Security Insider August 2014

S EC CU UR R III T TY Y S SE E C U R T Y

THE MAGAZINE MAGAZINE FOR FOR SECURITY SECURITYPROFESSIONALS PROFESSIONALS THE THE MAGAZINE FOR SECURITY PROFESSIONALS

PUBLISHEDBY BYTHE THEAUSTRALIAN AUSTRALIANSECURITY SECURITYINDUSTRY INDUSTRYASSOCIATION ASSOCIATION PUBLISHED PUBLISHED BY THE AUSTRALIAN SECURITY INDUSTRY ASSOCIATION

M A G A Z N E]] MA AG GA AZ ZIIIN NE [[[VOL.19 M | ISSUE 2 | JUNE VOL.19 | ISSUE.1 | APR 2014 VOL.19 | ISSUE 3 | AUG 2014

…. you cannot contract out of the responsibility for your labour costs.”

Natalie James, Fair Work Ombudsman

Government procurement: how low is too low?

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PP255003/02390

Your opportunity to be recognised nominations now open Security 2014 Exhibition & 2014 Australian Security Industry Conference breaks into Melbourne Awards for Excellence 23 October 2014, The Ivy Ballroom, Sydney 4-6 June 2014, Melbourne

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CONTENTS VOL. 19 | | ISSUE 2014 VOL.19 ISSUE.13 || AUGUST APRIL 2014

22 Government procurement - how low is too low?

22

L o

SECURITY 2014 BREAKS INTO MELBOURNE

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PROMOTING THE NBN - WHERE Devon MinchinTHE USE Security 2014 OF ASIAL MEMBERS wrap TO NOW? up

08 | President’s message

08 | President’s message 09 | Security 2014 Gala dinner 12 | ASIAL Board elections and conference 14 | 2014 Australian Security 10 | Privacy legislation changes 14 | ASQA Industry Awards for inquiry Excellence 16 | 2014 Australian Security 26 |Industry NBN Awards – where now? forto Excellence

ASIAL Strategic Partners:

66//SECURITY INSIDER AUGUST 2014 //SECURITY INSIDER APR 2014

20 | Changes to specialist cabling

28 36 32 |

42| 34

| 36

3430

ARE YOU2014 PREPARED? Integrate

Recognition program

| SME’s have their say 46 | ASIAL Monitoring centre competencies 37 | ASIAL Monitoring centre | ASIAL new member listing certification listing Help your employees catch certification listing and recognition program 3847 | Hot products their super | Hot products | busy Understanding 50 | ASIAL Calendar of events A year ahead in 42 | ASIAL Calendar of events Security PhysicalRelations Workplace Information Management ASIAL new member listing /

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PRESIDENT’S PRESIDENT’S MESSAGE MESSAGE

Showcasing significant A fair go the for Members contribution our industry makes to the Australian economy

A

s the recently launched fter more than a decade, the Local Government Security 2014 Exhibition and Procurement Initiative Conference returns to Melbourne illustrates (see in early June.clearly Judging by the strong pages 22-24 for more information), response from exhibitors, the long awaited ASIAL is not afraid to take proactive return has been well received.This year’s event will from the 4-6thfacing June at the action to run address issues the Melbourne Exhibition & Convention industry.

Centre.

Whilst the initiative launched in It is now nearly 30 years June by the Fair Work Ombudsman since a small group of ASIAL (FWO) targets local councils, the industry representatives message relevance organised is theoffirst industry to all levels of government and business. exhibition. It is pleasing to see We all have an obligation that that the event continuesto toensure go from strengthand to strength and contractors subcontractors can provide an opportunity for the prove compliance with workplace industry showcase laws, nottojust at the the start but impressive array of products and services throughout the term of the contract. it offers.Through the ongoing partnership Another important step taken between Diversified Communications by the Association is the signing Australia and ASIAL, the Association of a three-year continues to playMemorandum a key role in helping to of Understanding on behalf of showcase the industry’s capabilities.

This year’s expanded its members with FWOexhibition aimed floor space and outstanding conference at creating and maintaining fair program provides excellent opportunity workplaces and aanlevel playing field to view the latest security technologies, for employers. The MoU reaffirms hear from internationally renowned ASIAL’s commitment to work with experts, as well as network and socialise FWO to promote and achieve with industry colleagues from across the workplace compliance. country.

The MoU means industry that FWO willI Another important event would like to bring attention provide advice to your ASIAL abouttohow it is the 19thassist Annualits Australian Security Industry can members to meet their Awards for Excellence to as be employers. held in workplace obligations Sydney on the 23rd October 2014. Our In turn ASIAL will brief FWO of any industry performs an increasingly problems faced by the industry that important role in the Australian economy can act as barriers to compliance. and it is important that this is recognised Together we willprograms work together through awards such as to this. devise appropriate Nominations are nowsolutions. open for the awards, MoU on the strong soThe I urge you builds to consider lodging an application.

Further details are available relationship the Association has withon page 28 the ASIAL web site.

FWO andand willthrough undoubtedly benefit the Later this year ASIAL’s board elections industry as a whole. will be conducted by the Australian I would like to remind you of the

A

Electoral Commission. Members will be notified in due course by the AEC about

THE MAGAZINE FOR SECURITY PROFESSIONALS Editorial and Advertising

arrangements for the election.This process allows for every Duly Authorised Representative of a financial corporate member the opportunity to submit a postal vote.

In my previous President’s Message, I wrote about the importance of good governance practices. Failure to do the right thing more often than not result in negative upcomingwill 2014 Australian Security consequences for your Industry Awards for Excellence to be organisation. presented onAsthe 23 October 2014. an Association ASIAL Now in their 19th year, the actively enforces itsawards provide anProfessional opportunity to recognise Code of Conduct, positionthe matched by our excellencea within industry.

Further actions.The ASIAL Board’s information is available on the ASIAL recent decision to expel web site www.asial.com.au.

Hootspah Pty Limited from its Nominations close on the 10th membership and to impose a $120,000 September 2014, so if you haven’t financial sanction and specific already done so, now is the time to compliance requirements on the Kings do something about it. this.The As the saying Security Group highlights goes, “you have be in it to win it”. continuation of the to Kings Security Group’s Finally, I would like mentionon the ASIAL membership was to conditional accepting and complying withDinner payment of ASIAL Security 2014 Gala the heldsanction on the and 5th meeting June in specific Melbourne. compliance requirements.The company The evening was a tremendous advised that it was unable to maintain its success - excellent entertainment membership as required by the ASIAL and a great opportunity to catch Board, and as a result their ASIAL up and network with industry membership was relinquished. colleagues.

The response to from the the Whilst it is important to learn event returning toitMelbourne mistakes of others, is equally aswas so important to understand thatnow compliance strong that the event will return is not a dirty word.

For our industry to there again in July 2015. grow and flourish, it is vital that we develop a stronger culture of compliance.

Finally, I look forward to seeing many of you at Security 2014 in Melbourne or later in the year at the 2014 Australian Security Kevin McDonald Industry Awards for Excellence.

President

Security Insider is published by The Australian Security Industry Association Limited PO Box 1338 Crows Nest, NSW 1585 Tel: 02 8425 4300 • Fax: 02 8425 4343 Email: communications@asial.com.au Web: www.asial.com.au Publisher

Editor Bryan de Caires | security@asial.com.au Editorial Enquiries communications@asial.com.au Advertising Tania Laird | advertising@asial.com.au Creative Director Martin Costanzo | martin@webfx2.com.au Graphic Design + Digital Webfx2 Digital | design@webfx2.com.au Editorial Contributors Contributors AON, Chris Delaney, AusSuper, Fleming AON, Chris Delaney and GregJohn Jennings and Clifford Vituli Print + Distribution

Print +Advertising Distribution Nationwide Group Nationwide Advertising Group Published bi-monthly Published bi-monthly Estimated Readership of 10,000 Estimate Readership 10,000do not Views expressed in SecurityofInsider necessarily reflect the of ASIAL. Views expressed in opinion Security InsiderAdvertising do not

does not imply ASIAL, unless necessarily reflectendorsement the opinion ofby ASIAL.Advertising otherwise permission. contributions does not stated imply with endorsement byAllASIAL, unless

otherwise statedthough with permission.

All reserves contributions are welcomed, the publisher the are welcomed, the publisher reserves the right to declinethough to publish or to edit for style, right to decline to legal publish or toPress edit Releases for style, grammar, length and reasons.

grammar, length and legal reasons. Press Releases to: security@asial.com.au. references in articles, stories and Internet references in articles, stories and advertising were correct at the advertising were correct at the time time of of printing. printing.

ASIAL does misleading does not not accept acceptresponsibility responsibilityfor formisleading Copyright©2014 (ASIAL) (ASIAL) All All rights rights reserved. reserved. views. Copyright©2014 Reproduction of of Security Security Insider Insider magazine magazine without without Reproduction permission is strictly prohibited. prohibited. Security Security Insider Insider is is permission is strictly a subscription based publication, rates and further a subscription based publication, rates and further details can be found at www.asial.com.au. to: security@asial.com.au.

Internet

details can be found at www.asial.com.au.

[Next 2014 [NextIssue] Issue]OCTOBER AUGUST 2014

ISSN 1442-1720

ISSN 1442-1720

Kevin McDonald President

810//SECURITY INSIDER AUGUST //SECURITY INSIDER JUNE2014 2014

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INDUSTRY NeWS

Devon George Minchin Friday 30th May 2014 sadly saw the passing of a remarkable man. A man who during his 95 years, led a remarkable and very full life. A man who, among his many achievements was also the founding President of ASIAL Devon George Minchin.

Born on the 28th May 1919, Devon was educated at Knox Grammar School and Sydney University. He began writing while serving as a fighter bomber pilot with the RAAF in the Western Desert, with his first novel being The Potato Man (1044).

After the war he spent time pioneering the timber industry in Sarawak (Malaysia) and later running an advertising agency in Hong Kong. In 1954 he founded what went on to become Australia’s largest armoured car/ security business - Metropolitan Security Services.

