Vol.25 | Issue 4 | Oct/Nov 2019
THE MAGAZINE FOR SECURITY PROFESSIONALS
IT’S TIME FOR A PUBLIC PRIVATE PARTNERSHIP IN
NATIONAL SECURITY Page 12
18 Cyber Security Certification – A Valuable Investment
22 Ask for Angela Safety Initiative
24 Be A Safety Champion
27 Federal Court Sets Precedent for Leave Accruals
contact an expert
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Professional Indemnity Insurance security Do you provide professional © 2016 Aon Risk Services Australia Limited ABN 17 000 434 720 AFSL No. 241141 General Advice Warning The information contained in this advert is general in nature and should not be relied on as advice (personal or otherwise) because your personal needs, objectives and financial situation have not been considered. So before deciding whether a particular product is right for you, please consider the relevant Product Disclosure Statement or contact us to speak to an adviser. COM0350 1217
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Professional indemnity insurance will indemnify your business against civil liability it incurs in Professional indemnity indemnify of respect of a claim arisinginsurance from thewill performance your business against civil liability it incurs in Professional Services. respect of a claim arising from the performance of
Professional Services means professional advice or service charged Professional Services. for a fee (design, consulting, training, risk assessments etc.). Professional Services means professional advice or service charged Professional Indemnity Coverage can include claims that a fee (design, consulting, training, risk assessments etc.). ariseforfrom: Professional Indemnity include claims 33Negligence arising from aCoverage Breach ofcan Professional Dutythat due to an arise from: act, error or omission 33Negligence arising from a Breach of Professional Duty due to
33Fraud Dishonesty of staff an and act, error or omission
33Libel, Slander or Defamation against a third party 33Fraud and Dishonesty of staff 33Loss of client documentation 33Libel, Slander or Defamation against a third party 33Legal liability for documentation damages and claimants’ costs/expenses 33Loss of client arising from thefor act,damages error orand omission/civil liability of the 33Legal liability claimants’ costs/expenses “Company’s” employees arising from the act, error or omission/civil liability of the “Company’s” employees 33Wrongful or inadequate advice to client(s) 33Wrongful or inadequate advice to from client(s) 33Acting without proper instructions the client 33Acting without proper instructions from the client 33Failure to act in accordance with client’s instructions or at all. 33Failure to act in accordance with client’s instructions or at all.
33Failure to advise client
33Failure to advise client
33Breaches of Trade Practices Act/Fair Trading Legislation– misleading 33Breaches of Trade Practices Act/Fair Trading Legislation– or deceptive misleading or deceptive
33Breaches of Statute – e.g.; Corporations Law, 33Breaches of Statute – e.g.; Corporations Law, Uniform Consumer Credit Uniform Consumer CreditCode Code ForFor more info please contact more info please contactMichael Michael Pham Pham +61+61 9253 7326 oror michael.pham@aon.com 9253 7326 michael.pham@aon.com
CLAIMS CASE STUDY
CLAIMS CASE STUDY
PROFESSIONAL INDEMNITY
Following several burglaries at an PROFESSIONAL INDEMNITY
electronics manufacturer’s warehouse, the
Following several burglaries at an of a security company engaged the services electronics manufacturer’s warehouse, system company to design, source,the and company the services of a security install aengaged new security system. system company to design, source, and The security system company was install a new security system. also engaged to train the electronics The security system company was manufacturer’s staff on the system. The also engaged to train the electronics electronics manufacturer claimed that the manufacturer’s staff on the system. The new system never worked properly, saying electronics manufacturer claimed that the that they had ‘black spots’ that weren’t new system never worked properly, saying covered by‘black the system and weren’t that they had that they had spots’ that no faith the system’s to had protect covered byin the system and ability that they nothe faith in the system’s ability toelectronics protect premises or goods. The the premises or goods. The the electronics manufacturer engaged services of an manufacturer engaged the services of an and on-site 24 hour guard as an alternative on-site 24 hour guard as an alternative and refused to pay the balance of the contract refused to pay the balance of the contract to the security system company, while also to the security system company, while also banning them from their premises. banning them from their premises. After a ten day trial, the Court found After a ten day trial, the Court found that the security system company had that the security system company had acted negligently made misleading acted negligently andand hadhad made misleading representations in breach of section representations in breach of section 53 53 Trade Practices section ofof thethe Trade Practices Act,Act, nownow section Australian Consumer 2929 of of thethe Australian Consumer Law.Law. The The security system company ordered security system company was was ordered toto pay damages of $1,800,000 as well as as pay damages of $1,800,000 as well the legal fees incurred by the the legal fees incurred by electronics the electronics manufacturer. manufacturer. The Professional Indemnity cover The Professional Indemnity cover offered as an extension to the ASIAL Security offered as an extension to the ASIAL Security Combined Liability policy responded to the Combined Liability policy responded to the Insured’s claim relating to the damages and Insured’s claim relating to the damages and legal fees, totalling $2,300,000. legal fees, totalling $2,300,000. If you are unsure if you require If you are unsureCoverage if you require Professional Indemnity speak to Professional Indemnity Coverage speak to Michael Pham your AON Client Manager MichaelExpert) Phamwho yourwill AON Client Manager (Industry provide clarity and (Industry Expert) who risks will provide clarity and insight to identify hidden associated insight identify hidden risks associated with your to Security business.
with your Security business.
SECUR IT Y IN SID ER | D EC / JA N 2 0 19 7
2 SEC UR IT Y IN S IDE R | OCT/ NOV 201 9
rsonal needs, er the relevant Product
Contents Vol.25 | Issue 4 | Oct/Nov 2019
IT’S TIME FOR A PUBLIC–PRIVATE PARTNERSHIP IN NATIONAL SECURITY
14 18 CYBER SECURITY CERTIFICATION – A VALUABLE INVESTMENT
04 President’s Message 05 2019 Australian Security Industry Awards for Excellence 08 ASIAL Annual & Financial Report 10 NCVER Releases Report on Course Durations 11 VIC Portable Long Service Leave Scheme
22 ASK FOR ANGELA SAFETY INITIATIVE
12 Rostering Under Threat from United Voice Application to Vary Award Provisions 12 QLD Labour Hire Licensing - Reporting and Renewal Requirements 26 Interview with ASIAL Membership Coordinator, Bev Earnshaw
24 BE A SAFETY CHAMPION
27 Federal Court Sets Precedent for Leave Accruals 32 ASIAL Recognition Program/New Members 33 ASIAL Graded Security Monitoring Centres & Certified Redundant Monitoring Centres 34 ASIAL Events Listing
ASIAL STRATEGIC PARTNERS
22-24 JULY 2020 MELBOURNE CONVENTION & EXHIBITION CENTRE
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PRES IDE NT’S ME SS AG E
Editorial and Advertising Security Insider is published by The Australian Security Industry Association Limited
One of ASIAL’s long term strategic priorities has been to forge collaborative partnerships with like-minded security stakeholders to ensure there is a consistent and coherent voice for the industry.
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
Celebrating Excellence and Collaboration I cannot over emphasise the importance of a consistent and coherent voice for the industry. Disjointed messages from the industry have a significant impact on the industry’s ability to be heard and impedes our efforts to advance and further professionalise the industry. ASIAL is committed to working towards achieving alignment of the needs of the industry, end users and other stakeholders. An example of this is the recent announcement that that the 2019 Australian Security Industry Awards for Excellence will this year feature the Australian Security Medals Awards, along with the Outstanding Security Performance Awards. By combining the three industry awards programs under a single event we will bring together a broad cross section of the industry, acknowledging industry best practice, skills and quality for a memorable evening at the Park Hyatt Melbourne on the 17th October 2019. For more details on the event turn to page 5. Another example of industry collaboration is ASIAL’s funding of the Australian Security Research Centre’s (ASRC) research study which will analyse best practice duty of care associated with workplace aggression and violence and its impact on physical and mental health. Workplace aggression and occupational violence is a growing risk for many customer-facing organisations across a range of industry sectors.
The ASRC study will analyse Australian workplace violence and aggression across a number of sectors, including security, retail and customer service, liquor and hospitality, banking and financial services and healthcare and aged care services There are many more exciting collaborations ASIAL is working on which will be announced in the coming months, so stay tuned. Industrial relations matters in the Fair Work Commission and the Federal Court, if successful may have a significant impact on labour costs. Should customers reject increased fees, profitability will be eroded and questionable employment practices encouraged. Members are urged to visit the ASIAL website, read the Frist Alert e-newsletter and Security Insider and to contact ASIAL to be fully informed on what is happening in the industry. Finally, the 2019 ASIAL Annual & Financial Report is now available. I encourage all members to read the report to gain an understanding of the many activities and areas the Association is involved in and to attend the 50th Annual General Meeting of the Association to be held at the Holiday Inn Parramatta on the 27th November 2019 from 7.30am.
