Managing a security company is always easy when you have the proper workforce management software in place. Without the right software, managers would spend countless hours on administrative tasks such as emailing, rostering, managing leave requests, processing payroll, invoicing, and more.
Would you like to reduce the number of software systems you use to manage your clients and employees and/or contractors?
Do you want to save time when rostering your employees or contractors?
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Cerely was created to address the many issues facing security companies, including managing multiple software systems in order to keep track of employees and clients; spending long hours rostering workers; having no way of sending invoices directly from your workforce management system—no matter how amazing it is!
Cerely is your customisable workforce management solution with features such as:
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CRM Payroll
Cerely handles all payroll processing automatically and matches pay rates to employees’ roles. It seamlessly integrates with both Xero, Quickbooks and MYOB.
Let Cerely do the invoicing for you with 100% accuracy. Save more than 90% of the time it takes you to invoice your clients. You can even invoice for recurring services or items.
Invoicing Timesheets
Allow your employee and contractors to record their hours worked at each site by using Cerely timesheets module so it’s ready for billing. Turn paper timesheets into digital ones and save time and money..
Leave Management
Simple, fast, and paperless leave management process. Approved leaves are integrated with Cerely’s rostering, timesheet & payroll ensuring paid leave entitlements are processed within the same pay run period.
Time and Attendance
Monitor your security officers’ attendance and real-time location with Cerely’s built-in GPS tracker and receive attendance and actiondriven alerts to be in full control of your team.
Do you own or operate more than 1 company? If so, we have you covered.
Manage one or ten businesses with Cerely. Stay connected to clients and monitor rosters, approve timesheets, and send invoices—all in one system. Cerely will automatically generate all rosters, timesheets and invoices up into the correct entity for you—so you do not have to worry about anything.
2022 was an eventful year for ASIAL and our industry. We continued our two core ideas at the centre of our thinking: A Safe and Secure Australia and Together Each Achieves More.
ASIAL released the draft National Private Security Act (NPSA) which provides the first step towards harmonising security regulation across Australia. We engaged with more levels of government to promote the NPSA and gather their support. In speaking with various government departments, we were able to emphasise the importance of the private security industry to Australian governments, businesses, and the community, by referencing the ASIAL Security 2025 Report. ASIAL researched the ethical issues around artificial intelligence (AI), in particular around facial recognition and took an ethical stand around the use and storage of individual biometric information.
Late last year, ASIAL also released our own mobile app ASIAL GO which enhances what our members want from ASIAL, knowledge, advice, and support. If you haven’t had a chance to download the app, I encourage you to do so. ASIAL GO has a dedicated new feed, allows you to view and book events, and provides immediate resources for legislation, regulation, member benefits and publications, to name a few.
It’s difficult to predict how 2023 will unfold. On the one hand we’ve experienced multiple interest rate increases at a rate not seen since 2012, inflation at around 7% and a
tightening labour market resulting in many security firms having difficulty in hiring workers not only in direct security roles (i.e. guards, technicians, project managers), but also in general and administration roles. On the other hand, our industry has shown resilience in the past by growing, despite economic challenges. We continue to create value to current and prospective clients through new technologies, processes, and other value-add opportunities.
Our annual National Reference Group was held in October, which included ASIAL Convenors, Board Members, and members from our Secretariat. During our meeting, I asked participants why they have remained in the security industry. Among the responses included: Career advancement, diversity of roles, making a positive contribution to the community, exciting technology, and crime prevention. As you look towards rehiring, I encourage you to use some of these words in the promotion of your workplace.
Until next time, I wish every ASIAL member all the best for 2023, thanks for supporting ASIAL, let’s continue our part in keeping ‘A safe and secure Australia’.
Editorial and Advertising 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
Editorial Enquiries communications@asial.com.au
Advertising Marketing Communications advertising@asial.com.au
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Editorial Contributors
Bryan de Caires, Steve Cropper, Ryan Kerseboom, and Chris Delaney.
Print + Distribution
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Published quarterly Views expressed in Security Insider do not necessarily reflect the opinion of ASIAL. Advertising does not imply endorsement by ASIAL, unless otherwise stated with permission. All contributions are welcomed, though the publisher reserves the right to decline to publish or to edit for style, grammar, length and legal reasons. Press Releases can be emailed to: communications@asial.com.au.
Internet references in articles, stories and advertising were correct at the time of printing. ASIAL does not accept responsibility for leading views.
Copyright©2022 (ASIAL) All rights reserved. Reproduction of Security Insider magazine without permission is strictly prohibited.
Security Insider is a subscription-based publication, rates and further details can be found at www.asial.com.au.
NEXT ISSUE:
APRIL - JUNE 2023
Printed ISSN 1442-1720
Digital ISSN 2207-8282
John Gellel President
The Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 (the Act) received royal assent on Tuesday 6 December 2022. The Act amends workplace relations laws relating to bargaining, job security, gender equality, compliance and enforcement, workplace conditions and protections and workplace relations institutions.
The amendments come into effect in two parts:
• Some changes had immediate effect from 7 December 2022
• And others in June 2023
To help members navigate their way through the changes, ASIAL Members have access to a wide range of resources, including:
• member bulletins
• podcasts
• webinars
• fact sheets
On 28 November 2022 the Federal Government’s Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022 (Cth) (Respect@Work Act) passed both houses of Parliament.
The changes brought about by the Respect@Work Act are clearly designed to emphasise that all employers and persons conducting a business or undertaking (PCBU) have a responsibility to proactively ensure that their workplaces are free from unlawful sex discrimination.
ASIAL Members have access to the Association’s Workplace Discrimination, Harassment, Sexual Harassment and Bullying Code of Practice which provide a comprehensive guide to meeting their responsibilities under the new legislation at https://www.asial.com.au/Web/ Web/Member-Resources/Guidelines-and-Templates.aspx?hkey=82658fb24b72-41f4-904f-61d5f3355254
The Fair Work Commission has provided a 20-minute Sexual Harassment at Work module in their online learning portal at learn.fwc.gov.au/
To find out more go to asial.com. au/Web/Marketing/Secure-Jobs-Better-Pay-Act.aspx.
ASIAL members can also contact Chris Delaney on ir@asial.com.au.
Many regions of Australia have been inundated with rain causing unprecedented flooding. No part of our continent appears to have been untouched.
Beyond the destruction to life and property, the collateral damage to both employers and employees extends from minor inconvenience to complete shutdown of businesses with little possibility of getting operational again, at least in the short term.
Employees and employers alike face financial uncertainty that may continue for some time.
ASIAL has received many enquiries about the rights and responsibilities of employers and the following FAQs are designed to assist members who are National System employers to understand their obligations to workers caught up in natural disasters. There will always be exceptions and employers should always seek professional advice based on their specific circumstances.
Please scan below QR code for the FAQs information.