In 1964 he went on tour with the Beatles as part of their security for their now infamous tour of Australia. Speaking of his 6 weeks with the Beatles he said they were “naive youths who needed a good talking-to”. He says John Lennon was a “bloody idiot” with no concern for his safety. And the band was girl-crazy!

In 1969 he was instrumental in establishing ASIAL, becoming the Association’s very first President.

After selling Metropolitan Security Services in 1970, Devon went on to become a successful entrepreneur, in everything from pineapple farming to writing fiction. His novel ‘The Money Movers’ based on his experiences at MSS was turned into a movie directed by Bruce Beresford.

In 1999 he was awarded Life Membership of ASIAL at the Association’s 30th Anniversary

dinner. His address to the dinner was passionate and inspiring, one that will not be forgotten by any of those who attended.

A few years ago, Past ASIAL President Larry Circosta visited Devon at his home in Noosa to present him with a framed photo of the ASIAL honour board listing him as the founding President (see photo below). He appreciated the gesture and was touched that the contribution he made all those years ago was still acknowledged.

Devon’s passing represents the end of an era for ASIAL, being the last living member of the first ASIAL Board. However, over 45 years on, his legacy remains as the Association becomes goes from strength to strength.

A full profile of Devon’s remarkable life can be viewed on the ASIAL website.

“Devon’s passing represents the end of an era for ASIAL, being the last living member of the first ASIAL Board.”

10 //SECURITY INSIDER AUGUST 2014

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INDUSTRY NeWS

ASIAL BOARD ELECTIONS The Australian Electoral Commission has provided ASIAL with the election timetable for the upcoming Board elections. The cut off date for eligibility to vote or nominate a candidate was the 2nd July 2014.

• Close of voting roll: 2 July 2014

• Opening of nominations: 1 August 2014 • Close of nominations: 22 August 2014 • Postal ballot opens: 1 October 2014 • Postal ballot closes: 22 October 2014 • Scrutiny of ballot papers: 23 October 2014 (at the

office of the Returning Officer at 10:00am) If there has been a staff change please make sure that you update us with your current primary contact otherwise the nomination form will be sent to the Duly Appointed Representative we have on our records.

3% Increase in all Modern Awards

SME Survey – 4 yearly Modern Award Review The 4-yearly Modern Award Review will be undertaken in 2014. To assist in developing its submission to the Fair Work Commission to vary relevant Modern Awards with a view to making them simpler to understand and comply with, as well as to provide the flexibility required by both employers and employees ASIAL conducted a survey of small (1-19 employees) and medium businesses (20-199 employees).

A summary of the responses received and the Association’s comments on the issues raised can be found in the members area of the ASIAL website.

12 //SECURITY INSIDER AUGUST 2014

On 4 June 2014 the Fair Work Commission handed down the decision to increase Modern Award rates of pay by 3% rounded to the nearest 10 cents. The increase came come into effect from the first full pay period on or after 1 July 2014.

At the same time, all transitional awards have increased to the Modern Award pay and conditions. Allowances

will automatically increase as they are expressed as a percentage of the standard rate in each award.

The Super Guarantee Levy will have increased on July 1, 2014 by 0.25%.

ASIAL members wishing to access rate schedules for the Security Services Industry Award 2010 and allowances can do so by logging into the ASIAL Members area (www.asial.com.au)

Road Safety Remuneration Tribunal commences inquiry into the Cash in Transit industry

a road safety remuneration order covering relevant employee and/or contractor road transport drivers, their employers or hirers, and participants in the supply chain in relation to those drivers.

Written submissions are due

by Monday, 25 August 2014.

The RSRT will also conduct proceedings in most capital cities throughout September and October 2014 for those interested in providing oral submissions.

Further information on the Cash in Transit industry inquiry and other functions of the RSRT can be found on the RSRT website.

The Road Safety Remuneration Tribunal (RSRT) is an independent, national tribunal that has functions relating to the road transport industry. On 9 July 2014, it announced the commencement of an inquiry into the Cash in Transit industry, as part of its second annual work program.

The RSRT has invited interested parties to make submissions on issues, incentives, pressures or practices affecting safety and fairness in the Cash in Transit industry that may be improved by

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INDUSTRY NeWS

2014 Australian Security Industry Awards for Excellence Nominations are now open for the 19th annual Security Industry Awards for Excellence.

Individual award categories include: General Security - recognises excellence within the security ‘manpower’ sector of the industry for an individual who has gone beyond what could reasonably have been expected of them in providing a level of service that exceeds client’s expectations.

Technical Security - recognises excellence within the technical security sector of the industry, including but not limited to technical expertise an individual will have demonstrated an outstanding level of innovation and service delivery.

Security Student of the Year - recognises an individual who has completed studies in a security discipline resulting in the award of a certified educational qualification of or above Certificate III up to Degree level (including an apprentice or trainee).

Security Management – this award is presented to an individual who has demonstrated excellence in a senior operational or administration security management role, and who has demonstrated an ability to inspire and lead by example or introduced a significant change in practice.

Organisational achievement award categories include: In-House Security Team presented to an in-house security team that has demonstrated collective excellence in delivering the security strategy for their organisation.

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Training - recognises innovation and excellence in the development and/or delivery of a training initiative or program that promotes sound working practices in the security sector.

Integrated Security Solution (projects above $250,000) – recognises an organisation that has demonstrated innovation and excellence in the integration of electronic security system solution valued at more than $250,000 completed within the past 12 months.

Technical Security Solution (projects below $250,000) recognises an organisation that has demonstrated innovation and excellence in the installation/ application of electronic security systems for a project valued at less than $250,000 within the past 12 months.

Special Security Event or Project – recognises an individual or group who has/have demonstrated excellence in the provision of security services to an event or completed a security project of significance with regard to its outcome, benefits, initiative,

complexity or challenges. The award applies to a security event or project completed within the past 12 months.

An independent panel chaired by an ASIAL representative will judge each nomination based on the criteria set out for each award category. The 2014 judging panel will include: • Damian McMeekin, Head of Group Security, ANZ. • Alan Ross, CEO, Construction and Property Services Industry Skills Council.

• Vlado Damjanovski, CCTV Specialist, ViDi Labs Pty Ltd. • Michael Gale, Manager- Security, Sydney Water.

Key Dates to remember • 10th September 2014 – Nominations close • 23rd October 2014 – Award winners announced at an awards dinner to be held in The Ivy Ballroom in Sydney.

The Awards ceremony will be held on Thursday 23rd October at The Ivy Ballroom in Sydney. Tickets for the dinner can be purchased at www.asial.com.au

INDUSTRY NeWS

Security 2014 Exhibition and Conference wraps up for another year More than 4,500 security industry professionals from Australia and as far as the Netherlands converged on the Melbourne Convention and Exhibition Centre for the 29th Annual Security Exhibition and Conference earlier this month – making it the most successful event in its history.

Held in Melbourne for the first time in more than a decade, leading local and international product and service suppliers including the likes of Hills Ltd, Honeywell and Ness Corporation unveiled the latest security technology innovation and products available on the Australian market to a packed show floor.

The seminar series and the annual ASIAL conference were big drawcards featuring local and international speakers.

Exhibition Manager, Kylie McRorie said, “This year we achieved a record number of individual registrations for Melbourne and had 167 brands exhibiting, despite this being the first time in more than 10 years the event was held in Melbourne,” Ms McRorie said.

This year’s Best New Product Award recognised leading video

analytics brand IOmniscient. The company took home the award for their iQ Face system – a product designed to enhance public safety and security by providing end users with the unique ability to detect, capture and identify a face in a crowd using face recording, matching and recognition technologies.

The 30th annual Security Exhibition and Conference will be held at the Melbourne Convention & Exhibition Centre, 15-17 July 8-10, 2015.

“Next year will no doubt be our biggest yet as we celebrate the event’s 30th year. 80% of

the show floor has already been booked,” Ms McRorie said.

16 //SECURITY INSIDER AUGUST 2014

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INDUSTRY NeWS

Security 2014 Exhibition (cont) The full list of Security 2014 award winners includes: Best New Product Award Winner: IOmniscient – iQ FACE Finalist: Hills – Xandem TMD Best Shell Scheme Stand Winner: Jacques Finalist: Netcomm Wireless Best Custom Stand 36sqm and Under Winner: Seadan Security Finalist: AME Systems Best Customer Stand over 36sqm Winner: Salto Finalists: Hills Ltd and LSC To book a stand at the 2015 Security Exhibition and Conference visit www. securityexpo.com.au or contact Kylie McRorie, Diversified Communications on 03 9261 4504 for more information.

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SUPERANNUATION advertorial

Why is retail property attractive to AustralianSuper?

Over the past five years, AustralianSuper has worked hard to improve the performance of our property portfolio. A large part of this has involved changing the type of assets in the portfolio, particularly in the retail area.

We are now investing more in large shopping centres, as this sector has generated the strongest and most consistent long-term returns. We now have over $2 billion invested in retail property and this sector represents over 50% of our core property assets.

Retail property is a sub-sector within the property market where income and value are driven by the rents paid by tenants under contractually binding leases.

When we invest, we are looking for very large, dominant regional shopping centres that are not easily replicated and which generate strong returns. These types of centres usually have longer lease terms than residential real estate and historically have low vacancy rates.

Retail property is a good inflation hedge as income from these assets usually keeps pace with inflation. It also works well as part of a diversified portfolio as it follows a different cycle to other asset classes like shares and fixed interest.

Shopping centres are no longer just for shopping

How is AustralianSuper investing in this area and why?

Although the growth of online shopping is having an impact on ‘bricks and mortar’ shops, it does not mean big shopping centres will disappear. Instead, they’re expanding from just being a collection of shops to lifestyle experience centres encompassing entertainment, education, leisure and dining.

International studies have found people visit shopping centres for many reasons in addition to shopping.