Editorial Enquiries communications@asial.com.au Advertising Anna Ho I events@asial.com.au advertising@asial.com.au Graphic Design + Digital Mitch Morgan Design 0402 749 312 mitch@mitchmorgandesign.com www.mitchmorgandesign.com Editorial Contributors Anthony Bergin, Nick Karas, Tony Vizza and Chris Delaney Print + Distribution CMYK Hub Published bi-monthly Estimated readership of 10,000 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 form is leading views. Copyright©2019 (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: DEC/JAN 2020 Printed ISSN 1442-1720 Digital ISSN 2207-8282
Kevin McDonald President 2,767
Avg Net Distribution per Issue
Security Insider Magazine is independently audited under the AMAA's CAB Total Distribution Audit. Audit Period: 01/04/2018 - 31/03/2019
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50th
ASIAL AGM
2019 AUSTRALIAN SECURITY INDUSTRY AWARDS FOR EXCELLENCE The 24th Annual Australian Security Industry Awards for Excellence organised by ASIAL will be presented at the Park Hyatt Melbourne on the 17th October. This year, in addition to the 5th Annual Outstanding Security Performance Awards, the event will also include presentation of the Australian Security Medals. The combining of the three security awards programs under a single event will bring together a broad cross section of the industry to provide a memorable evening that celebrates excellence and achievement in our industry. The Master of Ceremonies for the awards dinner is one of Australia’s most experienced and well-travelled comedians, Lehmo.
The 50th ASIAL Annual General Meeting will be held on Wednesday 27th November 2019 from 7.45am at the Holiday Inn, 18-40 Anderson St, Parramatta NSW 2150. For information on the AGM visit the members area of the ASIAL website. ASIAL’s Annual & Financial Report is available at www.asial.com.au
To register for the dinner visit www.asial.com.au
LABOUR HIRE LICENSING FOR VICTORIA Businesses required to hold a license must register on or before 31 October 2019 or risk being deemed to be operating unlawfully. Under s7(1) A person (a provider) provides labour hire services if: 33 in the course of conducting a business, the provider supplies one or more individuals to another person (a host) to perform work in and as part of a business or undertaking of the host (this requires an assessment of the activities to be performed by the individual and the level of integration of those activities in the host’s business/undertaking); and 33 the individuals are workers for the provider. Someone will be ‘providing labour hire services’, regardless of whether there is a contract between the provider and host; or whether the supplier provides the workers directly, or through an intermediary; or whether the work is performed under the control of provider or host (section 7(2)).
A Labour Hire Licensing Authority has been established in Victoria, a Commissioner appointed. Inspectors will have strong investigatory and enforcement powers. The Victorian Commissioner for Labour Hire has adopted a very broad definition when considering eligibility for registration e.g. if a business has employees working in or as part of the customer’s (host) business, a labour hire activity is being conducted. Therefore, as a private security provider it is likely that, given the definition above, you will need to register. MORE INFO abourhireauthority.vic.gov.au | chris@asial.com.au
THE LEGISLATION REQUIRES THAT: Persons and/or businesses must not advertise or provide labour hire services without a licence and users of labour hire services must only use a licensed provider. In both instances, there are civil penalties of up to $126,856 for natural persons and $507,424 for bodies corporate.
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A DV E RT ORIAL
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This makes the oversight of important assets, and their requirements, even easier and gives technicians access to a range of information and functionality. If that’s not enough to interest you, ASIAL members are eligible to receive 20% off the initial implementation costs of simPRO!*
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simpro.com.au/asial-members SEC URI T Y I N SI DER | O C T/NOV 2 019 7
INDUST RY NE W S
ASIAL 2019 ANNUAL & FINANCIAL REPORT
KEY FACTS
28.2 million Potential Audience reached by 83 media mentions
ASIAL’s 2019 Annual & Financial Report is now available. Among the key highlights for the year included:
33celebration of the Association’s 50th Anniversary; 33the continued growth and development of the annual security industry awards for excellence;
33the growth and development of ASIAL events and communications channels, including the annual security exhibition and conference, breakfast briefings and social media;
33representation of the industry on a range of workplace relations issues; 33development and refinement of the Association’s strategic priorities; 33launch of the ASIAL podcast series.
5,300+ Attendees at The Security 2018 Exhibition & Conference
WEBSITE ASIAL ‘s website www.asial.com.au attracted 94,761 visitors during the year. Among the key website statistics for the year included:
94,761
Unique visitors
119%
Increase in media exposure
435,566 Page views
137,578 User sessions
11K
Social media followers
3.21
Pages per session
2:48
Average session time
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2,767
CAB Audited print circulation for the Insider magazine
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QLD SECURITY INDUSTRY ADVISORY GROUP ASIAL will participate on a recently established Advisory Group which will provide advice to the Queensland Government in developing a workforce development strategy for the security industry.
ASIAL Mobile Security Patrols Code of Practice
AUSTRALIAN STRATEGIC POLICY INSTITUTE (ASPI) REPORT The recently released ASPI Report (From board room to situation room. Why corporate security is national security has found that corporations are making valiant efforts to protect their assets and capabilities from attacks in the physical and cyber environments. But such attacks are not just matters of commercial concern to companies and their shareholders. They have significant potential to weaken national resilience. There exists a void between business and national security agencies when it comes to understanding each other’s capabilities and limitations. There are already in place some mechanisms, established by both the Australian government and state governments, for security agencies to “hook up” with business. But the structures are fragmented between and within government departments and agencies and are often based on sector-specific silos. Developing a secure and resilient nation can only be ensured through mutual obligation whereby both government and business understand and are committed to developing and maintaining the measures required to safeguard Australia. The threats we face don’t recognise the walls that exist between Australian businesses and national security agencies. To safeguard Australia, we need to put more doors in those walls. Today, corporate security is national security. To read more on the report turn to page 14. A full copy of the report authored by Anthony Bergin, Donald Williams and Rhys De Wilde is available at www.asial.com.au. ASIAL supported the Australian Strategic Policy Institute (ASPI) review on the relationship between corporate security and national security. However, the review’s findings are solely those of the authors.
The ASIAL Mobile Security Patrols Code of Practice will come into effect from 1 January 2020. The objectives of the Code of Practice are to provide ASIAL members a practical guide for the delivery of mobile security patrols to: 33 meet their client responsibilities 33 provide a safe environment for the delivery of the service and 33 provide systems and communication pathways to verify the delivery of the contracted service. This ASIAL Code of Practice relates to the broad operation and delivery of a security service by mobile security patrols and is to be read in conjunction with the jurisdictional Acts and Regulations covering Security Industry licensing and compliance requirements; Corporate legislation regarding business conduct, ethics and governance, and Work Health and Safety (WHS) Acts and Regulations. A mobile security patrol is a security service provided by security officers travelling to multiple sites physically distant from one another, within a defined period of time. A response to a security alarm, security incident, escorts, premises unlocks or lockups may form part of a security patrol function. The Code provides a standard for all ASIAL members involved in the mobile security patrol sector of the security industry. ASIAL members must observe this code as a minimum standard when conducting mobile security patrol activities.
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NCVER RELEASES REPORT ON COURSE DURATIONS The National Centre for Vocational Education Research has released a report ‘Do course durations matter to training quality outcomes? The report focused on the Certificate II and III in Security Operations, Certificate III in Early Childhood Education and Care; Certificate III in Individual Support and Certificate IV in Disability. The study investigated the relationship between VET course durations and training quality and outcomes. Feedback from discussions with training practitioners, representatives of industry and government, and relevant Skills Service Organisations revealed that for many there is a tension between a desire to respect the non-time-based principles of a competency-based training system, and for durations to be specified
and of adequate length to enable trainers the time to effectively cover required content, and students adequate time for learning and practice. Although course durations on their own are not felt to guarantee quality outcomes, they are felt to be a key factor when suitably aligned to the level and size of the qualification, and the demands of the intended occupation. The statistical analysis of subject results in four different areas showed higher proportions of subject withdrawals at RTOs with the highest median course durations. This in turn resulted in lower shares with a pass in courses of longer median durations. ASIAL participated in the report. A copy of the report is available on the NCVER website – www.ncver.edu.au.
ASIAL GUIDELINE FOR DEALING WITH DISCRIMINATION, HARASSMENT, SEXUAL HARASSMENT AND BULLYING ASIAL has developed a comprehensive Guideline to support the prevention of workplace discrimination, harassment, sexual harassment and bullying in the security industry. The Guideline confirms our industry’s commitment to providing safe, respectful, inclusive and flexible workplaces. It applies to all employers throughout Australia who work in or in connection with: 33 Access control, alarms, CCTV, biometrics, integrated systems;
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33 Mobile Patrols, Guarding, Patrolling, protecting critical infrastructure crowd control and venue protection, Cash in Transit; 33 Locks, screens, bollards, physical barriers and records protection; and 33 Administration, Training, Risk management and investigations. ASIAL expects all member companies, and encourages all other businesses involved in security activities in Australia, to adopt and implement these guidelines.
A copy of the Guideline is available at www.asial.com.au. ASIAL members can also gain access to a range of helpful templates covering 33 Workplace discrimination, harassment and bullying policy 33 Complaint handling and investigation procedure 33 Complaint form 33 Example Code of Conduct 33 Checklists for assessing your current policies and procedures 33 Creating and maintaining a safe, respectful and inclusive workplace culture by logging into the ASIAL members area.
