Manitoba Security Guard cheat sheet

A security guard is a private citizen with no powers beyond those held by any other citizen; authority comes from the property owner's invitation plus citizen's powers.

Guard authority rests on three pillars: the owner's delegated property rights, implied permission to be on site, and the same citizen powers of arrest held by the public.

A guard may enforce site rules (trespass, access, conduct) only because the occupier delegates that authority; the guard's power ends where the delegation ends.

Guards have no power to search a person, demand identification, or compel answers; compliance depends on consent, site conditions of entry, or lawful arrest.

Duty of care: guards owe a duty to act reasonably toward persons on the premises; negligence liability arises from unreasonable acts or omissions within that duty.

Guards report to and take direction from the client/employer and police; they do not supervise police and cannot direct a police investigation.

A guard's primary duties are prevention, observation, recording, and reporting; physical intervention is a last resort limited to lawful authority.

Guards must identify themselves and state their role when exercising authority; impersonating a peace officer or wearing police-like insignia is an offence.

Use of force must be reasonable, necessary, proportionate, and only to the extent required for a lawful purpose such as self-defence or lawful arrest.

Security guarding in Manitoba is regulated under The Private Investigators and Security Guards Act; licensing, conduct, and discipline flow from that statute and its regulations.

A person must hold a valid security guard licence to be employed as a guard; working unlicensed or with a lapsed licence is an offence.

Licence applicants must meet requirements including being 18 or older, holding a clean criminal record check, completing approved training, and paying fees.

Licences are time-limited and must be renewed before expiry; guards must carry or produce their licence on request as the regulator requires.

The regulator may refuse, suspend, or revoke a licence and may impose conditions; grounds include dishonesty, violence, and criminal convictions.

Guards must not hold themselves out as peace officers or police, and must not use titles, uniforms, or insignia suggesting police status.

Confidential information obtained on the job must not be disclosed except as required by law, court order, or the client's lawful direction.

Employers must ensure guards are licensed and trained; employing an unlicensed guard exposes the employer to penalties under the Act.

Guards must cooperate with the regulator's inspections and investigations; failure to do so is itself a regulatory violation.

Criminal law is public law: the state prosecutes; the standard of proof is proof beyond a reasonable doubt. Civil law governs disputes between private parties on a balance of probabilities.

Criminal Code offences relevant to guarding include assault, theft, mischief, trespass by night, robbery, and uttering threats.

Assault is the intentional application of force without consent, or an attempt or threat by act or gesture to apply force where the victim believes it will be carried out.

Consent is a defence to assault only where it is genuine, informed, and not obtained by force, threat, or abuse of power.

Self-defence under the Criminal Code requires a reasonable belief of force or threat of force, a defensive purpose, and a reasonable, proportionate response.

Defence of property permits reasonable force to prevent someone from taking or damaging property, but not force intended to cause death or grievous bodily harm.

Citizen's arrest under the Criminal Code requires finding a person committing an indictable offence, or having reasonable grounds to believe the person committed one and is escaping.

Civil torts relevant to guarding include false imprisonment, assault, battery, trespass to person, negligence, and defamation.

False imprisonment occurs when a person is intentionally confined without lawful authority; a guard who detains without lawful grounds may face both criminal and civil liability.

Citizen's arrest: a guard may arrest without warrant a person found committing an indictable offence, or a person reasonably believed to have committed one and who is escaping from and freshly pursued by persons with lawful authority.

A guard may arrest a person found committing a criminal offence on or in relation to property the guard protects, and must deliver the person to a peace officer without delay.

Arrest requires informing the person of the reason for arrest and, on request, of the right to counsel; the arresting guard must not delay delivery to police.

A guard may use only as much force as is reasonable and necessary to effect a lawful arrest or prevent escape; excessive force is a criminal offence and a civil wrong.

Detention for investigation is not the same as arrest; a guard may ask a person to remain but cannot lawfully compel them without grounds for arrest.

A search incident to arrest is limited to the person's immediate reach and to safety or evidence preservation; general or strip searches by guards are unlawful.

Use-of-force continuum: presence, verbal direction, soft control, hard control, and only in extreme cases, greater force; each step must be justified by the situation.

After arrest, a guard must secure the person, protect evidence, and call police; the guard cannot conduct an investigation, lay charges, or hold the person indefinitely.

Force used must be documented in an incident report: what was done, why, and the result, with witnesses and time recorded.

Patrol types: interior, exterior, vehicle, foot, and fixed post; patrols may be random, scheduled, or directed at high-risk areas identified by the client.

Patrol principles: vary routes and timing, check doors and windows, observe and record, and never confront a hazard without a plan and a means to call for help.

Access control has three components: identification, authorization, and recording; a person who cannot be identified and authorized is refused entry or escorted off site.

Visitor management includes sign-in, badge issue, escort rules, and sign-out; badges should be visually distinct from staff credentials.

Keys and access cards are controlled items: issue is logged, return is required, and lost keys are reported and re-keyed.

A guard must verify identity, not merely accept a name; photo identification and cross-checking against an authorized list are standard.

Perimeter and lighting checks are part of patrol; defects are recorded and reported to the client, not silently repaired.

