Security Insider October/ November 2018

Vol.23 | Issue 4 | OCT/NOV 2018

THE MAGAZINE FOR SECURITY PROFESSIONALS

Let’s Talk About Sex Creating respectful workplaces in the security industry Page 18

16 Debunking cyber myths for SMEs

22 Smart buildings and vulnerability- finding the weak spots

26 Aggregating, automating and augmenting AI for Australia’s smart cities

RECOGNISING EXCELLENCE

#securityawards

2018

2018

Organised by:

AUSTRALIAN

Security Industry The Australian Security Awards Ceremony & Dinner The night is an opportunity to celebrate excellence and innovation in the security industry, and network with likeminded security professionals. www.asial.com.au/securityawards2018 Date: Thursday 18 October 2018 | Venue: Sydney’s Doltone House Hyde Park Entertainment Sponsor:

2018

Lead Dinner Sponsor:

Contents Vol.23 | Issue 4 | Oct/Nov 2018

SMART BUILDINGS AND VULNERABILITYFINDING THE WEAK SPOTS

22 16

18

26

DEBUNKING CYBER MYTHS FOR SMES

LET’S TALK ABOUT SEX

AGGREGATING, AUTOMATING AND AUGMENTING AI FOR AUSTRALIA’S SMART CITIES

06 President’s Message

12 Australian Strategic Policy Institute (ASPI) Report

32 Q&A with Lisa Collier, Membership/Cabling Coordinator ASIAL

08 ASIAL Consumer Awareness Campaign 09 NEW Family and Domestic Violence Leave Entitlements 10 ASIAL and Lifeline Partner

14 Labour Hire Licensing for Victoria 30 ASIAL Individual Professional Recognition Program

34 When is a casual not a casual?

41 Industry Recognises Bravery and Commitment 42 Upcoming ASIAL events

ASIAL STRATEGIC PARTNERS

4 S EC U R I T Y I N S I D ER | OCT/ NOV 201 8

contact an expert A DV ERTO RIAL

As the endorsed insurance broker to ASIAL since 2003, Aon understands your security business.

Contact our dedicated team today for an obligation free alternative: Angelo Gannis 02 9253 8350 angelo.gannis@aon.com

Management Liability Insurance An aon.com.au/security essential part of your Risk Management Toolkit © 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

Protection for your company and you as a business owner and director When thinking about insurance for your business it is normal to consider the liability of the company. But what about as an individual undertaking a vital role such as a business owner or director who makes operational decisions day in, day out? There are a raft of risks frequently involving large financial impacts on both your business and you as an individual, that you need to consider.

DID YOU KNOW?

As your insurance broker we can help you identify where your risk exposures lie for both your business and you individually. Our aim is to cover you for the risks that affect you and not the one’s that don’t, which is why we take the time to understand you and your business first to ensure we get you the right cover, in the most cost efficient manner.

Your company is prohibited from indemnifying you for certain Personal Fines & Penalties

700

14,024

270

$150,000

Commonwealth, State & Territory Laws imposing personal liability.

Unfair dismissal lodgements, Oct 2016 to Oct 2017

Unfair dismissal lodgements every week in Australia.

Recent cost to defend an employment issue.

You may be fined up to $600,00 under Workplace Health & Safety laws.

Your Company could be fined up to $3 million under workplace Health & Safety laws.

Between 2014-2016 52% of Australian organisations experienced.

ATO warns small business they will be a target in 2018. According to CPA Australia, costs incurred for accountants in preparing for a tax audit can be $15,900.

For more info please contact Angelo Gannis: +61 2 9253 8350 or angelo.gannis@aon.com

SECU RIT Y INSIDE R | O C T/NOV 2 018 5

PRES IDE NT’S ME SS AG E

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

The two-year term of your current Board comes to an end at the upcoming ASIAL AGM on 28 November.

Publisher

Editor Bryan de Caires

Nominations for election onto the new Board closed on 22 August 2018. Outside of the President and Vice-President there are six Board positions to be filled.

With eleven nominations received to fill 6 board positions, this will be a highly contested election. Nominations were received from four States covering the manpower, electronics, monitoring and Cash In Transit sectors and include strong representation from small/ medium sized enterprises, the core of our membership.

The Australian Electoral Commission will send out voting information to all eligible ASIAL financial corporate members, with voting open from 2nd October to 23rd October 2018. Members will be advised of the outcome of the elections in November.

The 2018 ASIAL Annual & Financial Report was circulated to members in mid-September. The report reaffirms the Association’s strength, influence and financial position with a modest surplus of $51,000 recorded for the year. The past year was also successful when considering the number of government agencies and others contacting the Association to seek our expert input, ideas and guidance. ASIAL is the only security association in the country with this level of influence. If you have not already done so, you can view a copy of the 2018 Annual and Financial Report located on the ASIAL website.

The funds generated through the Association’s marketing levy are being invested in a consumer awareness campaign with national coverage consisting of digital, radio, print and cinema advertising. The campaign draws consumer attention to the

6 S EC U R I T Y I N S I D ER | OCT/ NOV 201 8

need to only use a licensed security professional who is an ASIAL member.

Recently, ASIAL entered into a partnership arrangement with Lifeline Australia. The partnership seeks to raise awareness among our members industry and the broader community, equipping them with the skills to recognise the signs of personal crisis and how to help others.

In September John Gellel (Vice President) and I attended the Australian Security Medals Foundation awards night. It was an enjoyable evening and I would like to extend our sincere congratulations to those honoured on the night with the Australian Security Valour Medal. The recipients were representative of the many thousands of men and women working around the country in often challenging situations to keep us safe.

Congratulations to all. See page 41 for more details.

The Australian Security Industry Awards for Excellence will be held in Sydney on 18 October. The evening provides an opportunity to recognise the skills, technologies and advancements provided by the security industry. I hope to see many of you at the event and look forward to celebrating the many worth achievers who will be recognised on the night.

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 Chris Delaney, Tamara Bobera, Aon, Dr Lisa Warren, Dr. Dave Brooks and Jordan Cullis Print + Distribution Whirlwind Print Pty Ltd 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©2018 (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 2018/JAN 2019 Printed ISSN 1442-1720 Digital ISSN 2207-8282

Kevin McDonald President

2,802

Avg Net Distribution per Issue

Security Insider Magazine has been independently audited under the AMAA's CAB Total Distribution Audit.

Audit Period: 01/04/17 – 31/03/18

RECOGNISING EXCELLENCE

IN DUS T RY NE WS

2018 AUSTRALIAN SECURITY INDUSTRY AWARDS FOR Call for nominations A U S T R A L I A N 2018 EXCELLENCE DINNER To nominate go to www.asial.com.au/awards Winners announced 18 October 2018 Nominations close 31 August 2018

2018

Security Industry

Security Industry 2018 Call for Anominations USTRALIAN Nominations close 31 August 2018 Winners announced 18 October 2018 To nominate go to www.asial.com.au/awards

2018

TI AV CKE A IL T S AB LE

Join hundreds of security industry leaders and their clients as we honour those who have demonstrated excellence and innovation in the security industry.

The dinner will be held at Sydney’s Doltone House (Hyde Park) on Thursday 18th October from 6.30-10.30pm.

Broadcaster, author, speaker and innovation expert James O’Loughlin will host the evening.

Register online at www.asial.com.au

RECOGNISING EXCELLENCE RECOGNISING EXCELLENCE

Diverse | Innovative | Experienced COMPREHENSIVE AND CUSTOMISED SECURITY SOLUTIONS SINCE 1991 RETAIL • COMMERCIAL • INDUSTRIAL • ENTERTAINMENT • SPORTING & SPECIAL EVENTS

13 0 0 8 8 8 2 47 www.accessgroupsolutions.com.au

SECU RIT Y INSIDE R | O C T/NOV 2 018 7

INDUST RY NE W S

ASIAL CONSUMER AWARENESS CAMPAIGN Over the past decade ASIAL has conducted a series of consumer awareness campaigns promoting the use of ASIAL members.

Commencing in September, the campaign took to the skies, airwaves and will soon be seen on the big screen. The campaign features content in the Qantas in-flight magazine, advertisements on the Southern Cross Austereo network, Cinema advertising and Digital. The estimated audience reach for the campaign is over 3 million nationally.

2018 ASIAL ANNUAL & FINANCIAL REPORT The 2018 ASIAL Annual & Financial Report is now available.

The Association enjoyed a successful year with a surplus of $51,421. When other comprehensive income is included, namely the 3-yearly revaluation of Security Industry House which is owned

by ASIAL, the total comprehensive income was $1,101,421.

To view the report visit asial.com.au/about-us/annual-reports

2018 ASIAL BOARD ELECTIONS Australian Electoral Commission will be forwarding information to financial corporate members for the ASIAL Board elections. The postal ballot opens on 2nd October 2018 and closes at 5.00pm on 23rd October 2018.

Members are encouraged to cast their votes.

For more information please visit: asial.com.au/members/2018-board-election-and-agm

8 S EC U R I T Y I N S I D ER | OCT/ NOV 201 8

IN DUS T RY NE WS

NEW FAMILY AND DOMESTIC VIOLENCE LEAVE ENTITLEMENTS From 1 August 2018, modern awards will be varied to give employees access to 5 days of unpaid family and domestic violence leave each year.

The leave can be taken by employees to deal with the impact of family and domestic violence. This includes (but isn’t limited to) taking time to: ­­ make arrangements for their safety, or the safety of a family member ­­ attend court hearings ­­ access police services This entitlement applies to all employees (including casuals) who are covered by an industry or occupationbased award.

For more information: fairwork.gov.au

NATIONAL POLICE ALARM RESPONSE GUIDELINE ASIAL and the NECWGA/NZ have collaborated together to introduce a consistent policy for the way in which Australian policing jurisdictions respond to alarm activations.

Whilst jurisdictions have had localised engagement with alarm monitoring groups and regulatory bodies to address the need for a consistent approach, formal consultation between ASIAL and NECWG-A/ NZ has occurred to address this consistency through an agreed national guideline.

SECURITY SPECIALISTS TAKE OUT 2018 AUSTRALIAN ACHIEVER AWARD Melbourne based Security Specialists, have won the 2018 Australian Achiever Award for Australia’s Security Industry category. Now in their 21st year, the Australian Achiever Awards are an independent award system based on assessment ratings from companies’ own clients – and are therefore an indication of a well-run, healthy business, worthy of patronage. The award focuses on seven criteria, namely: Time Related Service, Addressing Client Needs, Care and Attention, Value, Attitude, Communication and Overall Perception.

To request a copy email security@asial.com.au

CONGRATULATIONS TO STEF ZARIKOS Stef Zarikos from ASIAL Member Unified Security Australia was recognized at the 2018 Inner West Local Business Awards as an Outstanding Business Person of the year.

SECU RIT Y INSIDE R | O C T/NOV 2 018 9

INDUST RY NE W S

ASIAL AND LIFELINE AUSTRALIA partner to support Security professionals

ASIAL and Lifeline Australia have joined forces to build a more resilient security community.

The partnership aims to raise awareness amongst ASIAL members and the broader community, equipping them with the skills to recognise the signs of personal crisis and how to help others.

Bryan de Caires, CEO, ASIAL, said “We made the decision to partner with Lifeline Australia because it has a long track record of working effectively to offer hope to Australians in times of difficulty and personal crisis. Security, like any other workplace will have factors present that are risk-factors for suicide. We also recognise that the nature of the work often requires members to work in isolation from time to time. It is our hope that this partnership will equip members with the knowledge to recognise when they or others are not coping and get help as early as possible. Our goal is to keep our workforce safe.”

Bob Gilkes, CEO, Lifeline Australia, said he was pleased to see industry moving to improve workplace wellbeing and prevent suicide: “ABS statistics have been showing for years that suicide is the leading cause of death for Australians aged 15 to 44 and that men represent three quarters of all suicide deaths in Australia. It’s great to see a peak industry body like ASIAL recognising the risk and taking steps to put in place preventative measures that will empower people to seek help. We are delighted with this partnership because it will ultimately save lives.”

For 24/7 crisis or suicide prevention support, please call Lifeline on 13 11 14.

To view the resources available visit: asial.com.au/resources/lifeline

10 S EC U R I T Y I N S I D ER | OCT/ NOV 201 8

FEDERAL CIRCUIT DECISION HAS STRONG IMPLICATIONS FOR EMPLOYERS IN THE SECURITY INDUSTRY Security Employers have discretion on 12 Hour Shift Rostering United Voice v Wilson Security Pty Ltd [2018] FCA 1215 Justice Tracey of the Federal Circuit has handed down a decision that will have strong implications for employers in the Security Industry.

The Court was asked by United Voice ACT Branch to determine the correct construction of the Security Services Award 2010 - specifically whether an employee, who is rostered to work for more than the maximum span of ordinary hours, only starts to work overtime for the purposes of the payment of overtime loadings once he or she has worked the full range of ordinary hours and not before.

