a license issuance fee in excess of the prorated direct costs
of administering the requirements and procedure de-
scribed in subsection (a).
(c) ASSIGNMENT
OF
PRIVATE
SECURITY
OFFI-
CERS.—(1) Except as provided in paragraphs (2), (3), and
(4) of this subsection and subject to section 9, the require-
ments and procedures described in subsection (a) shall
provide, at a minimum, that an employer may not assign
an employee to duty as a private security officer until such
employee obtains a security officer’s registration permit
as provided in section 8(a).
(2) An employer may assign an employee to duty as
an unarmed private security officer pending the results of
the preassignment check of records and evaluation de-
scribed in sections 6(a)(3) and (4) and the issuance of
such permit if, before the assignment—
(A) such employer—
(i) certified that the employee’s application
was completed as required by section 6(a)(1);
(ii) provided the certifications required by
subparagraphs (A) through (H) of section
6(a)(2); and
(B) such employee completed the training re-
quired by section 7(a)(1).
(3) If an individual is employed by an employer in
a State in which such individual holds a valid private secu-
rity officer’s registration permit, such employer may as-
sign such individual to duty as a private security officer
(including an armed private security officer) for a period
not to exceed 90 days in a State in which such individual
does not hold a valid private security officer’s registration
permit.
(4) If an individual applying for a security officer po-
sition already has a valid unexpired registration permit is-
sued by the State in which the individual will work, the
employer may assign the individual as a security officer
without the individual obtaining a new permit. In such
case, the employer must ensure that all the requirements
of paragraphs (1) through (4) of section 6(a) are met, but
the employer need not certify the information to the State.
SEC. 6. PREASSIGNMENT SCREENING.
(a) PREASSIGNMENT REQUIREMENTS.—Each State
shall have in effect a program for issuing registration per-
mits to private security officers that requires at a mini-
mum, and except as provided in section 5(c) and subject
to section 9, that an employer not assign an employee to
duty as a private security officer until such employer sub-
mits to the State regulatory agency all of the following:
(1) A certification that the employee completed
an application for employment, including a history of
all prior employment and military service, education,
personal references, credit history, a description of
such employee’s arrests and convictions, and use of
illegal drugs.
(2) A certification that—
(A) the employer verified such employee’s
employment history for at least the 10-year pe-
riod ending on the date of application for em-
ployment;
(B) the employer verified such personal
references;
(C) the employer verified that the employee
is a United States citizen;
(D) the employer reviewed evidence of the
employee’s military discharge record, such as a
DD–214;
(E) the employer verified that the em-
ployee has a high school diploma or equivalent;
(F) the employee has passed a drug
screening test administered by the employer ac-
cording to a testing procedure that meets the
guidelines of the National Institute on Drug
Abuse, or any other successor organization, and
which tests for at least the following ten drugs:
amphetamines, barbiturates, benzodiazepines,
marijuana, cocaine, methadone, methaqualone,
codeine/morphine, phencyclidine hydrochloride,
propoxyphene hydrochloride;
(G) the employee has undergone a test or
evaluation evincing a level of physical fitness
commensurate with the demands of the security
officer position; and
(H) the employer has submitted the em-
ployee’s fingerprints to the National Crime In-
formation Center and the Federal Bureau of
Investigation and to the State regulatory agen-
cy or appropriate body for a check of the State
criminal history records.
(3) The results of a check of records, obtained
at the request of such employer, through the Na-
tional Crime Information Center and fingerprint
records on file with the Federal Bureau of Investiga-
tion.
(4) A certification that the employee has under-
gone a psychological evaluation, such as the Min-
nesota Multiphasic Personality Inventory—2, or
other similar test approved by the State regulatory