Alarm response: verify the alarm, observe from a safe distance, do not enter a building with signs of forced entry, and call police.

Post orders and site instructions govern the specific site; the guard follows them and reports conflicts with law or safety to the supervisor.

Emergency response sequence: assess the situation, protect life and safety, call emergency services, contain or isolate the hazard, then preserve the scene and record facts.

Fire response: activate the alarm, evacuate by the nearest safe route, do not use elevators, and do not re-enter until the fire service authorizes it.

Medical emergency: call 911, provide first aid within training, keep the person still if spinal injury is suspected, and do not move them unless there is immediate danger.

Bomb threat: remain calm, record the caller's exact words, note background sounds, ask where and when, and notify police immediately.

Active threat: run if safe, hide if not, and fight only as a last resort; call 911 when safe and follow police direction on arrival.

Power failure or flood: secure the area, protect people from hazards, summon the client's maintenance, and document the timeline.

Evacuation duties include directing people to assembly areas, checking accessible routes for persons with disabilities, and accounting for occupants where possible.

After any emergency, the guard preserves the scene, prevents contamination of evidence, and completes a factual report before the end of shift.

Emergency contact lists, floor plans, and equipment locations must be known before an incident; a guard who cannot find a fire panel or first aid kit is a liability.

Reports must be factual, chronological, complete, and objective: record what was seen, heard, and done, not opinions or conclusions about character.

Report structure: who, what, when, where, why, how, plus actions taken, witnesses, and evidence; use times and full names where known.

Notes made at the time are the foundation of the report; a guard should record facts promptly and not rely on memory hours later.

Never alter a report after submission except by a dated, signed addendum; destroying or falsifying records is misconduct and may be an offence.

Photographs and physical evidence must be logged with time, location, and chain of custody; the guard does not handle evidence more than necessary.

Reports may be disclosed in court, to the regulator, or to insurers; write for a reader who was not present and assume it will be read aloud.

Use neutral language: 'the person appeared unsteady' rather than 'the person was drunk'; describe observations, not diagnoses.

A report should be completed before the end of shift while memory is fresh, and the supervisor and client notified per post orders.

Confidentiality: reports are shared only with those with a need to know, not with other staff, media, or social contacts.

De-escalation sequence: calm your own state, create distance and an exit route, listen actively, acknowledge the person's concern, offer choices, and set clear limits.

Active listening skills: paraphrasing, summarizing, reflecting feeling, open questions, and silence; these lower emotional intensity faster than argument.

Non-verbal signals matter: relaxed posture, open hands, eye-level positioning, and a calm, slow voice reduce perceived threat.

Avoid escalating phrases such as 'calm down' or 'you have to'; use 'I' statements, explain reasons, and give the person a face-saving option.

Conflict styles: competing, collaborating, compromising, avoiding, and accommodating; the guard chooses the style the situation requires.

When de-escalation fails, withdraw, call for backup or police, and document; physical intervention is justified only by lawful authority and necessity.

Cultural and language differences affect communication; use interpreters, plain language, and patience, and avoid slang or idioms.

Communication with police requires clear, brief facts: location, nature of incident, number of people, weapons, injuries, and your name and position.

A guard should never argue, threaten, or make promises they cannot keep; credibility is the core asset of the role.

Human rights law prohibits discrimination on protected grounds including race, ancestry, religion, sex, gender identity, age, disability, and family status.

Guards must apply the same standards to everyone; differential treatment based on appearance or group membership is both unethical and unlawful.

Implicit bias affects perception and decisions; guards should test their assumptions, use objective criteria, and document the reasons for decisions.

Ethical decision-making: is it lawful, is it consistent with policy, would I defend it publicly, and does it treat the person with dignity?

Conflicts of interest must be avoided or disclosed; a guard must not use position for personal gain, favours, or relationships.

Gifts, gratuities, and personal involvement with persons on site create a conflict of interest and should be declined or reported.

Professional conduct includes punctuality, correct uniform, sobriety, honesty, and respect for confidentiality.

Corruption and misconduct: accepting bribes, falsifying reports, or covering for a colleague are grounds for licence revocation and dismissal.

Respect for diversity includes accommodating disability, religious practice, and language needs within safety limits.

Employers must provide a safe workplace, training, and supervision; workers must follow safe procedures and report hazards and incidents.

A worker has the right to refuse unsafe work where there is reasonable cause to believe it is unsafe; the refusal is reported and investigated.

Personal protective equipment must be provided, fitted, and used as required; failure to wear it is both a safety and a disciplinary issue.

Hazard identification: slips and falls, violence, lone working, electrical and fire hazards, and ergonomic strain from long shifts and patrols.

Workplace violence and harassment are hazards; guards must report threats, assaults, and harassment to the employer, and the employer must respond.

Lone worker procedures include check-in calls, location logging, and a response plan if a check-in is missed.

Shift work and fatigue impair judgement; guards should use breaks, hydration, and sleep routines, and should not work while impaired.

Stress and trauma exposure are cumulative; guards should use peer support, employee assistance, and debriefing after critical incidents.

Personal wellness includes physical fitness, mental health support, and knowing when to ask for help; impairment on duty must be reported.