In his decision Tracey J said: “Rostering arrangements are within the discretion of the employer. Consistently with the existence of this discretion the Award does not contain any express restrictions on the exercise of that power.

In particular it is open to an employer: 33 to choose the day on which a roster is to begin; 33 to decide whether overtime hours can be included in the roster at a point before which all ordinary hours have been worked; 33 to decide on the number of days on which ordinary hours can be worked; and 33 to fix the number of days of the week on which ordinary hours are to be worked (subject to the limitations prescribed by cls 21.3 and 21.4)”.

In reaching this decision the Judge cited the acceptance by the Fair Work Commission of ASIAL’s submissions that provision should be made for 12 hour ordinary time shifts in the making of the Modern Award. At [296] the FWC noted: “We have been persuaded by the submissions of ASIAL that provision should be made for 12 hour ordinary time shifts. We recognise that the security services industry operates 24 hours a day, seven days a week and that 12 hour shifts are a ubiquitous feature of the industry throughout Australia. The absence of provision for 12 hour ordinary time shifts would result in increased costs to many employers and result in many employees working more overtime than they may wish to work”.

For more info: ir@asial.com.au

Family owned and operated since 1967, Gr ade A1 Security 1 offers a new edge in The Security 1 Bureau Bureau monitoring services forAdvantage Australia Family owned and operated since 1967, Gr ade The Security 1 Bureau Advantage BUREAU SERVICES A1 Security 1 offers a new edge in Bureau monitoring has never been easier. With low operator to line ratios and a solid focus on Customer services for Australia Bureau monitoring

SECURITY 1 WELCOMES BUREAU SERVICES MYKE THOMAS

Service, Security 1 will action your alarms in line with your business model.

Bureau monitoringPACKAGES has never been easier. With low CCTV MONITORING We are pleased to welcome Myke Thomas to the Security 1 operator to line ratios and a solid focus on Customer

Video alarmService, verification Myke comes to us with over 17 years experience in the Security 1 will action your alarmsfamily. in line with business model.

Virtual patrolyour services security industry and has an intimate knowledge of the Bureau Guard tours designed to suit market. This combination will provide you with the customer CCTV MONITORING PACKAGES Competitive pricing across all services service level that you come to expect for your clients.

Video alarm verification Virtual patrol services Guard tours designed to suit To Competitive pricing across all services

CUSTOMISED BUREAU SOLUTIONStalk about anything Bureau and learn more about the S1 Personalised answer points - no recordings advantage please call Myke on 0428 861 997 NBN solutions to suit all budgets CUSTOMISED BUREAU SOLUTIONS Customised and detailed client reports Personalised answer points - no recordings Your own personal Account NBN solutions to Manager suit all budgets

BUREAU SERVICES Customised and detailed client reports

Meeting the expectation your Manager customers has never Your own personalof Account S1 BUREAU ADVANTAGE been easier. With the S1 advantage, you can focus on Bold Monitoring Software S1 BUREAU ADVANTAGE your business and let certified us take care of the rest. Our Interactive communications centre Bold Monitoring Software certified Customer Service ethic combined with our boutique Interactive communications centre Modern web browser functionality responses will ensure your business standards are web browser functionality Mobile App forModern Technicians to reduce time on site always maintained.

Mobile App for Technicians to reduce time on site

Our new 4Gnew Communicator is available today 4G Communicator GRADE A1Our MONITORING ROOM is available today 1 free andtrial trial MentionMention this adthis forad1 for free unitunit and Call wait times will not keep you up at night Contact James 0475 962 391 www.security1.com.au Contact James 0475 962 391 We will answer calls in your business name www.security1.com.au

S EC U RIT Y IN S IDE R | AUG/ SE P T 20 1 8 1 1

New 4G solutions - ask about our NBN offering

CCTV MONITORING SERVICES Video verification is available today Virtual patrols and guard tours Genuine events identified and delays minimised

YOUR CONTACT AT SECURITY 1 Myke Thomas 0428 861 997 Email: mthomas@security1.com.au

Contact 136 000 www.security1.com.au

SECU RIT Y INSIDE R | O C T/NOV 2 018 11

INDUST RY NE W S

ASIAL ELEARNING - ONLINE LIBRARY FEATURING 100+ COURSES The ASIAL eLearning platform provides access to quality content, ease of delivery and a costeffective means of delivering professional development and compliance training.

4 YEARLY MODERN AWARD REVIEW Australian Business Industrial (ABI) and NSW Business Chamber Ltd (NSWBC) have added support to ASIAL’s submission in the 4 yearly Modern Award Review – Plain Language Draft. As part of their submission to the Fair Work Commission, ABI and NSWBC stated: 3.1 our clients support the ASIAL application.

3.2 Our clients consider that there is force to ASIAL's contention that the inclusion of the additional payment under clause 24.10 is a drafting error.

3.3 Separately, our clients submit that even if it cannot be established that there is a drafting error in clause 24.10, there are other strong merit bases for granting the ASIAL application.

4.4 The ASIAL application meets the modern awards objective by: 1. (a) removing an incentive for employees to not take any time off in order to receive more money when their employment ceases with that employer; 2. (b) simplifying the way in which an employer is required to calculate annual leave payments, whether it be during the course of employment or upon termination; and 3. (c) removing an unnecessary regulatory burden on employers by having a two-tier payment system for annual leave.

4.5 For the reasons outline above, the ASIAL application should be granted.

49TH ASIAL ANNUAL GENERAL MEETING 12 S EC U R I T Y I N S I D ER | OCT/ NOV 201 8

Australian Strategic Policy Institute (ASPI) Report ASPI will launch its latest Special Report: ‘Safety in numbers: Australia’s private security guard force and counter-terrorism’ by Dr Anthony Bergin, Donald Williams and Christopher Dixon on the 17 October 2018.

The report identifies the role of the private security sector in countering hostile threats— including terrorism—and the functions that the sector does or could provide in critical incidents and national CT planning. The report recommends a new Security Industry Authority, a statutory body under the responsibility to the Department of Home Affairs, be created to enhance national CT capability.

This Special Report will be launched by Senator the Hon Linda Reynolds CSC, Assistant Minister for Home Affairs, followed by a moderated Q&A session with the report author, Dr Anthony Bergin, and CEO of the Australian Security Industry Association, Mr Bryan de Caires.

The 49th ASIAL AGM will be held at the Pullman Hotel Homebush, Sydney on the 28th November.

The report will be available from the ASPI website: aspi.org.au

Further details are available in the member area of the ASIAL website: asial.com.au

SAVE THE DATE

24– 26 JULY 2019

SECURING INNOVATION The 2019 Security Exhibition & Conference: Powered by ingenuity and invention, showcasing the latest technology and cutting edge thinking.

From physical and electronic solutions to biometrics and cyber security, Australia’s largest security event offers three days of business networking and intelligence sharing.

Keep up to date with what’s next in security at securityexpo.com.au LEAD INDUSTRY PARTNER

ICC SYDNEY + FIND OUT MORE AT securityexpo.com.au #security2019

INDUST RY NE W S

Labour Hire Licensing for Victoria On 20 June 2018 Victoria became the third state after South Australia and Queensland to pass Labour Hire Licensing laws.

The Victorian Labour Hire Licensing Act 2018 was enacted to ensure vulnerable workers are protected against exploitation by labour hire operators and hosts, and to promote the transparency and integrity of the labour hire industry.

Commencement The Victorian legislation will come into effect no later than 1 November 2019, with a six-month transition period from the date of commencement.

Under s7(1) A person (a provider) provides labour hire services if: 33

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 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)).

The Victorian Government has identified the following exemptions to be covered by the regulations: 33

Secondments.

33

Volunteers.

33

Provision of a worker between related companies.

33

Genuine subcontracting and pure outsourcing.

33

Provision of professional services to a third party (e.g. medical or legal services).

33

Work experience placements.

33

Group training apprentices/ trainees.

The legislation requires that: 1. Persons and/or businesses must not advertise or provide labour hire services without a licence and 2. Users of labour hire services must only use a licensed provider.

14 S EC U R I T Y I N S I D ER | OCT/ NOV 201 8

In both instances, there are civil penalties of up to $126,856 for natural persons and $507,424 for bodies corporate.

Licenses will be issued for a maximum period of 3 years.

There will be a public register of Licensed providers.

Applicants for licenses must declare that they comply with relevant taxation, superannuation, migration, workplace, occupational health and safety and labour hire laws as well as minimum accommodation standards.

Applicants must be fit and proper persons. i.e. a person is a fit and proper person unless 33

in the past 10 years the person was guilty of an indictable offence or

33

offence involving fraud, dishonesty or drug trafficking;

33

in the past 5 years the person has not complied with workplace laws, labour hire laws or minimum accommodation standards;

33

in the past 5 years has had their licence cancelled, suspended or revoked;

33

in the past 5 years the applicant was a body corporate and was disqualified from managing corporations;

Under s32, an ‘interested person’ i.e. a person or organisation with an interest in protection of workers e.g. a union can file an objection to an application for a licence or renewal of a licence.

Inspectors will have investigative powers and licence holders must comply with the directions of the inspectors A Labour Hire Licensing Authority will be established in Victoria, with inspectors having strong investigatory and enforcement powers.

Reporting

33

Must be lodged within 28 days of the start of each reporting period (i.e. each 12 months).

Other Obligations Section 46: Licence holders must produce licence for inspection at the request of an inspector, provider, worker, host, police officer or prescribed person.

Sections 67-84: Licence holders must comply with requirements re exercise of powers by inspectors, e.g. produce requested documents, allow access to premises, etc.

Section 27: Licence is not transferable.

Register The Victorian Labour Hire Licensing Authority will maintain a public register of licensed labour hire providers, including: 33

licence holder’s name and contact details;

33

business name, ABN, business address;

33

ACN or ARBN (if body corporate);

33

nominated officer details;

33

date licence came into force and expiry date;

33

conditions of licence;

33

licence number;

33

other prescribed matters.

Mutual Recognition The Victorian Parliament has passed the following amendment.

New Clause to follow Clause 111— "AA Interstate licensees may be registered.

The Mutual Recognition Act 1992 of the Commonwealth applies as if providing labour hire services were an occupation within the meaning of that Act.

Section 34: 33

Licence holders must lodge information annually re matters such as ATO and Work Safe Victoria registration, numbers of workers supplied to hosts, applicable industrial instruments, compliance with relevant laws, etc.

Note The Mutual Recognition Act 1992 of the Commonwealth is adopted in Victoria by section 4 of the Mutual Recognition (Victoria) Act 1998. In accordance with section 17 of the Mutual Recognition Act 1992 of the Commonwealth, a person who holds the right to provide labour hire services in another State or a Territory will be, on notifying the Authority, entitled to be registered as a licensed labour hire provider in Victoria."

IN DUS T RY NE WS

TAKE YOUR BRAND TO NEW HEIGHTS Advertise in Security Insider

As the leading security industry publication, our print distribution engages more than 3,000 decision makers and has an online reach of more than 10,000. ASIAL member rates are available. Talk to our team about how we can tailor-make packages to support your next campaign and take your brand to new heights.

1300 127 425 | advertising@asial.com.au

SEC URIT Y F E AT URE

DEBUNKING CYBER MYTHS FOR SMES Preventative measures against imminent cyber-attacks Prepared by AON

As an Australian business, you have no doubt been bombarded with insurance articles referring to the rising prevalence of cyber threats.

On a daily basis, the headlines report the names of large organisations that have fallen victim to cyber-attacks such as phishing, hacking, and ransomware like WannaCry. There are endless reports that cyber claims are on the rise, mandatory data breach notification laws are here, and that there are many solutions to protect you. But as an SME are you actually exposed? And is the cost really worth the size of the risk?

The truth is the decision to purchase insurance is yours.

By opting out of insurance your organisation is choosing to be accountable for the financial implications of any loss or fine that occurs as a result of a cyber incident – including any interruption to your business. This is known as ‘selfinsuring’. But are you self-insuring by default, or by choice?

And importantly is the decision based on facts or myths?

This guide is designed to help you understand what selfinsuring your cyber risk means and importantly help you make this important decision with confidence.

Prevention is an investment The cost of insurance vs self-insurance With pressure on SMEs to do more with less, it’s understandable that the default position for cyber is to finance the potential losses yourself. But how do you assess the feasibility, compare costs and make an informed decision around the best option for your business?

New data breach notification laws The resources and money needed to recover from a cyber attack can put a business out of operation for months if not completely. With the introduction of new data breach notification laws - if your business turnover is $3m you could be fined $2m or more in the event of a security breach. Businesses that deal with health records, credit data, etc., regardless of revenue are NOT exempt.

CASE STUDY Even with these preventative measures, however, no organisation is immune, regardless of their size or exposure.

In our office alone, we have seen a spike in cyber incidents recently, including:

33 A local school had emails forged from a key person in the business with over $130,000 in funds transferred to false accounts.

33 A small engineering firm subject to ransomware resulting in business interruption for 3 days.

33 An aged care facility experienced a significant data breach resulting in the release of hundreds of personal records.

All of these companies had similar characteristics, they were all SMEs, and none of them had a cyber policy.