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VIC PORTABLE LONG SERVICE LEAVE SCHEME From 1 July 2019, Victorians working in contract cleaning, security and community services can start building up long service benefits. After working in their industry for seven years, irrespective of the number of employers they work for over that time, they will be eligible to claim their long service benefits. Employer Registration- From 1 July, businesses who employ workers in roles covered by the Portable Long Service Scheme must register as an Employer with the Portable Long Service Authority. This can be done online at www.plsa.vic.gov.au Worker Registration - Workers will be registered by their Employers through Quarterly Return reporting which commences in October 2019. Workers will be sent a registration pack from the Authority with all of their membership details from November. Quarterly Returns Employers must submit a Quarterly Return to the Authority, in October, January, April, and July each year. The first Quarterly Return will be submitted in October 2019. The quarterly return will include information about: 33 all workers who have worked for the business during that quarter 33 the days they have worked during the quarter 33 the pay they received during the quarter
The Quarterly Return calculates the contribution to be made by the employer and is based on each worker’s ordinary pay multiplied by the levy for their industry. The Governing Board of the Portable Long Service Benefits Authority has determined the Employer Levy as follows: 33 1.65% for community services 33 1.80% for contract cleaning 33 1.80% for security
COURIERS PERFORMING CASH IN TRANSIT SERVICES ASIAL has for some time raised concerns about Cash in Transit services being provided by courier companies who do not hold a state/territory security licence and expose themselves (and the community) to significant workplace health and safety risks. ASIAL has developed a Cash In Transit Code of Practice to provide a practical guide to assist members in meeting their workplace health and safety responsibilities and importantly to mitigate the risks associated with the transportation and delivery of cash and/or other valuables by use of armoured, semi-armoured or nonarmoured vehicle(s). Over the past 18 months ASIAL has met with the Australian Banking Association Security Issues Forum (which also includes representatives from police armed robbery squads from around the country) and the Insurance Council of Australia to discuss concerns relating to couriers. The Association has also raised the issue through the Security Industry Regulators Forum ASIAL’s view is that individuals and/or businesses that carry cash should be appropriately trained, licensed and ensure professional risk assessments are conducted to reduce or eliminate exposure to loss or injury from robbery and violence.
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QLD LABOUR HIRE LICENSING REPORTING AND RENEWAL REQUIREMENTS
CV
Labour Hire Licensing Queensland (Office of Industrial Relations) has recently issued the following reminder for license holders: Labour hire licence holders must submit six monthly reports and renew their labour hire licence every 12 months. These are two separate requirements and you must do both to maintain your labour hire licence.
Reporting 33 You must report every six months - you will receive a reminder on the report due date.
33 Your first report will be due six months from the date your licence is granted.
33 Your second report will be due 12 months from the date your licence is granted (which is also the licence expiry date).
QUEENSLAND SECURITY INDUSTRY TRAINING FORUM ASIAL continues to actively participate on the Queensland Security Industry Training Forum, which includes representatives from the Queensland Training Ombudsman, Office of Fair Trading, Artibus Innovation, Jobs Queensland, Australian Skills Quality Authority and Department of Employment, Small Business and Training.
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33 Renewal 33 You must renew your licence 12 months from the date it is granted. This includes payment of the renewal fee.
33 You will receive a renewal notice by email two months prior to the expiry date to allow time to renew online.
33 You will receive a reminder on the licence expiry date and you can make an application to restore the licence for a further 28 days.
33 After 28 days a licence cannot be restored. A new licence application will need to be submitted for the licensee to continue providing labour hire services in Queensland.
Do not mistake your report notice for the renewal form. Completing the 12-month renewal notice does not automatically renew your licence. If you need assistance with lodging your renewal application or labour hire report you should check out the reporting guide and other compliance resources available at https://www.labourhire.qld.gov. au/resources/compliance-andenforcement-policy. Alternatively, you can call 1300 576 088 or email labourhire@oir.qld.gov.au.
ROSTERING UNDER THREAT FROM UNITED VOICE APPLICATION TO VARY AWARD PROVISIONS United Voice – the union representing security officers throughout Australia – has made an application to the Fair Work Commission to vary Security Services Industry Award 2010 (the Award). The application seeks to “ensure that an employer covered by the award cannot arbitrarily allocate overtime within a roster regularly and systematically to hours which would attract penalty rates”. This is an issue that has been a point of contention between the United Voice and the industry for many years. If United Voice is successful in this attempt to vary the Award the cost of providing
security services to clients will rise considerably and employers will have significant restrictions on allocating work to employees on a roster. ASIAL will be seeking members views on the Impact of the proposed changes via an online survey which will be available soon. We will also prepare a strategy which will require securing legal counsel to represent the private security industry in an effort to preserve the current Award provisions.
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Federal Court Judgment on Leave Entitlements has serious effects on 12 HOUR SHIFT SYSTEMS The Full Federal Court has confirmed that employees are entitled to 10 days of personal leave irrespective of the rostered hours worked and rejecting the employer’s submissions that employees are entitled to personal leave based on an average of their ordinary hours worked, and only up to a maximum of 76 hours per year. In a 2 to 1 majority the Court determined that personal leave is required by the Fair Work Act to be accrued and taken in “days” and not, as has been the practice for many years across a variety of industries, average hours. The effect is that an employee working 12 hour ordinary time shifts averaging 38 hours over a roster cycle, is entitled to be paid for 12 hours per day of personal leave taken instead of only 7.6 hours per day. Security industry employers whose employees work a roster system of 12 ordinary hours across a roster cycle have followed the approach consistent with decisions of the Fair Work Commission and the former Workplace Relations Act that employees accrue a maximum of 76 hours per year in personal leave and 152 hours annual leave (190 hours for shift workers). The Fair Work Act however defines leave entitlements in days. The Full Federal Court heard arguments from Mondelez, supported by Australian Industry Group and the Federal Government, who submitted that employees accrue 76
RESEARCH STUDY into workplace aggression and violence and its impact on physical and mental health
hours personal leave and the Australian Manufacturing Workers’ Union (AMWU) who argued that when an employee worked a 12 hour day that should be counted when determining their personal leave entitlement. The Federal Court majority rejected the employer arguments and accepted the those put forward by the union, effectively directing that a day of leave will be the same as the number of hours that are worked on the day the leave is taken, ensuring that employees are to be compensated for all of the ordinary hours that would have been worked on the day of the absence. While not part of the argument before the Court, the decision confirms that payment for personal leave relates to ordinary hours only, not overtime (rostered or otherwise. With one dissenting judgement, there may be an opportunity for appeal or for the Government to seek to vary the Fair Work Act 2009. Neither Mondelez nor the Federal Government have commented on the opportunities at this stage.
Workplace aggression and occupational violence is a rapidly increasing risk for customer-facing organisations of all sizes. While traditionally considered an area of concern limited to specific sectors and stakeholders such as law enforcement, private security and healthcare. It has been noted that there is now a growing number of other sectors that are expressing concern as their staff are victimised by anti-social behaviour, violent robbery and alcohol-and-drug-related violence. ASIAL is supporting a research project which will analyse Australian workplace violence and aggression across a range of sectors, including the private security industry, retail and customer service, liquor and hospitality, banking and financial services and healthcare.
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SEC URIT Y F E AT URE
Corporations already protect their assets and functions. However, considering business capabilities as part of our national security capabilities isn’t normally a factor in corporate planning. In a new report released recently, From board room to situation room: why corporate security is national security, I and my co-authors, Donald Williams and Rhys De Wilde, argue that Australia’s approach to national security planning should now include the private sector. Our corporate sector should be understood as a key component of our deterrent posture against a range of threats.
IT’S TIME FOR A PUBLIC PRIVATE PARTNERSHIP IN
NATIONAL SECU By Anthony Bergin*
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S E C URIT Y FE ATU RE
Attacks on the private sector are a feature of what Elisabeth Braw, the director of the Modern Deterrence project at British think tank RUSI, calls blended aggression, which ranges from economic coercion to cyberattacks and irregular warfare by proxies designed to undermine trust in the state. As such attacks are likely to be directed towards private-sector assets, business owners and operators should be recognised as central to this country’s security. Economic security is an essential element of national security and it is business that is the engine room for a strong economy. Corporations are making valiant efforts to protect their assets and capabilities from attacks in the physical and cyber environments. They do so for sound commercial reasons. But such attacks are not just matters of commercial concern to companies and their shareholders. They have significant potential to weaken national resilience. A principal finding of the study was that there’s a void between business and national security agencies when it comes to understanding each other’s capabilities and limitations. Corporations have great visibility of what is happening domestically and internationally that may impact on their commercial operations. Some of our corporate heavyweights have an in-house analytical capability or subscribe to specialist intelligence and analytical providers.
CURITY
A principal finding of the study was that there’s a void between business and national security agencies when it comes to understanding each other’s capabilities and limitations.
Most major companies have an operations or crisis centre. Corporations hold considerable data that may be of benefit to governments during and after incidents. But the private sector currently plays a limited role in national crisis exercises. A phrase that has gained some usage among Australian corporate security professionals when talking about the desire for greater cooperation with the official national security community is ‘dare to share’, which refers to security officials being willing to provide information that is timely and of value in the prevention and mitigation of all risks faced by the nation. It’s recognised that there are constraints relating to passing on certain national security information related to international agreements, perceptions of corporate advantage and potentially foreign ownership. But these restrictions should not be insurmountable barriers: they don’t affect the intent to share, although they can affect the depth and timeliness of the sensitive information to be shared. ‘Dare to share’ captures this issue well and is a sound principle upon which to build a mutual commitment by business and government to an improved security-information-sharing partnership. There are already some mechanisms in place, established by both the Australian government and state governments, to ‘hook up’ with business on issues of national security. But the structures are fragmented between and within government departments and agencies and are often based on sector-specific silos.