Amendments to the Security and Related Activities (Control) Regulations 1997 came into effect on 17 December 2022. These amendments change the frequency with which firearm and baton endorsed Security Officers must complete an approved course in firearms discharge and an approved course in baton use respectively, from at least once every 6 months to at least once every 12 months.
Firearm and baton endorsed Security Officers whose training falls due on or after 17 December 2022, will automatically have an additional 6 months added to their training expiry date and a new licence and identification card issued.
The prestigious Australian Security Industry Awards which celebrate and acknowledge security professionals will be presented on 19 October 2023 at the Park Hyatt, Melbourne. Organised by ASIAL, the 27th annual Australian Security Industry Awards for Excellence will be held in conjunction with the 8th annual Outstanding Security Performance Awards (the OSPAs) and the 12th annual Australian Security Medals Awards.
Our MC for the night is Brian Nankervis who for nearly four decades has made Australians laugh
AWARD CATEGORIES INCLUDE:
Australian Security Industry Awards for Excellence
• Gender Diversity
• Indigenous Employment
• Individual Achievement - Technical Security
• Individual Achievement – Protective Services
• Integrated Security Solution < $100,000
• Integrated Security Solution > $100,000
• Electronic Security Installation < $100,000
• Electronic Security Installation > $100,000
• Product of the Year - Access Control
• Product of the Year - Alarm
• Product of the Year - CCTV Camera
• Product of the Year – CCTV IP Systems/Solution
• Product of the Year - Physical Security
• Security Equipment Manufacturer/ Distributor
• Unsung Hero Electronics
• Unsung Hero Protective Services
Outstanding Security Performance Awards
• Outstanding In-House Security Manager / Director
• Outstanding Contract Security Manager/Director
• Outstanding Security Team Outstanding Guarding Company
• Outstanding Security Consultant
• Outstanding Security Training Initiative
• Outstanding Security Partnership
• Outstanding Female Security Professional
Australian Security Medals
• The Australian Security Medal
• The Australian Security Medal of Valour
• The ASMF Commendation
• St John Save a Life Award
The Security Exhibition & Conference 2023 will be held at the ICC Sydney from 30 August - 1 September 2023, showcasing the latest security technologies and solutions. The ASIAL Conference held over two days will cover key topics that are vital for the security industry.
Under an amendment to the Police Act 1990 (section 209) which came into effect on 1 January 2023, NSW Police will charge a fee for false alarm responses.
The NSW Police Force has however provided a three-month grace period (1 January - 31 March 2023) to allow members to notify customers of the change, during which the charge payable will remain at $200.
From 1 April 2023 charges payable will increase to $1,600 as prescribed in the Act.
The change brings NSW Police in line with other Emergency Services in terms of charges for comparable false alarms activations. The change is intended to continue the strategy of reduction of false alarm responses by NSW Police, which then enables greater responsiveness to genuine alarm activations and other emergencies experienced in the community.
Among the members presented recently with Platinum membership certificates in recognition of 25 years consecutive membership of ASIAL, include:
• Coastcom Security
• IPP Consulting
• Grid Security Services
• Magnetic Automation
• Magnitude Security
• P & P Alarm Systems
• Safeguard Safes & Vaults
• Siemens
• SPC Statewide Protective Services.
The commencement date for the Security Industry Amendment Act 2022 has been confirmed as 1 June 2023.
The Act seeks to strengthen the regulatory framework for the security industry and support industry resistance to organised crime infiltration by:
• improving the Regulator’s powers to support industry capability and integrity
• increasing penalties where appropriate to better deter noncompliance and misconduct
• introducing a more proportionate penalty system based on the severity of the breach of licence conditions
• introducing a prohibition on ineligible persons undertaking sensitive roles within the security industry
• removing red tape by eliminating certain administratively burdensome requirements for security operators
The NSW Government is seeking to strengthen data breach rules with the passing of the “Privacy and Personal Information Protection Amendment Bill.” The legislation now awaiting assent, captures NSW State owned corporations that are not currently required to report data breaches to the Privacy Commissioner or notify impacted individuals as required by entities captured within the Commonwealth Privacy Act 1988.
Although the mandatory requirements will not impact upon NSW State owned corporations until one year following assent by the NSW Governor, it continues to highlight the importance of privacy, data management, data protection and the associated reporting responsibilities and communication.
Security providers with NSW State owned corporation’s contracts, not currently captured under the Commonwealth Privacy Act 1998 and the Australian Privacy Principles, will be required to comply with the legislative requirements in support of their client requirements.
MORE
Visit parliament.nsw.gov.au/bills/Pages/bill-details.aspx?pk=4040
‘A Strategic Plan For The Payments System’
The Australian Government Treasury has released a consultation paper seeking input into the Government’s Strategic Plan for the payments system.
The Strategic Plan is an important initiative for the Government to provide industry and regulators with clarity about its policy priorities, with a view to supporting the resilience of
The ASIAL Alarm Monitoring Service Agreement has been designed to serve as an agreement between an alarm installation company and its customers. When providing monitoring services, it is best practice to have a written agreement setting out the terms and conditions for the service you are providing.
The ASIAL Alarm Monitoring Service Agreement is available exclusively to members for a fee of $145 (incl GST), please scan QR code for more information.
MORE INFO
Exclusive to ASIAL Members, the ASIALGO App is now available. Providing access to everything ASIAL in the palm of your hand 24/7, from the latest industry news to regulatory updates, events, forums, member templates, publications, resources and much more!
The App is available for both iOS and Android operating systems. For more information about the ASIAL GO app please scan the below QR code, or turn to page 14.
Congratulations to Tasmanian security and monitoring company Golden Electronics, who have become the first company to receive an A1 grading in accordance with the new Australian Standard 2201.2 2022 Alarm and electronic security systems, Part 2: Monitoring centres.
Based in Tasmania, Golden Electronics has provided security services to the Tasmanian market for over 35 years since commencing operations in 1986 under the direction of George Pavlides (pictured).
Updated in March 2022, the latest version of the AS2201.2 standard includes a range of new requirements that monitoring centres need to comply with. These requirements include the need for a thorough risk management process, IT and cyber security controls in line with the requirements of ISO 27001, stricter requirements regarding security technology, and increased physical security requirements amongst other items.
Connley Walker, an Australian security consultancy and one of
the participants involved in the development of the updated standard carried out the grading assessment on behalf of ASIAL in September 2022. “We were impressed to see Golden Electronics high level of preparation to meet the requirements of a relatively new standard,” said Simon Walker, Director of Connley Walker. The superseded edition of the standard (2004) will remain valid for two years from the release of the 2022 edition allowing centres to choose between the two standards for the time being. However, from March 2024, any certification or recertification of a monitoring centre will be under the new 2022 standard.
New legislation will be introduced in the UK to tighten security at venues in the wake of the Manchester bombing.
Martyn’s Law is a proposed set of safety regulations that seek to improve the preparedness of venues for potential emergencies. The law will follow a tiered model, linked to the type of activity taking place and the size of the expected audience to ensure adequate security without placing an undue burden on businesses hosting them.