16 S EC U R I T Y I N S I D ER | OCT/ NOV 201 8

S E C URIT Y FE ATU RE

3 STEPS TO TACKLE CYBER THREATS 1

PROTECT YOUR ASSETS

Invest in good IT support and ensure your website, point-of-sale (POS) systems and software are up to date with the latest updates.

Back up Ensure you regularly back-up important data and information to reduce the damage in case a breach occurs.

Safe surfing Browse safe sites, and use applications you trust on company computers, tablets or phones.

Top three cyber myths affecting SMEs

SPYWARE Myth 1: “I am not a large business, cyber is just not an exposure for me.”

Hackers are increasingly targeting smaller businesses as their data security tends to be less advanced than that of larger businesses.

In The Small Business Cyber Security Best Practice Guide, the Australian Small Business and Family Enterprise Ombudsman asserts that: 33 43% of cybercrime targets smaller businesses 33 22% of smaller businesses hit by cyber attachs are so badly affected they cannot continue operating 33 60% of smaller businesses that experience a significant cyber breach go out of business within the following six months.

Strong passwords Ensure that you use ‘smarter passwords’ or even multi-encryption authentication.

2

SMARTER PROTECTION

Have clear policies & security measures relating to your systems, data protection and privacy in case a breach occurs. Ensure your business is aware of this.

Awareness is action

ACTIVE PROTECTION Myth 2: “My IT guy knows his stuff, he is a guru.”

Firewalls, a quality IT team and antivirus protection are all great strategies around data protection, but they are not the silver bullet.

Ask yourself this, how could companies like Yahoo, JP Morgan Chase, eBay and Target Stores with their large IT teams, and robust IT systems still experience data and security breaches, resulting in significant financial losses into the millions, as well as reputational damage to their business?

Train your staff on the risks and importance of protecting sensitive information.

Especially customer information.

On-going education Provide regular awareness sessions with staff, on how to identify irregular behaviour and how to be vigilant.

3 PLAN AHEAD Ensure you have a strong incident response plan and test it regularly.

If you think a breach has occurred inform your insurance provider and relevant authorities to understand what you have to do next.

Find out more: aon.com.au/smecyber

BUSINESS INTERRUPTION Myth 3: “We don’t hold credit card or financial records; we have nothing of use, why would someone want to target my business.”

For an SME, the bigger risk is interruption to your business despite not having such sensitive information. This may include social engineering and cyber extortion.

As an SME, you’re more likely to have unique product offerings, client information, invoicing and payment records, etc. Essentially, your intellectual property that has been build over years of operation and is key to your success - and is also your asset.

It’s not about the data being useful to the hacker; it’s how the data and records are useful to your organisation and importantly, how well (or how long) your business could function without them.

SECU RIT Y INSIDE R | O C T/NOV 2 018 17

SEC URIT Y F E AT URE

Let’s Talk About

SEX

1

Unwelcome touching, hugging or kissing

2

Staring or leering (i.e., lustful look suggesting sexual interest)

3

Suggestive comments or jokes (e.g., if Marco was to tell Giselle, “I know you want it”)

4

Sexually explicit pictures, screen savers or posters

5

Unwanted invitations to go out on dates (as in the above scenario) or requests for sex

6

Intrusive questions about an employee’s private life or body (as in the above scenario)

“You don’t know me, but you’ve been inside me, and that’s why we’re here today.”

7

Unnecessary familiarity, such as deliberately brushing up against someone

This is the opening line of the victim impact statement from the woman sexually assaulted by American university student, Brock Turner. Confronting, shocking and deceptively simple, these 15 words show an extraordinary ability to articulate the powerlessness and trauma experienced by survivors of sexual harm.

From crude jokes to unwanted flirtations to rape, sexual harm is being called out as utterly unacceptable in every situation, including the workplace. In Australia, the fourth report into sexual assault and sexual harassment (SASH) in workplaces was recently released (Australian Human Rights Commission, 2018). It revealed an endemic problem where one in three people at work over the past five years were sexually harassed, a concerning increase from one in five in the 2012 survey and one in ten in 2003. Not all SASH is directed at women or perpetrated by men. Those in the LGBTIQA+ community are targeted more often as gay hate and transgender marginalising continues.

8

Insults or taunts of a sexual nature

9

Sexually explicit emails or SMS messages

10

Accessing sexually explicit internet sites

11

Inappropriate advances on social networking sites

Creating Respectful Workplaces in the Security Industry Dr Lisa Warren, Clinical/Forensic Psychologist and Founder, Code Black Threat Management Tamara Bobera, Psychologist Code Black Threat Management

About the Author: Dr Warren is a pioneer of the behavioural threat management field in Australia. Her research in this field has focused on clinical and risk evaluation of those who threaten to kill themselves and others.

EXAMPLES OF UNWELCOME & UNWANTED BEHAVIOURS:

18 S EC U R I T Y I N S I D ER | OCT/ NOV 201 8

Sexual assault refers to any physical, sexualised contact or act that is forced and without consent, including unwanted touching of genitals, or vaginal, anal or oral penetration (Australian Human Rights Commission, 2018).

S E C URIT Y FE ATU RE

When any sexual interaction is forced, the resulting harm can be as much psychological as it is physical. This is not reserved for extreme cases as these damages grow from entitled attitudes that make leering, groping and sexist jokes seem reasonable. Recently, there have been several open discussions around sexual harms in politics, media and the public sphere. The demand for accountability in sexual violence cases is increasing in all sectors, including in the criminal justice sector. The #MeToo movement has given a voice to survivors and has become a catalyst not only for speaking up, but for action and cultural change.

What is Harmful Sex? The civil rights and feminist movements have long advocated for visibility of the occasions where men use sex as a weapon (Bevacqua, 2000). This was an important development but one that is now inadequate as SASH impacts any occasion where sexual behaviours contribute to a culture of violence that supports and tolerates sexism to degrading language, and harassment of any person because of their gender and sexuality. Consider the following hypothetical example: “Giselle is a young, ambitious employee, recently employed, wanting to build her career as a security officer. Her manager, Marco has been in industry for over 10 years and is well regarded among his colleagues. One day, Marco requests to have a meeting with Giselle to see how she is settling in her new role. During meeting, Marco comments on Giselle’s appearance, stating how handsome Giselle is, how it looked like her body was made in heaven, and wondering what she is doing to keep herself so fit. He then asks her if she wanted to go out on a date with him. Giselle felt uncomfortable and declined invitation. Over the coming weeks, Marco made passing comments on Giselle’s body and made few more requests for dates (all of which Giselle declined). Giselle felt even more uncomfortable, trapped and scared, starting to wonder if she will ever make it in this industry.”

Marco believed his complements and invitations were respectful and appropriate because he liked Giselle and felt attracted to her. He wanted to date Giselle and thought that complimenting her body was an important part of letting her know he was interested. He did not mean her harm and when confronted with Giselle’s distress, he was annoyed that any woman would be upset by being told how great her body was and claimed how his persistence was anything but respectful.

Giselle’s experience was based on her feeling overwhelmed by a person in a position of power flirting

with her. She wondered what she had done to encourage Marco’s flirting, realising only after talking to her friend that it wasn’t her. Their first meeting when he told her that her body was made in heaven was bad enough and she thought she had been professional but clear that she would not date a colleague. Her distress increased when Marco persisted and she felt powerless and resentful that she was prevented from doing her job well and establishing herself in her career.

In his mind, he was trying to get a date. In her mind, she was the target of sexual harassment. They are both right.

The danger is that these flirtations are commonly considered to be appropriate in the workplace and if not dealt with effectively by the organisation, by bystanders, and by our community more broadly, they become the norm. While courtship behaviours can be complicated, this is not an excuse for SASH. SASH is proposed to occur on a continuum that ranges from sexual harassment (e.g., leering) to sexual assault (McMahon, 2011). Sexual harassment is defined as any sexual behaviour that is intimidating, hostile, degrading, humiliating or offensive to the person being targeted and is experienced as being unwelcome and unwanted (Carstensen, 2016; McDonald, 2012).

Continues over page >

The Impact of Harmful Sex SASH can have devastating effects on survivors.

This includes: JOB IMPACTS Low job satisfaction, job performance and commitment, avoiding job and job stress (Pina & Gannon, 2012).

HEALTH IMPACTS Poorer psychological and physical health was found, including thoughts of suicide, feeling distressed, powerless and fearful, palpitations, nausea, and mental health problems such as Post-Traumatic Stress Disorder (Dworkin, Menon, Bystrynski, & Allen, 2017).

WORKPLACE IMPACTS For workplaces, the costs are staff turnover, lower productivity and reduced engagement (Chan, Lam, Chow, & Cheung, 2008).

ASIAL Promotes Industry Best Practice ASIAL expects all members to commit to ensuring employees are treated with respect and dignity by implementing policies and procedures to protect workers from Sexual harassment, harassment and discrimination in the workplace. ASIAL has created a draft policy for the assistance of members to promote a culture that prohibits sexual harassment, harassment and discrimination in the workplace. Members also access supporting templates to investigate and deal with reports and complaints.

SECU RIT Y INSIDE R | O C T/NOV 2 018 19

SEC URIT Y F E AT URE

How Can Harmful Sex be Prevented?

Responding to SASH

It starts with you!

Prevention is about creating cultural change and realising that respectful interactions help eliminate SASH. Understanding sexual consent is an important element. Consent has shifted from assuming you have consent unless told no, to a need for affirmative consent, which is assuming you don’t have consent unless you receive an enthusiastic yes.

Does this reflect your behaviour?

33 Check whether someone is capable of giving consent? If they have been drinking, taking drugs, are asleep, or passed out they are not capable of giving consent

33 Check whether the person you want to initiate sexual contact is willing to give their consent. A clear statement of consent is needed. Don’t assume anything 33 Check with the person each time you start a new type of sexual activity by asking gently “is this ok?”

33 If the person seems unsure, unhappy, or you are not sure they are consenting, stop 33 Silence, or the absence of a “no”, is not consent 33 A clear affirmative freelygiven “yes” indicates consent A popular YouTube video likens consenting to sex to consenting to having someone making you a cup of tea. The message is simple, clear and amusingly delivered. See: youtube.com/ watch?v=oQbei5JGiT8.

Effective responding is based on clear, defensible decisions that promote procedural fairness and empowering survivors. The role of bystanders is also increasingly recognised for its importance. If you witness SASH you can (adapted from humanrights.gov.au):

33 Recognise the behaviour for what it is, call it out, name it; 33 Seek permission of the person experiencing the harassment to: xx speak to your employer xx speak to your Human Resources manager xx speak to your colleagues; 33 You can support the person experiencing the harassment by: xx listening to them xx referring them to your organisation’s policies and procedures about sexual harassment xx assisting them find information about how to make a complaint xx encouraging them to report the problem xx offering to accompany them when they report the problem.

To prevent SASH all employees can also: 33 talk to your manager or Human Resources about organising sexual harassment training for the workplace, 33 talk to your manager or Human Resources about developing and implementing sexual harassment policies and displaying them in a prominent place, 33 talk to a union delegate or union about raising awareness of sexual harassment in the workplace.

SO WHAT IS GOOD SEX? Good sex is based on developing trust and intimacy using the pace of everyone involved. It involves intimate interpersonal experiences that are emotionally welcome, interpersonally rewarding, and with a bit of luck physically pleasurable.

Good sex is postulated to be grounded in respectful interactions which include:

­­Active listening ­­Assertive speaking

­­Celebrating moments of agreement

­­Learning from differences

­­Explicit consent conversations

­­Being willing to hear “no”

­­Free from all chemicals (esp. alcohol)

It may be necessary to adapt what action you take to the context of your workplace.

TAKE HOME MESSAGES All sexual harm is completely preventable. Prevention requires a willingness to create a cultural shift as an individual, an employee, and a member of society. Intimacy is a key part of social connection and can only ever be truly created when it’s mutual. A person’s body is their own as are their choices. Marco is not at fault for being attracted to Giselle. He is absolutely liable for making her repeatedly uncomfortable and failing to be respectful in the workplace.

References - Australian Human Rights Commission. (2018). Everyone’s business: Fourth national survey on sexual harassment in Australian workplaces.

Canberra: Author.

- Bevacqua, M. (2000). Rape on the public agenda: Feminism and the politics of sexual assault. Lillington, NC: Northeastern University Press.

- Carstensen, G. (2016). Sexual harassment reconsidered: The forgotten grey zone. Nordic Journal of Feminist and Gender Research, 24(4), 267280. doi:10.1080/08038740.2017.1292314

2 0 S EC U R I T Y I N S I D ER | OCT/ NOV 201 8

- Chan, D. K., Lam, C. B., Chow, S. Y., & Cheung, S. F. (2008). Examining the job-related, psychological and physical outcomes of workplace sexual harassment: A meta-analytic review. Psychology of Women Quarterly, 32(362-376).

