless I revoke it in writing prior to that date.

Optional Nature

If you do not wish to grant this release, please inform Human Resources in writing before your start date. Declining the photo release will not affect your employment status or any terms of your employment.

Rules for All Sites

The following rules apply to all ASG employees at all client sites. Violations may result in disciplinary action up to and including termination.

• Rule 1 — Uniform: Report to all shifts in full, clean, pressed uniform. Shoes must be polished. ID badge must be visible at all times.
• Rule 2 — Punctuality: Arrive at least 10 minutes before your scheduled shift. Repeated tardiness or absenteeism will not be tolerated.
• Rule 3 — Post Orders: Follow all written post orders at your assigned site. If a situation is not covered by post orders, use sound judgment and contact your supervisor immediately.
• Rule 4 — Cell Phones: Personal cell phone use is restricted while on post. Cell phones may be used during authorized breaks only, unless a client site policy is more restrictive, in which case that policy governs.
• Rule 5 — Sleeping: Sleeping on post is strictly prohibited and is grounds for immediate termination.
• Rule 6 — Visitors: Visitors, friends, or family members are not permitted at your post during your shift.
• Rule 7 — Report Writing: All incidents, accidents, and unusual occurrences must be documented in a written report submitted to your supervisor before you go off duty.
• Rule 8 — Chain of Command: Direct all concerns, complaints, and requests through the proper chain of command. Do not contact clients directly regarding employment matters without prior authorization from ASG management.
• Rule 9 — Conduct: Maintain a professional demeanor at all times. Arguing, using profane language, or engaging in any behavior that reflects poorly on ASG or the client is prohibited.
• Rule 10 — Theft: Theft, misappropriation, or unauthorized use of client or ASG property is grounds for immediate termination and will be reported to law enforcement.
• Rule 11 — Fraternization: Developing personal or romantic relationships with client employees or customers is strongly discouraged and must be disclosed to management. Any relationship that creates a conflict of interest must be disclosed immediately.
• Rule 12 — Social Media: Do not post photographs, videos, or information about client sites, operations, or personnel on any social media platform without prior written approval from ASG management.

Emergency Procedures

In any emergency, your first duty is to ensure the safety of yourself and others. Notify emergency services (911) when warranted. Contact your supervisor and ASG dispatch at (804) 355-2000 immediately following any emergency event. Never leave your post without authorization except to render emergency assistance.

Scheduling & Shift Changes

All scheduling is managed through ASG operations. If you need to swap a shift or have a scheduling conflict, contact your supervisor at least 48 hours in advance. Do not arrange shift swaps directly with co-workers without supervisor approval.

Purpose

This policy governs the operation of personal and company vehicles in connection with ASG employment duties. Employees who drive as part of their job responsibilities must comply with all provisions of this policy.

License Requirements

All employees who operate a vehicle for work purposes must hold a valid driver's license in the Commonwealth of Virginia (or their state of residence). Employees must notify ASG immediately if their license is suspended, revoked, or subject to any restriction. Driving on a suspended or revoked license while on duty is grounds for immediate termination.

Motor Vehicle Record (MVR) Check

ASG requires a DMV driving record check as part of the hiring process for positions that require driving. Employees in driving positions may be subject to periodic MVR rechecks. A history of serious traffic violations, DUIs, or license suspensions may disqualify an applicant or result in reassignment.

Insurance Requirements

Employees who use personal vehicles for work purposes must maintain personal automobile insurance at the minimum levels required by Virginia law. Proof of insurance must be provided to ASG upon request. ASG's commercial auto insurance does not cover personal vehicles used for work unless otherwise arranged in writing.

Safe Driving Standards

• Observe all traffic laws at all times while driving for work purposes.
• No use of handheld mobile devices while driving — use hands-free only.
• Do not drive while fatigued. Pull over safely if you feel drowsy.
• Never operate a vehicle under the influence of alcohol, drugs, or any impairing medication.
• Seatbelts must be worn by the driver and all passengers at all times.

