California Security Officers — Know Your Rights

Do You Work for Inter-Con Security in California? You May Be Owed Unpaid Wages.

Inter-Con Security is the largest security services employer in California, with hundreds of thousands of officers nationwide. Security officers across the state report being required to work off the clock, skip or interrupt meal and rest breaks, and go without full overtime pay. California law protects you — and strict deadlines apply.

Common Wage Violations Reported by Security Officers

Security work creates unique wage and hour problems: officers are often posted alone, can't leave their post, and are expected to be "on duty" before and after their paid shift. If any of the following sound familiar, you may have a claim for unpaid wages and penalties.

Off-the-Clock Work

California requires pay for all hours worked — including time before you clock in and after you clock out. Common examples for security officers:

Arriving early for pre-shift briefings, roll call, or "pass-down" from the prior shift
Picking up, checking, and returning radios, keys, weapons, or other equipment
Putting on required uniforms or gear at the work site Staying past the end of your shift because your relief is late — or never arrives
Completing incident reports, daily activity reports, or logs after clocking out
Mandatory training, certifications, or meetings that go unpaid
Required phone calls, emails, or check-ins outside your shift
Traveling between posts or client sites during the workday

Meal Break Violations

Unable to be relieved: you're the only officer on post, so no one can cover you and you never get a real, duty-free 30-minute break
Required to stay at or near your post, keep your radio on, and respond during your "break"
Pressured to sign an "on-duty meal agreement" that may not be legally valid for your post
Meal breaks that start late (after the 5th hour), get cut short, or are interrupted
No second meal period on shifts over 10 hours No extra hour of premium pay when a break is missed, short, late, or interrupted

Rest Break Violations

Unpaid Overtime

No overtime pay (1.5x) for hours over 8 in a day or 40 in a week
No double time for hours over 12 in a day, or over 8 on a 7th consecutive workday
Time-clock "rounding" that shaves minutes off every shift
Overtime calculated without bonuses or differentials in the regular rate
Hours split between posts or entities to avoid overtime

Other Wage Violations

Unreimbursed expenses: uniforms, boots, equipment, guard card fees, mileage between posts, or use of your personal cell phone (Labor Code § 2802)
Inaccurate or incomplete wage statements (pay stubs)
Final paycheck paid late or missing wages after you quit or are terminated — which can trigger up to 30 days of "waiting time" penalties

Why Employees First Labor Law?

Beyond Wages: Discrimination, Accommodation & Retaliation

Wage claims aren't the only rights security officers have. California's Fair Employment and Housing Act (FEHA) and whistleblower laws provide powerful additional protections.

Failure to Accommodate a Disability (FEHA)

If you have a medical condition or injury, your employer must engage in a good-faith "interactive process" and provide reasonable accommodations — such as modified duties, a seated post, schedule changes, or medical leave. Officers are sometimes told "there's no light duty" and pushed out, denied a post they can perform, or terminated while on medical leave. That can be unlawful.

Whistleblower Retaliation

California Labor Code § 1102.5 protects you when you report — internally or to a government agency — what you reasonably believe is unlawful conduct: unsafe post conditions, understaffing that violates client contracts or safety rules, wage violations, harassment, or falsified reports. If you were disciplined, reassigned to a worse post, had hours cut, or were terminated after speaking up, you may have a retaliation claim.

Discrimination & Wrongful Termination

It is illegal to treat you worse because of race, national origin, sex, pregnancy, age (40+), disability, religion, sexual orientation, or other protected characteristics — in post assignments, hours, discipline, promotion, or termination.

What You May Be Able to Recover

Depending on the facts of your case, California law may entitle you to:

Unpaid wages for all off-the-clock hours
Unpaid overtime and double time
One hour of premium pay for each day a meal break was missed, short, late, or interrupted
Reimbursement of work expenses
Waiting time penalties — up to 30 days of wages
Wage statement penalties
Interest and, in many cases, attorneys' fees
Lost pay and emotional distress damages in FEHA and retaliation cases
Civil penalties under PAGA on behalf of you and other officers

Deadlines matter. Wage claims are generally subject to a three-year statute of limitations (up to four years for some claims), and FEHA claims require a timely administrative complaint. The longer you wait, the more you may lose.

Got A Question?

We’ve Answers.

How much does it cost to talk to you or hire you?

Nothing up front. The consultation is free, and we handle these cases on a contingency fee — we only get paid if we recover money for you.

Can Inter-Con Security fire me for contacting a lawyer or making a claim?

Retaliation for asserting your wage rights, filing a complaint, or participating in an investigation is illegal under California law. If an employer retaliates, that creates an additional claim — with additional damages. We take retaliation extremely seriously and will act quickly to protect you.

I signed an "on-duty meal period agreement." Do I still have a claim?

Maybe. On-duty meal agreements are valid only in limited circumstances — the nature of the work must actually prevent a duty-free break, the agreement must be in writing, and you must be able to revoke it. Many posts don’t qualify, and even a valid agreement requires the meal period to be paid. Don’t assume a signature ended your rights.

I don't have my pay stubs or time records. Can you still help?

Yes. Your employer is legally required to keep time and pay records, and we can demand them. Your own recollection, schedules, texts, post orders, and daily activity reports also help. Don’t let missing paperwork stop you from calling.

I still work there. Should I wait until I leave?

No — waiting can cost you money, because each week that passes may push older violations past the legal deadline. Current employees bring these claims regularly, and the law protects you from retaliation. Everything you tell us is confidential.

I worked for a company that Inter-Con Security acquired. Does this apply to me?

Possibly. Allied Universal has grown through many acquisitions. If your employer was acquired or your paychecks changed company names, you may still have claims — tell us the details and we’ll sort out the right entities.

How long will my case take?

It depends on the claims and whether the case resolves through negotiation or litigation. Some matters resolve in months; others take longer. We’ll give you a realistic assessment after reviewing your situation.

GeT A Free, Confidential Case Review

Tell us briefly what happened. A member of our team will follow up — usually within one business day. We represent security officers throughout California. Se habla español.