These include entertainment, people-watching and the communal experience of ‘hanging out’.

As shopping centres become more ‘experiential’, they’re expanding into other lifestyle areas and becoming fully integrated communities. Some shopping centres now include entertainment venues such as bowling centres, aquariums, ‘edutainment centres’, play areas for children and dedicated spaces for flexible museum-quality exhibits. New centres are being built with office spaces, medical centres, residential and outdoor sporting facilities.

Our strategy in the property sector over the past year or so has been to focus on investing directly in assets where we are the owner of the asset, rather than through pooled funds where the assets are held by a collective. Our pooled assets complement our direct investments.

Currently, we invest in a number of large retail centres via pooled funds, including Castle Towers in Castle Hill and Westpoint, Blacktown in Sydney, and Westfield Doncaster and Eastland shopping centres in Melbourne.

We’ve also been expanding our international portfolio and have established partnerships in the US, UK and Europe, as well as Australia.

Our partners are helping us identify opportunities in the local property market and manage the day-to-day running of our direct acquisitions.

Find out more To find out more about AustralianSuper’s investments, go to our website at www.australiansuper. com/investments

This document was prepared in July 2014 by AustralianSuper Pty Ltd ABN 94 006 457 987 AFSL 233788 the Trustee of AustralianSuper ABN 65 714 394 898 and may contain general financial advice that does not take into account your personal objectives, situation or needs. Before making a decision about AustralianSuper, consider your financial requirements and read the Product Disclosure Statement, available at www.australiansuper.com/forms or by calling 1300 300 273. Investment returns are not guaranteed. Past performance is not a reliable indicator of future returns.

20 //SECURITY INSIDER AUGUST 2014

Keep your super simple.

Better for you.

Better for your workforce.

A super solution for employers

More for your employees

For our members our goal is better retirement outcomes. For our employers we work to provide easy, efficient super management.

AustralianSuper members benefit from being with one of Australia’s largest, best-known and most trusted super funds, with $70 billion in assets, multiple investment options and more than 2 million members. Here are some of the benefits your employees receive as AustralianSuper members:

Here are some of the benefits of choosing AustralianSuper: › easy online payment systems › free clearing house service › options to suit every business and industry › help, education and advice › regular communication and legislative updates.

› administration fee is only $1.50 per week (other fees also apply) › strong long-term investment performance › Death, Total & Permanent disablement and Income Protection cover to help provide financial security › a great range of investment options, including direct access to the S&P/ASX 300 › online account access 24/7 › financial advice on specific topics at no extra cost › membership through to retirement – access to the low-cost AustralianSuper Pension.

Compare AustralianSuper with over 100 other funds Visit australiansuper.com/employers or call us on 1300 300 273 It's Australian. And it's super.

This advertisement was prepared in March 2014 by AustralianSuper Pty Ltd ABN 94 006 457 987, AFSL 233788 the Trustee of AustralianSuper ABN 65 714 394 898. Before deciding whether AustralianSuper is appropriate for you read our Product DisclosureStatement, available at www.australiansuper.com/FormsPublications or by calling 1300 300 273.

GOVERNMENT PROCUREMENT

Government procurement: how low is too low? g

By Bryan de Caires

Doing business with government can be both a rewarding and challenging experience.

A 2013 ASIAL member survey found that 27% of respondents chose not to tender for government contracts because they simply couldn’t compete with the contract prices quoted by others and couldn’t make a sustainable profit.

Of the 73% who stated that they did compete for government work, price was by far the most important factor in determining the outcome.

Quality service provision and the requirement to provide proof of the ability to deliver the service ran a distant second and third.

Understandably, the question asked is how can it be possible for some security providers to win government security contracts at such low rates and yet still meet all of their statutory compliance obligations?

The concern is that some government procurement officers may be turning a blind eye when it comes to awarding security contracts. A view succinctly summed up in the following response to the 2013 ASIAL survey: “It seems curious that government departments such as Fair Work threaten to target low cost providers

22 //SECURITY INSIDER AUGUST 2014

over non-compliance, yet most other government agencies blindly award contracts to low cost providers that could not possibly be compliant given the low prices they submit”.

In 2013, ASIAL raised concerns with the Fair Work Ombudsman (FWO) following member feedback about the lack of transparency and fairness in the awarding of local government tenders to private security companies, often at the lowest price.

To their credit, FWO was prepared to listen and engage with ASIAL in addressing this issue. Over time this engagement has evolved in to a national campaign initially targeting local government procurement with the aim of shifting the focus from price alone, to performance.

The first phase of the initiative has commenced through an education campaign targeting local councils, their procurement managers and councillors.

Speaking of the initiative, the Fair Work Ombudsman Natalie James says councils should assure themselves that low-cost contracts are not resulting in security firms

underpaying their employees their lawful minimum entitlements.

“If a council is buying in security services at a price that does not allow the contractor to pay an average of $24 an hour, then there is a real possibility the employee is being underpaid,” she cautioned.

In highlighting a $24 hourly chargeout rate, Ms James said FWO was in no way trying to influence the pricing behaviour of legitimate operators or establish a pricing benchmark.

However she said the figure had been identified as a level at which, rather than being competitive, may indicate problems with the proposed service delivery.

Ms James says it is important that councils throughout Australia understand and comply with federal workplace laws when they buy-in security services.

“It is not acceptable for Local Government to outsource work to the lowest-cost provider and then turn a blind eye if it results in workers being treated unfairly,” she said.

ASIAL and United Voice are assisting FWO to mount the pro-active

GOVERNMENT PROCUREMENT

“Ms James says it is

important that councils throughout Australia understand and comply with federal workplace laws when they buy-in security services.”

education campaign, one that will remind security contractors of their obligations to pay minimum wages – but also draw Local Government’s attention to its responsibilities.

Councils (along with State and Federal government agencies) need to ensure that their procurement decisions do not undermine compliance with workplace laws.

FWO plans to publish new resources to help local government managers, including a template questionnaire for contractors vying for council work. Councils will also be apprised of minimum pay rates applicable under the Security Services

Industry Award 2010.

“We want to be sure low-cost contracts are the result of efficient business practices, rather than the underpayment of employee entitlements,” Ms James said.

“We want to encourage councils to ask questions before they sign on the dotted line.”

FWO plans to run a number of educative webinars and presentations for local government explaining procurement chain obligations. It will also audit the procurement practices of a number of councils in each state next year.

A key point for government

procurement officers and security managers to note is that under s550 of the Fair Work Act 2009, FWO may also pursue legal action against individuals and corporations including Local Councils (who are knowingly involved in a contravention – like being aware that the employee couldn’t possibly be paid correctly based on the price of the service agreed).

The awareness campaign (and subsequent enforcement campaign) will, it is hoped, help to benefit security providers who comply with workplace laws by creating a genuine level playing field.

The security industry is a highly

SECURITY INSIDER AUGUST 2014// 23

GOVERNMENT PROCUREMENT

competitive environment with contractors constantly under pressure to operate efficiently and keep costs low to win work. Competition is not the concern, rather the ability of low cost providers to fully comply with workplace laws.

What the Local Government Procurement Initiative does is to send a clear message to government agencies that they do have a responsibility to ensure that workers who perform duties on their premises are paid their full lawful entitlements, even if they do not directly employ them.

But it won’t and shouldn’t stop with local government. State and Federal agencies along with private sector users of security services need to recognise their responsibility to do more than just go through the motions when awarding contracts.

They have an obligation to ensure that contractors and sub contractors can prove compliance with workplace laws, not just at the beginning but throughout the life of the contract.

Failure to do so may have damaging consequences As Natalie James says “If you’re contracting out, and the price seems too good to be true, someone’s probably getting ripped off. And if it turns out to be the workers, and it turns out you half knew that, then you are in danger yourself of having been involved in a contravention.”

“And we will be talking to you because you cannot contract out of the responsibility for your labour costs.”

24 //SECURITY INSIDER AUGUST 2014

What should you look for in a security provider?

Professional Security providers are often members of peak industry associations, are adequately insured, train their employees well, use only appropriately licensed personnel, provide wages and conditions in accordance with a lawful industrial instrument and have a good reputation. To help assess the credentials of a security provider, some of the key criteria to consider include: • Adequate / current insurance cover – view documents and ensure that they are current and provide coverage suitable to your

requirements.

• A good reputation – investigate the provider’s reputation to ensure that they have maintained good relationships with

customers, are trustworthy and dependable.

• References – request and check references to obtain a valuable insight as to the reliability and performance of the security firm.

ASIC and business search tools to check trading history can be

very helpful.

• Training – review the security firm’s training regime and request

supporting documentation to support their assertions.

• Equipment – ensure equipment to be provided by the security firm is fit for purpose and meets all work health and safety

requirements.

• Costs – understand financial arrangements with the security firm regarding the planned invoicing cycle, rise and fall cost

management, cost drivers, rate reviews, additional charges and

award/agreement impact.

• Written Contract – defining the rights and responsibilities between client and security provider should be detailed and

written, including dispute resolution processes, contract review, extensions and termination.

• Management – experienced management personnel with specialist expertise in the security industry will ensure effective

delivery and well-trained and supervised staff.

• Crowd controllers /Security Officers – you should request evidence that only appropriately licensed and trained personnel

work on site.

To find an ASIAL member visit www.asial.com.au

NBN

NBN – where to now? g

By John Fleming, GM, ASIAL

Since the Abbott Liberal Government was elected last year a question that is often asked is what’s happening with the NBN? Well, I can assure you that the rollout is very much underway. On May 23rd 2014, 15 fibre ready areas were cut off from the copper network affecting 28,000 customers. The NBN Co have announced a further 16 areas will be progressively cut off from the copper network this year, which will represent approximately 200,000 customers.

The NBN fixed wireless service now has 106,000 customers. A clear indication from these figures is that people outside of the major cities want better broadband.

