Nag-away ang Dalawang Security Guard Habang Duty: Ano ang Dapat Ayusin Muna sa Post, Supervision at Documentation?

Nagkaroon ng matinding argumento ang dalawang guard habang naka-duty.

Parehong umiinit ang ulo. Parehong nakatutok na sa isa’t isa.

Pero habang nangyayari iyon, may mas immediate na security question:

Sino ang nagbabantay sa post?

Kapag personal na alitan ang nakaagaw ng attention ng naka-duty na guards, hindi na lang ito interpersonal problem. Maaari na itong maging operational problem dahil puwedeng maapektuhan ang post coverage, access control, monitoring, communication, at response capability.

Mabilis na Sagot

Kapag nag-away ang dalawang security guard habang duty, ang unang objective ay hindi agad tukuyin kung sino ang may kasalanan.

Unahin ang:

CONTROL THE CONFLICT → RESTORE POST COVERAGE → NOTIFY / COORDINATE → PRESERVE FACTS → DOCUMENT → REVIEW THE CAUSE → PREVENT REPEAT

Kung verbal argument pa lang, kailangan itong ma-de-escalate at ma-separate nang hindi pinapabayaan ang security function.

Kung may physical aggression, injury, weapon concern, o ibang immediate threat, safety at approved emergency response ang priority.

Pagkatapos ma-control ang situation, saka hiwalay na i-review ang disciplinary, supervisory, at documentation issues.

1. Unang Tanong: May Naiwang Security Gap Ba?

Ito ang unang operational review.

Hindi:

“Sino ang nagsimula?”

Kundi:

“Habang nag-aaway sila, ano ang security function na hindi nagawa?”

Halimbawa:

• naiwan ba ang gate;
• nawalan ba ng tao ang access-control point;
• natigil ba ang CCTV monitoring;
• walang nakasagot sa radio;
• walang gumawa ng required roving;
• may visitor o vehicle bang hindi na-verify;
• o may ibang guard bang napilitang umalis sa sariling post para mamagitan?

Mahalaga ito dahil sa ilalim ng Republic Act No. 11917, kabilang sa private security services ang pagbabantay sa establishment o property, access control, pag-secure ng protected area, safety and protection of persons, at maintenance of peace and order within the area.

Pero hindi nagtatakda ang RA 11917 ng iisang universal procedure para sa guard-to-guard conflict. Ang exact handling, temporary relief, post replacement, reporting, at disciplinary process ay nakadepende pa rin sa applicable SOP, post orders, AOR, agency/client policy, at authorized supervisory procedure.

2. Huwag Hayaan na Dalawang Post ang Sabay Mawalan ng Control

Kung parehong naka-assigned sa magkaibang posts ang guards, may risk na parehong mawala ang attention sa duty.

Kaya ang supervisor o OIC ay kailangang isipin agad ang coverage, hindi lang ang confrontation.

Practical questions:

May kailangang temporary replacement ba?

Sino ang mananatili sa critical post?

May pending visitor, vehicle, alarm, key, radio call, o turnover item bang kailangang i-endorse?

May post bang magiging unattended kapag parehong inalis ang guards?

Hindi magandang solution ang simpleng:

“Pareho kayong punta sa office ngayon.”

kung ang resulta naman ay walang naiwan sa critical security position.

Kung kailangang alisin ang isa o parehong guard sa area, dapat malinaw muna kung paano mapapanatili ang required security coverage ayon sa authorized deployment procedure.

3. Verbal Argument at Physical Altercation: Magkaibang Level ng Risk

Hindi lahat ng argument ay pareho.

Kung verbal confrontation pa lang

Ang objective ay:

lower the tension → separate the parties → restore duty focus → notify the supervisor

Hindi kailangang makipagsabayan ang ibang guard sa sigawan.

At hindi rin magandang dumami ang taong nakikisali kung lalo lang lalaki ang confrontation.

Kung nagiging physical na

Kapag may pananakit, serious threat, injury, o weapon concern, tumataas ang risk.