The standard tier would apply to locations with a maximum capacity greater than 100 people; these venues must have trained staff members who are able to respond quickly in emergency situations such as fires or active shooter incidents. They must also have designated areas where visitors can take shelter during such events and plans for evacuating visitors safely from buildings if necessary.
In addition, Martyn’s Law will require larger venues (with capacities over 800 people) to implement additional measures including the installation of panic buttons at key locations throughout their facility as well as conducting regular drills, so employees are familiarised with evacuation procedures prior to any emergency. Furthermore, these large facilities should also invest resources into researching new technologies which can enhance visitor safety even further by providing real-time updates about possible threats within their vicinity.
The difference is clear, speak
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Security and the safety of other people’s property is your business. Protecting your business is equally important. AON has over thirty (30) years’ experience working with the Security Industry and has designed specific insurance cover that aims to meet the needs of security businesses. We have an in-depth knowledge of the risks associated and the insurance programs required to help reduce your exposure.
Insurance
02 9253 7326
Michael.pham@aon.com
• Standard $10 Million Public & Products Liability
• Significant excess for contractor and or sub-contractors ($25,000)
• Exclusion for use of guns and dogs
• No cover for Financial Loss
• Loss of Keys not included
• Loss of Money not included
• No Cover for Cash In Transit / Cash in Safe
• Limited Business Activity available to be covered.
Designed specifically for security organisations and Approved by the Australian Security Industry Association
APRA (Australian Prudential Regulation Authority) authorised insurer –Liberty International Underwriters.
Tailored Business Activity to capture your risk associated to your unique security activities
Financial Loss Liability (Errors & Omissions) is Automatically included up to $2,000,000
Loss of Keys Cover Automatically included up to $500,000
Loss of Money Cover Automatically included up to $100,000
Cover for the use of guns and dogs automatically included
$1,000 excess for crowd control/assault claims, our competitors impose a $5,000 excess for claims of this nature
No injury to contractors/sub-contractors excess, otherwise known as worker to worker excess, our competitors impose a $25,000 excess for claims of this nature
Civil Liability Professional Indemnity included as an optional extension
Statutory Fines & Penalties included as an optional extension
Cover for Cash in Transit / Cash in Safe optional extension
can help you identify where your business and you you for the risks that affect which is why we take the your business first to ensure the most cost efficient
INDUSTRY BRIEFING – BRISBANE
Time: 7.30am-9.00am
Venue: Victoria Park Herston
INDUSTRY BRIEFING – PERTH
Time: 7.30am-9.00am
Venue: DoubleTree Hilton Northbridge
INDUSTRY BRIEFING – SYDNEY
Time: 7.30am-9.00am
Venue: Rydges Parramatta
INDUSTRY BRIEFING – CANBERRA
Time: 7.30am-9.00am
Venue: Premier Inn Belconnen
INDUSTRY BRIEFING – BRISBANE
Time: 7.30am-9.00am
Venue: Victoria Park Herston
INDUSTRY BRIEFING – MELBOURNE
Time: 7.30am-9.00am
Venue: Batman’s on Collins
SECURITY EXHIBITION & CONFERENCE
30 AUG - 1 SEP 2023
Venue: ICC Sydney
INDUSTRY BRIEFING – PERTH
Time: 7.30am-9.00am
Venue: DoubleTree Hilton Northbridge
INDUSTRY BRIEFING – HOBART
Time: 7.30am-9.00am
Venue: Rydges Hobart
2023 SECURITY AWARDS – MELBOURNE
19 OCT 2023
Venue: Park Hyatt Melbourne
AGM & NSW INDUSTRY BRIEFING SYDNEY
Time: 7.30am-9.00am
Venue: Rydges Parramatta
INDUSTRY BRIEFING – ADELAIDE
Time: 7.30am-9.00am
Venue: Rydges Adelaide
INDUSTRY BRIEFING – MELBOURNE
Time: 7.30am-9.00am
Venue: Batman’s on Collins
INDUSTRY BRIEFING – HOBART
Time: 7.30am-9.00am
Venue: Rydges Hobart
INDUSTRY BRIEFING – SYDNEY
Time: 7.30am-9.00am
Venue: Rydges Parramatta
INDUSTRY BRIEFING – ADELAIDE
Time: 7.30am-9.00am
Venue: Rydges Adelaide
INDUSTRY BRIEFING – CANBERRA
Time: 7.30am-9.00am
Venue: Premier Inn Belconnen
INDUSTRY BRIEFING – BRISBANE
Time: 7.30am-9.00am
Venue: Victoria Park Herston
The ASIAL GO App available exclusively to ASIAL members is a new member benefit that provides access to everything ASIAL in the palm of your hand 24/7.
From the latest industry news and regulatory updates, through to events, rates of pay schedule, templates, publications, polls, resources and even renewing your membership!
Accessing information couldn’t be any easier, and the good news is that it’s all included as part of your ASIAL membership fee.
There is no limit to the number of your team who can access to the ASIAL GO App. All you need to do is email us the names and emails of staff members you would like to gain access to the ASIAL GO App and we will ensure they are set up in our database to gain access. Simply email us at security@asial.com.au with the details.
Downloading
3 Easy Steps
1 2 3
Simply go to the App store and search for ASIAL GO
For IOS click ‘GET’ and for Android click ‘Install’
Open and log into your account using your ASIAL portal login
The App opens on the ‘News Feed’ page which delivers the latest security industry news directly to you.
Choose one of the menu icons to access any of the following pages: Events, Profile, My Schedule, Special Interest Groups, Resource Centre, Legislation and Regulation, Security Licensing and Standards and Codes.
is where you can view and register for ASIAL events.
is where you can see events you registered for.
outlines ASIAL’s special interest groups and how you can get involved.
The Resource Centre
is the place to find Podcasts, Publications (including Security Insider), ASIAL Research, and Submissions.
gain easy access to regulatory information
Security Licensing contains licensing information on each State and Territory.
provides easy access to codes of practice and guidelines, and security standards
Artificial Intelligence is being used in security technology that is designed to improve the safety and wellbeing of people and speed up security processes. But could it be abused and who is steering its ethical application?
Automatic Facial Recognition (AFR) is one of many data analysis technologies under the umbrella of Artificial Intelligence (AI), a branch of Computer Science.
It is an advanced tool used by the security industry, but there is no single global ethical framework for the safe use of AI.
Now, the Australian Security Industry Association Ltd (ASIAL) has begun a consultation process with security companies, regulators and other stakeholders aimed at developing its own ethical framework for responsible use of AFR in Australia.
AFR is used by a range of organisations across multiple sectors to recognise a face in a crowd, someone entering a building and so on, and match that face to one that is stored in a database.
By By Steve Cropper, Reputation Australia
There are obvious benefits to policing, border customs, anti-terrorism – even shoplifting, and the benefits to the general public are also clear.
