YOU MUST COMPLETE THIS APPLICATION PROCESS TO BE CONSIDERED FOR EMPLOYMENT WITH ST. MORITZ.PLEASE SCROLL DOWN TO BEGIN THE ONLINE APPLICATION PROCESSUnarmed Security Officer/GuardPART-TIME(Greater Boston Area)$12.00 HourlySt. Moritz Security Services, Inc. is one of the top American owned security companies in the United States. We employ over 2,400 Security Officers across 27 regional offices in 15 states. We have achieved tremendous growth over the past 30 years and we project a continued rapid growth over the coming years.Role and Responsibilities:-This is a STANDING post.Â The guard will not be able to sit during the shift.-Man post as instructed and serve as a general security presence and visible deterrent to crime and client rule infractions.Â -Detect suspicious activities and watch for criminal acts or client rule infractions at or near assigned post which may be a threat to the property, client or employees at the site.Â -Report all incidents, accidents or medical emergencies.Â -Respond to emergencies, such as medical and bomb threats; and to alarms, such as fire and intrusion by following emergency response proceedings. Qualifications and Education Requirements:-Minimum of 1-2 years security experience is preferred with the ability to fit in quickly.-Must be at least 18 years of age or older as required by applicable law or contractual -requirements.Â -Must have a high school diploma or GEDÂ -At least one verifiable employer.Â -Excellent Communication skills.Â Ability to communicate effectively both orally and in writing for the purpose of public interaction and report writing.Â -Authorized to work in the United States.Â -Ability to perform essential functions of the position with or without reasonable accommodation.Â -Willing to participate in St. Moritz pre-employment process which may include drug testing and full background investigation including MVR check. (motor vehicle driving record)Â -Ability to maintain satisfactory attendance and punctuality standard.Â -Neat and professional appearance.Â -Friendly and professional demeanor.Â -Ability to provide quality customer service.Â -Must be reliable and prepared at all times.Â -Ability to handle typical and crisis situations efficiently and effectively at client site. Preferred Skills:-Retail Loss Prevention and/or nightclubÂ experience.We offer an attractive compensation package including competitive hourly wages, benefits including health, dental, vision, voluntary benefits, 401(k), training and opportunities for advancement.St. Moritz Security Services, Inc. is an Equal Opportunity Employer M/F/D/VPLEASE READ CAREFULLY THE SECTION BELOW BEFORE ACKNOWLEDGINGAre you applying to a St. Moritz location in Massachusetts, Hawaii, or the City of Philadelphia?Â California Employment Only: You may exclude information regarding any conviction for which the record has been judicially ordered sealed, expunged or statutorily eradicated. You also may exclude information regarding any conviction that is more than two years old for a violation of California Health and Safety Code Sections 11357, 11360, 11364, 11365 or 11550 (or predecessor statutes) as they relate to marijuana. You need not disclose any referral to, and participation in, any pre-trial or post-trial diversion program, or any convictions for which probation has been successfully completed and discharged.Connecticut Employment Only: Under Connecticut law, an employer cannot require an employee or prospective employee to disclose arrest, criminal charge or conviction records that have been erased. An employment application that asks an applicant about his or her criminal history must contain the following notice: 1. The applicant is not required to disclose the existence of any arrest, criminal charge or conviction, the records of which have been erased pursuant to Sections 46b-146, 54-76o or 54-142a; 2. The criminal records subject to erasure pursuant to Sections 46b-146, 54-76o or 54-142a are records pertaining to a find of delinquency or that a child was a member of a family with services needs, an adjudication as a youthful offender, a criminal charge that was dismissed or null, a criminal charge for which the person has been found not guilty or a conviction for which the person received an absolute pardon; and 3. Any person whose criminal records have been erased pursuant to Sections 46b-146, 54-76o or 54-142a shall be deemed to have never been arrested within the meaning of the general statutes with respect to those proceedings so erased and may so swear under oath. Massachusetts Employment Only: Under Massachusetts law, an employer is prohibited from asking questions on an initial written application form about an applicantâs criminal background. MASSACHUSETTS APPLICANTS SHOULD NOT RESPOND TO ANY OF THE QUESTIONS ON THIS INITIAL WRITTEN APPLICATION SEEKING CRIMINAL BACKGROUND INFORMATION. Following the initial written application, an employer may inquire about and consider an individualâs criminal conviction record.Maryland Employment Only: Under Maryland law, an employer may not require or demand, as a condition of employment, prospective employment, or continued employment, that an individual submit to or take a lie detector or similar test. An employer who violates this law is guilty of a misdemeanor.Hawaii Employment Only: Under Hawaii law, following a conditional offer of employment, an employer may inquire about and consider an individualâs criminal conviction record where the conviction record bears a rational relationship to the duties and responsibilities of the position. I understand that the Company may conduct a criminal background check (including a check on any sex offender website), after extending any conditional offer of employment. The Company may withdraw a conditional employment offer or release me from any employment, if my criminal background check discloses any criminal convictions that rationally relate to the duties of the job. Any criminal conviction that is more than 10 years old (excluding periods of incarceration) or that involves certain family court matters will not be considered.City of Philadelphia, PA:Â After the first interview (not during the initial application or the first interview), selected interviewees will be required to return to the on-line application process and respond “Yes” or “No” to the first conviction question and respond to the second conviction question.Â GENERAL NOTICE: AÂ previous conviction does not automatically disqualify an applicant from consideration.