Continues over page >
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Both national security agencies and corporate representatives indicated to the authors that sometimes the other party was intentionally or needlessly holding back essential information while expecting them to provide too much. This indicates a lack of understanding on both sides. Several corporate security professionals observed that there isn’t much scope at the moment to discuss or even know what national security policy or legislation is coming down the pike. Those corporations that are closely regulated by government (for example, aviation, telecommunications and finance/banking) tend to know how to find the relevant security official within government. However, companies that aren’t as closely regulated or integrated into the national security community have a difficult time identifying points of contact with the relevant agencies. Developing a secure and resilient nation can only be ensured through mutual obligation whereby both governments and corporations understand and are committed to developing and maintaining the measures required to safeguard Australia. When it comes to contributing to national security, we found that business is generally not seeking financial incentives from government—such as tax breaks, subsidies for corporate back-up plans or special government status— because resilient companies ‘do the right thing’ when it comes to national security. Rather, business executives argued that of far greater value than government incentives were realistic and timely securityrelated information and an understanding of how their business fits within the overall concept of a resilient nation. A key message in the report for national security agencies is that coordinating and cooperating with the private sector on national security may be inconvenient at times, but it’s a lot less inconvenient than being exposed unprepared to a range of security threats and challenges. Today, corporate security is national security.
Overall the report makes 16 recommendations on how to strengthen corporate and government cooperation in national security. These include: 33 creating a central hub in the Department of Home Affairs for ensuring information transfer on national security risks and support for industry in better understanding emerging security issues 33 establishing a chief security officer advisory group to work with such a hub, consisting of a small number of senior security, business continuity and resilience managers, as well as organisations representing the broader corporate sector 33 reinvigorating the industry consultation on national security to provide a forum for the prime minister and senior ministers to engage with CEOs on national security policy and issues 33 broadening the scope of state-based joint cybersecurity centres so they become converged centres for integrating national security interaction between business and government 33 ensuring that the Australian government and state and territory governments expand the involvement of business in exercises related to all aspects of national security 33 developing a secondment program of national security agency personnel into the corporate security and more general risk management environment 33 encouraging an awareness among major corporations that when selecting a chief security officer the ability to obtain a national security clearance will be of benefit. The threats we face don’t recognise the walls that exist between Australian businesses and national security agencies. To safeguard Australia, we need to put more doors in those walls.
* Anthony Bergin is a senior fellow at ASPI. ASIAL supported the Australian Strategic Policy Institute (ASPI) review on the relationship between corporate security and national security. However, the review’s findings are solely those of the authors. Note: This article first appeared on The Strategist, ASPI’s commentary and opinion site. The full report can be accessed at www.aspi.org.au/report/board-roomsituation-room-why-corporate-security-national-security
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CYBER SECURITY CERTIFICATION A VALUABLE INVESTMENT By Tony Vizza, CISSP, CCSP
WHY CYBER SECURITY IS CRITICAL TO ELECTRONIC SECURITY The advent of digitization has seen the electronic security world changing dramatically over the last 20 years. Almost all electronic security devices today are reliant on network connectivity in order to operate and keep organizations physically secure. While the electronic security devices perform their objectives in keeping physical security threats in check, the connected nature of these devices opens up a new set of threats from a cyber perspective. This boom in digital security devices has correlated to better overall physical security. Sadly, the same cannot be said for cyber security. While the Australian Bureau of Statistics has recorded a significant drop in property crime such as burglaries over the last few decade1, the rate of cyber related data breaches has increased at an
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exponential rate. For the twelve months to the 31st March 2019, the Office of the Australian Information Commissioner (OAIC) received 964 breach notifications from Australian organisations.2 This was an incredible 712% increase on the previous twelve-month period. The OAIC findings revealed that 40% of breaches were attributed solely to human error or system faults, while the remaining 60% of breaches were due to a malicious actor.3 Many of these breaches are caused by misconfiguration of IT services, lack of preventative measures and lack of user education and awareness.4 Globally, the World Economic Forum has declared that cyberrelated risks now constitute two of the top five global risks.5 As a result, the Federal Government has decided to review its cyber security strategy for Australian organisations and individuals for the year 2020.6
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GAINING CYBER SECURITY KNOWLEDGE AND EXPERIENCE THROUGH CERTIFICATION Given the prevalence of connected systems and Internet of Things (IoT) devices that are now commonplace in the electronic security space, a large number of new and significant attack vectors exist that can affect the confidentiality, integrity and availability of these systems. This has resulted in electronic security installers who, as qualified and certified as they are in the physical aspects of security technologies that are being deployed, lacking the commensurate knowledge in the cyber security area to ensure that these electronic security solutions being installed are both physically and virtually safe. How can you ensure that the electronic security solutions that you install, maintain and manage for your customers are also configured securely from a cyber perspective? It all comes down to cyber security training, experience and accreditation. One of the best ways to achieve these is through industry-recognized certification. (ISC)2, a global not-for-profit association of over 140,000 certified cyber security professionals, is a certification body for individuals who are seeking to become cyber security certified based on their area of expertise and their experience levels. Within the electronic security field, two (ISC)2 certifications are most relevant to consider – the Systems Security Certified Practitioner (SSCP) and the Certified Information Systems Security Professional (CISSP). (ISC)2 certifications are ANSI 17024 accredited, meaning that certifications require both theoretical knowledge - which is demonstrated through passing an examination - as well as hands-on and paid work experience.
THE SYSTEMS SECURITY CERTIFIED PRACTITIONER (SSCP) CERTIFICATION The SSCP is a vendor-agnostic certification that is ideal for those experienced in Information Technology (IT) who want to gain a deeper understanding of cyber security principles. SSCP certification demonstrates technical skills and knowledge to be able to implement, monitor and administer IT infrastructure using security best practices, policies and procedures and is the (ISC)2 certification that is best suited to electronic security technicians who configure, deploy, manage and maintain electronic security solutions. The Common Body of Knowledge (CBK) that underpins the SSCP certification is built on foundational cyber security concepts that cover the
breadth of the field, and the SSCP equips technicians and engineers with the skills to consider cyber security from a business-oriented and risk-based approach, as well as from a technical perspective. There are seven “domains” in the SSCP CBK which include: 33 Access Controls 33 Security Operations and Administration 33 Risk Identification, Monitoring and Analysis 33 Incident Response and Recovery 33 Cryptography 33 Network and Communications Security 33 Systems and Application Security Certification requires passing the SSCP exam and possessing a minimum of one year of paid experience in one of the seven SSCP domains. In addition, to maintain your certification, you must complete a minimum of 60 continuing professional education (CPE) credits in each three-year cycle. Candidates who pass the exam but do not possess the relevant work experience are eligible to be awarded Associate of (ISC)2 status, which converts to full certification once this requirement is met. In addition, all candidates must adhere to an industry Code of Ethics. More info at isc2.org/Certifications/SSCP
THE CERTIFIED INFORMATION SYSTEMS SECURITY PROFESSIONAL (CISSP) CERTIFICATION The CISSP certification has long been considered to be the gold standard of cyber security certification that is recognized across the world. The CISSP demonstrates a certified professional’s capability to be able to effectively design, implement and manage a best-in-class cyber security program for their organization and their customers. The CISSP is a vendor-agnostic certification designed for professionals who have been involved in the cyber security field for a number of years. It is particularly relevant to electronic security personnel is because a critical aspect of cyber security is in fact physical security. The CISSP offers a strong focus on physical security controls and as such, is an ideal certification to pursue for an experienced electronic security professional who also have strong experience in information technology. In addition, many SSCP holders work towards CISSP certification as their careers continue to grow. Continues over page >
1. 2. 3. 4. 5. 6.
4510.0 – Recorded Crime – Victims, Australia, 2018. Australian Bureau of Statistics, 27th June 2019. Notifiable Data Breaches Scheme 12-month Insights Report, Office of the Australian Information Commissioner, Australian Government, 2019 p4. Notifiable Data Breaches Scheme 12-month Insights Report, Office of the Australian Information Commissioner, Australian Government, 2019 p8. Ibid p21. The Global Risks Report, 2019. World Economic Forum, 15th January 2019. Australia’s 2020 Cyber Security Strategy – A call for views. Department of Home Affairs, Australian Government.
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There are eight “domains” in the CISSP Common Body of Knowledge (CBK). These are:
33 Classroom based training offered by an official (ISC)2 training provider
33 Security and Risk Management
33 Online instructor-led training offered by (ISC)2
33 Asset Security
33 Online self-paced training using recorded lessons offered by (ISC)2
33 Security Architecture and Engineering 33 Communication and Network Security 33 Identity and Access Management (IAM) 33 Security Assessment and Testing 33 Security Operations 33 Software Development Security Certification requires passing the CISSP exam and possessing a minimum of five years of paid experience in two of the eight CISSP domains. In addition, to maintain your certification, you must complete a minimum of 120 continuing professional education (CPE) points in each three-year cycle. Candidates who pass the exam but do not possess the relevant work experience are eligible to be awarded Associate of (ISC)2 status, which converts to full certification once this requirement is met. In addition, all candidates must adhere to an industry Code of Ethics. More info at isc2.org/Certifications/CISSP
OTHER (ISC)2 CERTIFICATIONS While the SSCP and CISSP are the cyber security certifications that are most sought after by electronic security personnel, there are a number of other certifications that are also valuable, dependent on your role, career ambitions and interests. These include the Certified Cloud Security Professional (CCSP), the Certified Secure Software Lifecycle Professional (CSSLP) and the HealthCare Information Security and Privacy Practitioner (HCISPP).
