Security work in Virginia, with the registration explained up front.

NESF is an equal opportunity employer. We do not discriminate against any applicant or employee on the basis of race, colour, religion, sex, sexual orientation, gender identity, pregnancy, childbirth or related medical conditions including lactation, marital status, national origin or ethnic origin, age, disability, genetic information, military status or veteran status, or any other characteristic protected by federal or Virginia law. That applies to recruitment, hiring, assignment, training, promotion, discipline, pay and termination.

It includes hair. Virginia treats discrimination based on traits historically associated with race — hair texture, hair type, and protective hairstyles such as braids, locks and twists — as racial discrimination Va. Code § 2.2-3901(D). Our uniform and grooming standards are applied with that in mind.

The Virginia Human Rights Act applies to employers with five or more employees and covers every characteristic in the list above Va. Code §§ 2.2-3900 et seq., 2.2-3905. Since 1 July 2026 that single five-employee threshold applies to all claim types 2026 c. 950. A charge is filed with the Virginia Attorney General’s Office of Civil Rights within two years of the act complained of Va. Code § 2.2-3907.

The EEOC’s poster, Know Your Rights: Workplace Discrimination is Illegal, is displayed where our required workplace notices are posted 42 U.S.C. § 2000e-10.

If you need an adjustment to apply, to interview, to take a test, or to do the job, ask us. Telephone 703-869-6213 or email [email protected] and say what would help. You do not need to give a diagnosis to ask, and asking will not be held against you.

Examples of what we can do: take the application over the telephone or on paper, allow extra time, hold the interview somewhere accessible or by telephone, provide materials in another format, or adjust a schedule or a piece of equipment on the job.

What we will not ask you before an offer. Federal law prohibits an employer from asking, before a conditional offer, whether you have a disability, about its nature or severity, about your medical history, about your workers’ compensation history, or about your use of sick leave 42 U.S.C. § 12112(d)(2); 29 C.F.R. § 1630.13(a). We may ask whether you can perform the functions of the job, with or without reasonable accommodation, and ask you to describe or demonstrate how.

A medical examination, if one is required at all, comes only after a conditional offer, is given to everyone entering the same job category, and is kept in a separate confidential file 42 U.S.C. § 12112(d)(3).

Virginia requires employers with five or more employees to make reasonable accommodation for the known limitations of pregnancy, childbirth or related medical conditions Va. Code § 2.2-3909. The statute names the accommodations specifically: more frequent or longer bathroom breaks, breaks to express breast milk, access to a private location other than a bathroom to express breast milk, acquisition or modification of equipment or access to or modification of seating, temporary transfer to a less strenuous or hazardous position, assistance with manual labour, job restructuring, a modified work schedule, light duty assignment, and leave to recover from childbirth.

You cannot be required to take leave if another reasonable accommodation would let you keep working. Every employee receives this notice on commencing employment, and any employee who tells us she is pregnant receives it again within ten days Va. Code § 2.2-3909(D). The Department of Labor and Industry poster is displayed with our other required notices.

Virginia is an at-will employment state. Unless there is a written agreement signed by an officer of NESF that says otherwise, employment with NESF is at will: either you or NESF may end it at any time, with or without cause and with or without notice.

Nothing in this page, in the application, in any job description, or in any handbook is a contract of employment or a promise of employment for any period. No recruiter, supervisor or manager has authority to change that other than in writing signed by an officer of the company.

At-will does not mean lawless. It does not permit dismissal for a reason the law forbids — discrimination, retaliation for a protected report, or the exercise of a statutory right.

NESF may obtain a consumer report or an investigative consumer report about you from a background screening company for employment purposes. Before we do:

• You get a clear written disclosure in a document that contains nothing else, and you sign an authorisation 15 U.S.C. § 1681b(b)(2). That is why the disclosure in our application is on its own page with no other text on it — the law requires the document to consist solely of the disclosure.
• If information in a report would cost you the job, you get a copy of the report and the Consumer Financial Protection Bureau’s A Summary of Your Rights Under the Fair Credit Reporting Act before the decision is made, with a reasonable opportunity to dispute it 15 U.S.C. § 1681b(b)(3).
• If we then take adverse action, you get a notice naming the screening company, telling you that the screening company did not make the decision and cannot explain it, and telling you of your right to a free copy of the report within 60 days and to dispute its accuracy.

Separately from any of that, DCJS runs a fingerprint-based Virginia and national criminal history records search as part of your security officer registration 6VAC20-174-30. That search and the decision on your registration belong to the Commonwealth.