- Dworkin, E. R., Menon, S. V., Bystrynski, J., & Allen, N. E. (2017).

Sexual assault victimization and psychopathology: A review and metaanalysis. Clinical Psychology Review, 56, 65-81. doi: http://dx.doi. org/10.1016/j.cpr.2017.06.002

- McDonald, P. (2012). Workplace sexual harassment 30 years on: A review of the literature. International Journal of Management Reviews, 14, 1-17.

- McMahon, S. (2011). Changing perceptions of sexual violence over time. Retrieved from http://www.vawnet.org/ - Pina, A., & Gannon, T. A. (2012). An overview of the literature on antecedents, perceptions and behavioural consequences of sexual harassment. Journal of Sexual Aggression, 18(2), 209-232.

A DV ERTO RIAL

ANOTHER GREAT YEAR FOR AUSTRALIANSUPER MEMBERS It’s been another great year for AustralianSuper members, with the Balanced option – where the majority of member’s funds are invested – delivering its ninth year in a row of positive returns. The return of 11.08% for the year to 30 June 2018 is the fifth year out of the last six that returns have been in double digits and places the investment option in the top three performing funds over 1, 3, 5 and 20 years to 30 June 2018.* All other investment options delivered positive returns – those with

Looking forward

the highest weightings to shares and unlisted assets, such as infrastructure, were the best performers. In total, returns added around $13 billion to the retirement savings of more than 2.2 million members in the financial year.

Deputy Chief Executive and Chief Investment Officer, Mark Delaney, said: “Stable global growth has supported markets across asset classes and as a result AustralianSuper members have seen another year of very impressive returns.”

Balanced option returns to 30 June 2018 1 year Super* Retirement

†

3 years

AustralianSuper Median AustralianSuper

Median

11.08%

9.22%

9.30%

7.29%

12.01%

9.92%

10.04%

7.94%

For more info: australiansuper.com/compare-us/our-performance

We’ve enjoyed a long period of very strong growth, with returns for the Balanced option above their long-term average for seven out of the last ten years.

“We know that at some point in the future markets will be more subdued,” said Delaney. “We will be keeping an eye on key policy makers, particularly the US Federal Reserve in relation to interest rates while also monitoring any action in relation to tariffs or other measures which may impact global trade.”

“AustralianSuper’s aim will continue to be maintaining a widely diversified portfolio and actively managing it in order to provide stable long-term returns for members.” * Source: SuperRatings Fund Crediting Rate Survey June 2018– SR Balanced (60-76) Index † Source: SuperRatings Pension Fund Crediting Rate Survey June 2018– SRP Balanced (60-76) Index This document was prepared in September 2018 by AustralianSuper Pty Ltd (ABN 94 006 457 987), AFS Licence No. 233788), the Trustee of AustralianSuper (ABN 65 714 394 898). This information may be general financial product 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 and consult an adviser if required before making an investment decision. You can obtain a copy from our website or call for a copy to be sent to you. Investment returns are not guaranteed as all investments carry some risk. Past performance is not a reliable indicator of future returns.

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 by taking small simple actions, so together we can make a big difference to their future.

We could make a big difference to yours too.

Let’s get started at australiansuper.com 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. AustralianSuper Pty Ltd ABN 94 006 457 987, AFSL 233788, Trustee of AustralianSuper ABN 65 714 394 898.

SECU RIT Y INSIDE R | O C T/NOV 2 018 2 1

SEC URIT Y F E AT URE

SMART BUILDINGS & VULNERABILITY Finding the Weak Spots Smart buildings are rapidly becoming a widely-recognised phenomenon, talked about in the media and high on the agenda of progressive companies on both the supply and demand side.

In truth, although the concept of smart buildings seems to be cutting-edge, the technology has been developed over a length of time dating back to the 1990s when the first ‘intelligent systems’ were implemented in building design. This was driven at the time by the need for greater levels of automation, and has subsequently evolved to include factors such as environmental impacts – reduced energy bills and environmental footprints – as well as safety, user comfort, business productivity and, of course, security.

From the perspective of a security professional, the smart building is all about integration, and how a flexible security solution blends seamlessly across all levels of an automated, connected building. Converged systems built on open platforms are integral to this, and involve factors such as access control (both physical and logical), security cameras and Video Management Software (VMS), as well as alarm systems.

Much more recently, Artificial Intelligence (AI) has given us the capability of driving much more sophisticated services through these existing security platforms.

A VMS can now identify individual faces and record them, reporting back to a central security point if there is a perceived threat; carparks use the same technology to provide ticketless parking, thus streamlining the flow of traffic in and out of a building.

“The smart building is all about integration, and how a flexible security solution blends seamlessly across all levels of an automated, connected building.”

2 2 S EC U R I T Y I N S I D ER | OCT/ NOV 201 8

S E C URIT Y FE ATU RE

The one common factor driving this evolution however, is the Smart Building. Smart Buildings or Intelligent Buildings should be termed Building Automation and Control System (BACS), a more technically correct term that removes cognition and confusion between operators and users. From a security perspective, BACS is a system that is most susceptible to outside attack.

Building Automation and Control Systems have become embedded into today’s contemporary building, extending across all types and sizes for the purpose of automation and information flow. However, there remains limited organisational awareness and practitioner understanding of BACS threats and vulnerabilities, and importantly, potentially business impacts.

As a platform that extends across many areas of a building’s intelligence and automation base, a BACS needs to interact with many different systems at a variety of points throughout the facility, and therefore is potentially exposed to more vectors of attack.

My colleagues and I recently performed a risk survey, interviewing facility and security professionals to gauge their current understanding on the vulnerabilities of a BACS solution and find out what security practices were being used to mitigate risk in this area. Our findings indicated a limited understanding of BACS risks and, equally important, there is a distinct lack of suitability in the mitigation strategies currently being employed.

Considerations when looking at risk mitigation of a BACS platform cross areas including architecture and design, engineering, critical infrastructure, physical security and IT. Guidance mitigation strategies range from designating the impact that BACS may have if an event occurs, through to a list of security

questions that consider management, security risk, personnel, physical and cyber security measures, incident and continuity planning and maintenance practices.

It is important to work from a position of strength when assessing risk, so professionals require a proper framework and knowledge to address the many and changing BACS threats and risks to an organisation.

BACS are located throughout an Intelligent Building, and used by many people connected across different networks. If the BACS fails, that may have a significant impact on the ability of an organisation to occupy a building and therefore, maintain operations.

There is no longer such a thing as a single, safe perimeter. Any device that enters a building is a potential threat, and anything that interacts with the facility’s network has the potential to introduce harmful elements to the building and its systems.

Identified vulnerabilities may include limited awareness of security threats and system vulnerabilities, physical access to parts of the system, compromise of various networks, insertion of foreign devices, lack of physical security, and a reliance on utility power.

Nevertheless, there are mitigation strategies that can be put in place to protect IB systems. These include threat-driven security risk management, an understanding of system criticality, greater integration of departments, network isolation, layered protection measures, and increased security awareness.

The first stage in this process is to be aware of the various attack vectors that may pose threats, and have an over-riding security plan drawn up. This way, the organisation can move onto a positive footing, and attack risk proactively rather than reacting as they occur.

About the Author: Dave Brooks is an Associate Professor, Post Graduate Course Co-ordinator Security Science at the School of Science, Edith Cowan University.

3 steps towards BACS security

1

A system criticality assessment defines the most mission-critical information within the network of hardware and software running the smart building and finds exactly where that information is located.

It then evaluates what the business impact would be if that information was lost, damaged or stolen. This ensures that information systems are properly grouped together, and that the right controls are in place around those systems.

2

Greater integration of departments will see better communication between employees and management, and a greater understanding on how separate departments and systems interact in the broader operational environment. Regular contact and discussions around risk and security should be scheduled, and these need to look at the smart building as a whole. As the overriding system off which many other systems run, there needs to be a focus on the BACS.

3

Network isolation has the effect of partitioning information away, so that it is not vulnerable to attack all at once. Using a Virtual Local Area Network (VLAN), data is separated off and categorised depending on the department or system that requires it.

Each local network can have different protocols applied to separate high risk data from that which poses a lower risk.

In the drive toward BACS within smart and intelligent buildings security and facility professionals need to raise their understanding of these critical building systems.

SECU RIT Y INSIDE R | O C T/NOV 2 018 2 3

Organised by RECOGNISING EXCELLENCE

Entertainment Sponsor

2018

AUSTRALIAN

Security Industry

Award Category Sponsors

THANK YOU

to our #SecurityAwards Call for nominations 2018 Sponsors

Nominations close 31 August 2018 Winners announced 18 October 2018 To nominate go to www.asial.com.au/awards

C

M

Y

CM

MY

CY

CMY

K

24 S EC U R I T Y I N S I D ER | OCT/ NOV 201 8

Media Partners 2018

Lead sponsor

ALWAYS USE A LICENSED SECURITY PROFESSIONAL ... and make sure they are an ASIAL member

It’s your mark of distinction

Find an ASIAL member: www.asial.com.au

#ASIALMember

SEC URIT Y F E AT URE

AGGREGATING, AUTOMATING AND AUGMENTING AI FOR AUSTRALIA’S SMART CITIES OF THE FUTURE Jordan Cullis, Country Manager South Pacific, Milestone Systems

Like our neighbours in Singapore, Australia harbours a vision of becoming a smart nation, utilising our natural resources, forward-thinking enterprise and relatively advanced levels of digital maturity to create an economically competitive country that is a serious player on the digital world stage.

March 2018 saw the launch of a campaign designed to push Australia towards a digital future.

The Smart Cities Council Australia New Zealand (SCCANZ) believes that data-driven infrastructure is now a national priority, and the group has been lobbying the federal government for a national program of digitisation in construction, ahead of the 2019 federal election.

Taking its lead from the UK’s ‘Digital Built Britain’ program, SCCANZ’s ‘Digital Built Australia’ policy aims for greater productivity within the construction sector by adopting technology and data management solutions. It advocates tools such as BIM and the Internet of Things “as a platform for realtime optimisation and the predictive analytics of infrastructure asset performance”.

To edge closer to this dream, Artificial Intelligence (AI) will be harnessed to a much greater extent, working with sources of potentially useful data such as networked video cameras, sensors and Internet of Things (IoT) devices as they are deployed all over the country.

The evolving relationship between AI and video technology will be of particular importance.

In contrast to recent times when it has been a serious bottleneck, today’s computer processing

2 6 S EC U R I T Y I N S I D ER | OCT/ NOV 201 8

power means computers can analyse huge volumes of video data simultaneously, recognising objects, people and even behaviour.

The rise of the GPU, with its multiple smaller cores powering extremely fast graphics rendering and multi-tasking, allows images to be rendered and analysed many times faster than a traditional processor. Potential applications of this digital power in a smart city include the use of videos for advanced city and traffic planning, through to licence plate or facial recognition being used to track criminals.

Building systems will be able to lead people towards a designated meeting room, tell how many people are in that room and adjust temperature controls automatically.

Shopping arcades will use facial recognition for demographic mapping and tracking foot traffic, leading to a more personalised shopping experience. Driverless cars are already making their way onto streets around the world, but smart trains and buses will also rely on advanced video and AI solutions to move large volumes of people safely and efficiently around the cities of the future. These advanced capabilities have the power to fundamentally change the way we live and work.

S E C URIT Y FE ATU RE

3

steps towards harnessing the power of video to accelerate Australia’s vision for a smarter future:

Aggregating video sources For a building or city to be truly smart, its sources of information need to be connected in order to provide the most complete picture possible. In many cases, this is still a work-in-progress.

An aggregated network of video cameras, for instance, provides a vast amount of

information. When connected to AI, the system can then provide insights to regulate traffic or find a missing person.

Aggregated networks of video sources should also be connected to an open-platform video management system (VMS).

This will allow the network to be

expanded easily, without having to use one particular kind of device or camera, meaning authorities can use whatever solutions best fit the task. As well as making the addition of hardware easier, it facilitates the creation of even bigger datasets, in order to provide a more accurate picture in future.

Automating insights for safer cities With systems in smart cities being fully connected, the massive amounts of video and sensor streams coming in mean that we need to use the data in more clever ways. However, this progress has been impeded until recently as the computing power needed to process and analyse those streams has simply not been available. GPU offloading can now supply that processing power, enabling the analysis of thousands of images per second.

Automation will be at the centre of the video management system as the sheer size of data sets would be impossible for human beings to utilise. This takes much

of the tedious burden of manual security scanning away from security guards. Today’s processing power means AI can be trained to recognise behaviour, not just objects. For instance, if a person is loitering in the same place over a period of time, this can be identified as unusual behaviour, then an alert can be sent to a security officer to investigate the situation. This capability will reduce human intervention and ease attention fatigue for security operations.

In a smart city scenario, we will solve public safety and operational challenges in ways that are truly impactful. For example, police

cars are each currently fitted with several cameras. When looking out for blacklisted car number plates, the police are able to minimise the deployment of manpower by leveraging license plate recognition instead.

