Balancing Security Guard Shifts: Should We Accept the Contractor's Proposal or Seek Alternatives?

Namaskar, we have engaged a new security agency for round-the-clock security for the office. As per the contract, three security guards have been engaged, and the monthly payment to the agency includes reliever guard charges as well. In compliance with labor laws, a weekly off will be given to each security guard, and on those days, a reliever will be assigned duty. According to the current practice, the reliever is only receiving payment for 12 days.

However, the contractor is proposing to assign equal duty (22/23 days duty) to all four security guards, stating that no guard will be designated for relieving duty, which is only for 12 days.

Should we accept the contractor's proposal, or is there another solution to address this situation? I kindly request all of you to provide a solution.

Thank you.

Contractor has a practical point. Work out how many duties there are in a month and accordingly hire guards. See the cost-effectiveness and decide. Security is a must.

Duty roster for security guards

Prepare a duty roster for security guards as 3/2/1. A guard who is deputed in the 3rd shift will perform his duty in the 2nd shift the following week after the weekly off. The 4th guard will work in the general shift for the first 3 days and then be assigned to shifts from the 4th day onwards during the weekly offs of other guards, utilizing him as a reliever during the absence or leave period of other guards. This approach will partially solve your problem and help reduce the relieving charges of other guards.

Please find the attached duty roster for your reference and easy understanding.

In a month, there are 26 or 27 working days. Accordingly, 4 or 5 weekly offs occur. The agency asks for relieving charges against weekly offs. If it is so, then they agree to provide a reliever for the weekly off. If they quote a rate excluding weekly offs, then additional charges will apply for weekly offs. For 3 guards on board, with relieving charges included in the rate, the contractor must arrange for relieving. For the shortfall of the remaining days of the 4th guard, it is the contractor's obligation to manage from his other sites. Alternatively, accept the agreement as per statutory requirements, which excludes weekly offs, and pay for additional workdays.

Overtime and Reliever Management for Security Guards

As per the law, one cannot be put on duty for more than 8 hours. If engaged, one should be paid double the rate for each hour of overtime work. There is a limit for overtime, and one cannot exceed it.

An extra 33% is considered against the reliever/replacement of the actual requirement. Therefore, to manage one post, three persons are required, plus one as a reliever, making the total count four. Out of 365 days, the available working days are 290.

- Weekly off-days: 52
- NH & FH: 8
- Earned Leave: 15

Based on the above calculation, each guard has 75 days of leave by statute, leaving 225 off days available for the reliever to work. The contractor is responsible for guarding and providing security to your premises and assets. You are liable as the principal employer for any non-compliance by the contractor. The contractor will not bear the cost unless you reimburse it. You need to calculate very minutely and add the cost to the contractor's rate so that they can man the post round the clock for safety and security.

Dear all,

I have three guards guarding one of our residences. Can you help me with a day and night shift roster template to complete the task?

Mike