Application For Employment

PLEASE READ CAREFULLY. ANSWER COMPLETELY AND ACCURATELY. Only completed applications will be evaluated, do not indicate, “see resume”. If you require accommodation due to a disability in order to complete the application, please let us know what you require.

We consider applicants for all positions without regard to race, color, religion, sex, national origin, marital or veteran status, the presence of any physical or mental condition or disability, or any other legally protected status.


IPSA Security Services (“IPSA”) provides protective security services to private, public and governmental entities. IPSA is thus in the business of providing a workforce that is honest, trustworthy, qualified, reliable, and non-violent. As a means of ensuring that our employees meet these standards, IPSA investigates an applicant’s prior employment history, personal references, and educational background, as well as other relevant information that is reasonably available to IPSA. When hiring for certain positions, IPSA may also review an applicant’s driving record, credit report, and criminal background, all facts and circumstances will be considered. Further, IPSA will not deny employment solely on the basis that an applicant had filed for bankruptcy.

Consistent with these practices, all interviewees will be asked to sign a document entitled, “Authorization and Consent for Release of Information to IPSA Security Services and Release of Claims for Disclosure of Information.” Although completion of this form is voluntary at the pre employment stage of the interview process, IPSA reserves the right to exclude any applicant from consideration for employment who refuses to sign this form by the contingent hire stage.

IPSA may occasionally find it necessary to investigate current employees where behavior or other relevant circumstances raise legitimate questions concerning job performance, reliability, honesty, trustworthiness, or potential threat to the safety of co-workers or to others. Such investigations may, where appropriate, include requests for credit reports and review of criminal records, including appropriate inquires about any arrest for which the employee is out on bail. Employee credit reports may also be requested and reviewed when the employee is being considered for a position under a client contract that requires such a review. Employees subject to such investigations will be notified and are required to reasonably cooperate with the lawful efforts of IPSA to obtain relevant information, and may be disciplined up to and including discharge for failure to do so.

All employees are strongly encouraged to immediately report any incidents of potentially threatening, harmful, or criminal behavior of co-workers, supervisors, customers, clients, or visitors that may negatively affect the safety, security, productivity, or financial interests of IPSA, its workplace, its clients, or the general public to an IPSA manager.

IPSA maintains separate employment policies, including a drug-free workplace policy, which provides further information about the discretion of IPSA to investigate employees and mandatory employee reporting obligations. After receiving an offer of employment, any job applicant who wishes to review these policies before deciding whether to accept employment may do so by contacting the IPSA Corporate Human Resources Department.