Ontario Security Guard Test Legal Authorities of Security Guards 2

Question 1

Under section 25 of the Criminal Code, what level of force may a security guard use when making a lawful arrest?

Accepted Answer

Force that is reasonable and necessary in the circumstances

Answer

Maximum force necessary to subdue the person

Answer

No force is ever permitted

Answer

Deadly force if the person resists

Question 2

A security guard observes a shoplifter concealing merchandise and leaving the store. Can the guard arrest them?

Accepted Answer

Yes, under section 494(2) as the owner's agent for a criminal offence on or in relation to the property

Answer

No, only police can arrest shoplifters

Answer

Yes, but only if the item is worth more than $100

Answer

No, they can only report it to police

Question 3

What is 'false imprisonment' in the context of security guard work?

Accepted Answer

Unlawfully detaining or confining a person without legal authority

Answer

Failing to report a crime to police

Answer

Refusing to let an employee leave their shift early

Answer

Locking a building after hours

Question 4

Under Canadian law, does a security guard have the authority to carry handcuffs?

Accepted Answer

Handcuffs are not prohibited but their use must be justified as reasonable force

Answer

Yes, handcuffs are standard security equipment

Answer

No, only police officers can carry handcuffs

Answer

Yes, but only on government property

Question 5

What legal principle protects a security guard from liability when making a good-faith arrest?

Accepted Answer

Reasonable and probable grounds

Answer

Qualified immunity

Answer

Diplomatic immunity

Answer

Employer indemnification

Question 6

Can a security guard detain a person they suspect of committing a crime earlier in the day but did not witness?

Accepted Answer

No, the guard must have found the person committing the offence

Answer

Yes, suspicion is sufficient grounds for detention

Answer

Yes, if they have video evidence

Answer

Yes, but only with the employer's approval