But could this technology be abused, infringe on people’s rights to privacy or unfairly ‘profile’ them?
The People’s Republic of China has a well-established track record for human rights violations and is known to use AI, specifically Facial Recognition, in population control.
China’s social credit system has been compared to Black Mirror, Big Brother and every other dystopian future that sci-fi writers can think up but the reality is more complicated — and in some ways, worse.
China’s social credit system is built on surveillance tech like AFR and has expanded to all aspects of life, judging citizens’ behaviour and trustworthiness.
People caught jaywalking, who don’t pay a fine or even play music too loud on the train could lose certain rights and access to goods and services.
There is also the more sinister use of the technology to profile ethnic and religious groups who are out of step or out of favour with the regime in Beijing.
Some ardent conspiracy theorists might suspect that security tech like that could be used in Australia to control citizens, but this is a long way from the common-sense reality.
And yet, Australia has no ethical reference for appropriate use of AI technology in security work, nor do most other countries.
In fact, the only readily available framework comes from the Organisation for Economic Cooperation and Development (OECD), who identifies five complementary values-based principles for the responsible stewardship of trustworthy AI:
1 2 3 4 5
AI should benefit people and the planet by driving inclusive growth, sustainable development and wellbeing.
AI systems should be designed in a way that respects the rule of law, human rights, democratic values and diversity, and they should include appropriate safeguards, e.g. enabling human intervention where necessary to ensure a fair and just society. There should be transparency and responsible disclosure around AI systems to ensure that people understand AI-based outcomes and can challenge them.
AI systems must function in a robust, secure and safe way throughout their life cycles and potential risks should be continually assessed and managed.
Organisations and individuals developing, deploying or operating AI systems should be held accountable for their proper functioning in line with the above principles.
The Australian Security Industry Association Ltd (ASIAL) has been researching how the issue of ethical AI is being approached in the UK and US with a view to developing an uniquely Australian ethical framework.
ASIAL has been consulting widely across the industry, legislators, regulators and ethicists and plans to release an Ethical AFR Framework for system designers, installers/integrators and end-users.
In the absence of any guidelines or legislation from Parliament, the industry must self-regulate and instil in its member companies a sense of ethical responsibility when applying technologies like Automatic Facial Recognition to keep people and property safe.
This is not a quick or easy process, but ASIAL CEO Bryan de Caires says it has to be done.
“It is appropriate that the industry address these issues now,” said Mr de Caires. “The technology is being incorporated into more and more surveillance and security systems in the private and public sectors, in retail, transport and more, so it is crucial that it is done the right way and protects people from danger but also protects the rights of law-abiding citizens.”
“Relevant training must be given to staff involved in AFR and the technology cannot be inherently biased along gender, ethnic or cultural lines. And we need a reliable reporting system if flaws in a system are detected that could lead to unethical use of the technology.”
Mr de Caires said that ethical storage and legal use of databases are two more key issues.
The industry is also concerned to ensure that the use of AFR is proportionate to the purpose – that the problem being solved is cause for appropriate and ethical use of AFR.
The Security Industry is determined that there is a lawful basis for processing personal data and whether the same objective can be achieved by other less intrusive measures.
The draft ethical framework for the responsible use of Automated Facial Recognition will be circulated in the coming months to members and stakeholders for comment.
Relevant training must be given to staff involved in AFR and the technology cannot be inherently biased along gender, ethnic or cultural lines.
The ASIAL Security Insider Podcast series explores some of the issues and challenges facing the security industry.
Cyber Security & Identity Theft
In this episode of the ASIAL Security Insider podcast, following in the wake of the Optus data breach, we look at the challenges of cyber security, identity theft and social engineering. How much data and what type of data do organisations really need to collect and what can be done to prevent these types of data breaches?
The Importance of Industry Awards
In this episode of the ASIAL Security Insider podcast, we look at the importance of recognition and awards in the security industry. We are joined by John Fleming, General Manager, ASIAL talking about the ASIAL Awards for Excellence; Damian McMeekin, Chairman of the Australian Security Medals Foundation to cover the Australian Security Medals and the St John Save-A-Life awards; and Martin Gill, Founder of the Outstanding Security Performance Awards, now represented in 16 countries around the world.
In this episode of the ASIAL Security Insider podcast, we speak with ASIAL’s Industrial Relations expert Chris Delaney about the new Secure Jobs and Better Pay Legislation recently passed through parliament. What does it involve, what will it mean for businesses, and what sort of changes can we expect to see in the workplace in the coming months?
Understanding Blockchain & The Future of Access Control
In this episode of the ASIAL Security Insider podcast, we look at blockchain. What is it, how does it work and why is it set to revolutionise the future of access control?
Understanding Director’s IDs and other Director’s Obligations
In this episode of the ASIAL Security Insider podcast, we speak with Peter Johnson of ASIAL about the need to notify Regulators of changes to Director details, ownership and sale of a business, the importance of Directors’ ID numbers as well as a host of other obligations that can impact your business.
www.asial.com.au/asial-podcasts
Organised by ASIAL, recipients of the 26th Australian Security Industry Awards for Excellence, 7th Outstanding Security Performance Awards and 11th Australian Security Medals Awards were recognised at a special awards dinner on the 19th of October 2022 in Sydney.
The awards provided recognition for the exceptionally talented individuals and organisations in our industry.
2022
INTEGRATED SECURITY SOLUTION OVER $100,000
Recipient Securitas Electronic Security for delivery of the sophisticated electronic security solution implemented at the new Allianz Stadium in Sydney.
Recipient SEME Solutions for delivery of an innovative security system at Mineral Resources Limited Head Office.
GENDER DIVERSITY INDIVIDUAL ACHIEVEMENT – PROTECTIVE SERVICES
Recipient Australian Concert and Entertainment Security Group for their innovative approach to female participation through mentoring, incentives and an ongoing gender diversity program.
ELECTRONIC SECURITY INSTALLATION OVER $100,000
Recipient OmniVision for their impressive electronic security system upgrade at six Hydro Tasmania facilities.
Recipient Amanda Pitrans, a protective security specialist in Intelligence and Operations at IAG, Amanda was recognised for her exceptional leadership abilities across a broad range of protective services.
PRODUCT OF THE YEAR – ACCESS CONTROL
Recipient HID Global for their revolutionary technology which allows an individual’s mobile device to be used to gain access to secured doors, gates, networks, services and more, in a highly secure manner.
PRODUCT OF THE YEAR – ALARM
Recipient Gallagher Security for their SME nextgeneration security alarm solution, providing businesses the freedom to manage security from anywhere, at any time, all from a smartphone.
Continues over page >
SECURITY EQUIPMENT MANUFACTURER / DISTRIBUTOR
Recipient Gallagher Security through their integrated manufacturing and R & D investment, Gallagher have demonstrated their continued commitment to support the security industry and end users.
