Employee Hiring Practices and Screening

All potential employees that apply with V & G Event Services go through an intense hiring process:

1. Our office staff conducts a interview process and takes notes asking the employee to explain any gaps in employment, short-term employment, criminal convictions (to which they admit), and any other areas that do not fit the norm.

2. Our office staff checks out the employment references. We document any and all attempts to obtain references. We indicate the phone number, who provided the information, and the specific information provided.

3. Our office staff forwards the necessary information to our local Law Enforcement Agencies to help with the criminal background checks. Santa Rosa Police Dept., Sonoma County Sheriff, Federal Bureau of Investigation and the Bureau of Security and Investigative Services.

4. We have conducted and will continue to have random drug testing as a condition of employment because we do secure and oversee multi-million dollar business.

5. We conduct training seminars in the classroom and on the job site in the beginning of being hired and whenever needed. We require some help by the Santa Rosa Police Department, Special guest and our own staff.

6. If the employee was in the military, we request a copy of their release documents (if not active duty). This will indicate whether their discharge was honorable or not.

7. Most of our Security Officers are required to have multiple licenses in their possession at all times. (e.g., drivers license, security guard license, California Horse Racing Board, etc.)

All information if each potential and active employee is copied and placed in and maintained in the personnel file for a period of seven years.