It is very important for end users to understand that if they do not take action, existing alarm systems will not work after the copper network is disconnected in their area. Various changes such as in home wiring or reconfiguration of the control panel may be needed to ensure services will continue to operate.

The costs of any wiring changes are the responsibility of the home owner.

Alarm system service providers should be communicating with their customers to ensure they are not left behind.

In late 2013, NBN Co and its Shareholders completed a strategic review of the NBN. This strategic review has recommended that the NBN Co adopt a ‘Multi-Technology Mix’ (MTM) approach that leverages existing broadband access networks to deliver broadband services to Australian premises.

As part of this approach, Telstra

has signed a $150 million deal with the Government and NBN Co to commence a pilot fibre to the node (FTTN) rollout The market for security systems and other aging business models is going to change given the billions of dollars being spent on the NBN. It would be naive to believe that all they are doing is replicating a telephone and a broadband connection.

Telephony companies have been observing this space and scrutinising their business models. How do they increase revenue and what other services can they offer on a fast broadband connection.

Telstra have now jumped into the security market announcing a joint venture with SNP Security to provide systems and monitored alarms. The security industry in Australia now has a 1000kg gorilla about to flex its muscle. In addition to Telstra’s domestic customer base they also have approximately 1 million business customers they can target with other services. This will be a game changer for the local security market as TelstraSNP (TSM) structures their ‘go to market’ strategy.

The connected home will gain traction as demand for more services increases, so too will the opportunity for integrators to offer more than just the traditional alarm system.

To benefit from a connected home wiring becomes an important part of the equation. Sure, wireless can be used but a structured cabling system will pay dividends in the future.

Some of the future opportunities that are becoming more affordable and accessible are:

• Home automation • Safety, security including video • Communications • Entertainment • Energy management • Digital home health • Intelligent light and power • Electric vehicles As these new opportunities emerge it is vital that as an industry that we do not overlook the need to ensure that there is a suitably skilled workforce to provide the services now available.

From 1 July 2014 the Australian Communications Media Authority (ACMA) has changed the regulatory requirements for registration and installation practices of cablers.

Cablers are now required to have the correct competencies when performing specialised cabling such as structured, co-axial, fibre, underground and aerial.

Through the Security Technician Certification program, ASIAL has over the past two years encouraged security technicians to upskill to enable them to work on services provided over the NBN. Despite cuts in the May budget, government incentives are still available that provides employers with funding to train technicians.

The electronic security market is a dynamic sector which offers exciting opportunities and challenges in the migration to IP and cloud based solutions. It’s a timely reminder to service providers to review their strategies and ensure that they are prepared for the future, if not you may find yourself missing out. *John Fleming is ASIAL’s General Manager.

26 //SECURITY INSIDER AUGUST 2014

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WORKPLACE RELATIONS

SME’s have their Say g

By Chris Delaney

As many of you will know, ASIAL recently surveyed Small/Medium sized Business (SME) members to assist our efforts with the Fair Work Ombudsman in developing a program of education and audit of local government. (see pages 22-24 of this issue) The comments of those who participated were helpful and give an insight into what SME’s believe are major impediments to operating a security business under the regulations that apply to wages and conditions.

Here are some of your comments and our answers, and in some cases clarification. We trust this will be helpful and/or promote more debate. We cannot reproduce every comment here, however we have provided a selection under common headings.

Your comments relating to penalty rates Penalty rates are far too high for the average domestic customer to be able to afford for call outs etc.

Clients do not care how much you pay staff/guards, they only look at how cheap they can get guards for, particularly large government and private enterprise contracts.

The changing of the Overtime, and Saturday Penalty rates to 2 at time and half and the remainder at double is creating an extreme in pricing for all after hours work if you have permanent employees. The Saturday work needs to be returned to a straight fours hours minimum at time and half and then 28 //SECURITY INSIDER AUGUST 2014

double time for the remainder of the shift.

It is absurd that penalty rates apply to what is unquestionably a 24hr role, not a 9-5.

It must be emphasised that penalty rates are a killer for this industry, especially in an era of extreme client price sensitivity. There is a multiplier affect when base rates are increased as a result of a National Wage Case.

Penalty rates and overtime are restricting our growth which in turn stops us from employing more people.

ASIAL comment: • Just to be clear, weekend and Public Holiday penalty rates apply in the following way: • Saturday (all day) = one and a half times (50% penalty) the ordinary rate of pay; • Sunday (all day) = two times (100% penalty) the ordinary rate of pay • Public Holidays (all day) = two and a half times (150% penalty) the ordinary rate of pay.

• Penalty rates have been part of employee entitlements in awards for almost a century. Recently the Fair Work Commission, after lengthy

hearings and employer submissions, varied Sunday penalty rates in the Restaurant Industry Award. ASIAL will consider the value of seeking variations to the Security Services Industry Award 2010 to reduce or eliminate some penalty rates. The Fair Work Commission has indicated that such submissions need to be comprehensive and provide evidentiary support. Unions have made it clear that they will strongly oppose any action by employers to reduce penalty rates.

Your comments relating to hours of work More flexibility for time in lieu would be great if it is agreeable with the employee.

Number of casual hours guards can work before they should be engaged as a full time employee.

Need to change restrictions to the rotation rosters allowing 12 hours shifts as part of the award.

ASIAL comment: • 12 hour ordinary shifts are and have been an integral part of the manpower side of our industry.

Clients expect 12 hour shifts and most employees expect to work 12

WORKPLACE RELATIONS

hour shifts. It is not appropriate for employers to be required to enter into either an individual or collective agreement to enable this industry wide practice to be introduced when it has already existed for many years.

• ASIAL has made an application to vary the award to allow for 12 ordinary hours to be a standard part of the contract of employment. We have also applied to have the consultation clause relating to change of roster to be changed to reflect the clauses that already exist in the award i.e. 7 days notice of change of roster for full time employees, 1 hours notice for casuals.

Your comments relating to rates of pay, subcontracting and competing Most commercial increase terms are based on CPI Therefore every wage increase should be simply based on CPI. The clients I contract to are on an hourly rate of pay less than a security officer. It would be great if security pay went up every 2 years instead of yearly.

Not being able to get an EBA drawn up to compete with hourly rates of other companies prior to 2009.In some cases I have to pay my guards what other companies are charging.

Have every company on modern award or implement something so every one is on an equal playing field. It is totally unfair will eventually have to close my business down after 10 years and lose employees and try and find new employment at 54 years of age.

Legislation Government has created this imbalance in the security industry.

All for the Modern award. There was a 5 year transitional period. So why haven’t all companies transitioned? There are companies trading irresponsibly.

As a business operating in New South Wales and Queensland and employing some casual guards, we constantly compete with dodgy companies paying much less that award wages. We have spoken to the Fair Work Commission on numerous occasions with proof that this is happening, giving names, dates, etc. but have been informed that nothing can be done unless an employee makes a

complaint. It is becoming impossible to compete for contracts whilst paying award wages and entitlements yet so many other companies do so without ever being audited.

The Government should be held accountable for the following that is happening.

- Business folding can’t compete because of price - Employee working for lower wages than governed by the modern award - Increased hardship as those in the security industry are working for lower wages after being employed with firms paying the modern award.

- Increased unemployment assistance: now being paid a lower wage after budgeting when employed under the modern award. Seek government assistance to make up the difference.

Lack of enforcement Lack of real auditing of businesses working under unfair conditions within ABN rules.

Clients expect small companies to do the job cheap. Big companies expect small companies to do the job cheaply while they charge normal prices and make good profits. Small companies have been and are still being squeezed and then run the risk of Fair Work hitting them up for Award breaches.

Subcontracting and sham contracting. We price jobs at $33 an hour, less than award as we have the ability to use labour hire guards on an EBA, and STILL regularly lose out to companies charging $23 an hour and paying international students $12 an hour. The law needs to get serious when it comes to ABN and sham contracting.

Security is a 24/7 business. It doesn’t fit with any viable business model to have such high penalty rates and restrictions on wage lengths.

Large company’s that use small company’s as subcontractor should be made to pay them on time or pay a penalty amount as it is very important to have a cash flow.

Power needs to be given back to the employer to make its own decisions about its own business in particular in terminating, correcting overpayments, applying penalty rates. For example:

the market dictates what an employee is worth (if you are paying enough you will have competent staff, if you are not the business will have problems with turnover and that is costly for a business so business will pay more to keep staff), termination complaints should be reviewed just as they are in other claims to the FWO and stopped if they are found to be just rather than go straight to conciliation, employers should have the right to reclaim overpayments at a rate which the employee agrees and if the employee refuses to pay it back the employer should have the option to go to the FWO to have it investigated.

ASIAL comment: • Annual wage adjustments to awards have been in place in one form or another for decades. Rates of Pay in all 122 Modern Awards are reviewed and increases implemented each year on 1 July.

• Award increases apply to all classification levels in the award. This year (2014) the increase is 3%.

• The Annual Wage Review Panel is independent from Government and The Fair Work Commission.

• The panel considers a range of information including but not limited to CPI, Government, Employer and Union submissions and economic data.

• Increases are to the base rate of pay in an award and do not apply to over award payments or enterprise agreements (unless the agreement allows for increases based on the annual wage review).

• There is not a “level playing field”.

Some employers were able to take advantage of opportunities to make bona fide enterprise agreements prior to 2009 and therefor enjoy a competitive advantage over others.

Some businesses have chosen to circumvent the system by using subcontractors (often this means sham arrangements) and some employers operate outside the law paying flat rates and cash in hand payments.

• Overpayment to employees. An employer may have a company policy regarding recovery of overpayments to staff, provided the employee SECURITY INSIDER AUGUST 2014// 29

WORKPLACE RELATIONS

•

•

•

•

•

agrees to the arrangement in each instance. ASIAL can assist with this.

ASIAL and the Fair Work Ombudsman are working closely together to improve compliance especially in the area of sham subcontracting and also clients demanding unreasonable prices for security services.

