1.4 Professional Conduct, Appearance & Deportment

Where the Standards Come From

A security guard's professional conduct in Alberta is not a matter of personal style — it is legally enforceable. The standards come from two sources:

1. The Security Services and Investigators Act (SSIA), which sets the legal requirements and the Registrar's authority to discipline.
2. The Security Programs Policy Manual, which sets out the detailed policies and standards a licensed worker must follow.

Violating these standards can trigger a disciplinary process — warnings, suspensions, or licence cancellation (covered in the next section).

Quick Answer: Alberta security guards must follow enforceable conduct standards from the SSIA and the Security Programs Policy Manual. The core requirements are professional appearance and uniform, confidentiality, honesty, no conflicts of interest, and respect for persons.

Professional Appearance & Uniform

A guard's appearance affects deterrence and the client's reputation. The standards include:

• Clean, complete, and correct uniform — worn as issued, not mixed with civilian clothing; badges and identification visible
• Identification — name tag and licence identification displayed as required while on duty
• Personal hygiene and grooming — clean, neat, and consistent with a professional public-facing role
• Footwear and equipment — serviceable, appropriate to the post, and maintained in working order
• No unauthorized insignia — no personal pins, political symbols, or decorations not approved by the employer

A guard who looks unkempt undermines deterrence — the visible presence that makes the role work.

Deportment — Behaviour on Shift

Deportment means how a guard carries themselves on duty. Required deportment includes:

• Punctuality — arriving on time for shift and relieving the previous guard promptly
• Courtesy and respect — treating the public, clients, and colleagues professionally, even under provocation
• Composure — remaining calm; not losing temper, not arguing, not using profanity
• Alertness — staying awake, attentive, and not distracted by a phone or other personal activity
• Following post orders — carrying out the client's and employer's written instructions for the post
• No impairment — no alcohol or drugs on duty; working while impaired is both a conduct violation and a serious safety risk

Confidentiality

Security work gives a guard access to sensitive information about the client's people, property, and procedures. Confidentiality rules require:

• Not disclosing client information outside authorized channels — including off-duty conversations and social media
• Protecting security procedures — patrol routes, alarm codes, key locations, and response plans are not shared with unauthorized people
• Keeping incident reports factual and limited — shared only with the client, the employer, police, and the Registrar where required
• Respecting personal information about employees, visitors, and the public observed during duty

A guard who posts details of an incident on social media, or discusses a client's security arrangements at a bar, has breached confidentiality — and may face discipline.

Honesty

Honesty is a baseline requirement. A guard handles keys, access credentials, cash, and sensitive information. Dishonest acts — theft, falsifying reports, claiming hours not worked, accepting bribes — are serious violations that typically result in licence cancellation and possible criminal charges. Falsifying a report is one of the fastest ways to end a security career: the report is the evidence record, and a false report destroys the guard's credibility and the client's trust.

Conflicts of Interest

A conflict of interest exists when a guard has an outside interest or relationship that could interfere with their duty to the client. Examples include:

• Working a second job at the same site for a different interest
• Having a personal relationship with someone at the protected site that clouds judgement
• Holding a financial interest in a business that is the subject of the guard's protection
• Accepting gifts or favours from a client's employees, vendors, or visitors that could influence decisions

The correct response to a potential conflict is to disclose it to the employer in writing and follow the employer's direction, which may include reassignment.

Summary of Core Conduct Duties

Social Media and Off-Duty Conduct

Conduct standards do not switch off when the shift ends. The SSIA and the Security Programs Policy Manual reach off-duty behaviour where it affects the worker's fitness, the client's reputation, or the integrity of an investigation.

Social media is the most common pitfall. A post that references an incident — even without names — can identify a client site, a suspect, or a victim to someone who knows the area. "Crazy night at the west-end warehouse" is a breach if the west-end warehouse is your post. Photos in uniform, inside a client site, or showing equipment, alarm panels, or patrol routes are all disclosure of security procedures. The safe rules: do not post about incidents you handled or observed; do not post photos taken on post or in uniform; do not comment on an active investigation or complaint; and assume anything you post could be shown to the Registrar.

Off-duty conduct can also matter. A criminal charge arising outside work (for example, an impaired driving charge) must be reported and may affect fitness. Behaviour that brings the profession into disrepute can reach the Registrar through a complaint even when it did not occur on shift.

Worked Scenario: A Confidentiality Breach

A guard handles a noisy eviction at a residential building. That evening, the guard posts a short video to a private social media group joking about the tenant's behaviour. A group member reports it. The post identifies the building to anyone who knows the guard, discloses a client incident, and exposes personal information about the tenant. This is a confidentiality breach, not a private joke — the likely outcomes are a client complaint, an employer investigation, and a report to Security Programs. The guard's claim that "the group was private" is not a defense. Accepting a $20 coffee card from a tenant "for handling it well" would layer a conflict-of-interest breach on top.