TRAINING TOWARDS CERTIFICATION In order to prepare for (ISC)2 certification examinations, most candidates decide to undergo formal training to ensure that they adequately understand the concepts covered in the chosen certifications Common Body of Knowledge (CBK). In addition, candidates will revise and study in order to successfully pass the certification examination. Training consists of a number of different techniques and methods, dependent on the candidate’s personal preference:
There are significant and tangible benefits to becoming cyber security certified, both for the professional as an individual, as well as for an employer.
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33 Self-study using text books, study guides and apps and flashcards, available through (ISC)2 and authorized partners More info at www.isc2.org/Training/ In addition, (ISC)2 has prepared an easy-to-follow and free Certification Preparation Kit with extra information on how to become certified, training options as well as handy tips to help you become certified. You can download this at https://www.isc2.org/Training/Cert-Prep-Kit
BENEFITS OF CERTIFICATION FOR PROFESSIONALS AND EMPLOYERS There are significant and tangible benefits to becoming cyber security certified, both for the professional as an individual, as well as for an employer. For professionals, certification demonstrates a validation and recognition of your skills and experience. It helps you open up new and different employment opportunities to further your career. Certification increases your earning power in an area with a significant skills shortage. In addition, the requirement for continuing professional education to maintain the certification means that the professional is on top of their game in an area that is rapidly changing with each passing day. For employers, having certified personnel on your staff validates your competency and experience when offering services to customers and clients. Customers are increasingly sensitive to cyber security risk considerations and being able to demonstrate your experience by hiring certified cyber security professionals provides a strong competitive edge. As certified professionals adhere to a strict Code of Ethics, employers can take comfort in knowing their employees have made a commitment to protecting your digital assets as well as those of your customers.
CONCLUSION Attaining cyber security certification helps you as a professional meet the challenges faced in today’s hyper-digital environment. It offers career opportunities and ensures that you are skilled to help protect against cyber related risks. For employers, it is a valuable investment from a competitive, competency and operational point of view and helps to ensure your customers can feel safe and secure, not just from a physical security sense but also from a virtual one.
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SEC URIT Y F E AT URE
1. One woman a week (on average) is murdered by a current or former partner 2. One in Five Australian women have experienced sexual violence since the age of fifteen 3. 85% of Australian women have been sexually harassed 4. One in Six Australian women has experienced stalking since the age of fifteen
ASK FOR ANGELA SAFETY INITIATIVE
On the morning of the 25th of May 2019, we were faced with another assault against a woman in our community with the body of Courtney Herron found deceased at Royal Park in Parkville. The level of violence in this case was described as extreme by homicide squad Detective Inspector Andrew Stamper, and its magnitude could be seen on television reports to have had a bitter impact on the emergency services staff involved. When it comes to violence against women there are enormous individual, community and social impacts, but by far the most significant injustice is that these heinous crimes are often preventable. Advocacy group White Ribbon Australia’s website tells us that
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1 WOMAN A WEEK (on average) is murdered by a current or former partner
One in Five Australian women have experienced sexual violence since the age of fifteen
85% of Australian women have been sexually harassed
One in Six Australian women has experienced stalking since the age of fifteen
The list goes on and on with alarming statistics quoting one in six women experience some form of abuse even prior to the age of fifteen. Domestic or family violence against women is the single largest driver of homelessness for women, a common factor in child protection cases and results in a police officer callout once every two minutes (on average) across the country. In what world should this ever be OK? Whilst on the subject, I think it would be remiss of me not to mention that even though men are more likely to conduct physical violence against women, there are also women being very abusive and violent toward men – in most cases they don’t hit them but the actions of abuse are obvious. Abuse of men happens far more often than you might expect—in both heterosexual and same sex relationships. It happens to men from all cultures and all walks of life regardless of age or occupation. Figures suggest that as many as one in three victims of domestic violence are male. However, men are often reluctant to report abuse because they feel embarrassed, fear they won’t be believed, or are scared that their partner will take actions against them. My name is Nick Karas, I have run a Melbourne security company for more than twenty years and worked security in bars, nightclubs and gaming venues throughout Australia and overseas. I have seen countless incidents of harassment, violence and assault against women perpetuated by males under the effect of alcohol, drugs and mental instability, or simply through a sense of entitlement or perceived superiority. To that end, I would like to tell you and create an awareness about Ask for Angela. It is something simple and easy to implement and a step in the right direction to help reduce assault
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and sexual violence against women in our community. The issue of violence is not something that is ever going to be solved in my lifetime. However, after seeing Ask for Angela in use overseas, I would like to add my support to an Australian Ask for Angela initiative that I believe will make a difference. Any step we can take, no matter how small, to help reduce the numbers of assault, rape or sexual violence against members of our community should be embraced. Ask for Angela was initially launched in 2016 in hospitality venues in the United Kingdom to help increase the level of safety for those who feel they are being harassed, are threatened or feel unsafe. At participating venues, the program allows patrons to ask staff for a woman called Angela – with the ‘Angela’ code word alerting trained staff to discreetly escort the person to safety. Whether on a blind date, catching up with an old friend or meeting somebody at the venue for the first time, if at any stage you feel unsafe you can approach venue staff and Ask for Angela, and be removed from the situation. It is a simple and effective method to remove yourself from a perceived threat. The fantastic thing about Ask for Angela is that most hospitality venues in Australia already do the majority of what is being asked here. If someone came up to you while working behind the bar or on the door and said that they didn’t feel safe, we all know that you would help to get them away from the situation they are in and home safe or wherever they need to be. The problem isn’t so much that venue staff aren’t willing to help, its more about giving patrons the knowledge that they can ask for help, without feeling guilty, or inciting a reaction from the person making them feel more uncomfortable or unsafe. Empowering people with the knowledge that the staff have been trained to help with very little fuss, that the staff will listen, that the venue cares about them and that all they need to do is Ask for Angela, could be the key to enacting change within the community. There is something wonderful in our nature to help each other as human beings. Drawing on this, I encourage all venue managers to
implement this program into your venues to help patrons feel more comfortable, to feel safe and to aid in getting everyone home safely. From a security professional’s viewpoint, being involved in an initiative like Ask for Angela brings up a Duty of Care across several areas that needs to be identified and dealt with accordingly. As a priority, there is a duty of care for the person feeling distressed. Security needs to prioritise their safety whilst in the venue and when possible, safely escort and ensure they can access appropriate transport to take them away from the premises. Secondly, there is the often forgotten and perhaps resentful requirement to show a duty of care to the accused. Is the report correct? Have they been misunderstood? Is there potential for damage to this person if reported incorrectly? There is also a duty of care for the other patrons in the venue. What controls have been put in place to monitor and ensure the safety of other patrons from this potential threat? Once the accused learns that his date has left him by himself because he made her feel uncomfortable or unsafe, is this the sort of person who will take his frustration out on others? It is something to consider. An incident report must be completed. Whether this needs to be reported to the police is a grey area. Often with alcohol involved it is hard to confirm stories, and difficult to find reliable witnesses. But if it is reported to police through a formal complaint, then at least if the person goes to another venue and repeats the offence there will be a note on file. At the very least we can stop repeat offences that could end up being catastrophic, You would hope this initiative never or seldom gets used but even if it only saves one person it’s certainly worth the effort. As security professionals it is our job – our duty – to protect people. We may not be able to help someone in their home – but we can, and we should protect people in our venues. Ask for Angela is not the answer to the problem for solving violence or sexual assault, but it is definitely a step in the right direction. So, start using the Ask for Angela initiative in your security operations – because
you are not just protecting Angela, you are protecting someone’s sister, someone’s mother, someone’s daughter, someone’s friend. Protect them just as you would protect your own family.
For those not involved in security, or working hospitality, YOU need to relay this message to your loved ones. As an uncle of two nieces and nephews, I am sharing this initiative as I want to protect those dear to me, the people I share my life with and wish to protect from outside dangers. I now want you to share this message far and wide in the hope that it protects YOUR loved ones because the next person Ask for Angela might save could be your niece, your sister, your mother……. Ask for Angela is not a responsibility for someone else. It’s up to all of us, whether you are a parent with children of age, or simply heading out for a night with friends, it’s up to everyone to communicate the message behind Ask for Angela and work towards a safer future for us all.
About the Author: Nick Karas has been the Managing Director of Dominance Guardian Services for over twenty years, providing a wide range of security services around all of Australia and overseas. It’s been a long journey – but Nick has worked hard in an industry he loves. With a bachelor’s degree in Criminal Justice and a 200+ strong workforce, Nick is considered to be one of the leaders in Melbourne’s ever-expanding security industry and a valuable resource for any new or existing industry professional.
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SEC URIT Y F E AT URE
BE A SAFETY CHAMPION October is Safe Work Month – a time to commit to building safe and healthy workplaces for all Australians. This year’s theme - ‘Be a Safety Champion’ - demonstrates that anyone, both employers and workers from any occupation or industry can be a champion for work health and safety. Whilst there has been a steady decline in the rate of workrelated fatalities and workers compensation claims, there is still work to be done. No industry should be unsafe to work in and no death or injury is acceptable. And, because the whole community bears the financial cost of poor WHS, we know that safe and healthy work benefits everyone. A range of practical resources are available at www. safeworkaustralia.gov.au
COST OF INJURY AND ILLNESS STATISTICS Work-related injuries, illnesses and deaths impose costs on employers, workers and the community. These include both direct costs and indirect costs: 33Direct costs include items such as workers’ compensation premiums paid by employers or payments to injured or incapacitated workers from workers’ compensation jurisdictions. 33Indirect costs include items such as lost productivity, loss of current and future earnings, lost potential output and the cost of providing social welfare programs for injured or incapacitated workers.