Accidents & Incidents

Any vehicle accident occurring during work hours or while using a vehicle for ASG business must be reported to your supervisor and to ASG management at (804) 355-2000 as soon as safely possible, regardless of fault or damage severity. A written report must be submitted within 24 hours.

Vehicle Inspections

Company vehicles must be inspected before each use. Any defects must be reported immediately and the vehicle must not be operated if it presents a safety risk. Employees are responsible for keeping assigned vehicles clean and free of personal items.

Uniform Issuance

ASG will issue uniform items to new employees as necessary for the assigned site. The type, quantity, and specification of uniform items varies by site and officer classification. A record of all issued items will be maintained in your personnel file.

Care Standards

• Uniforms must be clean, pressed, and in good repair at every shift.
• Shirts must be tucked in at all times while on post.
• Shoes must be clean and polished — no athletic shoes unless medically required and pre-approved.
• Hair must be neat and, for officers in uniform, pulled back if shoulder-length or longer.
• Visible tattoos that are offensive, gang-related, or that conflict with client site requirements must be covered.
• No unauthorized patches, pins, or insignia may be added to the uniform.

Replacement of Damaged Items

Normal wear will be replaced at ASG expense. Damage caused by negligence or misuse is the employee's financial responsibility. Costs for replacement of negligently damaged items will be deducted from final pay in accordance with Virginia law.

Return of Uniform Upon Separation

All ASG-issued uniform items, equipment, access badges, and company property must be returned within 5 business days of the end of employment for any reason. Failure to return items may result in deduction of the replacement cost from your final paycheck to the extent permitted by law, or civil action to recover costs. Items should be returned clean and in serviceable condition.

Non-Authorized Uniform Use

Wearing ASG uniforms while not on duty or using ASG insignia for unauthorized purposes is prohibited and may result in disciplinary action or legal consequences.

Timesheet Submission

Accurate and timely submission of timesheets is required for proper payroll processing. Timesheets must be submitted to your supervisor no later than 0800 (8:00 a.m.) every Monday. Late timesheets may delay your paycheck; ASG will not pay overtime for time not properly documented and submitted.

Accuracy Requirements

You are responsible for the accuracy of your timesheet. Do not submit a timesheet you know to be inaccurate. Falsification of timesheets — including recording hours not worked, having another person clock in or out for you, or any other fraudulent time entry — is grounds for immediate termination and may result in criminal prosecution for fraud or theft of wages.

DARS (Daily Activity Report System)

The Daily Activity Report (DAR) is a required record of your activity during each shift. DARs must be completed in full and legibly, and submitted by the end of each shift — or no later than the following morning by 0800 (8:00 a.m.). DARs serve as a legal record and may be used in judicial or administrative proceedings. Incomplete or inaccurate DARs reflect poorly on both the officer and ASG.

DARS Content Requirements

• Date, site name, and post designation
• Officer name, ID number, and shift hours
• All tours/patrols conducted with times
• Any incidents, accidents, or unusual occurrences (if none, write "No incidents to report")
• All visitors/vehicles logged per site requirements
• Officer signature

Overtime

Overtime must be pre-approved in writing by your supervisor. Unauthorized overtime will not be compensated except as required by Virginia and federal law. Any disputes regarding hours worked must be reported to ASG management at (804) 355-2000 within the pay period in which the dispute arises.

Contact for Payroll Issues

For payroll inquiries, contact the ASG administrative office at (804) 355-2000 or bclayton@teamasg.com.

Acknowledgment of Receipt

By acknowledging this document, I confirm that I have received, or have been directed to the location of, the American Security Group Employee Handbook. I understand that the Handbook contains important information about my employment, ASG's policies, and the standards of conduct expected of all employees.

