Explosive Detection Canine Handler Job Vacancy in MSA Security Salt Lake City, UT 84104 – Latest Jobs in Salt Lake City, UT 84104 – updated today

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Company Name : MSA Security
Location : Salt Lake City, UT 84104
Position : Explosive Detection Canine Handler

Job Description : Since 1987, MSA Security has served as an industry leader in high-consequence threat protection and specialized training for corporate and government clients. The MSA team is comprised of security professionals with diverse backgrounds in law enforcement, elite military units, and the private sector, all working together to provide unparalleled explosive detection, consulting, training and perimeter security services. MSA combines hands-on expertise with information and technology to minimize our client’s vulnerabilities to threats and lessen risks in order to protect their personnel and property. MSA Security is currently looking for qualified individuals to fill openings for Explosive Detection Canine Handler (EDCH). The ideal candidate for this role would be a highly-motivated retired law enforcement officer or individual with prior military experience to work in the Salt Lake City, UT area. We will train the right candidate. You must have a dependable personal vehicle to transport yourself and your Explosive Detection Canine (EDC) partner to and from various client locations. The EDC will reside with you in your home when not working with you on assignment. This position pays a competitive hourly rate plus a monthly stipend to care for the EDC. Duties and responsibilities will include but are not limited to:

Partnering with a trained Explosive Detection Canine partner to conduct searches in/at assigned client sites, including corporate buildings, loading docks, delivery vehicles, open areas and/or other situations as needed.
Assisting and liaising effectively with the client’s security manager, law enforcement agencies, security personnel, and local partners or their representatives in the execution of the security protocols as agreed to and described in the specific post orders for each post.
Being available for incident/emergency response duty, standby duty, and client demonstrations, which includes various days and hours.
Properly training the EDC, in accordance with Company policy, each day and ensuring his or her safety and well-being.
Adhering to all regulatory or other protocols, including the use of any required technology.

Qualified applicants will have achieved one or more of the following:

Military service, preferably in a combat deployment; or
Military K9 handler role, with a full military handler course; or
Law enforcement role, with a completed accredited Law Enforcement Academy (Municipal/State/Federal): or
Municipal or federal correctional officer, including attending a full time accredited LE/Corrections Academy (must have enforcement responsibilities).

“Our priority is first and foremost the safety of our employees. Due to the nature of our business and our clients’ COVID-19 Vaccine Policy, it is preferred that you be fully vaccinated against COVID-19, or otherwise be willing and able to obtain the COVID-19 vaccine, in order to be considered for employment. Given President Biden’s “Path out of the Pandemic” strategy, all employees of companies with 100 or more employees (of which MSA has) will need to be fully vaccinated or produce a negative test result on a weekly basis before coming to work. It as a condition of employment at some point in the future. If you are unable to obtain a COVID-19 vaccine for a medical or religious reason when vaccination is required (either by MSA or applicable law), all attempts will be made to make reasonable accommodations.”
For more information about personal rights under Equal Employment Opportunity, visit: EEOC Poster, EEOC GINA Supplement, and OFCCP EEOC Supplement
MSA Security is an Equal Opportunity Employer – M/F/Veterans/Disabled and other protected categories

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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