33The level of costs borne by each economic agent varies with the severity of the injury or disease. While measures of direct costs are understood and reasonably simple to measure, these costs cover only a fraction of the total cost of work-related injury and disease. For its part, ASIAL is committed to providing members with a range of resources to assist in meeting their workplace, health and safety obligations.
SAFE WORKPLACE MANAGEMENT The Workplace Health & Safety Act 2011 places significant obligations on business operators to demonstrate active participation of Workplace, Health and Safety prevention. Failure to do so can attract fines of up to: 33$3 million per breach of a corporation; 33$600,000 per breach for an officer; 33$300,000 per breach for an individual and 33up to five years’ imprisonment. The ASIAL Safe Workplace Management system is an online workplace health and safety tool tailored to the security industry, to manage your work, health and safety requirements. Processes are available in the system to identify, evaluate and control hazards and risks within the work environment. Among the system’s features include: 33Different access levels and dashboard views with individual login details for employees and contractors; 33Escalation workflow notifications sent to multiple recipients and ability to raise actions immediately; 33Employee training and licence registers including expiry dates notifications; 33Coverage for all sectors via one account (this covers the members who provide both electronics and manpower); 33Incident reporting and risk assessment with automatic risk calculation; 33A clear audit trail for all forms and version control for document management; 33An App for employees to complete forms on the go; (coming soon) 33Enhanced reporting that can combine information from multiple forms e.g. Hazards and incidents to show high level view; 33GPS location tagging for images uploaded to incident forms (coming soon) All of the above is available at annual subscription fee of $395 (including GST)! Subscribers will also have access to the ASIAL SWM System Logo to promote their compliance with WHS requirements.
TO SUBSCRIBE go to asial.com.au or contact us on 1300 127 425 for more information.
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WHS ELEARNING COURSES Additional workplace health and safety resources are also available through ASIAL’s eLearning platform which includes a comprehensive course director of online workplace health and safety courses. These include:
33Advanced Health and Safety 33Alcohol and other Drugs in the Workplace 33Armed Robbery Survival Skills 33Asbestos Awareness 33Confined Space Entry 33Construction Safety Orientation 33Contractor Management 33Driver Safety 33Electrical Safety 33Emergency Procedures 33Ergonomics 33Fatigue Management 33Fire Safety 33First Aid Refresher 33Hazard Identification 33Health and Safety Representatives 33Hearing Conservation 33Hot Work 33Incident Investigation 33Injury Management 33Manual Tasks 33Mental Health and Safety for Managers 33Office Safety 33Personal Protective Equipment 33Return to Work Programs (NSW) 33Safe Work Planning (SWMSs and JSAs) 33Spill Prevention and Control 33Stress Management 33Warden Instruction 33WHS Awareness 33WHS for Managers 33WHS Risk Management 33Work / Life Balance 33Working Alone Safely 33Working at Heights 33Working near Services 33Working Outdoors 33Workplace Inspections
GUIDELINE FOR DEALING WITH HARASSMENT, BULLYING AND DISCRIMINATION Discrimination, harassment, sexual harassment and bullying of employees in Australian workplaces is illegal. Under State and Federal Work Health and Safety laws employers are legally responsible for protecting employees from harassment, sexual harassment and bullying in the workplace. Employers should be active in implementing preventative measures so as to reduce the instance of harassment within the workplace through the introduction of relevant policies and awareness programs, including the proper handling of allegations and complaints relating to inappropriate workplace behaviour as soon as they are brought to the organisation’s attention. ASIAL has developed this guideline to provide members, their management and staff with the tools to prevent, respond to and resolve harassment, sexual harassment and bullying of employees. Members can access the guideline and policy templates from the ASIAL website.
BE A SAFETY CHAMPION Effective work health and safety management practices are consistent with good business outcomes. To make this happen, it is important to ensure that the necessary expertise exists within your organisation. Through membership of ASIAL, you have access to a range of invaluable resources. As we head into Safe Work Month, remember we all have an obligation to be a safety champion.
To view the full ASIAL eLearning course directory and further information on each course, visit asial.com.au/careers/elearning. Special discounts are available for group bookings of 10 or more.
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A SIA L STAF F PROF I L E
5 minutes with Bev Earnshaw
What is the most-read book on your shelf? I enjoy Christine Marion Fraser‘s “Rhanna” sagas about families living in the Scottish Hebrides. I enjoyed reading her books whilst expecting my twin Sons so much so that I named one of them ‘Lewis’ from a character in her book. I also like having a go at anything on espionage particularly John Le Carre’s novels takes me forever to understand the plot but my sleuth abilities improve after a few G&T’s! What film can you watch over and over again? ‘Out of Africa’ is a particular favourite of mine, it’s a classic such breath taking scenery and a great storyline! I still have a lot of travelling to do! Tell us your favourite song or album I enjoy listening to a lot of the Gaelic bands particularly Scottish band ‘Runrig’ ‘Alba’ is one of my favourite songs it reminds of the Scottish Isles. I also enjoy singing along to “Queen” and “Florence and the Machine”.
MEMBERSHIP COORDINATOR
How do you like to spend your weekends? Catching up with the family, grabbing a backpack and exploring off the beaten track finishing up with a movie, maybe theatre and cocktails not necessarily in that order! Where is your favourite place in the world & what makes it so special? That’s a tough one as each place you travel to leaves you with a special memory but Samoa and the Western Isles of Scotland would have to be up there, both have beautiful untouched scenery and the people are so friendly and welcoming. What do you enjoy most about ASIAL? Working in Asial is very much a team effort you feel like one of the family which is quite refreshing. It’s a very welcoming environment easy to get along with everyone and they offer such a great customer service to their members.
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ASIAL’s Security Insider Podcast Series
EPISODE 7
EPISODE 8
Redefining Insider Threats
Managing Occupational Violence and Aggression
In this episode Dr Lisa Warren from Code Black Threat Management (a pioneer in the behavioural threat management field) explains why the traditional definition of an insider threat (that being an employee or former employee, who takes proprietary data for personal gain) may no longer be accurate in that it is not broad enough. In this podcast, Dr Warren explains that exploitation can go well beyond the risks to computer data, and she explores the benefits of challenging the traditional definition of insider threat to include the range of behavioural threats employees can pose to an organisation, its reputation and business continuity. Opportunities for detecting insider threats early are presented, as the benefits of creating a physically and psychologically safe workplaces where aggressive and deceptive behaviour are not tolerated.
In this episode Dr Tony Zalewski, Director of Global Public Safety will discuss how incidents of occupational violence and aggression (“OVA”) continue to increase across most industry and professional sectors. He will also highlight the prevalence and predictive factors for OVA and then explore methods that enhance the safety of operational security and publicfacing staff. Security and public facing staff are often poorly inducted and trained, isolated during work with minimal immediate support and therefore at a distinct disadvantage to effectively manage agitation and aggression.
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SEC URIT Y F E AT URE
Federal Court Sets Precedent
FOR LEAVE ACCRUALS In Mondelez v AMWU [2019] FCAFC a majority of the Full Federal Court found that personal leave accrues at the rate of 10 days per year of continuous employment irrespective of the rostered ordinary hours worked by the employee.
The union submitted that the Act provided for 10 days accrued personal leave and in the case of the workers in question a day was 12 hours and therefore should be paid as such. Two of the three Judges accepted the unions arguments, that the employees were entitled to paid personal leave of 10, 12 hour shifts per year as a result of their ordinary hours of work because:
Employers argued unsuccessfully that 10 days means 76 hours - an interpretation universally applied across most industries – because full time employees have a maximum of 38 ordinary hours per week, and in the case of shift workers, averaged over a roster cycle. The reference to days in the Fair Work Act 2009 (the Act) as opposed to the number of average hours, means that an employee working 12-hour ordinary hour shifts is entitled to be paid for 12 hours per day of personal leave.
33 A “day” of leave is not based on an employee’s average
WHAT THE COURT CONSIDERED The employer argued that the maximum amount of paid personal leave accrued per year under the Act is 76 hours or 7.6 hours per day for a permanent full-time employee. The Commonwealth Government, recognising the potential impact of the outcome, intervened to support the employee.
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daily ordinary hours worked;
33 For every day of personal/carer’s leave taken, a day is deducted from the employee’s accrued leave balance.
33 If only a part of a day is taken, then the number of 33
days in the employee’s leave balance is reduced proportionally. The number of hours of leave each “day” will depend on how many hours are worked on the day the leave is taken.
It should be noted here that the decision relates to ordinary hours and the accrual is not affected by regularly worked overtime. The dissenting Judge found in favour of the arguments of the employer and the Government, substantially accepting that the NES only requires a maximum of up to 76 hours of personal leave to be provided per year citing the comments in the Explanatory Memorandum to the Fair Work Act as supporting that interpretation.
S E C URIT Y FE ATU RE
The decision has significant cost implications for employers, not the least of which is an extra 44 hours of personal leave for employers working 12 hour shifts and confusion in how the Federal Court’s decision applies to Part Time employees. For these reasons both Mondelez International and the Federal Government have announced that they intend to apply to the High Court for special leave to appeal the full Federal Court ruling.
