Does FEHA apply to small guard companies?

FEHA generally covers employers with five or more employees, which includes most licensed private patrol operators.

Can I file with both CRD and EEOC?

Both agencies have work-sharing agreements, and filing with one typically preserves your rights under the other, but deadlines still apply.

What if the discrimination came from a client, not my employer?

Employers can still be responsible for failing to address discrimination by a client's staff on a post site.

Is there a time limit to file?

Yes, both CRD and EEOC impose strict filing deadlines, so prompt action is important.

Discrimination, safety & civil rights

Workplace Discrimination for Security Officers: FEHA and Title VII Basics

Updated 2026-08-04 · 8 min read · Sacramento, CA dispatch

PPO #122730

Short answer

California's Fair Employment and Housing Act (FEHA) and the federal Title VII of the Civil Rights Act of 1964 prohibit employers, including private patrol operators, from making job decisions based on protected traits like race, sex, religion, national origin, age, disability, or veteran status.

What the laws cover

FEHA applies to California employers with five or more employees and covers hiring, discipline, scheduling, promotion, and termination decisions.

Title VII applies to employers with 15 or more employees nationwide and is enforced by the U.S. Equal Employment Opportunity Commission (EEOC).

A security guard assigned fewer post hours, denied a promotion, or terminated because of a protected trait may have a claim under one or both laws.

Protected classes compared

Category	Covered by FEHA	Covered by Title VII
Race, color, national origin	Yes	Yes
Sex, pregnancy, gender identity	Yes	Yes
Religion	Yes	Yes
Age (40+)	Yes	Yes (ADEA)
Disability	Yes	Yes (ADA)
Marital status, ancestry	Yes	No

How claims are typically evaluated

Was the officer part of a protected class?
Did they suffer an adverse action (demotion, termination, denied post)?
Is there evidence the trait, not performance, motivated the decision?
Did similarly situated coworkers outside the class receive different treatment?

Research and education only

This page is provided by Summit Force Security Group for research and education purposes only. Summit Force Security Group is not a law firm and does not provide legal advice or legal representation.

If you believe you have experienced discrimination, consult a licensed California attorney or contact the California Civil Rights Department or the EEOC directly about your specific situation.

Official sources & local data

We link to the agencies rather than reprinting them, so you always land on the current version. Summit Force is not affiliated with or endorsed by any agency listed here.

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Where we cover this

Questions we get every week

Workplace Discrimination for Security Officers: FEHA and Title VII Basics — the follow-ups

Does FEHA apply to small guard companies?: FEHA generally covers employers with five or more employees, which includes most licensed private patrol operators.
Can I file with both CRD and EEOC?: Both agencies have work-sharing agreements, and filing with one typically preserves your rights under the other, but deadlines still apply.
What if the discrimination came from a client, not my employer?: Employers can still be responsible for failing to address discrimination by a client's staff on a post site.
Is there a time limit to file?: Yes, both CRD and EEOC impose strict filing deadlines, so prompt action is important.

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Research only — not legal advice

Summit Force Security Group (PPO #122730) is a licensed private patrol operator, not a law firm. Nothing on these pages is legal advice.
We do not represent anyone in any legal, administrative, or employment matter, and reading this library creates no attorney-client relationship.
As a courtesy we summarize publicly available statutes, agency guidance, and well-known court decisions, and we link to the official source so you can read the primary text yourself.
Laws change and courts reinterpret them. Verify the current text at the official source and consult a licensed California attorney or the relevant agency about your own situation.
Nothing here implies endorsement or affiliation with BSIS, the Department of Consumer Affairs, the Labor Commissioner, the Civil Rights Department, Cal/OSHA, the State Bar, or any court.