PRODUCT OF THE YEAR – PHYSICAL SECURITY
Recipient
Ezi Security Systems for their Eagle Rising Arm Barrier crash tested with a market leading clear opening of 7.1 metres at 64 kilometres per hour.
2021 OUTSTANDING SECURITY PERFORMANCE AWARDS
OUTSTANDING CONTRACT SECURITY MANAGER
Recipient
Cameron Stuart, Glad Group with over 23 years’ experience, Cameron has demonstrated leadership and mentorship in successfully supporting security teams across 52 sites.
OUTSTANDING SECURITY CONSULTANT
Recipient
Neil Fergus, Intelligent Risks has demonstrated exceptional leadership as he has guided Intelligent Risks to become an international leader in the provision of strategic planning, risk management and security operations.
OUTSTANDING SECURITY PARTNERSHIP
Recipient Chubb Fire & Security and CriticalArc for their partnership in working together to provide an outstanding monitoring services to customers.
OUTSTANDING IN-HOUSE SECURITY MANAGER
Recipient
Craig Millar, IAG was recognised for his leadership and strong focus on the development of his team members at IAG and in the broader security industry.
OUTSTANDING FEMALE SECURITY PROFESSIONAL
Recipient
Sheena Akerman, Optic Security Group for being a driving force behind Optic Security Group’s WA presence, having demonstrated exceptional leadership, commitment and innovation in continuously meeting client needs.
OUTSTANDING SECURITY TEAM
Recipient
Sydney Metro for successfully embedding security thinking into the end-to-end project life cycle and operation of the Sydney metro system carrying 5 million passengers each month.
Recipient
Wilson Security for their Campus training program addressing the unique requirements that security personnel face when working within universities and other educational centres.
2021 AUSTRALIAN SECURITY MEDALS
AUSTRALIAN SECURITY MEDAL
Recipient
Larry Circosta, NESS Corporation for his service to the security sector for over 50 years.
AUSTRALIAN SECURITY MEDAL FOR VALOUR
Recipient
Majid Pirmaghami, Millennium Security Group for his bravery in first rescuing one stabbing victim while calling police and providing ongoing situation briefings at Melbourne’s Manor Lakes Shopping Centre.
Recipient
John Yates, Scentre Group for his service to the corporate security sector, community groups, and front-line response staff.
ASMF Commendation was awarded to Issam Al Taweel, Millennium Security Group.
Commendations were awarded to:
• Jim Bencsics (Scentre Group)
• Guiseppe Mazzarella (Securitas Australia)
• Jarrad Taylor, Issam Al Taweel and Majid Pirmaghami (Millennium Security Group)
• Nhi Quan, Haider Akbar, Sachin Chopra, Tiedemann Thompson and Darian Jones (Vicinity Group)
• Abraham El Ali, Andrew Hay, Benjamin Cole, Graeme Butler, Harjinder Singh, Ian Symonds and Ibrahim Hammoud (Glad Group)
your
• Leslie Tsiantarlis, David Mackay, Brett Matthews, Adeel Chaudhry, Veselin Radosevic, Jordan Dukovski, Harlan Watkins Inwood and Riyadh Abedin (MSS Security)
• The Westfield Marion Security Team, Steven Kirin and Deanna Symonds (Certis Group)
• Zane Adams, Ivan Tanuvasa, Ken Holden, Kylie Bullen, Luke Hano, Mounir Chlihi, Shannon Pothecary and Zachary Pearson (Securecorp)
We would like to acknowledge and thank the following award sponsors. Lead Sponsor
Following a 2-year redevelopment involving demolition of adjoining buildings and creation of new parkland, Hume Street Park has been officially opened.
The parkland is located alongside Security Industry House, home of the ASIAL Secretariat purchased by the Association in 2009.
In 2024, Security Industry House will also benefit from the opening of Crows Nest station (100 metres from the ASIAL office) as part of the Sydney Metro project.
would do, what most of us would do with a kingdom and virtually unlimited wealth and power and then consider why Alexander did anything at all!
We tend to associate great leadership with the military, politics and/or business (in terms of money earned) however, it has become increasingly apparent to me that great leaders are often among us persuasively influencing the professional and person we intend to become.
From the top of my head, I can affirm the influential character-building qualities that I have strived to incorporate into my own character and while it is easy to personalise the traits that we each determine to be essential for leadership, there is no doubt there is a common thread amongst all the leaders of the past and present. Accordingly, it is incontrovertible that an ability to influence others remains a critical and distinguishing element amongst all leaders irrespective of the period, and in amalgamation with further attributes such as moral fortitude, intelligence, communication skills and a plethora of supplementary personal qualities, great leaders are “cut from the same cloth”.
Genuine leadership is something that I believe is forged through experience, circumstance, desire and necessity. I have often said, while his father was a king (Philip II of Macedon) with significant title to bequeath, Alexander was not born Alexander the Great, he became this in only 32 short years of life, albeit rather privileged life. While circumstance may have been a disproportionate influence towards greatness in this case, it is clear that there was something more, much more in fact. Ask yourself what you
I could never hope to mention all the great leaders that have contributed in some way (and some more directly than others) to my own development as both a professional and citizen. However, whether we are talking about the well-known names of the past: George Washington, Julius Caesar, General/President Dwight Eisenhower, Mahatma Gandhi, Dr. Martin Luther King Jr., Boadicea, FDR, Samuel Colt, Abraham Lincoln, Henry Ford, Winston Churchill, Saladin, Elizabeth I, Atatürk, Bill Gates, Napoléon, Cyrus II, King Edward I and on and on. Or, whether considering some of the people (who will remain nameless but know who they are) directly influencing me today including my father, three managers/directors and friends I have had and continue to have the good fortune to interact with frequently, the traits are universal.
So, what does this all have to do with the security industry and an article published in the “Security Insider” magazine you may be asking. To provide clarity, I sought the publication of this article due to a profound realisation that strong leadership is a force multiplier in all professional ventures but with specific and palpable dividends within the provision of security services. We are in a unique industry where we are often expected to put ourselves between the interests/personnel of our client and imminent harm for relatively little remuneration and/or career motivation. Something beyond this must drive the will to perform, the will to improve and the personal commitment to do the best job possible, day in, day out.
Naturally, even the most cursory investigation into what makes a strong leader suggests that there is no one set of disciplines or characteristics that meets everyone’s definition of somebody justified to follow. Accordingly, I would not dream to offer any form of definitive list within. Alternatively, I offer my reflections in relation to my own career to date whereupon I have contrasted the great and acknowledged leaders partially
mentioned above, to the leaders I have worked closely with as my career has progressed. In no way, do I consider the following reflections to be exhaustive but rather, the truly dominant qualities that are foremost in my mind in relation to the way leadership should be.