WHAT THIS MEANS FOR EMPLOYERS 33 ASIAL’s view is that this decision as it currently stands, will have a significant effect on security employers operating a roster system that has employees working ordinary hours greater than 7.6 per day.
33 Employers should review their payroll systems to ensure accruals are in days and consistent with the judgement.
33 Employers should also give serious consideration to the viability of continuing to have a 12-hour roster system averaging hours over a roster cycle of up to 8 weeks, including the allocation of overtime on a rostered basis. MORE INFO: chris@asial.com.au
CASUAL EMPLOYEES – A DIFFERENT PERSPECTIVE Many would be aware of the controversial decision of the Federal Court in WorkPac Pty Ltd v Skene [2018] FCAFC 131, which determined that a ‘Casual” employee was entitled to the benefits of a permanent employee because of the “the real substance, practical reality and true nature of that relationship’. In a more recent Federal Court decision - (Birner v Aircraft Turnaround Engineering Pty Ltd [2019] FCA 1085) - Justice Collier has identified criteria that would need to be present for a relationship to prevail over the decision in Workpac and Skene. The Judge considered the following factors as indicative of casual employment:
This is not the final word on the question that arises out of Workpac and Skene, however it does give employers an insight into what factors need to be in place when courts consider the question of whether the relationship is casual or permanent. Hopefully when the Full Court of the Federal Court hands down its judgment in another case - WorkPac Pty Ltd v Robert Rossato (QUD724/2018) – we will get a clearer picture. In the meantime, ASIAL recommends that employers:
33 Ensure employment records and Pay Slips identify the casual nature of the employment including the payment of a casual loading and what it is for;
33 Give casual employees the right to refuse shifts; 33 Understand the specific award conditions governing casuals including the Casual Conversion clause.
33 Where possible vary the shifts offered, the lengths of the shifts and start and finish times; and
33 Always seek professional advice if you are confused or need clarification.
MORE INFO: chris@asial.com.au
33 Payslips and employment records indicated employee was a casual employee;
33 The hours available were set out in a roster available to him one month at a time; and seven or so days in advance;
33 The employee was free to reject rostered shifts; 33 There was no requirement to complete a leave application form;
33 There were times when the employee s chose not to work rostered shifts;
About the Author: CHRIS DELANEY is a highly regarded Employee Relations professional with over 40 years’ experience in Industrial Relations and Human Resources. He has held senior executive Industrial Relations positions with Nestle & BHP. He has represented (ASIAL) and members in the 4 Yearly Review of Modern Awards and many matters before the Fair Work Commission and other Industrial tribunals. He is a regular contributor to the Security Insider.
33 The roster changed to meet changes in the employees; 33 The length of shifts and times varied from time to time; and
33 The employee was sometimes rostered for less than full time hours but never more than full time hours.
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 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 a Workplace Relations Specialist.
SEC URI T Y I N SI DER | O C T/NOV 2 019 2 9
It’s Australian. It’s super. And it’s yours.
As Australia’s biggest super fund, 2.2 million Australians trust us with their hard-earned money. And they do their bit too. The small simple actions they take, like putting their super in one place and contributing a little more when they can, means together we can make a big difference to their future.
This is general information only and doesn’t take into account your personal objectives, situation or needs. Before making a decision about AustralianSuper, consider the PDS at australiansuper.com. There are things to consider before combining or making additional contributions, such as benefits and insurance cover, fees and debt levels. AustralianSuper Pty Ltd ABN 94 006 457 987, AFSL 233788, Trustee of AustralianSuper ABN 65 714 394 898.
A001 0719
We could make a big difference to yours too. Let’s get started at australiansuper.com
A DV ERTO RIAL
MARKET CYCLES AND SUPER It’s all about the long term Investing successfully for retirement relies on keeping a steady focus on the long-term, and not being distracted by the twists and turns that are inevitably part of any long journey. For AustralianSuper global economist Mark Tierney, it’s about remaining focused on your long-term retirement goals rather than on short-term gain, which means staying the course when markets fluctuate. He explains: “While we do get significant occasional market downturns like at the end of 2018, which can be unsettling, our members can take comfort that the strategies we adopt at AustralianSuper are designed to deliver over the long-term,” he says.
An investment strategy based on reading the market Markets move in complex cycles and can be challenging to predict, especially if you’re not an investment expert. So it’s not surprising that being able to read the market accurately is central to AustralianSuper’s investment strategy. As an example, Tierney points to what he terms the share market’s ‘spectacularly good run’ in the first six months of 2019 versus reports of economic growth which were generally negative. For him, this is a prime example of the tendency for economic and market cycles to differ because of their respective time frames. “In today’s environment central banks may cut interest rates in response to weaker economic data, but share markets can interpret this as a positive because cuts can create a stronger economy tomorrow - and that environment provides a strong backdrop for strong investment performance.” “The skill of investing is in determining when markets have got it right,” he says.
Understanding AustralianSuper’s investment strategy AustralianSuper has built a long-term track record of managing members’ retirement savings through market cycles. Its global investment team continually assess economic and investment data to help formulate and adjust its investment strategies as required. The Fund takes an active approach to managing members’ super and, for its default Balanced option, aims to generate returns that outpace inflation, as measured by the Consumer Price Index (CPI), by at least 4% a year over the long-term. Reinforcing the benefits of staying the course, a member invested in AustralianSuper’s Balanced option from July 2009 to June 2019 would have more than doubled their retirement savings*.
LEARN MORE Visit australiansuper.com/ investments
* Returns are net of investment fees and taxes, but don’t include administration fees that are deducted from account balances. Insurance and other fees and costs may also apply. Returns from equivalent investment options of ARF and STA are used in calculating returns for periods that begin before 1 July 2006. This information may contain general financial advice which doesn’t take into account your personal objectives, situation or needs. Before making a decision about AustralianSuper, you should think about your financial requirements and refer to the relevant Product Disclosure Statement, available at australiansuper.com/ pds or by calling 1300 300 273. AustralianSuper Pty Ltd ABN 94 006 457 987, AFSL 233788, Trustee of AustralianSuper ABN 65 714 394 898.
SEC URI T Y I N SI DER | O C T/NOV 2 019 31
ASIAL GRADED SECURITY MONITORING CENTRES* CURRENT AS AT: 15TH SEPTEMBER 2019
COMPANY (SHORT FORM NAME)
STATE
CERT NO.
GRADE
EXPIRY
ADT Security
NSW
521
A1
11 Apr 2021
ADT Security (Data Centre)
NSW
520
A1
11 Apr 2021
Allcare Monitoring Services
WA
499
A1
29 Feb 2020
ARM Security Systems
WA
517
A1
27 Mar 2021
ART Security
VIC
508
A1
30 Sept 2020
Back2Base
QLD
509
A1
27 Sept 2020
BENS Wholesale Monitoring
NSW
512A
A1
19 Nov 2020
Calamity Monitoring
NSW
501
A2
21 Mar 2020
Central Monitoring Services
NSW
519
A1
06 Apr 2021
Chubb Monitoring Centres
NSW
498
A1
09 Mar 2020
VIC
503
C2
18 Mar 2020
Energize Australia Executive Security Solutions (Monitoring)
VIC
507
A1
15 Aug 2020
NSW
516
A2
25 Jan 2021
Golden Electronics
TAS
510
A1
16 Oct 2020
GRID Security
NSW
511
A1
15 Nov 2020
Instant Security
QLD
496
A1
13 Nov 2019
Linfox Armaguard
VIC
506
A1
14 Aug 2020
Glad Security Pty Ltd
Mekina Technologies
TAS
500
A1
01 Nov 2019
Onwatch
NSW
522A
A1
15 Feb 2020
Paul-Tec (Australia)
NSW
524
A1
1 Aug 2021
VIC
505
C2
01 Aug 2020
Protection Pacific Security
SA
518
A1
14 Feb 2021
Sapio Pty Ltd (Hamilton)
RAA Security Services
NSW
525
A1
30 May 2020
Sapio Pty Ltd (West Ryde)
NSW
504A
A1
30 May 2020
Secom Australia
NSW
495
A1
14 Dec 2019
Sectrol Security
VIC
527
B2
25 Aug 2021
Securemonitoring
VIC
494
A1
23 Nov 2019
Security 1
ACT
515
A1
14 Feb 2021
Security Alarm Monitoring Service
SA
502
A1
18 Jun 2020
Security Control Room
VIC
526
A1
18 Aug 2021
SMC Australia
QLD
497
A1
10 Feb 2020
Spectus
WA
523
A1
4 May 2021
Staysafe (SA) Pty Ltd
SA
513A
A1
30 Apr 2020
Staysafe (SA) Pty Ltd
VIC
514A
A1
1 Dec 2020
NSW
528
A1
22 Sept 2021
Ultimate Security Australia
The ASIAL Graded monitoring centres above have been inspected and graded for compliance with the applicable Australian Standard: AS 2201.2 - 2004. PLEASE NOTE: ASIAL takes no responsibility for companies which may change the nature of their operations subsequent to Grading.
