Privacy Policy

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Privacy Policy

Shield Global Protection Ltd

Last updated: 10/2024

Introduction

Shield Global Protection Ltd values your privacy and is committed to protecting your personal data. This Privacy Policy explains how we collect, use, disclose, and safeguard your information when you engage with our services. Please read this policy carefully to understand our views and practices regarding your personal data and how we will treat it.

1. Information We Collect

We may collect and process the following categories of personal data:

• Personal Identification Information: Name, email address, phone number, and postal address.

• Security-Related Data: Video surveillance footage, access logs, and alarm system records when visiting or using our services.

• Employment Details: Job titles, company affiliations, and work contact details for business purposes.

• Financial Information: Payment details, bank account numbers, and billing information.

• Device Information: IP addresses, browser type, and cookies for website interaction tracking.

2. How We Use Your Information

We may use the information we collect in the following ways:

• To provide security services, including monitoring and response.

• To process payments for services.

• To communicate with you regarding our services, updates, and contracts.

• To comply with legal obligations and to protect the safety and security of our clients and employees.

• To improve our website and services by analysing user interactions.

3. Data Sharing and Disclosure

We do not sell, trade, or rent your personal information to others. However, we may disclose your personal data to third parties under the following circumstances:

• Service Providers: We may share data with trusted third-party vendors who assist in the operation of our services, such as payment processing or IT support.

• Legal Obligations: We may disclose your information if required to do so by law or in response to valid requests by public authorities.

• Business Transfers: In the event of a merger, acquisition, or asset sale, your personal data may be transferred as part of the transaction.

4. Data Retention

We retain your personal information only for as long as necessary to fulfil the purposes outlined in this Privacy Policy or as required by law. After the applicable retention period, we will securely delete or  anonymise your personal data.

5. Security Measures

We implement a variety of security measures to ensure the protection of your personal data. These include physical, technical, and administrative safeguards to prevent unauthorized access, loss, or misuse.

6. Your Data Protection Rights

Depending on your location, you may have the following rights regarding your personal data:

• The right to access personal data we hold about you.

• The right to request correction or deletion of your personal data.

• The right to object to or restrict the processing of your data.

• The right to data portability.

If you would like to exercise any of these rights, please contact us using the details provided below.

7. Cookies and Tracking Technologies

Our website uses cookies to enhance user experience, analyze traffic, and deliver relevant advertising. You may control cookie preferences in your browser settings. For more information, please see our Cookie Policy.

8. Changes to This Privacy Policy

We may update this Privacy Policy from time to time. We will notify you of any changes by posting the new Privacy Policy on our website and updating the “Last Updated” date.

9. Contact Us

If you have any questions about this Privacy Policy or our data practices, please contact us.

Introduction

Shield Global Protection Ltd (“the Company”) is committed to upholding and promoting human rights in all its operations, in alignment with international laws, evolving business standards, and human rights practices. This policy is informed by the Universal Declaration of Human Rights, the Voluntary Principles on Security and Human Rights, the Montreux Document, the UN Global Compact Principles, the International Code of Conduct for Private Security Providers, and the UN Guiding Principles on Business and Human Rights.

This Human Rights Policy should be read alongside the following documents:

• Code of Ethics

• Grievance Procedure

• Anti-Bribery Policy

• Rules for the Use of Force

• Whistleblowing Policy

Scope

This policy applies to all employees, contractors, and persons providing services on behalf of the Company.

1. Policy

1.1 Overall Commitment

The Company is dedicated to respecting all human rights and does not diminish or overlook any aspect of the Universal Declaration of Human Rights. If there is reason to believe that any activity might involve complicity in human rights abuses by others, the Company will refrain from such activity.

1.2 Employees

The Company is committed to creating a workplace grounded in mutual trust and respect. All employees are entitled to fair treatment and a work environment free from discrimination.