Of critical importance, truth is towards the top, if not at the top of any list that defines personal qualities to lead. Leaders must appreciate that manipulation of the truth, if discovered, can dissolve relationships, motivation, vision and commitment likely forged over years, in only seconds! While I have grown or perhaps “matured” enough to acknowledge the naïve approach that truth, or rather facts, can be universally distributed, to me, good leadership relates to whom these truths are told, not whether the truth itself is told. A natural corollary stemming from truth is trust, this defines the “whom” referred to above. To my mind, these qualities are requisite of robust leadership.
Beyond a corollary facet of truth, trust is needless to say, a giant in the assortment of key leadership qualities required to steer any team. Trust, like many of the qualities observed operates in a bilateral manner between teams and their constituents and I would argue, is essential, in various degrees to get the best from a team who genuinely believes their leader to be part. While it may seem that this trait is a fundamental element of leadership qualities, I am constantly perplexed by “leaders” who disregard this trait with comments as ironic as “I knew they could not be trusted” upon an upset or performance issue that results!
While the order of these characteristics within this article is random, no one trait is any less important than another and I maintain that while varied situations may call for varying proportions of each trait denoted, they really are a package deal that modulate between each other to affect the overall conduct of leadership. I remain convinced that applying some of these qualities in isolation to the others will allow the omitted element of leadership to be the weakest point that will at some point cause failure and a disillusion of team camaraderie.
It is fair to say there has been no shortage of documentary expression associated with great leadership and while to my mind, it is easy to catalogue some of the greats of history that continue to inspire the leaders of today, many of us are fortunate enough to interact with great leaders on a day-to-day basis!
Similar in nature to the almost symbiotic relationship shared between truth and trust, are another set of characteristics that share an equally inexorable bond in association with leadership. The expression – “to lead from the front”, conjures mostly military analogies for me with a vivid imagined scene of one of the aforementioned greats fighting alongside his/her comrades on the front line, inspiring through seemingly superhuman feats of bravery and unadulterated valour to compel victory. Such expressions exist as a result of great leaders repeatedly witnessed doing what the others will not. The power of an already acknowledged leader joining you in battle or “in the trenches” or “on the front line” or within any of the cliched but clearly poignant situations that such leaders should be above, can inspire even the most cynical and jaded team members to action! A genuine leader places their own welfare after that of their team and will do what the others will not to get their team to victory or indeed, just get the job done how it should be done.
While there is a prospect of contradiction between the confidence a leader must have and the self-awareness essential to avoid overconfidence, the balance between these apparently opposing influences can be decisive towards any leader’s success or indeed, catastrophic failure! It is my very firm contention that any leader who believes they have it all or that they cannot possibly learn anything new/more about leadership is manifestly unsuitable to lead. There is an equally prolific catalogue of “leaders” from history that fit well into this category of noteworthy exceptions that arguably allowed all manner of influences like divine right, racial/ethnic superiority, financial or industrial power and so forth to elevate their confidence to definitive detrimental levels.
With the above said however, it must be acknowledged that the right amount of confidence based on measured strategic understanding and the context of situations that are to be managed, is vital to the outcomes sought via the application of leadership. Confidence within a leader is one of the fundamental origins of authority, assertion, fortitude, ingenuity, foresight and likely a few other nominal characteristics that allow
a person to function ahead of the pack. However, as already alluded to, there really is a delicate balance that must be struck to ensure that overconfidence does not create a monster that “leads” through fear, retribution, dictatorship and the like. This is not leadership, this is coercion and while it may work to achieve some outcomes in the shortterm, I am adamant this is no way to win “hearts and minds” required for broader and/or long-term strategic objectives.
If there is one natural attribute that indisputably aids in an ability to lead, it must be intellect. I personally cannot think of any other quality that we are predominantly given at birth that has as much influence over our individual capacity to lead. I think it is also fair to say that the examples of history have indicated that the intellectually gifted amongst us tend to rise to the top in all endeavours, nowhere more so than at the head of corporations, organisations, governments and similar bodies of united peoples that seek and need guidance. Of course, this intellect itself needs to be channelled towards a desire to lead, perhaps another innate quality present at birth but I am more inclined to believe that where motivations are concerned, it is the day-to-day motivations required to lead (preparation, research, administration, training, discussion, planning etc.) that have by far the greatest impact towards the capabilities of any leader.
If you know anything about battlefield strategy you will be aware that once a rout commences, it is extremely difficult to rally with a disproportionate impact upon your army’s casualties, morale and ability to salvage any encouraging facet resulting from the engagement. It is my perception that this analogy can be applied in relation to respect given
and received as the leader of any team. Such situations can and do impact upon team members and hence teams in emphatically contradictory ways to robust leadership, this can easily undermine respect forged over significant timeframes at great cost to any team endeavour. All team members, particularly leaders must give and receive respect, it is a mission critical component of team unity that is consistently required.
The final aspect of leadership attributes I have the allowed wordcount to discuss is courage. Still very much towards the top of any legitimate character compilation, courage must be considered an intrinsic element associated with prosperous leadership. Courage, whilst not effective in isolation, is a primary driver towards “trail blazing” and demarcating the safe course for your team to follow. Perhaps yet another trait that we may be born, or at least well-endowed with but again, I tend to believe that a kind of refined courage results through exposure to situations we become better at resolving or managing as our experience grows.
While this article may have been surveyed with some ambiguity regarding its relationship to security and security services, I can vehemently proclaim that the discussion items within are universal considerations for all teams, none more so than those within the security sector. To date, a few sort of “cover all” quotes/phrases have guided me in my pursuit to become a better leader and person, wherever possible I try to “lead by example” with indefatigable guiding quotes of: ”don’t tell me, show me” and/ or “right is right and wrong is wrong”, amongst other guiding principled phrases that aid in this pursuit. Far from suggesting that the content above incorporates the only defining features that must exist within a leader, it would be more accurate to assert that such qualities are just the beginning. Closer to the mark, this article clarifies my most genuine contention that the character traits within are traits that will be found within any leader that demands and compels our respect, takes individuals of a team to new heights that can only be achieved within the team and, through explicit example of selfsacrifice, induces their team to do the same for the collective good.
Genuine leadership is something that I believe is forged through experience, circumstance, desire and necessity.
The Australian Labor Party went to the 2022 Federal Election with a promise of reforming Industrial Relations to provide workers with secure jobs and better pay.
On the 2nd December 2022, Parliament passed the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 (the BP Act). The Act reforms several parts of the Fair Work Act 2009 (the FW Act) including enterprise bargaining, fixed-term contracts and gender equality in the workplace.
The BP Act became law on 6 December 2022 and there are various key dates for the introduction of the changes. What follows is an overview of the changes that will have the most effect on security industry employers.
The BP Act introduces major changes to the enterprise bargaining process. It lifts restrictions to multi-enterprise bargaining and increases the Fair Work Commission’s (FWC) powers to resolve bargaining disputes, up to and including by arbitration.
Changes to multi-employer bargaining will have the most impact on security industry employers. Other changes include greater access to the FWC for arbitration and an easier approval process for agreements.