ASIAL CERTIFIED REDUNDANT MONITORING CENTRES LIST CURRENT AS AT 28 NOV 2018 GRADE
CERTIFICATE
REDUNDANT LEVEL
EXPIRES
Chubb Monitoring Centres, Macquarie Park NSW
A1
R1
R1A
10 Feb 20
Security Monitoring Centres Australia, Salisbury QLD
A1
R2
R1A
10 Feb 20
CORE CENTRE
These Centres have been certified as Redundant Monitoring Centres in accordance with the current versions of the ASIAL documents: ‘Redundant Centres – Background’ and ‘Redundant Centres – Requirements and Testing’.
32 SEC UR IT Y IN S IDE R | OCT/ NOV 201 9
WELCOME TO OUR NEW MEMBERS ASIAL welcomes the following members who have recently joined the Association.
NEW CORPORATE MEMBERS Alcomm Installations Pty Ltd Holistic Industries Pty Ltd
SA NSW
ICS Integrated Cabling Solutions Pty Ltd
SA
J I Group Pty Ltd t/a Precise Investigation
VIC
NSW Australian Security Pty Ltd
NSW
Panorama Security Services Pty Ltd
NSW
Paradyme Group Pty Ltd
VIC
Pegasus Security Group Pty Ltd
QLD
QLD Wide Security Pty Ltd
NSW
Jafri Corporation Pty Ltd t/a Owl Watch Security Services
NSW
Seals HQ Pty Ltd
NSW
JAJOTA Pty Limited
QLD
Securiter Pty Ltd
VIC
KMA Securities Pty Ltd
VIC
Locksmith Services Pty Ltd t/a Locksmith & Security Services Victoria
VIC
Michelle Steele t/a Ascot Mounted Services
NSW
ProGroup Automation Pty Ltd
NSW
Safeguard Protection Group Pty Ltd
VIC
SSS Electrical Services Pty Ltd
QLD
Stronghold Security Management Pty Ltd
NSW
TRM Security Pty Ltd
NSW
Victorian Protective Services Pty Ltd
VIC
UPGRADE TO FULL CORPORATE MEMBERSHIP
SCSCORP Pty Ltd
NSW
Alkemade Services Pty Ltd t/a Only Security Solutions
VIC
Zenith Combined Services Pty Ltd
NSW
Confido Security Pty Ltd
WA
Cool and Secure Pty Ltd
QLD
Farm Cam Pty Ltd
QLD
NEW PROVISIONAL CORPORATE MEMBERS Acubis 2 Protect Security Services Pty Ltd
NSW
Knighthill Security Pty Ltd t/a Knighthill Security Solutions
VIC
Aberaham Haddad t/a Calm-Safe Security
VIC
Melbourne Security Group Pty Ltd t/a N7 Corporate Group
VIC
Adam Buzzo t/a Security Solutions NT
NT
Michael James Mahoney t/a Garden Ace
QLD
MiSolutions Group Pty Ltd t/a MiSolutions Group
QLD
Protection Revolution Australia Pty Ltd
QLD
ARA Indigenous Services Pty Ltd Avatar Security Pty Ltd Carecom Solutions Pty Ltd City Integrated Maintenance Services (QLD) Pty Ltd City Integrated Maintenance Services Pty Ltd
NSW VIC QLD
SPL Group (QLD) Pty Ltd t/a N7 Security (QLD)
VIC
VIC
Vanguard Security Pty Ltd
VIC
VIC
Wade Pastoral QLD Pty Ltd t/a Toowoomba Antennas & T.V. Services
Critical Infrastructure Protection Pty Ltd
ACT
DMK Industries Pty Ltd
QLD
Elite Guard Services Pty Ltd
VIC
ESS Delta Pty Ltd
VIC
G2K Consulting Pty Ltd GB Security Pty Ltd
QLD VIC
QLD
The ASIAL Individual Recognition Program recognises security professionals committed to the highest standards.
NEW MEMBER ASIAL PROFESSIONAL PROGRAM (MASIAL)
Steven Westbrook Sr
NSW
Get Construction Services Pty Ltd
NSW
Gregory Thomas Group Pty Ltd t/a Lectricon
QLD
NEW ASSOCIATE FELLOW ASIAL PROFESSIONAL PROGRAM (AFASIAL)
Herne’s Security Solutions
NSW
Tracey Wall
I-Connect Services Group (Aust) Pty Ltd t/a Xtra Security
VIC
VIC
Integrated Home Solutions NQ Pty Ltd t/a SECA Contracting
QLD
Interconnect Group Pty Ltd
NSW
International Secure Environments Pty Ltd
NSW
Life Australia Pty Ltd
QLD
Matthew Kevin Dare t/a Firstline Security
TAS
MG2 Company Pty Ltd t/a NSG Security
NSW
Mohammad Mohsen Abdullahi Morchekhorti t/a Eagle Eye Alarm Monitoring Sec Ser
QLD
NEW FELLOW ASIAL PROFESSIONAL PROGRAM (FASIAL) Fred Khoury
NSW
Continues over page >
SEC URI T Y I N SI DER | O C T/NOV 2 019 33
RECOGNITION OF OUR LONGSTANDING MEMBERS The ASIAL member recognition program acknowledges longstanding members. CATEGORIES INCLUDE: PLATINUM – 25 YEARS + | GOLD – 16 – 24 YEARS | SILVER – 11 – 15 years | BRONZE – 6 – 10 years
BRONZE Access Cabling Solutions Pty Ltd
Protocomm Pty Ltd
NSW
NSW
Robuck Security Australia Limited
VIC
IZM Security Pty Ltd
VIC
Security Response Alarms Pty Ltd
VIC
JDT Security Pty Ltd
QLD
Synergy Fire and Security Pty Limited
Sinai Protective Services Pty Ltd
NSW
Takeova Security Pty Ltd
TAT (Security / Taxi Training) Pty Ltd t/a Technical Advanced Training VIC The Ultimate Protection Group Pty Ltd Track Security Pty Ltd
Tarani Security Pty Ltd
NSW
NSW VIC NSW
The Instalarm Security Pty Ltd t/a ANSA Global Security
WA
Warragul Security Patrols & Alarm Response
VIC
VIC GOLD
SILVER Boromir Pty Ltd t/a Ace Alarms & Security
QLD
Brett Harkin t/a Underwatch
QLD
Centaman Systems Pty Ltd
NSW
Elan Security Pty Ltd
NSW
Electro-Com (Australia) Pty Ltd
VIC
Geutebruck Pty Limited
NSW
Glad Security Pty Ltd
NSW
Group Security Solutions Pty Ltd
NSW
Hatamoto Holdings Pty Ltd
NSW
KTR Electronics Pty Ltd Liamsans Pty Ltd t/a Liamsans Security Solutions NJ Walsh & TM Walsh t/a Trigger Security and Surveillance
VIC SA NSW
B&C Security Services Pty Ltd
NSW
Falaan Holdings Pty Ltd
NSW
ISS Systems Australia Pty Ltd Jacob Edward Nalbandian t/a Austral Surveillance
NSW
Kelso Services Pty Ltd
NSW
Rojac Electrics & Security Pty Ltd
NSW
State Security & Protective Services (Aust) Pty Ltd
NSW
VMCTECH Pty Ltd
NSW
PLATINUM MEMBERSHIP Hills Limited Metal Manufactures Limited t/a Seadan Security & Electronics
We'd be delighted if you and your team could join us!
The Australian Security Industry Awards for Excellence have been an initiative of the Australian Security Industry Association Limited (ASIAL) for 24 years.
34 SEC U R IT Y IN S IDE R | OCT/ NOV 201 9
SA
Vipre’ Electronics Pty Ltd
SAMS Southern Highlands Pty Limited
The security industry will come together on 17 October 2019 to promote excellence and innovation within the sector and celebrate the success of 2019 #SecurityAwards winners and finalists at a prestigious Awards Ceremony and Dinner.
TAS
DATE: Thursday 17th October 2019 TIME: 6.30pm - 10.30pm ADDRESS: Park Hyatt Melbourne, 1 Parliament Pl, Melbourne VIC 3002 DRESS CODE: Lounge suit/ cocktail dress
NSW VIC NSW
Upcoming ASIAL Events ROUND 3
9 Oct 2019
10 Oct 2019
13 Nov 2019
17 Nov 2019
27 Nov 2019
5 Dec 2019
Event Details
Sponsor
ACT INDUSTRY BREAKFAST – CANBERRA Time: 7.30am-9.00am Venue: Premier Hotel & Apartments
TAS INDUSTRY BREAKFAST – HOBART Time: 6.30am-9.00am Venue: Hobart Function and Conference Centre
QLD INDUSTRY BREAKFAST – BRISBANE Time: 6.30am-9.00am Venue: Hillstone St Lucia
SECURITY AWARDS FOR EXCELLENCE – MELBOURNE Time: 7.30pm-10.30pm Venue: Park Hyatt
NSW INDUSTRY BREAKFAST – SYDNEY Time: 7.30am-9.00am Venue: Holiday Inn Parramatta
VIC INDUSTRY BREAKFAST – MELBOURNE Time: 7.30am-9.00am Venue: Batman’s Hill on Collins
SAVE THE DATE FOR SECURITY 2020 The Security Exhibition & Conference is the industry’s annual opportunity to reunite for three days of quality networking and unrivalled education alongside a showcase of the most innovative solutions to the Australian market. For over three decades it has been the largest and most established commercial event for the security industry in Australia, bringing together the entire supply chain of manufacturers, distributors, security professionals and end users to connect and create unparalleled business opportunities.
To register, visit www.asial.com.au
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1300 655 009 | customerservice@centralmonitoring.com.au Master Licence 4019 88 582