Unahin ang safety, approved backup/emergency response, supervisor notification, at proper-authority coordination kung kinakailangan.

Hindi ibig sabihin na kailangang gumawa ang ordinary guard ng sariling interrogation, disciplinary judgment, o dangerous intervention na lampas sa training at assigned authority niya.

4. Ang Supervisor Dapat Mag-review ng Operational Cause, Hindi Lang Personalidad

Madaling sabihin:

“Mainitin talaga ulo niyan.”

Pero hindi sapat iyon bilang operational review.

Kailangang malaman kung ano ang nag-trigger ng conflict.

Halimbawa:

Role confusion

Pareho bang akala ng dalawang guard na sila ang may authority sa isang task?

Conflicting instruction

May magkaibang utos ba mula sa OIC, supervisor, o client representative?

Turnover problem

May unfinished task o issue bang hindi malinaw na na-endorse?

Deployment pressure

May post coverage, reliever, overtime, workload, o scheduling issue bang nagpalala ng tension?

Communication failure

May instruction bang verbal lang at iba ang pagkakaintindi ng bawat isa?

Previous unresolved conflict

May dating issue ba na hindi na-address at bumalik habang duty?

Ang goal ay hindi gumawa ng excuse para sa improper behavior.

Ang goal ay malaman kung anong operational condition ang kailangang ayusin bukod sa individual conduct.

Sa professional guard-force management, malinaw na reporting relationships, role definition, coordination, communication, supervision, at discipline all matter. Professional discipline should also remain objective and focused on the conduct—not humiliation of the person.

5. Huwag Magdesisyon Base sa Pinakamaingay na Kuwento

Pagkatapos ng confrontation, madalas may kanya-kanyang version.

Guard A:

“Siya ang unang sumigaw.”

Guard B:

“Hindi, minura niya muna ako.”

Witness:

“Parang siya ang lumapit.”

CCTV:

Maaaring may video pero walang audio.

Kaya dapat paghiwalayin ang:

PERSONALLY OBSERVED

REPORTED BY GUARD A

REPORTED BY GUARD B

REPORTED BY WITNESS

SUPPORTED BY AVAILABLE RECORD

STILL UNVERIFIED

Huwag gawing fact ang statement ng isang side dahil lang siya ang unang nakapag-report.

6. Ano ang Dapat I-preserve Pagkatapos ng Incident?

Depende sa site at approved procedure, maaaring relevant ang:

• logbook entries;
• CCTV footage;
• radio communications;
• post assignment or deployment record;
• turnover/endorsement;
• supervisor instructions;
• witness information;
• incident reports;
• medical or injury record kung applicable;
• at ibang existing authorized records.

Ang purpose ay buuin ang timeline.

Hindi para baguhin ang record pagkatapos malaman ang outcome.

Kung may original logbook entry na kulang o may discrepancy, i-document ang discrepancy ayon sa prescribed procedure.

Huwag mag-backfill ng entry na magmumukhang iyon ang original record noong nangyayari ang incident.

7. Ano ang Dapat Ilagay sa Incident Report?

Hindi kailangan ng emotional wording.

Halimbawa:

Mahina

“Nagwala si Guard A at inaway si Guard B dahil may personal silang problema.”

Problema: may conclusion agad tungkol sa behavior at motive.

Mas factual

“At approximately 2015H, I observed S.G. A and S.G. B exchanging raised voices near Post 2. At approximately 2017H, I notified OIC ___ through radio. OIC ___ arrived at approximately 2020H and directed S.G. ___ to temporarily cover Post 2 while the involved guards were separated for further coordination.”

Kung may physical action kang personal na nakita, ilagay kung ano mismo ang nakita.

Kung sinabi lamang ng ibang tao, i-attribute kung sino ang source.

Kung may CCTV, puwedeng i-record na may available CCTV subject to authorized review—hindi kailangan gumawa agad ng sariling final interpretation.

8. Hindi Lahat ng Kasamang Guard Kailangang Maging “Judge”

Kung ikaw ang third guard na nakakita sa incident, ang role mo ay hindi automatic na pumili ng kakampihan.