S.550 of the Fair Work Act 2009 allows a prosecution of a client knowingly involved in the contravention of an award. There have been such prosecutions in our industry.

The Fair Work Commission is not the right place to make complaints about competitors’ unlawful behavior.

Investigations and prosecutions can occur when ASIAL and/or FWO are provided with evidence of a breach or reasonable suspicion – like tenders being awarded at ridiculously low rates eg $24.00 per hour.

See the announcement on ASIAL website re The Local Government Procurement Initiative. This is the beginning of a long campaign by ASIAL and FWO to educate and audit clients who award tenders on price without giving proper consideration of the costs involved in providing security services while remaining compliant.

Your comments relating to termination of employment and unfair dismissal Power needs to be given back to the employer to make its own decisions about its own business in particular in terminating, correcting overpayments, applying penalty rates. Termination complaints should be reviewed just as they are in other claims to the FWO and stopped if they are found to be just rather than go straight to conciliation.

One of our biggest concerns is the lack of rights that business owners now have. All of the rights currently sit with the employee. We now find ourselves in a position w here we simply cannot terminate an employee without being subject to a unfair dismissal claim or Workcover stress claim despite having valid reasons for the dismissal.

Employees are now very much aware that the “system” is very much on their side and there is little that we can do to 30 //SECURITY INSIDER AUGUST 2014

object.

Following all the guidelines when terminating an employee we have still several times had to front up to conciliation with the FWO. This is one sided and unreasonable. Also when attending conciliation and it is obvious the employer had the right to terminate the employment relationship the conciliator has no power to throw out the claim. The employer is then threatened that it may cost them up to $10,000 to defend the claim in court.

Client dissatisfaction may require a security provider to lay off a staff member who is otherwise protected, yet for whom there may be no alternative work. Given the choice between flicking the employee or losing the contract, the employer should have some protection.

Never fair on the employer in termination cases for small business.

Unfair dismissal is used as a tool to get the FWO to lever some “go away” money out of the employer. The bullying provisions are going to be a massive problem once people wake up to how they can be applied the same way.

We are currently engaged in an unfair dismissal case and as an employer it seems we have no rights at all to dismiss a casual worker due to his intolerable work ethic (racially abuse and use of offensive language against an ambulance officer together with many refusals to carry out everyday duties) even though it has jeopardised our security contract and the employment of his workmates.

There seems to be little rights to the employer when it comes to dismissal. It seems that employee can make a false accusation against an employer without any recourse. The legal system still protects them even knowing they have falsely made a statement that is not true.

This only causes disruption and undue attention from Fair work.

ASIAL comment: • ASIAL agrees that the current system dealing with alleged unfair dismissals is biased in favour of the employee.

The system under WorkChoices saw a much-reduced incidence of claims.

• You do not have to pay big money for representation. ASIAL can and does assist members through the

conciliation process and beyond (if it gets that far) at very fair rates to members. Rarely more than a few hundred dollars for a conciliation.

• ASIAL provides members with assistance, advice and representation before during and after dismissal and before industrial tribunals. We help members minimise the risks of dismissal and represent members in the conciliation process to avoid “go away money” and reduce the cost of further arbitration.

• We also provide training programs for members to improve their understanding of the process involved in disciplinary interviews and dismissals so that employers are better equipped to deal with these issues as they arise.

• However the phone conciliation process is a better alternative to fronting up to a formal conference and the cost involved is much less than it used to be.

Other comments In regards to the Security Officers Award I would like there to be a classification for those that are undergoing training. As an operator of a monitoring centre we provide all training in house.

Introduce a modern award for soft skin cash in transit.

Personal leave is a free for all. They may as well just add it to annual leave.

Employees claim it effectively without control.

Casual employees who are subsequently deemed to be part-time or full-time derive a double-dip benefit of casual loadings and (subsequently in arrears) leave benefits. It can’t work both ways.

The default to using union rep for negotiations if there are enough members for a union majority, leaves other employees disenfranchised and voiceless.’’

Superannuation should be paid progressively each month or pay period as earned.

Increase super/ increase to the modern award from July 2014/ sourcing quality personnel/ not having the control of running your business the way we would like to run it, for fear of Fair Work issuing a fine if you do something wrong.

WhosM

WORKPLACE RELATIONS

WORKPLACE RELATIONS

Insurances and Workers Compensation insurance in particular are being applied as a flat percentage of turnover or wages based on industry not duties e.g. paying 12.5% WC after 7 years and no claims even for admin staff who run the risk of a paper cut.

A Modern Award that is easier to comprehend, with user-friendly guidelines to follow.

Would like the optionpart-time to pay our staff - More Flexible monthly like we were paying previously provisions 2 weeks in arrears 2 weeks in - Substitution of public advance holidays this was changed whenbetween we werethe audited by agreement by the commission andthe requested us to employer and employee change to 2 weeks in arrears.

- Time off in lieu of overtime The new workplace bullying - Loss of security license legislation is all one sided. There is zero legislative protection for Leading hands, Local Government supervisors, managers for reverse Procurement Initiative bullying. How can is this legislation ASIAL and the Fair Work Ombudsman considered “FAIR”.

(FWO) have been working together for Keep it simple for the average the past year to develop an education (employee) person can interpret and campaign targeting Local Government understand. which aims to shift the focus from price Redundancy payments are difficult to performance. In 2014 FWO plans to prepare for as to timing and amount. roll out the first phase of the initiative, an Unacceptable in contracts where fixed education campaign to be taken directly term is not applicable. to local councils, their procurement More explanation as to relevance of managers and councilors. allowances, e.g. location allowances.

The message is simple: individuals Daylight Saving not classified or involved in the procurement of services detailed in Award. Confusion between at prices that can only be supported by employers and employees. the payment of below-award wages Currently pay by the clock, rotating could mean be found to beemployees personally liable for shifts different working contraventions of the Act and the at time changes. modern award.should be given the Employees ASIAL and theleave. process opportunity to FWO cash are outin their We of finalising Model Tender Clauses and ain had an employee who found himself Model Workplace Management as a difficult financial situation and Plan we were well as information on wages and onunable to help him out by cashing out so that procurement acosts portion of his annual leavemanagers so that he can make more informed could continue to work. decisions when awarding tenders. We are also developing communication strategies to ASIAL comment: ensure that theaward key messages reach • There is an for soft skin (non their target audience. armoured) CIT. It is the Transport In time, we expect that our work with Industry Cash in Transit Award FWO on It the Local Government 2010. includes provisions for both Procurement Initiative eventually Armoured and Non will Armoured CIT. • Dealing with absentee issues,

extend to other levels government. personal leave etc. of can be time ASIAL is committed to working with all consuming for small business, that’s Government agencies to develop fair true, however not dealing with these and transparent that will later issues createsguidelines bigger problems produce certainty and confidence on. ASIAL can provide assistance throughout the supply Just chain, resulting with these matters. call us for in advice. a more professional private security • Non-union employees can choose industry. a bargaining representative or represent themselves if they Consultation required for wish to do so. changes to regular rosters and • ASIAL ishours a registered employer ordinary of work organisation.

Members have regular From 1 January 2014, changing access to award information and rosters requires consultation with interpretation, assistance with affected employees due to the workplaceofrelations matters, andFair introduction amendments to the anyAct enquiries relating Work 2009 (the Act). to rights and responsibilities of employers andof The new provision, section 145A employees by just picking up the in the Act, applies to all Modern Awards phone and dialling.

Our Industrial operation on or immediately before 1 Relations service has more January 2014.The section nowthan requires 40 years experience in IR/HR and employers to consult with all permanent over 20 years servicing the security employees and any casual employees industry. who have a reasonable expectation of a • Paying employees workofshift regular and systematicwho pattern 2 weeks in arrears 2 weeks work working hours about any change to their in advance can be problematic.

It regular roster or ordinary hours of work. works well where an employee works The section gives employees the day work 76 hours a fortnight but following rights in relation to changes to otherwise not recommended. The law their regular working hours: does not allow for monthly pays (in • consultation about a change to their arrears) but for salaried staff whose regular roster or ordinary hours of pay does not change from one month work; and to the next 2 weeks in arrears 2 • representation, if desired for the weeks in advance is fine. purposes of that consultation.

• Both employers and employees have rights and responsibilities – certainly An employer must: not equal, however understanding • provide information to the employees how to best manage the balance is about the change; and not always immediately obvious. Use • invite the employees to give their ASIAL’s advice to help with these views about the impact of the change issues that is what we are here for. (including any impact in relation to • There are protections for all their family or caring responsibilities); employees, managers and and supervisors in the bullying legislation.

• consider any views about the impact So far in the period January to March of the change that are given by the 2014 there were only 6 claims of employees. bullying in the security industry.

• Reasonable management action The requirement in section 145A 'to carried out in a reasonable manner consult with employees' was noted in a does not constitute bullying.

Reasonable management action may

decision of performance the Fair Work management Commission to include: mean that there is a requirement to processes, disciplinary action for provide information about the change misconduct, informing a worker about and a genuine opportunity for the unsatisfactory work performance or affected party to work put their views asking about a inappropriate behavior, theworker proposed changereasonable and have them to perform duties considered bywith the their employer.

While you in keeping job, maintaining reasonable workplace and should consider the viewsgoals of your standards. employee you do not have to agree with • Supervisors or act on them.and managers can claim bullying from subordinates.

• Clause 15 of theInterest Security Services ASIAL Special Industry Award 2010 deals with Group (SIG) allowances.

Thereprovide are twointerested types ASIAL ’s SIG forums wage related and Expense to related. members with an opportunity meet Wage related expressed as ato with others in theare security industry percentage of the Levelhow 3 rate discuss and recommend we of can pay, when rate goes up SIG’s the improve as anthe industry.

ASIAL allowance goesManpower, up (the percentage cover Electronics, Industrial remains constant). related Relations and Human Expense Resources and allowances e.g.

Meal Allowances Cash in Transit, giving members an are linked to a sub group e.g.