1.3 Working with Clients

The Company will provide clients with advice that aligns with both the Company’s and the clients’ human rights obligations. Should a client fail to follow this guidance, the Company reserves the right to reject new assignments and review its participation in ongoing projects.

1.4 Risk Assessment

Human rights risk assessment is essential to the Company’s operations and must assess whether the Company’s activities might directly or indirectly contribute to human rights abuses or escalate conflict. Special attention is required for high-impact projects and those in conflict-affected areas. Risk assessments will be continually monitored and reviewed.

1.5 Working with Subcontractors

All subcontractors must adhere to human rights principles in line with this policy. The Company reserves the right to terminate its relationship with any subcontractor who fails to comply. Before engaging any subcontractors, particularly deployed personnel, they will be thoroughly vetted following the Company’s recruitment procedures, including a suitability review prior to interviews.

1.6 Use of Weapons and Equipment Transfer

When providing advice to clients, the Company will carefully evaluate the risks that the transfer of weapons or equipment to local agencies might lead to human rights abuses.

1.7 Relationships with Communities

The Company will consider human rights factors when advising clients on how their activities impact local communities and take appropriate action.

1.8 External Complaints

The Company will address complaints from external stakeholders regarding alleged human rights abuses or professional misconduct transparently and fairly, in accordance with its Complaints Policy and Grievances Policy.

Authority and Responsibility

2.1 All Company Employees

All employees are expected to:

1. Seek advice from their line manager, team leader, or designated operations manager when unsure of how to implement this policy.

2. Record any credible allegations of human rights violations associated with the Company’s or a client’s activities. This includes allegations involving public or private security providers protecting Company or client facilities. All efforts must be made to prevent leaks of sensitive information that could pose risks.

Employees encountering credible allegations of human rights violations should:

• Consult their line manager, team leader, or designated operations manager.

• If necessary, contact a representative of the Ethics Committee in confidence.

• Submit an anonymous report through the Whistleblowing Policy if they prefer not to be identified.

2.2 Directors

Directors must report any incidents of suspected human rights violations to the Ethics Committee.

2.3 Ethics Committee

The Ethics Committee is responsible for reviewing human rights concerns raised by directors and employees, and taking appropriate action.

2.4 Managing Director

In accordance with the Voluntary Principles on Security and Human Rights, if the Operations Director of Shield Global Protection Security believes that the Company has a duty to report allegations of human rights abuses, they will consult the Board to determine the appropriate course of action.

Operations Director

Dorwin Isaacs

Terms and Conditions for Shield Global Protection Ltd

PLEASE READ THESE TERMS AND CONDITIONS CAREFULLY BEFORE USING THIS SITE.

This website is made available to users on the basis of the following terms and conditions. By using this website, you signify your acceptance of these terms and conditions.

1. Shield Global Protection Activities

Any person contemplating a contractual relationship with Shield Global Protection Ltd (herein referred to as “Shield Global Protection”) is advised to seek independent legal advice before entering into any agreement or relying on information provided by Shield Global Protection.

2. Limitation of Liability

The Internet is not a completely reliable transmission medium. Shield Global Protection does not accept liability for any data transmission errors, including data loss, damage, or alteration of any kind. While Shield Global Protection applies reasonable skill and care in compiling the information on this website, errors or omissions may occur due to factors inherent in internet systems, such as unauthorized access, or hardware, software, or operator error. Shield Global Protection is not responsible for such issues arising from data transmission.

3. Indemnity

By using this website, you agree to indemnify, defend, and hold harmless Shield Global Protection, its affiliates, licensors, and their officers, partners, employees, and agents from and against any and all claims, liabilities, damages, losses, or expenses, including legal fees and costs, that may arise from or relate in any way to your access or use of this website.

4. Linked Websites

This site may contain links to third-party websites or information provided by third parties. Shield Global Protection makes no representation as to the accuracy or completeness of such websites or information. Shield Global Protection has not reviewed or updated these third-party sites and cautions users that any use of such websites or information is at their own risk. Shield Global Protection is not liable for any issues arising from third-party websites or information provided by third parties accessed through this site.