At-Will Employment

I understand and agree that my employment with American Security Group is at-will, meaning either ASG or I may terminate the employment relationship at any time, with or without cause, and with or without prior notice, subject to applicable law. Nothing in the Employee Handbook, this onboarding packet, or any other ASG document creates a contract of employment for a definite term unless expressly agreed to in a separate signed written agreement between me and ASG.

Handbook as Policy, Not Contract

I understand that the Employee Handbook is not a contract of employment and does not create any contractual rights. ASG reserves the right to modify, rescind, or supplement any policy contained in the Handbook at any time without prior notice, except that changes to the at-will employment status require a separate written agreement signed by the President of ASG.

Obligation to Read and Comply

I agree that it is my responsibility to read, understand, and comply with all ASG policies as stated in the Employee Handbook and as updated from time to time. I understand that pleading ignorance of a policy contained in the Handbook will not be accepted as an excuse for a policy violation.

Questions

I acknowledge that I have been given the opportunity to ask questions about the contents of the Handbook and that any questions I have will be answered by ASG management before I sign this acknowledgment. Contact: (804) 355-2000 or info@teamasg.com.

Article 1 — Parties

This Agreement is between American Security Group, Inc. ("ASG"), located at 4914 Radford Ave, Suite 200, Richmond, VA 23230, and the employee named in this onboarding packet ("Employee").

Article 2 — Consideration

In consideration of employment or continued employment with ASG, access to confidential information, and other good and valuable consideration, the receipt and sufficiency of which are acknowledged, the Employee agrees to the terms set forth herein.

Article 3 — Confidential Information

Employee acknowledges that, in the course of employment, Employee will have access to Confidential Information including but not limited to: client lists and contact information, client site security protocols and vulnerabilities, pricing structures and business methods, employee personnel information, and proprietary operational procedures.

Article 4 — Non-Disclosure Obligation

Employee agrees that during and after employment, Employee shall not, without prior written consent of ASG, disclose any Confidential Information to any third party, use Confidential Information for personal benefit or the benefit of any competitor, or remove Confidential Information from ASG's systems or premises except as required for job duties.

Article 5 — Non-Solicitation of Clients

During employment and for a period of twenty-four (24) months following separation from ASG, Employee shall not, directly or indirectly, solicit any ASG client with whom Employee had material contact during the last twenty-four (24) months of employment for the purpose of providing competing security services.

Article 6 — Non-Solicitation of Employees

During employment and for twenty-four (24) months following separation, Employee shall not solicit, recruit, or induce any ASG employee to leave ASG's employment for any purpose.

Article 7 — Non-Compete Covenant

During employment and for twenty-four (24) months following separation from ASG for any reason, Employee shall not, within the geographic area served by ASG at the time of separation, engage in, own, manage, operate, control, be employed by, consult for, or participate in any business that provides private security services in competition with ASG.

Article 8 — Return of Property

Upon separation from employment for any reason, Employee shall immediately return all ASG property, including but not limited to uniforms, equipment, access credentials, documents (including copies), and any other items belonging to ASG or its clients.

Article 9 — Remedies

Employee acknowledges that a breach of this Agreement would cause irreparable harm to ASG for which monetary damages would be inadequate, and ASG shall be entitled to seek equitable relief including injunction, in addition to all other remedies available at law or in equity, without the requirement to post bond.

Article 10 — Governing Law

This Agreement shall be governed by the laws of the Commonwealth of Virginia. Any dispute arising hereunder shall be resolved exclusively in the state or federal courts located in Henrico County, Virginia, and Employee consents to the personal jurisdiction of those courts.

Article 11 — Severability

If any provision of this Agreement is held unenforceable, such provision shall be modified to the minimum extent necessary to make it enforceable, and the remaining provisions shall remain in full force and effect.

Articles 12–17 — General Provisions

Article 12 — Entire Agreement: This Agreement, together with any signed offer letter, constitutes the entire agreement between the parties regarding the subject matter hereof and supersedes all prior discussions and understandings.

