Working for two security companies simultaneously is common for professionals seeking to increase income or broaden experience. The feasibility of this dual employment depends on government regulation, employment contracts, and the ability to manage practical demands. Navigating these requirements demands a careful review of state mandates and internal company policies before taking on a second role.
State and Local Licensing Requirements
Security guard licensing is handled at the state level, sometimes with additional local permits. Guards considering dual employment must first confirm the requirements of their state’s Private Security Act. A single state-issued license or registration card, such as a Permanent Employee Registration Card (PERC), generally authorizes an individual to work for multiple licensed security agencies.
Dual employment often requires notifying the state licensing board. In some states, a guard’s license is tied to a primary employer, and any secondary employer must be formally registered with the state board. This allows the state to track the guard’s employment status. Failing to update employment information can lead to disciplinary action or license suspension.
Contractual Hurdles and Non-Compete Agreements
Even if state regulations allow dual employment, the primary barrier is often the employment agreements signed with the security firms. Many companies include “moonlighting” policies in contracts or handbooks. These internal policies usually require written disclosure and management approval to ensure the second job does not interfere with the primary role.
A non-compete clause is a direct contractual challenge, preventing an employee from working for a competing business within a defined area for a specified period. While enforceability varies by state, many companies still include them. Guards working for companies with different specialties (e.g., event security versus corporate patrols) are less likely to face conflict than those working for two direct competitors. Another common provision is the non-solicitation clause, which prohibits recruiting clients or employees from the current company to the secondary employer.
Avoiding Conflicts of Interest and Confidentiality Breaches
Beyond formal agreements, the professional duty of loyalty requires the guard to protect the proprietary interests of both employers, making conflicts of interest a persistent concern. A conflict can arise even if the two companies are not direct competitors, such as when they bid on the same client contract. Sharing proprietary information—like patrol routes, pricing strategies, or internal training methods—with the other firm breaches confidentiality and the duty of loyalty.
Conflicts of interest, whether actual or perceived, can be grounds for termination. For example, using a position at one company to gather intelligence for the other is an actual conflict. To remain compliant, the guard must maintain strict separation between the responsibilities, clients, and proprietary information of each employer.
Practical Realities of Managing Dual Security Employment
Scheduling and Fatigue Management
The physical and mental demands of security work make fatigue management a concern when holding two jobs. Security requires high alertness, and working back-to-back shifts without adequate rest increases the risk of errors and poor judgment. Industry practices recommend a minimum of 8 to 10 hours between shifts for proper rest, especially for armed guards. Employees must diligently track their total hours across both jobs to meet mandated rest periods and avoid burnout.
Equipment and Uniform Logistics
Keeping equipment and uniforms strictly separated is necessary in dual employment. A guard must never wear one company’s uniform, badge, or access cards while on duty for the other, as this creates confusion and liability risk. This separation extends to maintaining distinct sets of radios, keys, patrol logs, and personal protective equipment. Guards must ensure the correct gear is available for the correct shift to prevent accidental use of one company’s assets on the other’s time.
Liability and Insurance Considerations
An important practical reality involves how liability and workers’ compensation insurance operate with dual employment. Workers’ compensation coverage is tied directly to the employer on duty at the time of an injury. If a guard is injured while working for Company A, Company B’s insurance policy provides no coverage for that incident. However, under the principle of “concurrent employment,” if the injury prevents the guard from working both jobs, the workers’ compensation benefits may be calculated based on the combined wages lost from all employers. This calculation ensures the guard is compensated for the total loss of earning capacity, but it does not mean the inactive employer bears any direct liability for the injury itself.
Communication Strategies and Disclosure to Employers
Assuming all contractual and regulatory hurdles are cleared, the strategy for disclosure to both employers is key. Transparency is the safest approach, as concealing the second job can be grounds for termination. The ideal time for disclosure is after securing a second job offer but before accepting it, allowing the guard to seek written approval from the primary employer.
Communication should minimize the perception of conflict or divided loyalty. The guard should emphasize that the second role involves different shifts, a non-competing specialty, or distinct geographic areas, ensuring the primary job’s schedule and performance will not be compromised. A professional and proactive disclosure, coupled with a commitment to schedule separation, provides the best defense against disciplinary action.