5. Governing Law and Jurisdiction

The information on this site is intended only for persons or entities in jurisdictions where such access is not contrary to local laws or regulations. It is the sole responsibility of users to be aware of and observe all laws and regulations applicable to their country of residence and any other jurisdiction whose laws may affect them. The agreement between Shield Global Protection and the user, regarding access to and use of this website, is governed by and shall be interpreted in accordance with English law.

6. Registered Office Address

Shield Global Protection Ltd

85 Great Portland Street

First Floor

London

W1W 7LT

For any queries or further information, please contact us at the address listed above.

Shield Global Protection Ltd

At Shield Global Protection Ltd, we recognize our responsibility for the actions of our employees and those providing services on our behalf. Our commitment to ethical business practices is paramount, and we expect that all customers, shareholders, suppliers, colleagues, business partners, and regulators have full confidence in the integrity and professionalism with which we operate. This Code outlines the expected conduct of all employees and third-party service providers to ensure we uphold the highest ethical standards.

This Code of Business Ethics and Conduct should be read in conjunction with the Company’s Bribery and Corruption Policy, Non-Disclosure Agreement (including Conflict of Interest Warranty), and other policies regarding ethical business practices.

Our Commitment to Ethical Business

We believe that our stakeholders—whether customers, employees, business partners, or regulators—expect to be associated with a business that adheres to the highest ethical standards. Accordingly, all employees and third-party contractors are expected to adhere to the following principles:

1. Compliance with Local and International Laws

We will comply with all laws and regulations in the countries in which we operate, including those related to unfair competition and anti-trust. Employees and third-party providers must ensure they fully understand and comply with all applicable local laws and regulations

2. Anti-Bribery and Corruption

We do not offer, pay, solicit, or accept bribes of any form, whether directly or indirectly. This includes facilitation payments—small payments or gifts commonly made to expedite approvals or permits—which are considered bribes. The Company is committed to eliminating such practices.

If any personnel are requested to make a payment that they suspect may be a facilitation payment, they must consult their line manager, team leader, or Designated Operations Manager. All payments must be recorded, and where possible, receipts should be obtained.

3. Gifts and Entertainment

We will only give or accept gifts and entertainment that are not material in value or frequent in nature. Local management in each region will set guidelines on acceptable gifts and entertainment in accordance with local customs. All personnel must adhere to these guidelines.

4. Accurate Financial Reporting

The Company is committed to full transparency and accuracy in its financial reporting. We will record all material assets and liabilities in our published accounts and will not maintain secret or undisclosed accounts.

5. Political Donations

We do not make political donations in any country, nor do we engage in any activities that could be construed as providing financial or other forms of support to political entities.

6. Fair Competition

The Company will not engage in commercial espionage, covert surveillance, or other unfair practices against competitors. We will compete fairly and transparently in all markets in which we operate.

7. Conflicts of Interest

We will not seek or continue business relationships where a potential or actual conflict of interest exists unless it is fully disclosed to all affected parties, and their written consent is obtained. All employees and third-party providers must disclose any conflicts of interest in advance and seek guidance from their manager or operations leader.

8. Responsibilities of Third Parties

Agents and third-party contractors in countries where Shield Global Protection is not directly represented are expected to comply with this Code in all matters related to their activities on the Company’s behalf. Local management and deployed personnel are required to monitor compliance and report any significant breaches to the Director of Shield Global Protection Incorporated.

9. Reporting and Guidance

Any employee or third-party provider unsure about the interpretation of this Code or concerned about a potential breach should seek clarification from their line manager or operations manager. Breaches or ethical concerns should be reported immediately through the appropriate channels.

By upholding these standards, Shield Global Protection ensures its reputation for integrity, trustworthiness, and professionalism is maintained. We expect every individual representing the Company to act in a manner consistent with this Code, ensuring we continue to lead by example in ethical business conduct.