Article 13 — Amendment: This Agreement may not be amended except by a written instrument signed by both parties.

Article 14 — Waiver: The failure of ASG to enforce any provision of this Agreement shall not be construed as a waiver of ASG's right to enforce that provision in the future.

Article 15 — Assignment: Employee may not assign this Agreement. ASG may assign this Agreement to any successor entity.

Article 16 — Counterparts: This Agreement may be executed in counterparts, each of which shall be deemed an original.

Article 17 — Acknowledgment: Employee acknowledges that Employee has had the opportunity to review this Agreement, to consult with an attorney, and that Employee enters into this Agreement freely and voluntarily.

Article 28 — Probationary Period

All new employees are subject to a ninety (90) day probationary period beginning on their first date of employment. During the probationary period, ASG will evaluate the employee's performance, attendance, conduct, and fit within the organization. Employment during the probationary period is at-will and ASG reserves the right to separate a probationary employee at any time without prior notice or cause.

Performance Standards During Probation

Probationary employees are expected to meet the same conduct and performance standards as all other employees. Attendance, punctuality, and adherence to all ASG policies are closely monitored during probation. More than two unexcused absences or instances of tardiness during the probationary period may result in termination.

Benefits Eligibility

Probationary employees may not be eligible for all ASG benefits. Eligibility for dental, vision, and other benefits begins after the successful completion of the probationary period unless otherwise specified in a benefits enrollment document or applicable law.

Article 34 — Workplace Violence Prevention

ASG has a zero-tolerance policy for workplace violence. Workplace violence includes: physical assault or threats of assault, property destruction intended to intimidate, threatening or harassing behavior, and any conduct that causes a reasonable person to fear for their safety.

Reporting Threats

Any employee who observes or is subjected to threatening behavior must report it immediately to their supervisor and to ASG management. Reports may also be made anonymously. All reports will be taken seriously, promptly investigated, and kept as confidential as possible while allowing a thorough investigation.

Security Officer Specific Provisions

Security officers, by the nature of their work, may encounter potentially violent situations. Officers are required to de-escalate situations through communication and presence whenever possible. The use of physical force is authorized only in strict accordance with applicable law, DCJS regulations, ASG use-of-force policy, and the written post orders for the applicable site.

DCJS Compliance

All security personnel must maintain current, valid DCJS registration at all times. It is the employee's responsibility to ensure their DCJS registration does not lapse. An officer who allows their registration to lapse may not work armed shifts and may be placed on unpaid leave until registration is reinstated. ASG holds DCJS license numbers 11-1664 and 88-1234.

Disclosure Regarding Background Investigation

American Security Group ("ASG") may obtain one or more consumer reports or investigative consumer reports (together, "background reports") about you for employment purposes — including for hiring and, where permitted by law, at any time during your employment for retention, promotion, reassignment, or other lawful purposes. These reports may be prepared by a third-party consumer reporting agency.

What the Reports May Contain

A background report may include information about your character, general reputation, personal characteristics, and mode of living, and may contain your criminal history, motor vehicle and driving records, and verification of your education and employment history, to the extent permitted by applicable federal, state, and local law. Security officer positions require verification of a qualifying criminal history in accordance with Virginia DCJS regulations.

Your Rights

You have rights under the FCRA, including the right to request additional disclosures regarding the nature and scope of any investigative consumer report and to receive a written summary of your rights under the FCRA. If ASG intends to take an adverse employment action based in whole or in part on a background report, you will first receive a copy of the report and a description of your FCRA rights before any final adverse action is taken.

Authorization

By checking the box below and signing this onboarding packet, I acknowledge that I have received and read this Disclosure, and I authorize American Security Group and its designated consumer reporting agency to obtain background reports about me for employment purposes as described above. I understand that a separate form may be used to collect additional identifying information (such as my date of birth and Social Security number) needed to process the check, used only for that purpose.

The specific scope of your background check and any state-required notices will be provided by ASG's background-check provider.