Takeopportunity toCPI become actively involved away and fast foods sub-group, and in improving the industry. are varied at the same time as wage As well as being involved in industry related allowances. wide matters, we continue to provide • Location and other miscellaneous corporate members with free over the listed in B of Allowances phone/email advice on Schedule any question the Award cease altogether relating to thewill workplace along withon 31 December 2014. bulletins and templates, all designed to • Daylight Savings is always an issue. keep members educated, informed and Nearing the beginning or end of aware. daylight saving, ASIAL posts on the While it is not always easy to see the website an explanation on how to initiatives we are working on behalf of deal with daylight savings issues for members and to understand that some shift workers, as does the Fair Work initiatives take longer than others to Ombudsman. come to fruition, you can rest assured ASIAL has professional advisors and that we continue to work behind the many resources to assist all businesses scenes to effect positive change. in the security industry to operate That said, it is important that you have professionally and profitably. We work your say by participating in our online closely with regulators to try and ensure surveys, blogs and SIG’s. Make sure you that there is a level a playing field for all. keep abreast of changes by reading the We are constantly making submissions information distributed by ASIAL, to Governments both state and federal whether it is First Alert, Security Insider, on behalf of the industry and individual ASIAL bulletins, Blogs or our web site. members – usually SMEs. The more The fact of the matter is that the you, our members interact with us the industrial landscape better werelations can represent you,isthe more changing and as an employer, you need informed you will become and the to understand how the changes will smoother your businesses will run. affect you.

Note: The information provided above is for convenient reference only. ASIAL and Chris Delaney & Associates Pty Ltd provide this information on the basis that it is not to be relied upon in any or all cases, as the circumstances in each matter are specific.

Accordingly, we provide this information for general reference only, but we advise you take no action without prior reference to an Employee Relations professional. ASIAL members can contact Chris Delaney by emailing ir@asial.com.au

32 //SECURITY INSIDER AUGUST 2014

SECURITY INSIDER APR 2014// 35

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For the past 20 years, ASIAL has operated a well-respected system of inspections that check compliance with Australian Standard 2201.2:2004 (Intruder Alarm Systems - Monitoring Centres).The scheme provides customers with the reassurance that the standards applied at a monitoring centre are independently audited on a regular basis.

To find out whether your alarm is monitored by an ASIAL certified monitoring centre visit www.asial.com.au/AlarmMonitoringCentreCertification

INTEGRATE 2014

Integrate 2014 partners with global smart home associations to offer world-class training programs Upcoming audio visual and systems integration tradeshow Integrate 2014, together with event partner Custom Electronic Design & Installation Association (CEDIA), is offering visitors the exclusive opportunity to attend three streams of world-class training programs, delivered by local and internationally renowned leaders and speakers as part of their three day exhibition experience.

The booming Australian smart home automation market, which is predicted to grow to $917 million by 2017, is the focal point for CEDIA’s seminar tracks.

Attendees can expect to gain a firm understanding of the smart building market requirements; Apple and Google’s initiatives; new device types; the impact, safety and ergonomics of room design and energy efficiency and sustainability in the home.

Twenty-five comprehensive CEDIA sessions will bring new technologies and trends to the forefront - keeping Security and Home Automation Installers and Technicians ahead of the game in an ever evolving industry.

Integrate’s inaugural Future Trend Talks, a series of international keynotes, case study deep-dives and panel discussions are dedicated to Unified Communications, Smart Building Technology and Digital Signage over three days.

Headlining the Smart Building Technology Talks on Wednesday 27 August is Joost Demarest, Belgian Head of KNX Association who will present the keynote KNX and the Smart City.

He will discuss why KNX has become the worldwide standard for home and 34 //SECURITY INSIDER AUGUST 2014

building control, and a future with seamless sharing of data and control between all users across one standard protocol.

Anders Hall, International Affairs Manager of Building Control Business Group for Somfy, shares his knowledge of smart building design, and the intelligent use of facades to reduce energy costs and improve comfort in the second session of the day.

The final Smart Building Talk will comprise a panel discussion by Joost, Anders and Peter Garrett from mySmartCTI. World Class Technologies in Australian Smart Buildings debates the challenges of delivering the perfect smart building, and presents ideas on how to better design and integrate Australian

buildings.

Converged Buildings: Step into the Future.

For more information and to book tickets for seminars at Integrate go to www.integrate-expo.com/seminars/ Get free entry into Integrate when you register with the promo code ASIAL at www.integrate-expo.com.

ASIAL are the key Industry Partner for the Integrate exhibition which is held on 26-28 August at Sydney Showground, Sydney Olympic Park.

Security, electrical and home automation professionals can expect to find solutions from more than 550 leading brands including Clipsal by Schneider Electric, Hills SVL, Crestron, Samsung and Sony.

AUSTRALIA’S LARGEST AV AND SYSTEMS INTEGRATION TRADE EVENT

“THE SHOW IS GETTING BETTER EVERY YEAR. IT REALLY IS AMAZING!” INTEGRATE VISITOR

26-28 AUGUST 2014 SYDNEY SHOWGROUND, SYDNEY OLYMPIC PARK

REGISTER FOR FREE ENTRY USING PROMO CODE ‘ASIAL’ AT WWW.INTEGRATE-EXPO.COM

ASIAL NEW MEMBERS

WELCOME TO OUR NEW MEMBERS ASIAL is pleased to welcome the following members who have recently joined the Association.

PROVISIONAL CORPORATE MEMBERS Advance Property Services Pty Ltd All Area Protection Services AMR Security Pty Ltd Archer Solutions Pty Ltd Australian Monitoring Services Pty Ltd Australian Security Keepers Blackhall & Pearl Canucks Security Services Pty Ltd CCT Security Services Combined Diverse Services Pty Ltd Ed Security Services Pty Ltd Exclusive Prestigious Protection Pty Ltd Fortis Secuity PTY LTD Fox Eye Corporation Pty Ltd IVIZ Security Services Pty Ltd Karma.com Pty Ltd Manpower Integrated Services Masters Security Group MNK Technical Services Pty Ltd Object Security Services Pty Ltd Oscar Security Group Pty Ltd Pointman Security Services Redshift Electrical Services Sargent Security Services Seada Electro Technology Pty Ltd Security Service Exchange Security System Solutions Pty Ltd Spartan Recruitment Pty Ltd TDSi Australia Pty Ltd Ultimate Security Australia United National Security International Pty Ltd VIC Guard Security Services Visiotech Pty Ltd Whitsunday Security Services

36 //SECURITY INSIDER AUGUST 2014

FULL CORPORATE MEMBERS A Amazon Cleaning & Security Pty Ltd Blackhawk Logistics Pty Ltd Budget Alarms David Carr Locksmiths and Security DCL Locksmiths & Security Kevin Harnett Metropolitan State Protection Service Prime Protection Services NSW Pty Ltd Seca Investigations Securetek Security Group SJP Access Pty Ltd United Technology Solutions Pty. Ltd.

ASSOCIATE MEMBERS Canon Australia Pty Ltd Mine Site Technologies Pty Ltd Morris Corporation (AUST) Pty Ltd Note Printing Australia Limited Paragon Visual Education Pty Ltd The Procare Group Pty Ltd

UPGRADES TO CORPORATE MEMBERSHIP: Allcorp Security Pty Ltd Auskay International Manufacturing & Trade Pty Ltd Bona Management Goup Pty Ltd Brunjev Pty Ltd Carrabott Chatry Citywide Patrol and Security Services Pty Ltd CNP Electrical CSI Security Australia Pty Ltd David John Walpole Executive Security Training Pty Ltd Gemayell Enterprises Pty Ltd

Gilbert Insight Protection Solutions Pty Ltd John Claude Manachian Joss Services Pty Ltd L&H Security Services Pty Ltd Laelana Holdings Pty Ltd MasterCall Electronics Pty Limited Mildura Communications Pty Ltd N Secure Pty Ltd National Vetting Services Pty Ltd Nella Global Solutions Pty Ltd Omniview Australia Pty Ltd Ozwide Skills Training Centre Pty Ltd PAR Electrical & Communication Pty Ltd Paul Andrew Salvestro Paul Anthony Sperring Peter Charles Grant PK Security Solutions Pty Ltd Platinum Protection Group Pty Ltd Point 2 Point Secure Pty Ltd Pulse Security Group Pty Ltd Rakker Pty Ltd Rent-A-Cop Pty Ltd Rutherford Electrical Engineering Services P/L Saba Security Services Safeguard Security Solution Pty Ltd SAPE Industries Pty Ltd Savica Pty Ltd Secure Queensland Pty Ltd Security Network Protection Group Pty Ltd Secusafe Pty Ltd Smarter Protection Security Services Pty Ltd SPS Security Services Pty Ltd Systems Integration Solutions Pty Ltd Takeova Security Pty Ltd Technology Provisioning Services Pty Ltd The Geek Shed Pty Ltd

ASIAL MEMBER RECOGNITION

ASIAL member recognition program The ASIAL member recognition program acknowledges longstanding association members. Recognition categories include Platinum (25 years+), Gold (16-24 years), Silver (11-15 years) and Bronze (6-10 years).