Registered Office:

Shield Global Protection Ltd

85 Great Portland Street

First Floor

London

W1W 7LT

Shield Global Protection Ltd

1. Policy Aims

This Whistle-Blowers Policy of Shield Global Protection Ltd. (hereafter the “Company”) aims to provide clear guidance to all Directors, managers, employees, and personnel providing services on behalf of the Company on a contract basis, regarding the raising of genuine and legitimate concerns about wrongdoing within the organisation. This act of raising concerns is formally known as whistleblowing or making a disclosure in the public interest.

The Company seeks to foster a culture of openness and a work environment where individuals can confidently raise concerns without fear of reprisal. Any individual who raises a whistle-blowing complaint in good faith, and with a genuine belief of wrongdoing, will be protected in accordance with the Public Interest Disclosure Act 1998 (PIDA).

2. Policy Scope and Principles

This policy applies to all Directors, managers, employees, and personnel providing services on behalf of the Company (hereafter collectively referred to as “staff members”) where their actions qualify for protection under PIDA.

Under PIDA, it is unlawful to dismiss, discipline, or victimize any staff member who ‘blows the whistle’ on criminal behaviour or malpractice, provided they have a reasonably held belief that the information disclosed is substantially true, and the disclosure is made in good faith.

A qualifying disclosure is one where the staff member reasonably believes that one of the following has occurred, is occurring, or is likely to occur in the future:

• A criminal offense (e.g., fraud, money laundering, financial irregularities)

• Breach of a legal obligation

• A miscarriage of justice

• Endangerment to the health and safety of any individual

• Damage to the environment

• Deliberate concealment of any of the above

If a staff member is genuinely concerned that wrongdoing has been or is being committed, they are encouraged not to ignore it. Should a staff member require independent advice,. It is the staff member’s responsibility, however, not to disclose any confidential information related to the Company to this third party.

3. Procedure

A complaint can be made either in person or in writing, specifically referring to the complaint as a whistle-blowing matter. Complaints can be raised through the following channels:

• To your Manager or Team Leader

• To the General Counsel

• To any Director

• Email: info@shieldglobalprotection.com

Once a complaint is raised, it will be acknowledged in writing within 48 hours. A senior member of the Company’s management team, who has not been involved in the issue, will be appointed to investigate the matter. This investigator will decide on the investigation’s approach and timeline, ensuring a fair, thorough, and swift resolution Additional personnel may be assigned to assist in the investigation if necessary. The whistle-blower and any affected parties will be kept informed of progress throughout the investigation.

The whistle-blower’s identity will remain confidential, except under the following circumstances:

• Where legally obligated to disclose

• Where the information is already public

• Where it is required by the police as part of a criminal investigation

Should there be any other need to disclose the whistle-blower’s identity, the investigator or senior management will discuss the matter with the individual beforehand.

A fact-finding meeting will be arranged with the whistle-blower as soon as possible. The whistle-blower may appoint a representative (either a colleague or a trade union representative) to attend the meeting, although the representative cannot answer questions on their behalf.

Any staff member(s) implicated in the complaint will be informed of the nature of the complaint and will have the opportunity to respond either in writing or at a fact-finding meeting. They may also be accompanied by a representative during these proceedings.

4. Outcome

The investigator will communicate the findings to:

• The whistle-blower

• The individual(s) under investigation

• Relevant members of the Company’s management

• External authorities, if appropriate

The outcome will be shared as promptly as possible, and all parties will be advised of timelines throughout the investigation.

If the whistle-blower remains dissatisfied after the internal process has been exhausted, they may raise the matter with an external body.

5. Records

The Company will maintain formal records of the whistle-blowing complaint and its outcome. These records will be kept confidential and will be retained in accordance with the Data Protection Act.

6. Policy Review

This policy will be updated in line with any statutory amendments and will be reviewed annually.

Dorwin Isaacs

Operations Director

Shield Global Protection Ltd.