Mas useful na:

panatilihin ang sarili mong post kung kailangan → report the situation → request supervisor/backup → state only what you observed → follow authorized instruction

Kung pinapunta ka para mag-cover ng post, alamin din kung may critical information na kailangang i-turn over.

Personal friendship should not replace objective reporting.

At personal dislike should not turn into exaggerated reporting.

9. Ang Disciplinary Review ay Hiwalay sa Immediate Security Response

May dalawang magkaibang tanong:

Operational question

Na-control ba ang situation at naibalik ba ang security coverage?

Administrative or disciplinary question

May violation ba at ano ang proper agency/company response?

Huwag paghaluin.

Hindi trabaho ng ordinary guard na mag-impose ng sariling penalty sa kasama.

Ang disciplinary decision ay dapat dumaan sa authorized supervisory, agency, client, HR, or applicable administrative process depende sa structure ng organization.

The CSP Guard Force Administration framework emphasizes clear responsibility, supervision, objective discipline, communication, at coordinated performance of the security force.

10. Prevention: Ano ang Dapat Ayusin Pagkatapos?

Kapag tapos na ang immediate incident, huwag lang itanong:

“Ano ang sanction?”

Tanungin din:

Malinaw ba ang reporting line?

Alam ba ng guards kung sino ang immediate supervisor?

May unclear o conflicting instruction ba?

May post-coverage problem ba?

May recurring unresolved interpersonal issue ba?

May tamang escalation path ba bago lumala ang conflict?

May briefing ba tungkol sa professional conduct habang duty?

May supervisor intervention ba kapag napapansin nang tumataas ang tension?

Sa security work, ang goal ay hindi lang disiplinahin ang nangyari.

Ang mas mahalaga ay pigilan na ang personal conflict ay maging security vulnerability.

Tandaan

Kapag dalawang guard ang nag-away habang duty:

PERSONAL CONFLICT CAN BECOME A POST-COVERAGE PROBLEM.

Kaya ang professional sequence ay:

Control the conflict.

Protect the post.

Notify the supervisor.

Preserve the facts.

Document objectively.

Then review discipline and prevention.

Hindi kailangang ipahiya ang guard para maging accountable.

At hindi rin dapat balewalain ang improper conduct para lang maiwasan ang issue.

Ang tamang goal ay simple:

Ibalik ang control sa duty, linawin ang facts, at ayusin ang system para hindi maulit.

Related reading

Kung ang susunod mong concern ay kung paano gumawa ng factual record pagkatapos ng argument, complaint, confrontation, o ibang unusual event, basahin ang Incident Report: Proteksyon ba o Panlalaglag sa Security Guard?.

Makakatulong ito sa paghihiwalay ng facts, observation, action taken, supervisor notification, at assumptions.

Practical Reference

Kung kailangan mo naman ng reusable structure para sa incident documentation, puwedeng makatulong ang Security Guard Incident Report Toolkit: Guide, Template, Sample & Quick Reference.

May reusable guide, template, sample, at quick-reference support ito para mas structured ang paggawa at pag-review ng incident documentation. Ang actual prescribed form at reporting procedure ng agency o site pa rin ang dapat sundin.

Sources Consulted

Republic Act No. 11917 — Private Security Services Industry Act — ginamit para sa statutory context ng private-security functions, kabilang ang protection of persons/property at maintenance of peace and order. Hindi ito ginamit bilang universal disciplinary procedure para sa guard-to-guard conflict.

CSP Manual — 2022 Final, Guard Force Administration and Security Management sections — ginamit bilang professional-security concept support para sa leadership, operations, deployment, role clarity, supervision, communication, discipline, at coordinated security-force performance. Hindi ito batas o universal SOP.

Operational note: Ang exact separation, temporary relief, post replacement, reporting, investigation, at disciplinary steps ay maaaring mag-iba depende sa applicable law, site SOP, AOR, post orders, agency/client policy, prescribed forms, at proper-authority guidance.