You are not required to disclose any arrest, criminal charge, conviction or civil offence that has been expunged Va. Code § 19.2-392.4, or that has been sealed Va. Code § 19.2-392.15. You may answer any question on our application as though the expunged or sealed matter never happened, and we may not require you to disclose it.

Where we do consider criminal history, we look at the nature and gravity of the offence, how much time has passed, and how it bears on the specific duties of the post, and we give you the chance to explain — the individualised assessment the EEOC calls for EEOC Enforcement Guidance No. 915.002 (25 April 2012). We do not apply a blanket bar.

Registration decisions are different and are not ours. DCJS may deny a registration for a felony conviction, or for a misdemeanour involving moral turpitude, assault and battery, damage to real or personal property, or controlled substances or imitation controlled substances 6VAC20-174-110. The Director may grant a written waiver for a felony Va. Code § 9.1-139(K). Giving false or misleading information on a DCJS application can itself be prosecuted.

Every person hired in the United States must complete Form I-9, Employment Eligibility Verification. You complete Section 1 no later than your first day of work for pay, and present documents establishing identity and work authorisation within three business days of starting 8 C.F.R. § 274a.2.

You choose which documents to present from the Lists of Acceptable Documents. We will not tell you which to bring, will not ask for more or different documents than the form requires, and will not reject documents that reasonably appear genuine. Doing any of those is document abuse 8 U.S.C. § 1324b(a)(6).

We do not discriminate on the basis of citizenship or immigration status 8 U.S.C. § 1324b. Questions or complaints go to the Department of Justice Immigrant and Employee Rights Section.

One requirement that is genuinely a citizenship criterion, and why. DCJS will not register a security officer who is not a United States citizen or a legal resident alien 6VAC20-174-40(B)(3). That is a condition the Commonwealth places on the registration, not a preference of ours, and federal law permits an employer to apply a citizenship requirement where it is required in order to comply with a law or regulation 8 U.S.C. § 1324b(a)(2)(C). It applies only to posts that require registration.

Virginia does not require private employers generally to use E-Verify; that obligation attaches to employers of more than 50 who hold Commonwealth contracts over $50,000 Va. Code § 2.2-4308.2, and to certain federal contracts.

NESF maintains a drug-free and alcohol-free workplace. Officers must be unimpaired on duty; the work involves lone night shifts, active construction sites and life-safety coverage. A test for the illegal use of drugs is not a medical examination and may be required before an offer 42 U.S.C. § 12114(d)(1).

Lawful medicinal cannabis oil. Virginia prohibits an employer from discharging, disciplining or discriminating against an employee for the lawful use of cannabis oil under a valid written certification from a practitioner Va. Code § 40.1-27.4. That protection does not require an employer to permit impairment at work, to permit possession during work hours, or to act in a way that would violate federal law or a federal contracting requirement. If you hold a valid certification, tell us and we will handle it under that section rather than treat a positive result as the end of the conversation.

Lawful use of a prescribed medication is not a basis for exclusion. Do not list your medications on the application — any medication disclosure belongs after a conditional offer and goes to a medical reviewer, not into your hiring file.

NESF does not deny initial employment, re-employment, retention, promotion or any benefit of employment because of membership in, application for membership in, performance of service in, application for service in, or obligation for service in the uniformed services 38 U.S.C. § 4311; 20 C.F.R. § 1002.18.

We will not ask you about your drill schedule, your future military obligations, or your likely deployment availability, and you should not volunteer them. Shift scheduling is a real constraint in this industry and that is exactly why the question is off limits. The USERRA notice, Your Rights Under USERRA, is posted with our other required notices 38 U.S.C. § 4334.

Military status is also a protected characteristic under the Virginia Human Rights Act Va. Code § 2.2-3905(B).

Officer posts are hourly and non-exempt. You are paid for all hours worked, including time spent waiting to be relieved at post, and overtime at one and one-half times your regular rate for hours over 40 in a workweek 29 U.S.C. § 207; Va. Code § 40.1-29.2.

Hourly employees in Virginia are paid at least once every two weeks or twice a month Va. Code § 40.1-29(B). Every pay date you receive a written statement showing the employer’s name and address, the hours worked in the pay period, the rate of pay, gross wages, and the amount and purpose of every deduction Va. Code § 40.1-29(D).

Virginia’s minimum wage is set by Va. Code § 40.1-28.10 and is adjusted on 1 January. Where the state and federal minimum differ, the higher applies.