The BP Act eases barriers to accessing multiemployer bargaining streams:
• Supported bargaining
This is a stream of multi-enterprise bargaining designed to assist industries with low agreement coverage. The FWC will be able to take into account the widespread pay and conditions in the industry and if employers have common interests. Employees can apply to have themselves and their employer added to a supported bargaining authorisation. However the employees of named employer must vote in favour of the agreement, otherwise the agreement won’t apply to them.
• Single interest employer authorisations
“Single interest employers”, become “common interest employers” who can bargain together for a multi-enterprise agreement. The FWC may still issue a singleinterest employer authorisation using new rules for assessing whether employers are common interest employers. Single interest employer agreements will now be a type of multi-enterprise agreement. Employers with clearly identifiable common interests can more easily bargain together. For employers with 50 or more employees, the employer must prove it is not a common interest employer or its business activities are not reasonably comparable with the other employers. It will be simpler for employers to be added to an existing single enterprise agreement without their consent if a majority
of employees vote for it.
However employers who employ fewer than 20 employees cannot be added to a single interest employer agreement or authorisation without their agreement.
The FWC will be able to refuse an application to add a new employer to a single interest employer agreement if less than 9 months have passed since the most recent nominal expiry date of an agreement.
• Co-operative workplaces
The co-operative workplaces stream will allow employers and employees to become covered by an existing multienterprise agreement and to be added to a multi-enterprise agreement.
The BP Act makes it simpler to start bargaining for replacement agreements, meaning that employers who have previously bargained with employees have fewer options to resist bargaining for new agreements.
There is no longer a requirement for a notice of employee representational rights to be issued to commence bargaining for an agreement to replace an existing agreement which had a nominal expiry date within the last 5 years. Nor will a majority support determination be required to force an employer to commence bargaining.
Bargaining will commence on written request from an employee bargaining representative.
The FWC will have strengthened powers to assist in resolving bargaining disputes, including simpler access to arbitration and the power to issue an “intractable bargaining declaration” allowing parties to continue negotiating before proceeding to issue a workplace determination if they fail to reach agreement. A minimum bargaining period of 9 months after the nominal expiry date of any existing agreement, must have passed before the parties can be issued an intractable bargaining declaration.
The FWC can arbitrate bargaining disputes –without the consent of the parties - by issuing a workplace determination after they’ve issued an intractable bargaining declaration.
No party will be able to unreasonably withhold agreement for a proposed enterprise agreement being put to a vote.
Employers in the security industry - where wages are generally no higher than the award - can expect more pressure to bargain and if you have an expired Agreement to be forced to bargain.
One positive is that the definition of small business (for bargaining) is raised to 20 employees (including casual).
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Changes to multi-employer bargaining will have the most impact on security industry employers. Other changes include greater access to the FWC for arbitration and an easier approval process for agreements.
So, if you have an enterprise agreement which has passed its nominal expiry date, consider whether it would better negotiating a replacement agreement now, or wait until the changes to bargaining commence on 6th June 2023.
Employers with an expired Enterprise Agreements are vulnerable and should be reviewing their Industrial Strategy now. In any event employers should get professional advice on their industrial strategy now and not wait until they are faced with demands to bargain..
The main changes concern the procedural requirements for approval of an agreement, unilateral termination and the Better Off Overall Test (BOOT)
The Act no longer requires a notice of employee representational rights or timeframes for the voting process. Now the FWC must merely be satisfied the employees “genuinely agreed” to the agreement.
Before approving the termination of an agreement, FWC must first decide if:
• It would be unfair to the employees to allow the agreement to continue; or
• the agreement is not likely to cover the employees; or
• if continuing the agreement would threaten the viability of the business or the continued employment of the employees.
The Act requires the FWC to only terminate the agreement if one of the above criteria is met and if the FWC is satisfied that it is appropriate in all the circumstances to terminate it.
This will make it harder for employers to terminate out-of-date agreements.
BOOT - Changes commence on 6th June 2023
The changes to the Better Off Overall Test (the BOOT) provide the FWC with the power to determine the BOOT as a global assessment,
instead of a line-by-line comparison, bringing a more reasonable approach to the process.
The FWC will be able to amend proposed agreements itself, to change or remove terms which don’t meet the BOOT removing the need for changes to go back to a vote. The risk of changes being made to the Agreement means that employers need to consider the BOOT process carefully before they submit it for approval.
In any event, advice should be sought on your industrial strategy to make sure you can take the opportunity of the changes while avoiding the new risks that have been introduced.
6TH MARCH 2023
Following on from the Australian Human Rights Commission’s Respect@Work report, the Fair Work Act 2009 now expressly prohibits sexual harassment, providing the FWC and the Federal Court with greater powers to consider claims of sexual harassment and discrimination at work.
Sexual harassment in the workplace is expressly prohibited and a breach of this prohibition can result in claims and civil penalties. Employers have a positive duty to all workers to take reasonable and proportionate measures to eliminate unlawful sexual harassment.
“Workers”, include employees, contractors, subcontractors, outworkers, apprentices, trainees, students and/or volunteers, as well as prospective workers and third parties such as clients and customers. Workers, prospective workers, and persons conducting a business or undertaking will each be able to seek remedies under the FW Act.
The FWC will have the power to:
1. provide avenues for workers to seek a “stop sexual harassment order” to prevent future harassment; and
2. deal with a dispute and order compensation to remedy past harm caused by sexual harassment through mediation and conciliation; and
3. arbitrate on unresolved matters by consent;
4. issue a certificate referring the dispute to
The risk of changes being made to the Agreement means that employers need to consider the BOOT process carefully before they submit it for approval.
the Federal Court or the Federal Circuit and Family Court of Australia within 60 days.
Where an application is made more than 24 months after the alleged contravention it may be dismissed by the FWC. Importantly, applications may be made jointly by multiple aggrieved persons, as well as by a union, as opposed to a single individual.
Also, the Fair Work Ombudsman (FWO) will have powers to investigate and bring civil penalty proceedings against employers or individuals for contraventions of the prohibition on sexual harassment in the workplace.
New definitions will be added to the anti-discrimination provisions of the FW Act including “Breastfeeding”, “gender identity” and “intersex status” in line with other State and Federal legislation.
The employer will be vicariously liable for the actions of employees who are in breach of the prohibition, if the employer did not take all reasonable steps to prevent the sexual harassment.
The FWO will have power to:
• investigate suspected contraventions either proactively or in response to a complaint;
• issue orders to produce documents and records; and
• order compliance notices, enforceable undertakings or litigation seeking civil penalties and/or compensation.
• The maximum civil penalty is 60 penalty units (currently $13,320 for an individual and $66,600 for a body corporate) and there is no cap on compensation orders in the federal jurisdiction.
Employers will have extended responsibilities for dealing with requests for flexible work arrangements.