As the use of connected devices continues to develop, more security companies will move away from just supplying manpower and focus on the use of technology to deliver security solutions effectively.

However, the real transformation to a smart city does not simply stop at the automation level, instead going on to amplify human intelligence.

Aumenting human intelligence for a truly smart nation As smart cities continue to grow and hardware acceleration such as ultra-high definition cameras allow us to have all of that aggregated video and sensor information, more will be used to analyse, assist and augment the way we manage buildings, incidents and people.

However, the use of video is not limited to security applications.

The potential of video technology

remains relatively untapped.

Retail, for example, can make use of facial recognition software to enhance the customer experience.

For instance, loyalty programmes can be activated when facial recognition notes a returning customer. When connected to a business’s point-of-sale system, sales staff can even recommend items the customer might like

based on previous transactions.

This is just the start. AI is going to provide the basis for many different applications which will help buildings and cities earn true ‘smart’ status, empowering individuals to make better use of their time and resources, ultimately leading to safer, more productive and hopefully, happier lives.

SECU RIT Y INSIDE R | O C T/NOV 2 018 2 7

A DV E RT ORIAL

LETTING JOB MANAGEMENT SOFTWARE TAKE THE WHEEL

Driving business efficiency with simPRO Why simPRO simPRO’s main offering is an all-encompassing software that can optimise most workflows common to security businesses like estimating, invoicing, asset maintenance and project management. By stripping these processes down and utilising an end-to-end solution, cash flows easily through the business from customer to supplier to technician to bottom line.

Keeping your business stable and secure is just as important as the security service that you provide to your clients.

A vital aspect of business is ensuring that you, your team, and your service are operating at a capability that can maintain a healthy bottom line. A happy and healthy income means a stable and secure business, one that has the ability to grow and prosper.

You may find yourself asking how you can better drive business efficiency, or ensure that your security staff are operating at optimal capacity?

Well thankfully, you’re working in the field service industry in a time of technological innovation and growth!

The 21st century is rich with a variety of tools that are aimed at improving productivity, enhancing visibility and encouraging growth for businesses in this industry.

2 8 S EC U R I T Y I N S I D ER | OCT/ NOV 201 8

Job management software is one of these tools, and is an innovation from this prosperous time that promises to only grow more powerful.

Already, the field service industry is inundated with a variety of different tools for managing multiple aspects of a business; accounting, scheduling, quoting, inventory and much more. simPRO however, as a job management software provider, is one that stands out from the rest as it offers a complete end-to-end solution - the software, and accompanying add-ons and tools, are designed to help security business owners with a means to improve cash flow and efficiency, from all angles.

Also worth mentioning are the stock management, scheduling and business reporting tools - these are other features of simPRO’s solution that are aimed at improving visibility for security business owners. Bettering awareness and clarity across a business, creates transparency, bringing to light bottlenecked workflows or other processes that could threaten the functionality of a business. simPRO’s job management software is professional, productive and profitable.

It can keep your security business running at optimal functionality, and help you to maintain a healthy bottom line. With simPRO at your side, your business can grow to exciting, and new heights.

IN DUS T RY NE WS

Professional.

Productive.

Profitable.

Quotes are going out faster, jobs are finishing sooner and costs are being measured Bozidar Jovanovic BLUi Security

Drive business efficiency with simPRO, Australia’s leading field service management solution ASIAL members can get 20% off the initial implementation and training costs of simPRO Enterprise*.

REQUEST A DEMO

simpro.com.au/asial-members

See website for details

*

SECU RIT Y INSIDE R | O C T/NOV 2 018 2 9

INDIVIDUAL PROFESSIONAL RECOGNITION PROGRAM An individual recognition program for security professionals committed to the highest standards The ASIAL Individual Professional Recognition program sets the benchmark for security professionals looking to progress their careers and to be recognised by employers, peers and clients.

Individuals who meet the entry criteria are eligible to receive the post-nominal credential of either MASIAL, AFASIAL, FASIAL or FASIAL (Life). Post-nominals provide a clear picture of an individual’s security experience and capability, a commitment to practice in accordance with the highest professional and ethical standards and a strong affiliation with the Association.

Note: If you don’t meet the eligibility criteria for entry on to the ASIAL Individual Professional Recognition Program, you can apply to become an ASIAL Individual Member. As soon as you meet the criteria, you can then transfer to the Individual Professional Recognition Program.

SETTING THE BENCHMARK FOR SECURITY PROFESSIONALS

TO ENROL IN THE PROGRAM GO TO WWW.ASIAL.COM.AU/PROFESSIONAL

FOUR LEVELS OF POST-NOMINAL FOUR LEVELS OF POST-NOMINAL RECOGNITION ARE AVAILABLE: FOUR LEVELS OF POST-NOMINAL RECOGNITION ARE AVAILABLE: ­­Member – MASIAL – 3+ years’ industry RECOGNITION ARE AVAILABLE: ­­Member – MASIAL – 3+ years’ industry experience – someone who is looking to grow ­­Member – MASIAL – 3+ years’ industry experience – their someone who is looking toindustry. grow and develop career in the security experience someone who is looking grow and develop– their career in the securitytoindustry. ­­Associate Fellow – AFASIAL – 10+ years’ and develop their career in the security industry. ­­Associate Fellow – AFASIAL – 10+ years’ industry experience – a security professional ­­industry Associate Fellow – AFASIAL 10+ years’ skills experience – a security professional committed to developing their–professional industry experience – a security committed to developing their skills and advancing the industry as professional a professional whole. committed to developing their skills and advancing the industry as professional a whole. ­­Fellow – FASIAL – 20+ years’ industry and advancing the industry as a whole. ­­Fellow – FASIAL – 20+ years’ industry experience – an experienced and respected ­­Fellow FASIAL – 20+ industry experience – anwho experienced and respected industry–leader hasyears’ contributed experience – an experienced and respected of industry leader who has contributed significantly to the growth and development industry leader whogrowth has contributed significantly to the and development of the industry. significantly the industry. to the growth and development of ­­Life Fellow – FASIAL (Life) – awarded to the industry. ­­Life Fellowwho – FASIAL (Life) – awarded to individuals have provided distinguished ­­individuals Life Fellow – FASIAL (Life) – awarded to who have provided distinguished service to the industry. individuals who have provided distinguished service to the industry.

ASIAL post-nominals can be used on your email service to the industry.

ASIAL post-nominals can be used emailor signature block, on business cards,on in your resumes ASIAL can be used on your emailor signature block,correspondence, on business cards, inall resumes in otherpost-nominals formal and eligible signature block, on business resumes or in other formal correspondence, andinthem all eligible members are encouraged to cards, display proudly. in other formal correspondence, and them all eligible members are encouraged to display proudly. members areTHE encouraged to display HOW DOES PROGRAM WORK?them proudly.

HOW DOES THE PROGRAM WORK? Successful applicants need to meet the eligibility HOW DOES THE PROGRAM WORK? Successful applicantsinneed to meet the eligibility criteria to participate the program.

These include Successful applicants to meetindustry the eligibility criteria to participate inneed thesecurity program.

These include educational qualifications, criteria to participate in the program.

These include educational qualifications, security industry experience, professional achievements, individual educational qualifications, security industry experience, professional achievements, membership of ASIAL and adherence toindividual the ASIAL experience, professional achievements, membership of ASIALConduct. and adherence toindividual the ASIAL Code of Professional membership of ASIALConduct. and adherence to the ASIAL Code of Professional Code Professional Conduct.

WHO of CAN PARTICIPATE? WHO CAN PARTICIPATE? Anyone committed to pursuing a career in the WHO CAN PARTICIPATE? Anyone security committed industry. to pursuing a career in the Anyone security committed industry. to pursuing a career in the security WHAT’S industry.

IN IT FOR ME? WHAT’S IN IT FOR ME? In a word – recognition. Employers and clients will WHAT’S IN IT FOR ME? In wordfor– what recognition. clients will seea you you areEmployers – qualified,and experienced In a you word recognition. and clients will see for– what you areEmployers – qualified, experienced and professional.

Participation in the program see you for whatyou you are –others qualified, experienced and professional.

Participation in in the program will differentiate from the industry and professional.

Participation in in the will from others the industry and differentiate demonstrateyou your commitment toprogram ongoing will differentiate you from others in the industry and demonstrate your commitment to your ongoing professional development to maintain and demonstrate your commitment to ongoing professional development to maintain your competitive edge. Participation in the ASIAL professional development to maintain your shows competitive edge.

Participation in the ASIAL Individual Professional Recognition Program competitive edge.

Participation in the ASIAL Individual Professional Recognition Program you are a security professional recognised byshows your Individual Professional Recognition Program shows you are security professional recognised by your peers fora the experience and qualifications you you security professional recognised by peers fora the experience and qualifications youyour haveare attained. peers for the experience and qualifications you have attained.

It is a benchmark of your expertise and a measure have attained.

It a benchmark of your expertise and a measure ofisyour career progress.

It isyour a benchmark of your expertise and a measure of career progress. of your career WHAT’S IN IT progress.

FOR EMPLOYERS? WHAT’S IN IT FOR EMPLOYERS? As an employer, when you hire an individual WHAT’S IN IT FOR EMPLOYERS? As an employer, when you Individual hire an individual participating on the ASIAL Professional As an employer, when you are hireselecting an individual participating on the ASIAL Individual Professional Recognition Program, you a candidate participating on the ASIAL Individual Professional Recognition you are selecting a candidate whose skills Program, and experience have been assessed Recognition Program, you arehave selecting a security candidate whose and experience assessed againstskills professional standards setbeen by the whose skills and experience have been assessed against professional standards set by the security industry’s peak national body – ASIAL. The program against standards the industry’s national bodyof – set ASIAL. Thesecurity program providesprofessional apeak valuable measure an by individual’s industry’s peak national body – ASIAL. The program provides a valuable measure of an individual’s expertise and capability. provides valuable measure of an individual’s expertiseaand capability. expertise capability.

HOW DO and I APPLY? HOW DO I APPLY? Read through the criteria to see whether you meet HOW DO I APPLY? Read throughcriteria. the criteria seethen whether you meet the eligibility If youtodo, complete Read throughcriteria. the criteria todo, seethen whether you the eligibility If you complete application form and provide evidence of meet the criteria.

If you do, then complete the eligibility application formthat and provide evidence of your achievements includes, a resume or CV, the application formthat andincludes, provide of your achievements ayour resume or CV, copies of certificates/evidence ofevidence education your achievements that includes, resume or CV, copies of certificates/evidence of ayour education qualifications, written recommendations, along copies of certificates/evidence of working your education qualifications, written along with evidence of your recommendations, experience in the qualifications, written along with evidence of your experience working in the security industry.

If yourecommendations, do not meet the eligibility with evidence of your experience working in the security industry.

If you do meet the eligibility criteria, for example you arenot a recent entrant to security industry.

If you do meetdemonstrated the eligibility criteria, for example you arenot recent entrant to the industry with less than 3 ayears’ criteria, for example are3 ayears’ recent entrant the industry with experience, lessyou than demonstrated security industry you can apply toto the industry with experience, less than 3 years’ demonstrated security industry you apply to you become an individual member of can ASIAL. Once security experience, apply to then become anmeet individual memberyou of can ASIAL. Once you are able industry to the eligibility criteria you can become anmeet individual member of ASIAL. Once you are able to criteria you can then apply to enrol onthe theeligibility ASIAL Individual Professional are able to meet criteria you can then apply to enrol onthe theeligibility ASIAL Individual Professional Recognition Program. apply to enrolProgram. on the ASIAL Individual Professional Recognition Recognition Program.

TO ENROL IN THE PROGRAM GO TO TO ENROL IN THE PROGRAM GO TO WWW.ASIAL.COM.AU/PROFESSIONAL TO ENROL IN THE PROGRAM GO TO WWW.ASIAL.COM.AU/PROFESSIONAL WWW.ASIAL.COM.AU/PROFESSIONAL

Member MASIAL: $199.00 P/A Memberindividual MASIAL:annual $199membership .00 P/A fee) plus one off application fee of $66.IN (includes 00 DUS T RY NE WS Memberindividual MASIAL:annual $199membership .00 P/A fee) plus one off application fee of $66.00 (includes (includes individual annual membership fee) plus one off application fee of $66.00

Eligibility Criteria: Eligibility Criteria: ­ ­Evidence of a minimum of three Eligibility Criteria: ­ ­Evidence of a minimum of three years’ demonstrated security industry ­­years’ Evidence ofina an minimum of three demonstrated security industry experience operational, consultancy, years’ demonstrated security industry experience an operational, consultancy, technical orinmanagement capacity; an operational, consultancy, technical orinreferences/testimonials management capacity; ­­experience Two written from an technical or management capacity; ­­employer/client; Two written references/testimonials from an ­ Two written references/testimonials fromoranindustry ­­ ­employer/client; Qualification of a Certificate III or higher ­­employer/client; Qualification assessment; of a Certificate III or higher or industry ­ Qualification of a Certificate III holder or higher industry ­­ ­assessment; Where an individual is not the of aorcurrent ­­assessment; Where individual is not National the holder of a current securityan licence, a current Police Check ­­is Where an individual is not National the holder of a current security licence, a current Police Check required; security current NationalProfessional Police Check required; ­­is Agree tolicence, fulfil theaASIAL Individual is required; ­­Agree to fulfilProgram the ASIAL IndividualProfessional Professional Recognition Continuing ­­Agree to fulfilProgram the ASIAL Individual Professional Recognition Continuing Professional Development requirement of 12 points per year; Recognition Program Continuing Professional Development requirement of 12 points per year; Development requirement of 12 points per year;

­­Adherence to the ASIAL Code of ­­Adherence the ASIAL Code of ProfessionaltoConduct. ­­Professional Adherence toConduct. the ASIAL Code of Benefits: Professional Conduct.