Platinum Eric Woolley Services Pty Ltd

Gold P & P Alarm Systems

Silver All Security Bayside Security Doors Pty Ltd Building Security Systems Echuca Security Options Elbex Access and Security Pty Ltd Feel Safe Solutions Frigcorp Pty Ltd G Kelaart Family Discretionary Trust International Security Group (ISG) Pty Ltd Securitel Security Pty Ltd Seekers Security & Management Pty Ltd Technology Provisioning Services Pty Ltd Titan Security & Protective Services Pty Ltd Twenty First Security Yes Security Australia

Bronze 24/7 Security Pty Ltd A.I. Security Actron Electrics Alarm Innovations Pty Ltd ATS All Time Solutions Pty Ltd Australasian College of Education & Training Pty Ltd Australian Corporate Security Protection Australian Security And Personnel Pty Ltd Australian Security Patrol BAAC Australia Pty Ltd Baywide Security Bazcorp Protective Services Australia Pty Ltd Blue Thunder Security Blueland Information and Service Pty Ltd Bodyguard Security Services Pty Ltd Boletini Security Pty Ltd

Burdekin Night Alert CFT Security Churchill Education Commercial Locksmiths Constant Technology Pty Ltd Consultant Engineering Pty Ltd Corporate Security & Facilities Pty Ltd Court Security D.W. Security Pty Ltd Dalhousie Security Training Darling Downs Security DASTOPCOM Datacard South Pacific Pty Ltd Dayinstalls Antennas & Communications Divergence Group Pty Ltd E & M Home Security Services & Powder Coating Elam Cabling Group Electronic Technology Consulting Pty Ltd Electrotek ET Security Systems Pty Ltd EUT Pty Ltd Executive Security Solutions Pty Ltd First Response Manpower Security Pty Ltd FNQ Security & Traffic Control Forcefield Security (NSW) Pty Ltd Freeman Electrical & Security Pty Ltd G & T Security Pty Ltd Gloucester Security Gotcha Security Services Grace Electronics Pty Ltd Griffins Leading Edge HI FI & Communications Guardia Security Houdini Lock Service Illawarra Taxi Meter Services John Raineri & Associates Jory Home Systems Pty Ltd Keycut Services Pty Ltd Lavendale Pty Ltd Logical Services Pty Ltd M.I.5 Bodyguarding MEA Technologies Pty Ltd Megatech Electrical & Security Melnor Security Services Pty Ltd Mitchell Aluminium Pty Limited MSAFE Multivision Intelligent Surveillance Australia National Guard & Security Services

Network Vision Group Pty Ltd New Security Installations Pty Ltd Newcastle Security Pty Ltd O.E.S. Systems Omnisystems Engineering Consultancy Oztime Technologies PCC Communications PE-Tech Solutions Phoenix Security Group Pty Ltd Pickwick Group PKB Security Services Pty Ltd Powell Security Services Powernet Cabling Pty Ltd Proactive Security Prosek Security Pty Ltd Q Security Queensland Presidential Security Services R.G. Security Services Pty Limited Riedel Services Pty Ltd Rose City Security Service Pty Ltd Roy Powell Security Rutherford Electrical Engineering Services Saba Security Services Sectec Security Group Pty Ltd Securcom Pty Ltd Secuvision Technology Pty Ltd Sentient AI Surveillance Pty Ltd Skilled Maritime Services Pty Ltd Southern Cross Group Services Pty Ltd SPL Security Group Statewide Monitoring Service Streamcorp Pty Ltd Swan Hill Security Services Sydney Stop Theft Advisory Service TJ Investigations Pty Ltd Total Management Protection Pty Ltd Transcash Security Tronsec Security Pty Ltd U-Nome Security Communication Specialist Verifact Pty Ltd VuFast Pty Ltd Wimmera Security Services Worldsmart Retech Pty Ltd Zeus Electronics If you would like to participate in the ASIAL member recognition program, please email security@asial.com.au

SECURITY INSIDER AUGUST 2014// 37

SUB-CONTRACTOR LIABILITY

Understanding the liability issues when appointing subcontractors and their impact on public liability insurance* 38 //SECURITY INSIDER AUGUST 2014

SUB-CONTRACTOR LIABILITY

What is sub-contracting?

The use of sub-contractors is common in many industries.

However, it is especially prevalent in the building and construction industry. A sub-contractor is a person or company who is appointed to provide part of the services that a contractor has agreed to provide to a principal. Sometimes the services are professional in nature (e.g. designing or specifying something) and sometimes they involve the delivery of a product or outcome (e.g. construction of a building/works or supply of a manufactured product or servicing, repairing or maintaining something).

Example 1: A property developer (Mackerel Developments Pty Ltd) appoints a building construction firm (BrickCorp Ltd) to build and manage the construction of 12 luxury villas at Port Stephens (Giorgio Apartments). Mackerel Developments is the principal and enters into a “Head Contract” with BrickCorp. The Head Contract requires BrickCorp to engage all the consultants and contractors who will perform work on the site (including architects, engineers, surveyors, earthwork and demolition contractors, bricklayers, electricians, plumbers, joiners, plasterers etc.) and to sign a Sub-Contract with each and every subcontractor. There are service standards, indemnities and insurance requirements in the Head Contract and the SubContract which are designed to protect Mackerel Development’s interests and minimise its legal liability.

Liability issues when appointing sub-contractors Principals, head contractors and subcontractors all owe duties of care to each other and to any third party who is injured or has their property damaged. The extent of

their direct liability for a third Party’s loss or damage depends on which of these parties was responsible for safety issues on the site and whose conduct caused the loss or damage.

It is possible that one or more people may have direct liability for third party loss or damage - it depends entirely on the circumstances that led to the damage or injury.

Example 2: A prospective buyer of a luxury villa in the “Giorgio” development is invited onto the construction site by Mackerel Developments. While visiting the site, the buyer hit their head on a scaffolding cross bar which was erected by a Subcontractor (Upright Scaffolding Pty Ltd).

The injured buyer requires treatment and threatens to sue! Upright Scaffolding negligently installed the cross bar.

BrickCorp didn’t install a sign to alert people that they could hit their head nor did it take the cross bar down when it knew it hadn’t been installed properly.

Each of them owes a duty of care to the injured buyer to exercise reasonable care for his safety. Each of their acts or omissions has contributed to his injuries.

The “principal and agent” relationship between principals, head contractors and subcontractors may also create a situation where one or more is “vicariously” liable for loss or damage caused by the others. This is because a principal is vicariously liable for the acts of its agents. So the principal is vicariously liable for the acts of the head contractor and in turn, the head contractor is vicariously liable for the acts of the sub-contractor.

For this reason: • Head contracts usually contain indemnity clauses requiring the head contractor to indemnify the principal for its liability for any

death, injury or damage caused by the head contractor and any subcontractors; and • Sub-contracts usually have similar clauses requiring the subcontractor to indemnify the head contractor for its liability for death, injury or damage caused by the sub-contractors.

The chain of liability can easily be broken if the indemnity clauses in each contract are not properly drafted to give each “principal” maximum legal protection.

Such contracts nearly always require each party to hold insurance to cover the indemnity they have provided - but the combination of an indemnity clause and an insurance clause can have unintended consequences in the event of a claim!

Example 3: The Sub-Contract between BrickCorp and Upright states: “The Sub-contractor must indemnify the Head Contractor and the Principal for any liability suffered or incurred by the Head Contractor or the Principal arising out of the performance of the Subcontract Works.”

The Sub-Contract requires Upright to hold a public liability policy: • covering the liability referred to in the indemnity clause; and • in the joint names of Upright and the Head Contractor; and • covering each of them for their “respective rights and liabilities”.

• Upright’s policy is not in joint names and doesn’t cover “respective rights and liabilities”.

The injured buyer sues BrickCorp and Upright. The court finds that BrickCorp and Upright were directly liable - Upright for putting up the scaffolding cross bar that injured THE buyer and the BrickCorp for failing to remove it. BrickCorp sues

SECURITY INSIDER AUGUST 2014// 39

A

SUB-CONTRACTOR LIABILITY

Principals, head contractors and subcontractors all owe duties of care to each other and to any third party who is injured or has their property damaged.

Upright to recover under the indemnity clause and alleges breach of contract for “failure to insure”.

Impact on public liability insurance Most public liability policies only cover the insured’s legal liability for third party property damage or personal injury. They are not intended to cover another person’s legal liability.

Example 4: In the legal proceedings, the court finds that Upright does not have to indemnify BrickCorp because BrickCorp’s liability to the injured person was direct, not vicarious. In other words, BrickCorp’s liability arose from its own negligence in failing to remove the cross bar. This liability did not come within the indemnity clause because it did not “arise out of the performance of the Subcontract Works

by Upright”.

The Court also finds that Upright was not required to hold insurance for BrickCorp’s negligence because: • the contract only required the policy to cover BrickCorp’s liability for the negligent acts of Upright; and • it would be unusual for Upright to be required to buy insurance for Brickcorp’s negligence if the indemnity

clause meant that Upright had no liability for Brickcorp’s negligence.

It is a lucky escape for Upright because the court decided that Brickcorp’s claim did not come within the indemnity clause. This meant they never had to consider whether the insurance policy would cover a valid claim under the indemnity clause.

Traps for sub-contractors If there is a “difference” between the liability assumed under the contract of the insured and the liability they would otherwise have under the Common Law, often the policy won’t respond.

Example: An indemnity clause requires a subcontractor to assume liability for all loss or damage - regardless of who caused it.

This is a classic example of where the “contractual liability” exclusion is triggered.

In these situations, a client who wants maximum protection from their insurance can either: • Purchase a policy that covers liability assumed under contract (e.g. umbrella liability) or have the policy endorsed and extended to cover liabilities assumed under the particular contract (e.g. have the

contract designated on the policy schedule); or • Re-negotiate the indemnity clause so it is consistent with the insured’s legal liability.

This will involve incorporating elements of proportionate liability and contributory negligence into the wording of the indemnity clause or confining the indemnity to where the loss or damage is caused by the sub-contractor’s negligence.

Brokers should recommend that clients get legal advice on this.

For more assistance, or if you would like a legal review of your contracts and insurance policies, contact your broker for assistance.

Angelo Gannis, Client Manager, Aon Risk Services Australia Ltd Tel: (02) 9253 7489 or Mobile: 0434 077767

* Disclaimer: This article contains general information about contractual liability issues. It is not tailored to your individual circumstances and is not a substitute for obtaining specific insurance and legal advice about the contractual liability issues that arise in your business.

