Metro Security’s core values are based on the highest integrity and ethical standards throughout our operations. We are proud to be a trusted security service provider that abides by laws and regulations. We uphold a strict confidentiality policy. Metro Security staff are forbidden to make use of any client information acquired during their course of employment for their personal benefit, or to transfer such information to a third party. Any individual working on behalf of Metro Security is strictly prohibited from accepting or offering kickbacks (can be in the form of monetary fee, gift, or anything of value) from any customer, competitor, supplier, directly or indirectly.
Human Rights Commitment
All employees, contractors, and suppliers of Metro Security are treated fairly and without discrimination. We provide security services with respect to the human rights and dignity of all people, complying with legal requirements. We make sure we comply with the United Nation's Guiding Principles on Business and Human Rights.
It is our responsibility to identify adverse human rights impacts and take appropriate steps to avoid, minimize and mitigate them. Human Rights to life, liberty, security, due process, privacy, property, freedom of movement, freedom of expression, asylum, and to the use of force are all taken into account when delivering professional, legitimate, and ethical security services.
Code of Conduct
Metro Security followed the Montreux Document on Pertinent International Legal Obligations and Good Practices for States Related to Operations of Private Military and Security Companies During Armed Conflict to establish our Rules and Regulations. We stand by the “Respect, Protect, Remedy” framework. We act with due diligence to avoid infringing the rights of others, and we believe that we have a responsibility to respect the human rights of employees, clients, suppliers, and all others affected by our activities. The International Code of Conduct for Private Security Providers is our standards we use for both employer and employees which is explained and is part of all Employee contracts which is available in our Employee Handbook.
A breach of the Code of Conduct is considered a very serious offense. Any personnel of Metro Security who fails to abide by the code may face disciplinary action, including dismissal.
Metro Security’s Grievance procedures are transparent and impartial. Every complaint is treated seriously and addressed promptly, in a confidential manner. This allows all employees, including vulnerable groups, contract workers, clients, and third-parties to raise a grievance without anyone else knowing. All staff are made aware of the grievance mechanism during the Basic Training and at the time they are hired. All employees are explained that they have the right to recourse judicial or administrative channels including through the Ministry of Social Affairs. Records are kept for all formal grievances, to aid in transparency and to allow any review of the process.
Our 4-Step grievance mechanism is as follows:
Step 1: Informal Discussion. Managers are encouraged to use methods to resolve disagreements informally. If the discussion with the manager fail to resolve the issue, Human Resource manager is informed and hosts an informal meeting.
Step 2: Formal Grievance. If the matter is serious or the employee wishes to raise the matter formally, a written grievance submission that is factual and not insulting is required from the employee and is addressed to the HR department.
Step 3: Grievance Hearing. The HR manager along with the security coordinator will call the employee to a meeting to discuss the employee’s grievance within 4 days, given the structure of their shift hours.
Step 4: Appeal. If the employee is unhappy with the decision about a grievance and wishes to appeal, he will let the HR manager know, and within a week the employee will be invited to a meeting to be heard by the grievance committee. The employee has the right to be accompanied by a colleague or a union representative at the meeting and minutes are taken.
Metro Security takes all harassment cases very seriously and tries to prevent harassment on all levels. For any sexual harassment cases, we have male and female staff members readily available to receive and process grievances. Complaints are taken anonymously and are dealt with immediately.
Third Parties: Metro Security’s 4 step grievance mechanism is open to the public so that third parties with complaints have access to it as well. Third parties may file complaints through Metro Security’s upper Management, or by first contacting us via e-mail – feedback@MetroSecurityHaiti.com for initial contact.
If the investigation reveals that a crime and/or a serious offense may have been committed, the report is immediately given to the Director of Legal Affairs where it will be dealt with the appropriate external authorities when necessary. Metro Security is ready to cooperate and facilitate any official investigation with appropriate authorities, especially complaints about illegal activities.
Metro Security’s Whistleblower policy is applicable to all personnel, directors, shareholders, and service providers. All employees who become aware of, or receive information regarding, suspected misconduct and have a reasonable belief that it is true are required to promptly report the matter to the Director of Quality Control and the Managing Director responsible for Human Resources. The person may choose to make a report of a suspected misconduct, prohibited practices, processes and controls issues, improper interpersonal behavior, or concerns regarding the care and conduct of Metro Security’s due diligence procedures anonymously or can request that their identity be kept confidential.
They also have a right to report to an entity external to Metro Security and still benefit from the protection of our whistleblower policy if they had a reasonable basis to believe that external reporting was necessary in order to avoid a significant threat to public health or safety, to avoid substantial damage to Metro Security’s operations, to avoid a violation of national or international law. The Whistleblower may report their concerns externally if Metro Security has failed within six months to inform the Whistleblower how the matter has been address, if the Whistleblower received no money or other benefit for making the report externally, and/or if the external reporting does not cause Metro Security to violate confidentiality obligations of another party.
Reports are made to the Director of Quality by firstname.lastname@example.org(e-mail account only accessible to the Director of Quality control and the Security Coordinator) , by filing a report on our websitewww.MetroSecurityHaiti.com, or in person with a written report addressed to the Director of Quality. The Whistleblower Policy provides Whistleblowers with interim and final protection measures against retaliation. These measures include: suspension of internal decision(s) and action(s) alleged to have involved retaliation, imposition of temporary internal administrative decisions, reassignment of personnel, authorization of special leave, or any other reasonable and appropriate action.
Workplace Discrimination and Harassment Policy
Metro Security is committed to provide a safe environment and respectful workplace for all staff and clients free from discrimination, sexual harassment, and bullying. Our Policy applies to board members, directors, managers, supervisors, permanent staff, contractors, and candidates.
All Metro Security staff are required to treat each other with respect, courtesy, and dignity. Metro Security implements its Workplace Discrimination and Harassment Policy to professionally and ethically provide services to its clients and respectfully interact with other members of the public. We adhere to this policy during all aspects of employment relationship – recruitment and hiring, job assignment, wages and benefits, working conditions, terms of employments, on and off contract sites, training, promotion, discipline, work-related social event, and termination of employment or retirement.
Metro Security selection process is based on the principle of equal opportunities and fair treatment. We do not make employment decisions on the basis of personal characteristics such as gender, race, nationality, political opinion, union affiliation, religion or belief, age, disability, sexual orientation, marital status, or age.
All staff must adhere to our policy to promote non-discrimination, equal treatment, and to prevent harassment and bullying in the workplace. They must follow a strict behavior to treat each everyone with respect, courtesy, and dignity and avoid gossip .
Metro Security ensures that worker grievance mechanisms are sufficiently discreet to allow employees to voice concerns confidentially. We also make available both a male and a female staff member to receive and process complaints. All our Managers and Supervisors are trained on how to apply the policies consistently.