Benefits: ­­Use of the post-nominal credential – MASIAL – Benefits: ­­Use of the post-nominal – MASIAL – on business cards, emailcredential sign-off, CV and ­­Use ofmaterials; the post-nominal – MASIAL – on business cards, emailcredential sign-off, CV and other business cards,onemail sign-off, CV and other materials; ­­on Discounted rates ASIAL professional other materials; ­­Discounted rates on ASIAL professional development activities; ­ ­ Discounted rates on ASIAL professional development activities; ­­Subscription to Security Insider magazine; development activities; ­ ­ Subscription to Security Insider magazine; ­­Subscription to First Alert eNewsletter; ­ to magazine; ­­ ­Subscription Subscription to Security First AlertInsider eNewsletter; ­ ­ Visual identifiable recognition through a lapel pin ­ ­ Subscription to First Alert eNewsletter; ­­Visual identifiable recognition through a lapel pin displaying your recognition level; ­­displaying Visual identifiable recognition through a lapel pin your recognition level; displaying your recognition level;

Eligibility Criteria: ­­Evidence of a minimum of 10 years’ demonstrated Eligibility ­­Evidence of a minimum of 10in years’ demonstrated securityCriteria: industry experience a senior operational, ­­Evidence oftechnical a minimum of 10in years’ demonstrated security industry experience a senior operational, consulting, or management capacity; security industry experience in a senior operational, technical or management capacity; ­­consulting, Two written references/testimonials from an capacity; ­­consulting, Two written references/testimonials an employer ortechnical client; or managementfrom ­ Two written fromoran or references/testimonials client; ­­ ­employer Qualification of a Certificate IV/Diploma or client; ­­employer Qualification of a Certificate IV/Diploma or higher level; ­ ­ Qualification of a Certificate IV/Diploma higher level; ­­Where an individual is not the holder of aorcurrent ­­higher Where an individual is not National the holder of a current securitylevel; licence, a current Police Check ­­is Where an individual is not National the holder of a current security licence, a current Police Check required; security licence, a currenttoNational Police required; ­­is Evidence of contribution advancing the Check security required; ­­is Evidence of contribution to advancing the security industry which can include, but is not limited to, ­­industry Evidencewhich of contribution to advancing the security can include, but is not limited to, activities such as presenting/lecturing, writing industry which can include, but is not limited activities such as presenting/lecturing, writingto, and contributing to articles/ academic papers, activities suchonasstandards presenting/lecturing, writing and contributing to articles/development/industry academic papers, participation and contributing to articles/ academic papers, participation standards development/industry committees oronadvisory groups; participationoronadvisory standards development/industry committees groups; committees or advisory groups;

­­Agree to fulfil the Continuing Development requirement of Professional 12 points per year; ­ ­ Agree to fulfil the Continuing Development requirement of Professional 12ofpoints per year; ­­Adherence to the ASIAL Code requirement of 12ofpoints per year; ­­Development Adherence the ASIAL Code ProfessionaltoConduct. ­­Professional Adherence toConduct. the ASIAL Code of Benefits: Professional Conduct.

Benefits: ­­Use of the post-nominal credential – AFASIAL – Benefits: ­­Use of the post-nominal – AFASIAL – on business cards, emailcredential sign-off, CV and ­­Use ofmaterials; the post-nominal – AFASIAL – on business cards, emailcredential sign-off, CV and other on business cards,onemail sign-off, CV and materials; ­­other Discounted rates ASIAL professional materials; ­­other Discounted rates on ASIAL professional development activities; ­ ­ Discounted on ASIAL professional activities; ­­development Subscriptionrates to Security Insider magazine; developmentto activities; ­ ­ Subscription Security Insider magazine; ­­Subscription to First Alert eNewsletter; ­­ ­Subscription Subscription to to First Security Insider magazine; ­ Alert eNewsletter; ­­Visual Identifiable Recognition through a lapel pin ­­ ­Visual Subscription to First Alert eNewsletter; ­ Identifiable Recognition through a lapel pin displaying your recognition level; ­­Visual Identifiable Recognition through a lapel pin displaying your recognition level; displaying your recognition level;

Associate Fellow AFASIAL: $219.00 P/A Associate Fellow AFASIAL: $219.00 P/A (includes individual membership fee) plus one off application fee of $66.00 Associate Fellow annual AFASIAL: $219.00 P/A (includes individual annual membership fee) plus one off application fee of $66.00 (includes individual annual membership fee) plus one off application fee of $66.00 ­­Agree to fulfil the Continuing Professional Eligibility Criteria:

Fellow FASIAL: $239.00 P/A

Fellow FASIAL: 9.00membership P/A (includes individual$23 annual fee) plus one off application fee of $66.00 Fellow FASIAL: 9.00membership P/A (includes individual$23 annual fee) plus one off application fee of $66.00 (includes individual annual membership fee) plus one off application fee of $66.00 academic papers, participation in standards Eligibility Criteria: academic papers, participation in standards Eligibility Criteria: development, mentoring, participation on industry ­­Evidence of a minimum of 20 years’ demonstrated academic papers, participation in standards Eligibility development, participation on industry committees ormentoring, advisory groups; ­­Evidence of a minimum of 20inyears’ demonstrated securityCriteria: industry experience a senior operational, development, mentoring, participation on industry advisory groups; ­­security Evidence oftechnical a minimum of 20inyears’ demonstrated industry experience a senior operational, ­­committees Agree to fulfilorthe Continuing Professional consulting, or management capacity; committees orthe advisory groups; security industry experience in a senior operational, ­ ­ Agree to fulfil Continuing Professional consulting, technical or management capacity; Development requirement of 12 points per year; ­­Three written references/testimonials from senior ­ Agree to fulfil technical orsupporting management requirement of Professional 12ofpoints per year; ­­consulting, Three written references/testimonials from senior ­­ ­Development Adherence to the the Continuing ASIAL Code executives, specifically thecapacity; application requirement of 12ofpoints per year; ­­for Three written references/testimonials ­­Development Adherence toConduct. the ASIAL Code executives, specifically supporting theoffrom application Professional fellow and addressing the criteria the senior ­ ­ Adherence to the ASIAL Code of executives, specifically supporting theofapplication Professional Conduct. for fellowsand addressing the demonstrated criteria the service nominee’ security expertise, Benefits: Professional Conduct. for addressing the demonstrated criteria of the service nominee’ sand security andfellow commitment toexpertise, the security community; Benefits: ­­Use of the post-nominal credential – FASIAL – nominee’ s security demonstrated service commitment toexpertise, the security community; Benefits: ­­and Qualification of a degree or higher qualification*; ­­on Usebusiness of the post-nominal – FASIAL cards, emailcredential sign-off, CV and – and commitment to the security community; ­ of a degree higher qualification*; ­­on Usebusiness ofmaterials; the post-nominal – FASIAL cards, emailcredential sign-off, CV and – other ­­ ­Qualification Where an individual is notorthe holder of a current ­ of aadegree higher qualification*; business cards,onemail sign-off, CV and other materials; ­­ ­Qualification Where individual is notorNational the holder of a current securityan licence, current Police Check ­­on Discounted rates ASIAL professional materials; ­­security Where an individual is not National the holder of a current licence, a current Police Check is required; ­­other Discounted rates on ASIAL professional development activities; security licence, a currenttoNational Police required; ­ ­ Discounted on ASIAL professional development activities; ­­is Evidence of contribution advancing the Check security ­­Subscriptionrates to Security Insider magazine; is required; development activities; ­­Evidence of contribution to advancing the security industry which can include, but is not limited to, ­ ­ Subscription to Security Insider magazine; ­­Subscription to First Alert eNewsletter; ­­industry Evidence of contribution tosuch advancing the security can include, but isasnot limited to, non-workwhich related activities presenting/ ­ ­ Subscription to Security Insider magazine; ­ ­ Subscription to First Alert eNewsletter; industry which can include, but is not limited to, ­­Visual Identifiable Recognition through a lapel pin non-work related and activities such asarticles/ presenting/ lecturing, writing contributing ­ ­ Subscription to First Alert eNewsletter; non-work writing related and activities such asarticles/ presenting/ ­­Visual Identifiable Recognition through a lapel pin displaying your recognition level; lecturing, contributing ­­displaying Visual Identifiable Recognition through a lapel pin lecturing, writing and contributing articles/ your recognition level; *individuals who do not possess a degree or higher qualification but who can provide demonstrated evidence of displaying your recognition level;30 years + security industry experience in apossess senior operational, technical but or management capacity are eligibleevidence to applyofas30 a Fellow. *individuals who do not a degree orconsulting, higher qualification who can provide demonstrated years + security industry experience in apossess senior operational, technical but or management capacity are eligibleevidence to applyofas30 a Fellow. *individuals who do not a degree orconsulting, higher qualification who can provide demonstrated years + security industry experience in a senior operational, consulting, technical or management capacity are eligible to apply as a Fellow.

Life Fellow FASIAL (LIFE): No annual fee payable Life Fellow FASIAL (LIFE): No annual fee payable Life Fellow FASIAL (LIFE): No annual fee payable Eligibility Criteria: Benefits: Eligibility The Board Criteria: of ASIAL may, at any time by resolution, Eligibility Criteria: The Board of ASIAL may, ataany by on resolution, invite a person to become Lifetime Fellow The Board ofofASIAL may, ataany by on resolution, invite a person to become Lifetime Fellow the grounds their distinguished service to invite a person tothe become a Life Fellow the grounds of their distinguished to industry and Association.

Inservice orderonto groundsthe ofindividual their to the industry and thedistinguished Association.

Inservice order be eligible must have been ato the industry and the Association.

In order be eligible the individual must been ato Fellow of the Association for athave least five years. be the individual must been a Fellow of the Association for at least five years.

Lifeeligible Fellows are not required tohave undertake Fellow of the Association for at five years.

Life Fellows are not required to least undertake the ASIAL Professional Recognition Program Life Fellows are not required to undertake the ASIAL Professional Recognition Program professional development requirement. the ASIAL Professional Recognition Program professional development requirement. professional development requirement.

Benefits: ­­Use of the post-nominal credential - FASIAL Benefits: ­­(Life) Use of–the post-nominal credential - FASIAL on business cards, email sign-off, CV and ­­(Life) Use the post-nominal credential - FASIAL on business cards, email sign-off, CV and otherof–materials; on business sign-off, CV and other –materials; ­­(Life) Discounted rates oncards, ASIALemail professional materials; ­­other Discounted rates on ASIAL professional development activities; ­ ­ Discounted on ASIAL professional development activities; ­­Subscriptionrates to Security Insider magazine; development activities; ­ ­ Subscription to Security Insider magazine; ­­Subscription to First Alert eNewsletter; ­ magazine; ­­ ­Subscription Subscription to to Security First AlertInsider eNewsletter; ­­Subscription to First Alert eNewsletter; SECU RIT Y INSIDE R | O C T/NOV 2 018 31

Q& A

Question: What is the most-read book on your shelf?

Question: How do you like to spend your weekends?

Lisa: Once I have read a book I don’t tend to read it again. My favourite book however, is The Power of One by Bryce Courtenay.

Lisa: Weekends are catching up with family and friends. Hitting the shopping centre for some retail therapy and then heading down to the local on a Sunday afternoon and sitting in the sun listening to local bands.

Question: What film can you watch over and over again?

Lisa: Its corny but I love the movie Sweet Home Alabama. I don’t know why but I have watched it so many times now I think I know it word for word.

Question: Tell us your favourite song or album Lisa: Don’t have a favourite song or album really. I like a range of music from 50’s rock n roll, Rockabilly, 80’s and current music on the charts. I think it depends on my mood at the time, currently I have Horror Pops playing in the car.

ASIAL STAFF MEMBER

Lisa Collier 32 S EC U R I T Y I N S I D ER | OCT/ NOV 201 8

Question: Where is your favourite place in the world & what makes it so special?

Lisa: Sydney Harbour, When I was 18 I went on a cruise and nothing beats coming back through Sydney Heads at dawn and seeing our beautiful harbour and knowing you are home again.

Question: What do you enjoy most about ASIAL ?

Lisa: Everyone has welcomed me and made me feel like part of the team. They all have a wealth of knowledge and are more than happy to help with my questions.