40 //SECURITY INSIDER AUGUST 2014

AUSTRALIAN SECURITY INDUSTRY ASSOCIATION

Advice & support for your business

Think Security… …THINK ASIAL

The peak body for security professionals

www.asial.com.au

PSIM

“To date, many security providers

have been slow to embrace this technological advancement. As a result, there is a shortfall in the skills base of their sales teams and technicians ability to meet market needs.

Understanding Physical Security Information Management g

By Clifford Vituli*

Physical Security Information Management (PSIM) is a powerful category that provides a platform using existing middleware software which has previously been installed in a client premises to integrate multiple unconnected security applications and devices, and control them through a comprehensive user interface.

It is not a replacement for hardware like intrusion detectors, video

42 //SECURITY INSIDER AUGUST 2014

cameras, and fire detectors, Building Management Systems or Network Systems. Instead it communicates via existing Software Development Kits (SDKs) and Application Programing Interfaces (APIs) to get to the depths of the middleware software databases and extract information or display events in the detailed Graphical User Interface (GUI).

The PSIM allows for normally disparate uncoordinated systems

to become one powerful system, because at a database level you can interconnect, for example, Video, Access, Fire, and Intercoms. It now becomes one system to the operator and allows them to see a complete picture of the system and site.

A complete PSIM software System has six key capabilities: • Collection – of data from subsystems.

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PSIM

• Analysis – of the data presented and creating events in priority.

• Verification – of all the data for quick event presentation and easy to follow instructions.

• Resolution – using instructions that apply the Standard Operating Procedures (SOPs).

• Reporting – all relevant information in line with the client’s best practices and policies.

• Full Audit Trail – by recording how each operator interacts with events, preventing operator changes, ensuring the client’s SOPs, best practices and policies are complied with when events are actioned, and monitoring the operator’s reaction time to each event.

Depending on the complexity of the integration there is usually no need for the operators to go to the sub-systems to action events. As a result there is not only less operator training required but also an overall enhancement of risk management.

This is due to less human interaction with the system which avoids human error such as that caused by data duplication and poor decision making.

For example by: • Ensuring that all employees have appropriate controls access, thereby eliminating the risk of the security operator giving a person insufficient and/or excessive access; • Forcing correct system commissioning so that no incorrect devices are recorded in the system which in turn improves operator reaction time when identifying and actioning events; • Preventing an event from being cleared until the cascading events are actioned per the SOPs; • Importing different maps which allow the operators to pinpoint where devices are; and • Auto-generating system reports in soft or hard copy format for review by management.

The PSIM is a major development

from the analogue hard-wired system integration widely used to date.

Improved detail in the reporting of events, for example being able to determine the type of event not merely an alarm in the case of tamper, loss of video, low battery etc allows operators to be more acutely aware of the “whole picture” and act accordingly.

Key requirements for installation: • From the outset of the project operators should engage with the client’s IT Department, CEO, CFO and Security Manager: • Management should be advised as to the benefits the new system will offer such as fewer operators required, cost savings, compliance and potential integration with HR systems.

• IT Management should be consulted regarding network monitoring.

• A site survey should be undertaken whereby the following is noted: • Passwords on subsystems • Number of inputs (Cameras, Controlled Doors, Fire detectors, Intrusion Devices) • IP Addresses, Subnet masks etc.

• Electronic mapping of site • Device locations • Number of subsystems • Number of operators

• Site Manager • Current technology being

used such as DVR/NVR Video Management Systems, Physical A ccess Control Systems, Intelligent Video, Intrusion

Detection Systems, Fire/Smoke, Fence sensors, Intercom Systems, Communication Systems Pagers, Radios, IT Management Systems.

• Discussion with IT Management as to the required ports that need to be opened on network, the bandwidth requirements and who is to undertake server procurement.

To date, many security providers have been slow to embrace this technological advancement. As a result, there is a shortfall in the skills base of their sales teams and technicians ability to meet market needs.

However, with some investment in training and resources this new technology provides an exciting opportunity for medium / large providers to break into a growing niche market by offering unique system installations.

If you’re not sure where to start, talk to your supplier to see whether they have the solutions to help you embrace this new technology.

*Clifford Vituli is a security professional with over 30 years industry experience.

44 //SECURITY INSIDER AUGUST 2014

ASIAL Certified Security Monitoring Centres* Current as at: 18th July 2014

State

Cert. No.

Grade

ADTSecurity

NSW

428

A1

27 Mar 2015

ADTSecurity (Data Centre)

NSW

429

A1

27 Mar 2015

Allcare Monitoring Services

WA

419

A2

28 Feb 2016

ARM Security

WA

402

A1

10 Mar 2015

ARTSecurity

VIC

392

A1

30 Sep 2014

Calamity Monitoring

NSW

422

A1

20 Mar 2016

Central Monitoring Services

NSW

420

B1

31 Dec 2014

VIC

421

C2

01 Aug 2014

Glad Security

NSW

398A

A2

25 Nov 2014

Golden Electronics

TAS

395

A1

17 Oct 2014

Grade One Monitoring

NSW

424

A1

8 May 2016

Instant Security Alarms

QLD

413

A1

23 Sep 2015

ISS Security

NSW

418

B3

13 Dec 2015

Linfox Armaguard

VIC

393

A1

08 Aug 2014

Mekina Technologies

TAS

399

A1

02 Nov 2014

Onwatch

NSW

425

B1

5 Oct 2014

Paul-Tec (Australia)

NSW

409

A1

01 Aug 2015

Proforce Security

VIC

423

A1

24 Apr 2016

Protection Pacific Security

VIC

394

C2

9 Aug 2014

RAA Security Services

SA

400

A1

12 Dec 2014

Secom Australia

NSW

417

A1

14 Dec 2015

Sectrol Security

VIC

412

B2

01 Dec 2014

Securemonitoring

VIC

414

A1

23 Nov 2015

Security Alarm Monitoring Service

SA

426

A1

18 Jun 2016

Security Control Room

VIC

411

A1

18 Aug 2015

Sesco Security

WA

407

A1

03 Jun 2015

SMC Australia

QLD

416

A1

07 Dec 2015

SMC Australia

VIC

415

A1

16 Dec 2015

SNP Security (Newcastle)

NSW

410

A1

17 Aug 2015

SNP Security (Sydney)

NSW

430

A1

13 Aug 2016

Spectus

WA

406

A1

12 Apr 2015

State Government Protective Security Service

QLD

427

C1

18 Jun 2016

Woolworths Limited

NSW

397

C1

04 Nov 2014

Company (short form name)

Energize Australia

Expires

*The above-listed ASIAL Certified monitoring centres comprise those establishments that have been inspected and graded for compliance with the applicable Australian Standard: AS 2201.2 – 2004. PLEASE NOTE: ASIAL takes no responsibility for listed companies which may change the nature of their operations subsequent to Certification.

46 //SECURITY INSIDER AUGUST 2014

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SECURITY INSIDER AUGUST 49 SECURITY INSIDER APR 2014// 2014// 41

1561

ASIAL NATIONAL CALENDAR OF EVENTS 2014 AUGUST

October

ASIAL Industry Briefing

6th August, Brisbane

Webinar – Superannuation legislative update and education 15th August 2014 @ in the workplace 1.00pm (AEST)

Integrate 2014

www.integrate-expo.com

26th – 28th August Sydney Showground Olympic Park

ASIAL Industry Briefing

ASIAL Industry Briefing

19th Annual Australian Security Industry Awards for Excellence

15 October, Brisbane 16 October, Melbourne 23 October 2014, The Ivy Ballroom, Sydney

November September Security in Government 2014

1-3 September 2014, National Convention Centre, Canberra

ASIAL Industry Briefing

24 September, Canberra

ASIAL Industry Briefing

25 September, Hobart

ASIAL Industry Briefing

ASIAL Industry Briefing ASIAL Industry Briefing

45th ASIAL AGM

6 November, Adelaide 7 November, Perth 26 November, Sydney 26 November 2014

The annual SIG Conference and Exhibition, hosted by the Attorney-General’s Department, is the largest gathering of government and private sector protective security practitioners in one conference.

For more information visit www.asial.com.au/events or email: marketing@asial.com.au

50 //SECURITY INSIDER AUGUST 2014

The theme for the SIG 2014 Conference program is Mitigating the trusted insider threat. The conference program will focus on: •

nderstanding and identifying the risk u from trusted insiders; and

•

xamining current and emerging e policies, plans and business frameworks

15618_STC SECURITY INSIDER_15618_STC SECURITY INSIDER 11/07/12 4:27 PM Page 1

SECURITY TECH N ICIA N CERTIFICATION

An ASIAL Initiative

INVESTING IN YOUR FUTURE Security Technician Certification SECURITY TECHNICIAN

ADVANCED

SECURITY TECHNICIAN

To find out more or to enroll visit www.securitytechniciancertification.com.au Training delivered by a nationally Registered Training Organisation

STC

CERTIFIED

STC

STC

A professional recognition program covering alarms, access control and CCTV MASTER

SECURITY TECHNICIAN

Welcome to Central Monitoring Services.

We specialise in the monitoring of alarm systems for residential, commercial and industrial sites.

Having your premises continuously monitored by our 24 hour Monitoring Centre ensures that someone will be notified in the event your alarm system activates.

Our customers expect reliable service and should receive just that.

That’s why hundreds of alarm installers, leading corporations and thousands of alarm owners rely on Central Monitoring Services to handle each and every call with a high level of professionalism.

Incorporating the latest technology and built for purpose premises, CMS has 20 years of experience and provides the best professional monitoring standards and services in the country.

Our outstanding staff, advanced training and commitment to service places CMS among the leaders in their industry.

We anticipate our customer’s needs with innovative products, and continuously refine and develop our training, supervision and systems to provide a superior customer service experience to our clients.

PO BOX 733, Ryde NSW 1680 e alarms@centralmonitoring.com.au w www.centralmonitoring.com.au

1300 655 009 Master Licence Number 401988582

The end result is an award-winning monitoring centre operated by industry professionals with an unwavering commitment to provide the best service.

Your peace of mind is only a phone call away.