Saskatchewan Security key terms

A person licensed under Saskatchewan's private security legislation to protect people and property on behalf of a client, without the general police powers held by sworn officers.

The provincial credential a person must hold to work as a security guard in Saskatchewan, requiring training, a clean conduct record, and renewal on a set cycle.

The boundaries of what a security guard may lawfully do on the job; exceeding them can expose the guard and employer to liability or licence discipline.

The legal and ethical obligation to act reasonably to prevent foreseeable harm to people on premises you are responsible for, and to document what you did.

A failure to exercise the level of care a reasonable guard would use in similar circumstances, causing harm that a careful guard could have prevented.

Legal responsibility for harm or loss, which can fall on a guard personally and on the employer; it is the reason for careful, documented, lawful conduct.

The limited power of a private person, including a guard, to arrest someone found committing an indictable offence or a criminal offence and deliver them to police promptly.

The lawful taking of a person into custody to answer for an offence; a guard must know the grounds, the limits of the power, and the duty to hand over to police.

An objective belief based on specific facts and circumstances, not just a hunch or prejudice, that a person has committed an offence or is involved in wrongdoing.

A lower threshold than reasonable grounds; specific, articulable facts that justify further inquiry or observation, but not an arrest or a search.

Saskatchewan legislation allowing an occupier or authorized agent to direct people to leave property and to deal with those who refuse, without needing a criminal offence.

Holding a person's movement restricted, whether by physical means or by words and conduct; in law it can trigger rights and must be justified and brief.

Guaranteed protections under the Canadian Charter of Rights and Freedoms, including against unreasonable search and arbitrary detention, that apply to how guards treat people.

Physical action taken to control a person or situation; a guard may use only the amount of force reasonably necessary in the circumstances and must be able to justify it.

Force that is proportionate to the threat, applied by a guard who believes it is necessary for self-defence or protection of others, and no more than required.

The principle that the response must match the level of threat; a guard cannot use severe force against minor resistance or non-compliance.

The lawful use of reasonable force to protect oneself from an imminent attack; it ends when the threat ends and does not permit retaliation after the fact.

Techniques such as calm speech, distance, active listening, and time that reduce tension and resolve conflict without physical force; usually the first and preferred response.

The idea that a guard should withdraw or disengage where safely possible rather than escalate a confrontation, especially when protecting property rather than people.

Physically limiting a person's movement, such as by holding or handcuffing; it must be justified, brief, monitored for safety, and never used as punishment.

A medical emergency caused by a person's body position restricting breathing, especially after being restrained face-down; the guard must reposition the person and seek medical help.

The planned actions a guard takes during fire, medical, or security emergencies: alert, evacuate or secure, call for help, and document, following site procedures.

Organized movement of people out of a building or area to safety, using designated routes and assembly points, with guards directing and checking areas as assigned.

A pre-arranged safe outdoor location where evacuated people gather so they can be counted and accounted for after leaving a building.

Clear, brief messages used during an emergency to request police, fire, or medical help and to notify supervisors and occupants, using agreed codes and channels.

Fully concentrating on a speaker, noting words and tone, and confirming understanding by summarizing, which calms people and improves the accuracy of information gathered.

A communication approach that redirects hostility through calm, respectful language, empathy, and choices, aiming to gain voluntary compliance instead of confrontation.

Standard rules for radio use, such as identifying yourself, keeping messages short, using plain language or agreed codes, and not interrupting emergency traffic.

The deliberate, systematic watching of people, places, and conditions to detect risks or offences; effective observation is focused, objective, and recorded accurately.

Recording facts during a shift, including times, names, locations, and actions, so that a report can be written accurately and testimony later supported.

A written factual record of an event, covering who, what, when, where, and what was done, written objectively and soon after the incident occurred.

Reporting and acting based on observable facts rather than personal opinions, assumptions, or emotions, which keeps records credible and decisions defensible.

The documented, unbroken record of who handled evidence or property and when, ensuring it can be relied on by police or in legal proceedings.

Consistent conduct that meets the standards of the role: punctuality, proper uniform, respect, honesty, and following policy even when unobserved.

The principles guiding right and wrong conduct on the job, including fairness, honesty, and refusing to abuse the authority or access that the position provides.

The duty not to disclose client, employee, or incident information except to those with a legitimate need to know or as required by law.

A situation where a guard's personal interests could improperly influence their duties; it must be disclosed and avoided to preserve trust and impartiality.

Helpful, courteous, and respectful interaction with the public and client staff, which builds cooperation and reduces conflict while still enforcing rules.

Making decisions and treating people without discrimination based on race, religion, gender, age, disability, or other protected characteristics, relying on observed behaviour instead.