My first week of induction was one of the best inductions I have ever had. They took the time to sit with me a make sure that I felt confident and comfortable with my new roleso what I enjoy most about ASIAL is the team and the support we all have for each other.

IN DUS T RY NE WS

Employer of Choice Assetlink 2018 Assetlink’s submission for the Employer of Choice encapsulates our focus on our people.

Assetlink’s people are our Most Important Asset and in turn become most important for the asset. By embedding ‘The Assetlink Way’ into everything we do, Assetlink has developed a culture for supporting each other to deliver and maintain the highest standards whilst creating exceptional customer experiences along the way.

For many, The Assetlink Way is the reason they want to work with us. As an Employer of Choice, our submission for the Australian Business Award demonstrates Assetlink’s achievements across the below key areas: 33 Culture, Leadership & Strategy 33 Education, Training & Development 33 Performance, Recognition & Remuneration 33 Health, Safety & Satisfaction.

FREE* LISTINGS WITH SECURITY JOBS BOARD AN INITIATIVE BY

Advertise with the peak body for security professionals in Australia *Security Jobs Board is FREE for ASIAL members who can post an unlimited number of job vacancies online. Nonmembers can advertise for a small subscription fee.

Find or Post job opportunities today.

SECURITY

www.asial.com.au/jobs

POST A JOB

J BS BOARD Australian Security Industry Association Limited

SECU RIT Y INSIDE R | O C T/NOV 2 018 33

WORKPL ACE RE L ATI ON S

Modern awards often define a “casual” as “an employee who is engaged and paid as such”. Therefore, it would not be unreasonable for an employer to believe that if the employee is paid the 25% casual loading, and is told that the work is casual, then casual it is!

Decisions of industrial tribunals have, over the years, considered a number of factors that may define a casual including: 33 That the work is intermittent or irregular 33 That the is no expectation (on the part of the employee) of continuing employment A recent decision of the Full Federal Court (FFC) changed that.

And in doing so has overturned over 20 years of determination. Providing casuals with a 25% loading and accrual of annual leave is nothing short of a double dip.

Prior to the Modern Award system casuals received an extra 1/12th (8.5%) payment to cover annual leave and a 15% loading for missing out of paid sick leave, compassionate leave and redundancy. This totalled 23.5% and became 25% across all modern awards for casuals. This new decision does not appear to have considered what the loading is originally for!

The FFC has determined that a casual labour hire employee on a fly in, fly out contract was not a casual employee for the purposes of the Fair Work Act 2009, and was therefore entitled to annual leave and other entitlements not ordinarily available to casuals.

Due to the nature of the private security industry reliance on a casual workforce is high. Very often those casuals will get regular work particularly in venue protection, pubs, clubs and sporting events.

The decision will impact heavily on employers who provide casuals with regular and systematic work and more especially now that the Fair Work

Commission has decided to install a “casual conversation’ clause in all Modern Awards.

Using labour hire will not solve the problem. If your casual employees are working regularly and systematically you may be exposed to claims for accrued leave and all of the other benefits available to full time and part time employees.

The arguments in WorkPac Pty Ltd v Skene [2018] FCAFC 131 became, in my opinion, more academic than practical. WorkPac, argued that Parliament intended that employees should either be entitled to a minimum period of leave, or moneys in lieu thereof (the 25% casual loading). Therefore, an employee who receives moneys in lieu must have been excluded from their entitlement to take leave.

For its part, the FFC considered and clarified the relationship between modern awards, employment agreements and the National Employment Standards (NES)... The Court found that the NES set out the "minimum standards that apply to the employment of employees and took precedent over terms and conditions of employment provided by enterprise agreements, modern awards, or contracts of employment.

In doing so the FFC was then able to consider the ordinary definition of casual employment.

Simply stated a casual is one who works on an ad hoc basis, not regularly or systematically and with no (real) expectation of continuing employment.

Any employer can pay above award wages. All things being equal,

the 25% casual loading should be offset against any payments that might be owed for accrued for annual leave. For this to be assessed it must be clearly stated in the contract of employment that the loading is being paid and what it is for. It should also be on the pay slip to show it was paid.

In Skene it was not clear, so Workpac were not able to argue the offset.

CASUAL CONVERSION As mentioned earlier as part of the 4 yearly review of modern awards the Fair Work Commission has decided to insert a standard clause in 85 modern awards giving casuals, who have worked regularly and systematically for 12 months, the opportunity to apply to their employer to convert to permanent full time or permanent part time based on the hours regularly worked.

Employers will have the opportunity to refuse (in writing) provided that they have reasonable grounds e.g.

Reasonable grounds for refusal may include that: 33 it would require a significant adjustment to the casual employee’s hours of work 33 the casual employee is not truly a regular casual 33 it is foreseeable casual employee’s position will cease to exist within the next 12 months 33 it is reasonably foreseeable that the hours of work casual employee will be significantly reduced in the next 12 months WHAT SHOULD EMPLOYERS DO? 33 Have a clear understanding of the award provisions covering employees 33 Understand what a true casual really is 33 Make sure you give your casual employee a contract of

WHEN IS A CASUAL NO Court decisions affecting you and your employees 34 S EC U R I T Y I N S I D ER | OCT/ NOV 201 8

WO RK P L AC E RE L ATIO NS

Due to the nature of the private security industry, reliance on a casual workforce is high.

employment that clearly shows that there is a casual loading and that it replaces annual leave and other entitlements available to full time and permanent part time employees 33 Make it clear that there is no guarantee of continuing employment 33 Identify where casuals are working regularly and systematically and where necessary, offer conversion to permanent part time or permanent part time employment

to work for more than the maximum span of ordinary hours, only starts to work overtime for the purposes of the payment of overtime loadings once he or she has worked the full range of ordinary hours and not before.

In his decision Tracey J said: “Rostering arrangements are within the discretion of the employer.

Consistently with the existence of this discretion the Award does not contain any express restrictions on the exercise of that power. In particular it is open to an employer:

33 Seek professional advice

33 to choose the day on which a roster is to begin;

SECURITY EMPLOYERS HAVE DISCRETION ON 12 HOUR SHIFT ROSTERING

33 to decide whether overtime hours can be included in the roster at a point before which all ordinary hours have been worked;

Justice Tracey of the Federal Circuit has handed down a decision that will have strong implications for employer in the Security Industry.

The Court was asked by United Voice ACT Branch to determine the correct construction of the Security Services Award 2010 - specifically whether an employee, who is rostered

33 to decide on the number of days on which ordinary hours can be worked; and 33 to fix the number of days of the week on which ordinary hours are to be worked (subject to the limitations prescribed by cls 21.3 and 21.4)”.

OT A CASUAL?

In reaching this decision the Judge cited the acceptance by the Fair Work Commission of ASIAL’s submissions that provision should be made for 12 hour ordinary time shifts in the making of the Modern Award. At [296] the FWC noted “We have been persuaded by the submissions of ASIAL that provision should be made for 12 hour ordinary time shifts. We recognise that the security services industry operates 24 hours a day, seven days a week and that 12 hour shifts are a ubiquitous feature of the industry throughout Australia. The absence of provision for 12 hour ordinary time shifts would result in increased costs to many employers and result in many employees working more overtime than they may wish to work”.

For more information, contact ir@asial.com.au

About the Author: Chris Delaney is ASIAL’s Workplace Relations Advisor. He can be contacted at ir@asial.com.au

SECU RIT Y INSIDE R | O C T/NOV 2 018 35

INDUST RY NE W S

KP LA

SA

OR

FE

W CE MANAGEMENT

Making health and safety easier for members

Mee t yo in 1 ur WH 5m inut S oblig es p atio er w ns eek

Ava ilab ACCESSIBLE anywhere, Special l e ANYTIME t o $27 OFFER 5 (in ASIAL mem Contact us to cl G The S A T) p bediscuss our new syst SIAL S r s e em, afe for promotion r an member indu W d stry esigne orkpla n um d to c : AS4 e Mana

36 S EC U R I T Y

801 g Inclu and ement man des an Sy t ailo o pow red stem i er/e ffice acc to th s a t lectr o Crea onic unt an e Au otal W tes a s sec d a m stra WHS urity o lian HS plan staff bile acc Stor secu o f es fo or y in th u bu|siOCT/ I N S I D ER NOV 201 8 rity our e fie nt acce ness rms, inc busi ld ssib iden ness , em l e to ploy t and ee repo se

IN DUS T RY NE WS

ASIAL GRADED SECURITY MONITORING CENTRES* CURRENT AS AT: 17TH SEPTEMBER 2018

COMPANY (SHORT FORM NAME)

STATE

CERT NO.

GRADE

EXPIRY

ADT Security

NSW

482

A1

02 Apr 2019

ADT Security (Data Centre)

NSW

483

A1

02 Apr 2019

Allcare Monitoring Services

WA

499

A1

29 Feb 2020

ARM Security

WA

484

A1

27 Mar 2019

ART Security

VIC

508

A1

30 Sept 2020

BENS Wholesale Monitoring

NSW

477

A1

14 Nov 2018

Best Alarm and Monitoring Services

VIC

488

A1

11 July 2019

Calamity Monitoring

NSW

501

A2

21 Mar 2020

Central Monitoring Services

NSW

485

A1

06 Apr 2019

Chubb Monitoring Centre

NSW

498

A1

09 Mar 2020

Energize Australia

VIC

503

C2

18 Mar 2020

Executive Security Solutions (Monitoring)

VIC

507

A1

15 Aug 2020

Glad Security

NSW

479

A2

15 Dec 2018

Golden Electronics

TAS

475

A1

16 Oct 2018

GRID Security

NSW

476

A1

17 Oct 2018

Instant Security

QLD

496

A1

13 Nov 2019

Linfox Armaguard

VIC

506

A1

14 Aug 2020

Mekina Technologies

TAS

500

A1

01 Nov 2019

Paul-Tec (Australia)

NSW

489

A1

28 Feb 2019

Protection Pacific Security

VIC

505

C2

01 Aug 2020

RAA Security Services

SA

480

A1

14 Feb 2019

SA

480

A1

14 Feb 2019

Secom Australia

RAA Security Services

NSW

495

A1

14 Dec 2019

Sectrol Security

VIC

492

B2

25 Aug 2019

Securemonitoring

VIC

494

A1

23 Nov 2019

Security 1

ACT

481

A1

14 Feb 2019

Security Alarm Monitoring Service

SA

502

A1

18 Jun 2020

Security Control Room

VIC

491

A1

18 Aug 2019

SMC Australia

QLD

497

A1

10 Feb 2020

Spectus

WA

487

A1

04 May 2019

Staysafe

VIC

478

A1

01 Dec 2018

Telstra SNP Monitoring (Hamilton)

NSW

490A

A1

17 Aug 2019

Telstra SNP Monitoring (West Ryde)

NSW

504

A1

30 May 2020

Ultimate Security Australia

NSW

493A

A1

22 Sept 2019

*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 CERTIFICATION CLASS 5 CAPABILITY COMPANY Inner Range Pty Ltd

STATE

CERT NO.

PRODUCT

EXPIRY

VIC

3

Infiniti Class 5

15 March 2020

The capability recommendation is based on an overview of AS/NZS 2201.1-2007 and its referenced standards. Full compliance is neither guaranteed nor implied. Whilst the product may be capable of meeting Class 5 standard, meeting this Class relies extensively on both the installer and the client. As part of the capability certification, the supplier has produced both a Compliance Statement and associated documents. These documents are dedicated to Class 5 compliance and form part of the Certification process.

The supplier has agreed that: The required documentation will be maintained up-to-date for the period of the Certification, with ASIAL’s inspector being advised in writing of any such changes, and they will maintain compliance throughout the certification. Any changes that may have an impact upon this will notified to ASIAL within 14 days. ASIAL may withdraw and cancel a certificate should it become aware of any non-compliance during the certification period.

SECU RIT Y INSIDE R | O C T/NOV 2 018 37

NEW MEMBERS

WELCOME

CORPORATE

TO OUR NEW MEMBERS ASIAL welcomes the following members who have recently joined the Association.

