Singapore legislation

Section 17

Employees who are not security officers

(1)

A licensed security agency shall, not later than 14 days after —

(a)

employing any person other than as a security officer, such as secretarial, clerical or other staff of a similar kind, to assist in the business of the security agency; or

(b)

terminating the employment of any such employee referred to in paragraph (a),inform the licensing officer in the prescribed form and manner of the employment or termination of employment, as the case may be.

(2)

If the licensing officer is of the opinion that any person who is employed other than as a security officer by a licensed security agency is not a fit and proper person to be so employed, the licensing officer may —

(a)

give notice of his opinion in writing to the licensed security agency, stating the name of that person; and

(b)

notwithstanding any other law or the provisions of any memorandum or articles of association or other constitution of the licensed security agency, direct the licensed security agency to terminate the employment of the person named in the notice given under paragraph (a).

(3)

Any licensed security agency who contravenes subsection (1) or fails to comply with any direction under subsection (2)(b) shall be guilty of an offence and shall be liable on conviction to a fine not exceeding $10,000 or to imprisonment for a term not exceeding 2 years or to both.

(4)

In deciding for the purposes of subsection (2) whether an employee is a fit and proper person to be employed other than as a security officer by a licensed security agency, the licensing officer may consider the following matters as indicating that the employee may not be a fit and proper person:

(a)

that the employee had on a previous occasion applied for a security officer’s licence or a security agency’s licence, and such application had been refused by the licensing officer;

(b)

that the employee associates with a criminal in a way that indicates involvement in an unlawful activity;

(c)

that in dealings in which the employee has been involved, the employee has shown dishonesty or lack of integrity; or

(d)

that the continued employment of the employee is not in the public interest or may pose a threat to national security.

Read in full context — Private Security Industry Act →