Security guard service owners in the Southwest operate in a region with some of the widest economic and regulatory contrasts in the country. 

States like Colorado set some of the highest local minimum wages in the United States, while Texas maintains the federal minimum. For owners, this means careful market analysis is essential… especially for multi-state contracts where wage rules, benefits, and overtime laws differ significantly.

Wage Overview

Median officer wages in the Southwest range from $14.00 in Texas to $22.00 in Colorado. While some rural areas remain on the lower end, cities like Denver, Phoenix, and Las Vegas push wages higher due to local laws and competitive labor markets.

Minimum Wage Trends

The Southwest has significant variation in minimum wage law:

• Colorado: $14.81 statewide, Denver at $18.81.
• Arizona: $14.35 with annual inflation indexing.
• Nevada: $12.00, with tiered rates based on benefits offered.
• Texas: No state minimum wage… defaults to federal $7.25.
  
  

For security service owners, these differences affect bidding strategies, payroll budgeting, and competitiveness in multi-state operations.

Overtime Rules

Overtime typically applies at 1.5x after 40 hours per week. Key variations include:

• Colorado: Overtime after 12 consecutive hours in a single day… a significant consideration for event or casino security posts.
• Arizona, Nevada, and Texas follow the federal weekly threshold without daily triggers.
  
  

Predictive Scheduling

No statewide predictive scheduling requirements exist in the Southwest. In fact, some states—most notably Texas—have laws that prevent local governments from passing such mandates. While this gives owners flexibility in shift planning, larger hospitality and gaming clients in Nevada may have their own scheduling expectations built into contracts.

Paid Sick Leave

Requirements vary:

• Arizona: Statewide mandate of up to 40 hours annually, accrued at 1 hour per 30 worked.
• Nevada: Up to 48 hours annually, with carryover.
• Colorado: Paid sick leave under the Healthy Families and Workplaces Act, with use and carryover caps.
• Texas: No statewide requirement, and local ordinances are pre-empted.
  
  

For owners in states without mandates, offering paid sick leave can be a competitive advantage in recruiting experienced officers.

Key Benefits Trends

Common benefits packages in the Southwest include:

• Medical, dental, and vision coverage.
• PTO accrual from the first year of service.
• 401(k) matches at larger firms.
• Uniform stipends and licensing or training reimbursement.
• In Nevada’s casino sector, benefits may also include performance bonuses, meal plans, and transportation allowances.
  
  

Compliance Takeaways for 2025

Security guard service owners in the Southwest must tailor their pay and benefits strategies to each state’s market realities. In Texas, competitive edge often comes from benefits and career growth rather than base pay. In Colorado, compliance with higher local minimums and daily overtime rules is key. In Nevada, understanding the hospitality sector’s unique demands can lead to high-value contracts. Arizona offers a balanced middle ground, with competitive wages and clear sick leave laws that make compliance straightforward.

Download Belfry’s guide, State-by-State: Officer Pay & Labor Compliance, to see not only what’s happening in your state and region, but across the entire country.

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