A1 Protective Services Pty Ltd

NSW

Bradley Graham Hartley t/a Banora Tweed Communications

NSW

Elite Protective Security Services Pty Ltd

VIC

JND Holdings Pty Limited

VIC

Shrek's Law Pty Ltd t/a Big Dog Security

QLD

Steven Mason t/a Gadget Locksmiths

WA

United Risk Management Pty Ltd

VIC

Verifact Investigations Pty Ltd

QLD

PROVISIONAL CORPORATE A B & K Stevens Pty Ltd t/a Colorado Security Solutions

VIC

Anytime Services Pty Limited

NSW

RECOGNITION PROGRAM

Aus Security Group Pty Ltd

NSW

Members to have newly joined these levels of the Recognition Program

Baaz Security Services (SA) Pty Ltd

WA

Boss Armoured Pty Ltd

VIC

BRONZE (6-10 YEARS) Barry Raymond Vivian Harland t/a Outback Security Services BlueCorp Group Pty Ltd

NSW VIC

RollsPack Pty Ltd

VIC

Cable & Connect Pty Ltd

VIC

Rose City Security Service Pty Ltd

QLD

Consec Technology Solutions Pty Ltd

VIC

Secure Events & Assets Pty Ltd

NSW

TJ Investigations Pty Ltd

VIC

Corporate Group Australia Pty Ltd t/a Corporate Security Services

VIC

David Micallef t/a SecRight

ACT

G 24/7 Services Pty Ltd t/a Googong Security

NSW

Guardian Security and Investigations Pty Ltd

NSW

Infinity Corporate Group Pty Ltd

NSW

Jester Event Services Pty Ltd

VIC

L.M Campbell & C.W Hopkins & K.A Stack t/a Keeping Australia Safe (K.A.S) Protection Services

QLD

Maloo Security Service Pty Ltd

NSW

Mid West Security Services Pty Ltd

NSW

Mustang Security Pty Ltd

QLD

Norson Technologies Pty Ltd

QLD

O'Halloran Electrics Pty Ltd t/a O'Halloran Electrics

VIC NSW

Granite Belt Protective Services Pty Ltd t/a Nighteyes Security

QLD

Guardian Alarms Australia Pty Ltd t/a Guardian Alarms

Total Management Protection Pty Ltd

NSW

Juan Carlos Hurtado t/a JC Protech-tion Security

VIP Security Industries Pty Ltd t/a Threat Protect

WA

NSW

Visium Networks Pty Ltd

VIC

Spartaguard Security Pty. Ltd.

VIC

Workforce Services Pty Ltd

VIC

Stephan Juhasz t/a Safeline Security Service

QLD

Worldsmart Retech Pty Ltd t/a Worldsmart Retail

SA

Urunga Windows & Glass Pty Ltd

NSW

Wayne L Hall Pty Ltd

NSW

Anthony George Bayley t/a CQ Alarms & Patrols Auskay International Manufacturing & Trade Pty Ltd

SILVER (11-15 YEARS) Australian Electronic Maintenance Services Pty Ltd

SA QLD

Bells Access Control Pty Ltd

NSW

Coastal Screens & Glass Pty Ltd

NSW

Dirrevin Pty Ltd

VIC

G4S Custodial Services Pty Ltd

VIC

ITD Security Pty Ltd

VIC

JJC Security Pty Ltd

VIC

Lanwill Pty Limited

SA

GOLD (16-24 YEARS)

Trelaine Pty Ltd t/a Vice Security Port Lincoln

Access Datacom Pty Ltd

VIC

VIC

B. J. McLachlan Security Pty Limited t/a Wagga Wagga Guard Services

NSW

B.M. Solutions Pty Ltd t/a Into Security

Pahwa Group of Companies Pty Ltd t/a Assure Protection Services

NSW

PROACT SECURITY PTY LTD

ACT

Chipla Holdings Pty Ltd t/a Monitoring Excellence WA

Protecc Pty Ltd

QLD

WA

Royal Security Pro Pty Ltd

VIC

Sight Master Australia Pty Ltd

QLD

Skilled Security Group Pty Ltd

NSW

Stimson Security Pty Ltd

QLD

The Great Wall Security Pty Ltd

VIC

Datareserve Pty Limited t/a Alarmzone David Aloysious Fryer t/a Code Seven Security Service

NSW

QLD

NSW NSW

Electronic Security Solutions (QLD) Pty Ltd

QLD

Tier One Advisory Group Pty Ltd

QLD VIC

M.J Garner & T Garner t/a Snowy Mountains Security Services

NSW

Grand Group Services Pty. Ltd.

NSW

MGM Security Pty Ltd

QLD

Jimlee Holdings Pty Ltd

NSW

Timeline Group Pty Ltd T/A WEB Security, T/A TLG Security, T/A Timeline Education

NSW

Panayiotis Matellis t/a P & K Cabling Design

NSW

Triplex Acies Consulting Pty Ltd t/a Triplex Acies Consulting

VIC

Quantic Security Pty Ltd

NSW

Tui & Sons Security Services Pty Ltd

VIC

Walltech Electrical Pty Ltd

VIC

Waterman AHW VIC Pty Ltd

VIC

Mitchell Turner t/a Profile Security Systems National Management Group Pty Ltd ATF National Management Group Trust

QLD

Rechenberg Pty Ltd t/a Rechenberg Security & Locksmiths

QLD

Sydney Security Solutions Pty Ltd

NSW

Newcastle Security Pty Ltd t/a Newcastle Security

NSW

Phoenix Security Group Pty Ltd t/a Security Services Melbourne

VIC

PLATINUM (25+ YEARS)

Riedel Services Pty Ltd

SA

Maura Holdings Pty Ltd t/a Golden Electronics

38 S EC U R I T Y I N S I D ER | OCT/ NOV 201 8

TAS

UPGRADED TO CORPORATE Arrow Consortium Pty Ltd t/a Arrow Guard Security

VIC

Comtel Pty Ltd

QLD

Linx Security Pty Ltd

NSW

ASIAL eLearning The peak body for security professionals.

Flexible and affordable professional development for the security industry Access to over 100 short courses (20-30 minutes each) The flexibility to purchase courses individually or through multiple enrolments at discounted rates The option to modify content (additional fee applies) Nominate an internal training manager to manage, monitor and track the process of the team’s training The ability to generate reports on learner progress, course competitions, organisation wide statistics for learners and courses

Access to over 100 short courses NEW COURSES: • • • • •

Privacy Awareness Cyber Security Awareness Sexual Harassment Prevention Managing Unconscious Bias Diversity in the Workplace

24/7 access to learning courses Access to flexible learning options which includes use on mobile devices

www.asial.com.au/elearning

SECU RIT Y INSIDE R | O C T/NOV 2 018 39

HO T PRODUCT S

HOTPRODUCTS NIDAC - VSMS8-3G Autodialler • 8 inputs • 2 x 1A SPDT relay outputs Controlled via incoming SMS or by ringing into the dialler and using DTMF tone sequences.

• Compatible with all 3 Australian 3G providers (Telstra, Optus & Vodafone) supporting 850MHz, 900MHz and 2100MHz to provide maximum coverage and user choice of provider.

• Triggering of alarm inputs sends SMS text and/or calls numbers and plays voice message.

• Dialling sequence can be cancelled via SMS command or keypad tones when voice message is received.

• 15 seconds of recorded voice per input.

• Up to 99 phone numbers can be stored, each input can have up to 16 of these numbers assigned to it.

• Dialler can be interrogated to determine the current state of the inputs/outputs via SMS command and SMS response.

VSMS8-3G VSMS8-3G-PS Includes power supply suitable for 12V battery back up

Contact NIDAC Security for further information and distributor details.

NIDAC Security P/L p +613 9808 6244 | sales@nidac.com | www.nidac.com

VeeSim

Virtual Emergency Evacuation Simulator Can your security staff safely evacuate the building?

Perform full or partial evacuations with confidence?

INTRODUCING VEESIM • A computer based EWIS panel simulator • Simulates a building emergency in real time • 24/7 training—without building disruption • Improved staff competence and reduced risk • Objective evaluation of warden skills • Easy reporting for safety compliance • Variable levels, zones, cascade times & sequence For a free extended 30 day trial, simply download VeeSim and email your details to info@veesim.com.

www.veesim.com

4 0 S EC U R I T Y I N S I D ER | OCT/ NOV 201 8

IN DUS T RY NE WS

INDUSTRY RECOGNISES BRAVERY AND COMMITMENT The ninth annual Australian Security Medals Foundation (ASMF) recognise bravery and contribution to security were presented at a dinner held at the Museum of Contemporary Art at the Rocks in Sydney on the 14th September.

Recipients of the Australian Security Medals for Valour (ASMV) included: 33 Security officer David Downing of MSS Security – who, despite significant risk to his own safety, intervened when an agitated male attempted to set himself on fire. While unable to completely prevent the male from setting himself alight, Downing was ultimately able to quell the fire with the assistance of the building’s fire suppression systems.

33 Security officers NovicaIlic and Ahmad El Masri of Glad Group who, while working at a large shopping centre in Sydney, answered a call for assistance. According to the report, two large groups totalling approximately 40 to 50 youths had been spotted acting in a threatening manner on the rooftop car park of the centre. Their quick and selfless actions almost certainly prevented serious injury to those present, in addition to officer El Masri preventing a knife attack from occurring.

Recipients of the ASMV, a number of Australian Security Medals included: 33 Brendan Noble who has demonstrated his consistent commitment to the role of security, both in a crime prevention and a customer service capacity throughout his career.

33 Security officer Noah Magnus who, in 2003, developed the Training Awareness Program (TAP) as a way of engaging with young people banned from the Erina Fair

Shopping Centre in an effort to establish better working relationships with the people who had been subject to bans, in addition to their friends and their families.

33 A posthumous award was presented to Steve Jackson, former Chairman of the ASMF and Chief Security Officer for Qantas for his contribution as a senior leader, mentor and driving force within the security industry for almost two decades.

The evening also saw the awarding of numerous Save A Life awards, bestowed upon security personnel who have used their training to literally save a person’s life. St John Ambulance Chief Executive Len Fiori handed out three awards, to Manatuki Pryor, Norman Hill, Mary Theofanidis, Mohammad Boreh and Candan Baykan.

Funds raised from the night will go to this year’s nominated charity, The Chris O’Brien Lifehouse – a not-forprofit, independent comprehensive centre specialising in state-of-the-art advanced treatment and research for public and private patients who are suffering from rare and complex cancer cases.

“The ASMF is very much about changing the perception of security by sharing stories about its heroes and leaders, doing good within the wider community and supporting those that need help within its own community,” says Maihi.

“Security is an integral part of business and society, and the Foundation is currently formulating plans to raise further awareness about the work in the security domain, which contributes to the security and wellbeing of millions of Australians.

SECU RIT Y INSIDE R | O C T/NOV 2 018 41

Upcoming ASIAL Events ACT INDUSTRY BRIEFING A great opportunity to network with security professionals and hear the latest updates from guest speakers including an industry update by ASIAL. Time: 7.30am-9.00am Venue: Belconnen Premier Hotel Venue address: 110 Benjamin Way, Belconnen, ACT

TAS INDUSTRY BRIEFING A great opportunity to network with security professionals and hear the latest updates from guest speakers including an industry update by ASIAL. Time: 7.30am-9.00am Venue: Hobart Function Centre Venue address: 4 Franklin Wharf, Hobart TAS

2018 AUSTRALIAN SECURITY INDUSTRY AWARDS An opportunity to recognise the skills, technologies and advancements provided by the security industry.

Time: 6:30pm-10:30pm Venue: Doltone House Hyde Park Venue address: 3/181 Elizabeth St, Sydney NSW

QLD INDUSTRY BRIEFING A great opportunity to network with security professionals and hear the latest updates from guest speakers including an industry update by ASIAL. Time: 7.30am-9.00am Venue: Hillstone St Lucia Venue address: Carawa Street, St Lucia, QLD

NSW INDUSTRY BRIEFING / AGM A great opportunity to network with security professionals and hear the latest updates from guest speakers including an industry update by ASIAL. Time: 7.30am-9.00am Venue: Pullman Hotel, Sydney Olympic Park Venue address: 9 Olympic Blvd, Sydney Olympic Park, NSW

VIC INDUSTRY BRIEFING A great opportunity to network with security professionals and hear the latest updates from guest speakers including an industry update by ASIAL. Time: 7.30am-9.00am Venue: Batman’s Hill on Collins Venue address: 623 Collins Street, Melbourne, VIC

SAVE THE DATE

To register, visit www.asial.com.au

10 Oct 2018

11 Oct 2018

18 Oct 2018

7 Nov 2018

28 Nov 2018

29 Nov 2018

Welcome Welcome to to ASIAL ASIAL We Weare arehere heretotohelp helpyour yourbusiness businesssucceed. succeed.As Asan anASIAL ASIALmember, member, advice adviceand andsupport supportisisalways alwayswithin withineasy easyreach. reach.

Leadership Leadership Providing Providing a strong a strong industry industry voice voice && advocacy advocacy

Networking Networking

Commitment Commitment

&& Professional Professional Development Development

ToTo Quality Quality

Promoting Promoting Your Your

AA Trusted Trusted

Partner Partner

Business Business

Professional Professional Advice Advice &&

Access Access ToTo Industry Industry

Support Support

News News&&Resources Resources

ASIAL ASIALisisthe thepeak peakbody bodyfor forsecurity securityprofessionals. professionals.

We Weare arededicated dedicatedtotosupporting supportingmembers, members,promoting promotingstandards standards and andsafeguarding safeguardingpublic publicinterests. interests.

asial.com.au asial.com.au| |1300 1300127 127425 425

Don’t break the link.

Use a Central Monitoring Services monitored alarm.

1300 655 009 | customerservice@centralmonitoring.com.au MASTER LICENCE 401988582