An employer who receives a request for flexible working arrangements must now:
• meet with an employee to discuss their flexible work request; and
• review policies and procedures to ensure the prevention and prohibition of sexual harassment at work;
• consider the development of a “safe to speak up” culture encouraging workers to raise any grievances or concerns so they can be dealt with by the organisation;
• provide training for employees to understand that discrimination and harassment may result in disciplinary action; and
• conduct a risk assessment to identify exposure to claims
• when considering refusal, discuss alternative changes to the employee’s working arrangements and provide a written response; or
• provide details supporting the reasonable business grounds for refusal and;
• outline the working arrangement that the employer would be willing to make; or
• that there are no such changes the employer could make to accommodate the employee’s circumstances.
Where a dispute arises, the FWC may conciliate as the first step in dispute resolution.
If unsuccessful or urgent the FWC will have the power to “deal with a dispute as it considers appropriate” or through mandatory arbitration.
The flexible work amendments in the Act commence six months after the day the Act receives Royal Assent (on 6 June 2023).
Employers should review policies and procedures on flexible working arrangements to ensure compliance.
Employees can commence their own legal action in the Federal Circuit and Family Court and State and Territory Magistrates’ Courts or their equivalent, against an employer to recover underpayments, including disputes regarding casual conversion requests. These proceedings are not bound by rules of evidence and can act in an informal matter without regard to legal forms and technicalities. Parties need to obtain leave to be represented.
The changes increase the monetary cap on the amount that can be awarded under the Fair Work Act in a small claims proceeding from $20,000 to $100,000 extending the opportunities for quick remedy. to enable the Court in a small claims proceeding, to award to a successful claimant any filing fees they paid to the Court as costs from the other party.
There may be an increase in claims however, this process may actually reduce the cost and complexity for employers to respond to and settle the claims, as opposed to an employee making the same claim in another court.
We have not included every change arising out of the Secure Work and Better Pay Act 2022. There are other changes that deal with matters such as Fixed Term Contracts, Pay Secrecy, Closing the Gender Pay Gap, Abolition of the ABCC, bringing Registered Organisations under the responsibility of the FWC and other technical changes to the FW Act.
Nor have we attempted to deal with the changes in great depth or detail. Once matters go before Courts and/or industrial Tribunals we will have a much better understanding on how the changes will be interpreted and be able to provide more detailed advice to ASIAL members.
Members should stay in touch with relevant Workplace Relations issues through the ASIAL Website, First Alert, Podcasts, Webcasts and webinars.
If you wish to discuss any of the issues raised in this article contact chris@asial.com.au.
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 intended to be relied upon in any cases, as the circumstances in each matter are specific. Accordingly, we provide this information for general reference only, but we advise you to take no action without prior reference to a workplace relations specialist.
The ASIAL member recognition program acknowledges longstanding members of the Association. We would like to congratulate the members to have recently achieved the following recognition levels:
Micart Pty Ltd T/a CK9-SAS QLD
MIMA Commsec Pty Ltd T/a QLD
MIMA Commsec
Multiworks Pty Ltd QLD
National Security & Surveillance Pty Ltd VIC
Nemesis Consultancy Group Pty Ltd NSW
NSW Security Protection Pty Ltd NSW
Pacific Soul Security (QLD) Pty Ltd QLD
Peter Stephens T/a Stephens Computer & Electronic Services QLD
Pierre Abi Zeid T/a Sydney Audio & Video NSW
Point 2 Point Secure Pty Ltd T/a Point 2 Point
Secure VIC
Queensland Security & Investigations Pty Ltd
T/a Kingaroy Security Patrol QLD
Rabone Systems Pty Ltd T/a Rabone Systems
QLD
Rapid Response Security Pty Ltd VIC
Rigby Security Systems Pty Ltd NSW
SAPE Industries Pty Ltd QLD
Security Operations Patrol Pty Ltd QLD
Securitylink Pty Limited T/a Nationguard Security NSW
Sinai Protective Services Pty Ltd NSW
Spartaguard Security Pty. Ltd. VIC
TCE Queensland Pty Ltd VIC
Technet Systems Pty Ltd QLD
Total Security Systems Pty Ltd WA
Virtual Intelligence (Aust) Pty Ltd QLD
WCG Group Pty Ltd T/a WCG Security NSW
and Services Pty Ltd NSW
Eagle Security Services (Tas) Pty Ltd
EVO Electrical & Security (NSW) Pty Ltd
Fortified Pty Ltd
Fortress Group (Aust) Pty Ltd T/a
Fortress Security Group
GEA Security Pty Ltd
Hope Island Resort Principal QLD
Body Corporate
Hunter Property Protection Pty Ltd T/a
Muswellbrook Security Services NSW
Integrated Technology Partners (Services)
Pty Ltd T/a Built In Technology (QLD) QLD
Intelligent Surveillance Group Pty Ltd
T/a Intelligent Surveillance QLD
IT Factory Pty Ltd NSW
JoeMaree Pty Ltd T/a P.R.E Security QLD
Kintora Pty. Limited T/a Gaymoir Products NSW
L F Brown Pty Ltd
Lockman Doors and Glass Pty Ltd NSW
McBride Holdings Aust Pty Ltd T/a WA
McBrides Loss Prevention Services
All Suburbs Security Services Pty NSW
Limited T/a All Suburbs Security Services
CFT Security Pty Ltd T/a CFT Security QLD
Churchill Education Pty Ltd QLD
Divergence Group Pty Ltd NSW
Dualtech Security Pty Ltd NSW
Electronic Technology Consulting Pty Ltd VIC
ET Security & Fire Pty Ltd NSW
Harbourside Communication NSW & Security Services Pty Ltd
Hi-Tech International Homeware NSW
Pty Ltd T/a Hi-Tech Digital CCTV
Hi-Tech Security Solutions Pty Ltd NSW
Horizon Security Group Pty Ltd VIC
John David Holdings Pty Ltd NSW
T/a Knightsbridge Security and Communication
Laurence Lapalud T/a Video Security Equipment
Sales and Service QLD
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Andrew Baker T/a Secure Peace
ASIAL welcomes the following members who have recently joined the Association.
Following on from the international success of his previous works, ASIAL has commissioned world renowned CCTV expert Vlado Damjanovski to prepare a new reference manual on IP video surveillance systems and CCTV technology. The new manual will cover, as well as well-explained and illustrated material of the basic concepts, additional material on video management software and the cloud concepts, video analytics with artificial intelligence, the new AS/NZS 62676 standards, compression algorithms, thermal imaging and much more.
Available at the ASIAL shop: asial.com.au
Published by
A comprehensive 689 page manual covering digital video surveillance and AI applications, including:
• Units of measurement Light
• Optics in CCTV Television
• CCTV cameras Displays
• Recognising objects Digital CCTV
• Video management systems
• Video content analytics and AI
• Transmission media
• Networking in IP CCTV Auxiliary equipment in CCTV
• System design
• The new IP VSS Standards Test chart for objective analysis