You may discuss your pay. Virginia prohibits an employer from discharging or otherwise retaliating against an employee for inquiring about, discussing or disclosing their own wages or another employee’s Va. Code § 40.1-28.7:9. Federal labour law protects the same conversation 29 U.S.C. § 157.

We will not ask what you earned before. Since 1 July 2026 a Virginia employer may not seek an applicant’s wage or salary history from the applicant, a former employer or a third party, may not rely on it in considering an applicant or in setting pay, and may not retaliate against an applicant who declines to provide it Va. Code § 40.1-28.7:12. The same section requires every posting for a job to state the wage, salary, or wage or salary range for the position — which is why a role on this page either shows a range or is expressly not being advertised as an opening.

NESF does not ask officers to sign a non-compete, and could not enforce one if it did. Virginia prohibits an employer from entering into, enforcing, or threatening to enforce a covenant not to compete with a low-wage employee — and since 1 July 2025 that definition includes every employee entitled to overtime under the Fair Labor Standards Act, whatever they earn Va. Code § 40.1-28.7:8. Hourly officer posts are non-exempt, so the ban applies to them by definition rather than by wage level.

An employee may sue over a prohibited covenant within two years, and the employer may be ordered to pay damages, lost compensation and legal costs. The statute also requires every employer to post a copy of the section, or an approved summary, with its other required notices; ours is posted.

Confidentiality about a client’s site, security arrangements, access procedures and personnel is a different matter and is expected of every officer — that protects the people we are hired to protect.

NESF will not ask you to disclose the username or password to a personal social media account, and will not ask you to add anyone from the company to the contacts on one Va. Code § 40.1-28.7:5. You will not be penalised for refusing a request that the statute forbids.

NESF will not discharge, discipline, threaten, discriminate against or penalise an employee for reporting a violation of law to a supervisor or an authority, taking part in an investigation or hearing, refusing to commit a criminal act, refusing an order to perform an act that would violate the law, or giving information to a public body Va. Code § 40.1-27.3.

That includes safety. You may report a hazard or a safety violation without fear of reprisal Va. Code § 40.1-51.2:1; 29 U.S.C. § 660(c). On a fire watch it extends specifically to telling us, and telling the fire official, when what you are being asked to do on site does not match what the fire official required.

NESF is covered by the Virginia Occupational Safety and Health programme. The Job Safety and Health Protection poster, and the other notices Virginia requires, are displayed where officers report. You are entitled to a workplace free of recognised hazards, to be told about hazards on a site, and to report an unsafe condition without retaliation.

Post orders for a site are written down. If a site asks you to do something that is not in them and that you believe is unsafe or unlawful, the instruction is to stop, secure yourself, and telephone your supervisor.

The Employee Polygraph Protection Act generally prohibits an employer from requiring, requesting or suggesting a lie detector test of an applicant or employee 29 U.S.C. §§ 2001–2009. A narrow exemption exists for some security services work, and it does not cover ordinary commercial premises. NESF does not use polygraph examinations in hiring. The EPPA notice is posted with our other required notices 29 C.F.R. § 801.6.

Your application is stored on this website and is seen by the people involved in hiring for the post you applied to. A résumé you upload is stored in a location that is not publicly reachable.

Voluntary self-identification of race, ethnicity, sex or veteran status is kept separately from your application and is not shown to anyone making a hiring decision. It is voluntary, refusing has no effect on your application, and it is never used as a basis for any employment decision.

Applications and hiring records are retained for at least one year from the application or the personnel action, whichever is later, as federal record-keeping rules require of covered employers 29 C.F.R. § 1602.14, and where a charge or action is filed, until it is finally disposed of. Employment and fingerprint-submission records for registered officers are kept for not less than three years after employment ends 6VAC20-172-70. Consumer reports are disposed of securely 16 C.F.R. Part 682.

To ask what we hold about you, to correct it, or to ask us to delete it, email [email protected].

• Discrimination — Virginia: Office of the Attorney General, Office of Civil Rights. Two years from the act complained of Va. Code § 2.2-3907.
• Discrimination — federal: U.S. Equal Employment Opportunity Commission.
• Wages, pay statements, overtime, non-compete posting: Virginia Department of Labor and Industry.
• Citizenship status or document abuse: U.S. Department of Justice, Immigrant and Employee Rights Section.
• Consumer reports: Consumer Financial Protection Bureau, and the Federal Trade Commission.
• Business licensing and individual registration: Virginia Department of Criminal Justice Services.
• Internally, first if you are willing: 703-869-6213 or [email protected]. Using an internal route does not shorten any deadline above, and does not require you to use it before going elsewhere.